EXHIBIT 10.11

                        SUMMARY OF 1999 BONUS PROGRAM FOR
                          EXECUTIVE VICE PRESIDENTS OF

                       UNITED STATES CELLULAR CORPORATION

         The objectives of the 1999 Bonus Program for Senior Corporate Staff
(the "1999 Bonus Plan") of United States Cellular Corporation ("USM") are: (i)
to provide incentives for the Executive Vice Presidents of USM to extend their
best efforts to achieve superior results in relation to key performance targets,
(ii) to reward USM's Executive Vice Presidents in relation to their success in
meeting and exceeding these performance targets, and (iii) to help USM attract
and retain talented management personnel in positions of critical importance to
the success of USM. A team performance award and an individual performance award
are available under the 1999 Bonus Plan.

         For target performance on the team and individual categories, the 1999
Bonus Plan was designed to generate a targeted 1999 bonus pool equal to the
total of 40% of the aggregate of the base salaries of the Company's senior
executive officers other than the President. Under the 1999 Bonus Plan, the size
of the target bonus pool is increased or decreased depending on USM's 1999
achievements with respect to the performance categories. No bonus pool is paid
under such plan if minimum performance levels are not achieved in these
categories. The maximum bonus pool that could be generated, which would require
exceptional performance in all areas, would equal the total of 80% of the
aggregate base salaries of the Company's executive officers other than the
president. At target performance, the bonus pool would be equal to 40% of the
aggregate salaries of the Company's executive officers other than the President.
Of this percentage, 4% represents a targeted individual performance award and a
total of 36% represents a targeted team bonus award. The team performance
categories include (i) new customer additions (8% of the targeted award) (ii)
cash flow growth (8% of the targeted award), (iii) service revenue growth (8% of
the targeted award), (iv) return on capital (8% of the targeted award) and (v)
churn (4% of the targeted award).