EXHIBIT 10.16

                                UNICA CORPORATION
                           EXECUTIVE FIELD BONUS PLAN
                      FISCAL YEAR ENDING SEPTEMBER 30, 2006

I.    BONUS PLAN OVERVIEW

      This Executive Field Bonus Plan is designed to reinforce several concepts
      of performance for one or more field executives (each an "executive").
      This Plan is one element of the total compensation package for executives.

      For purposes of this Plan, references to the "Board" mean the Board of
      Directors of the Company or its Compensation Committee.

II.   BONUS PLAN ELIGIBILITY

      An executive is eligible to participate in this Plan if the executive's
      employment commences on or before June 30, 2006. Any executive whose
      employment commences between October 1, 2005 and June 30, 2006 will
      receive a pro-rated bonus target based on the date on which the
      executive's employment commences.

III.  PLAN DESIGN

      Each executive has a variable compensation plan based on two categories of
      targeted measurement:

            CATEGORY I. - BOOKINGS ACHIEVEMENT (80%) - This category contains
            two achievement components:

                  a)    Regional bookings

                  b)    Company bookings

            CATEGORY II. - INDIVIDUAL MBO GOALS (20%) - This category consists
            of individual management-by-objective (MBO) goals for fiscal 2006
            that were recommended by the chief executive officer and approved by
            the Board.

IV.   PLAN ADMINISTRATION

   -  Bookings achievement is assessed on a quarterly basis. Bonus payments are
      awarded based upon the attainment of cumulative bookings for the region
      and the Company.

   -  Bonus awards will be calculated on a linear basis (0%-99%) for the first
      three quarters. Bonus payments for both Company and regional bookings
      achievement will be capped at 100% for the first three quarters. Quarterly
      overachievement will be credited towards the next quarter. Overachievement
      for the fiscal year 2006 will be calculated on a linear basis and paid out
      at the end of the Company's fiscal year end in the Q4 payment.

   -  Quarterly payments for Q1 - Q3 are made in the first available payroll
      cycle following the financial review of the quarter. Q4 payments will be
      made after the completion of the Company's year-end financial audit.

   -  Funding for the MBO Component is contingent upon the Company meeting its
      threshold financial achievement metrics as established in the Company's
      Executive Staff Bonus Plan for fiscal year 2006.

   -  The MBO component is assessed at the end of the Company's fiscal year and
      is paid out based on actual achievement of MBO Goals, as recommended by
      the chairman and chief executive officer and approved by the Board.

   -  At its discretion, the Board may determine to make some bonus payment if
      the Company or individual objectives are not achieved.