FY 2001 CMGI Executive Bonus Plan Agreement

Summary

This agreement outlines the FY 2001 Executive Bonus Plan for CMGI, Inc., covering David Wetherell, his executive team, and select subsidiary CEOs. The plan sets performance-based bonus targets tied to financial and operational goals, such as revenue, profitability, and organizational alignment. Bonus payouts range from 0% to 200% of the target, depending on performance, with eligibility requiring active employment through the fiscal year. Final bonus decisions are at the discretion of the CMGI Board.

EX-10.3 3 0003.txt FY 2001 CMGI EXECUTIVE BONUS PLAN EXHIBIT 10.3 FY 2001 CMGI Executive Bonus Plan Plan Objective: To attract, motivate and retain select Executives based on the achievement of CMGI business accomplishments Eligibility: David Wetherell and his Corporate Executive direct reports and select private subsidiary CEOs Performance Measurements: . Financial - consolidated performance of all Subsidiaries and Corporate CMGI . Net Revenue . Profitability (Operating Margin less Amortization) . Cash Financial plan may be modified during the fiscal year as necessary as a result of mergers, acquisitions, divestitures, etc. . Operational . Successfully align CMGI into 6 successful Segments and achieve profitability for 5 out of the 6 segments by end of FY 2001 . Success will be measured based on ongoing feedback from Operating Companies assessing value they receive from other Operating Companies . Achieve profitability goals . Attract and retain key talent to strengthen organizational structure of the Company . Success will be measured through performance reviews, attrition statistics, etc. 1 FY 2001 Target Bonus: Payments will be made based on the CMGI annual accomplishments against the performance objectives stated above. Payouts may range from 0 - 200% of target bonus based on leverage table below. Minimum performance attainment of 80% must be met in order for any payments to be made. Maximum payout is 200%. Every 1% increase or decrease in performance equals 2.5% increase or decrease in payout. Final payments will be made after the end of Fiscal Year 2001. Payment of bonuses and any determination of eligibility for payment of bonuses are solely at the discretion of the CMGI Board. ----------------------------------------------------------------- Bonus Plan ----------------------------------------------------------------- Performance *80% 80% 90% 100% 110% 120% **140% ----------------------------------------------------------------- Payout 0% 50% 75% 100% 125% 150% 200% ----------------------------------------------------------------- Employment Status: In order to be eligible to receive any cash award under this Plan, participants must be actively employed by CMGI or a subsidiary of CMGI through the end of Fiscal Year 2001. If a participant's employment ends prior to July 31, 2001 for any reason or no reason, he/she would be ineligible to receive any bonus payments hereunder. Participants: Participation in the plan may vary from year to year and is determined by the CMGI Human Resources and Compensation Committee. The following is a list of FY 2001 participants. CEO's of public companies are not eligible to be enrolled in this CMGI Executive Bonus. Executive Company CMGI Target Bonus --------- ------- ----------------- David Wetherell CMGI, Inc. $ 530,000 Andy Hajducky CMGI, Inc, $ 338,000 Dave Andonian CMGI, Inc. $ 125,000 Jeff Yanagi CMGI, Inc. $ 110,000 Bill Williams CMGI, Inc. $ 50,000 * Less than ** Greater than or equal to 2 Charles Berger CMGion $ 25,000 Jack Hughes Tallan $ 25,000 Greg Jones uBid $ 25,000 David Tolmie Yesmail $ 25,000 Rich Torre SalesLink $ 25,000 3