EXHIBIT 99.11

           SUMMARY OF AVOCENT CORPORATION 2006 EXECUTIVE BONUS PROGRAM

Program Background.

     The Avocent Corporation 2006 executive bonus program was adopted by the
Compensation Committee of the Board of Directors of Avocent Corporation (the
"Company") and is designed to attract and retain qualified key executives
critical to the Company's growth and long-term success. The Company's
Compensation Committee is comprised of three independent non-employee directors.
From time to time, the Company engages independent compensation consultants to
advise the Compensation Committee on compensation and benefit matters.

     It is the objective of the Company's Compensation Committee and the Board
of Directors to have a portion of each executive's compensation contingent upon
the Company's performance as well as upon the individual's personal performance.
Accordingly, each executive officer's compensation package is comprised of three
elements: (i) annual base salary, (ii) annual cash bonus based on the
achievement of performance goals established for the Company and for the
executive officer, and (iii) equity-based awards that are designed to strengthen
the mutuality of interests between the executive officer and the Company's
stockholders. The 2006 executive bonus program is designed to meet the second of
these three elements, and bonuses to be awarded under the executive bonus
program by the Compensation Committee are based on objective and subjective
standards. In awarding executive bonuses, the Compensation Committee considers
the Company's success in achieving specific financial and business goals and
objectives and each executive's success in achieving certain individual goals
and objectives. The Compensation Committee has the authority to award additional
bonuses based on its evaluation of an executive's performance during a year.

Program Summary.

     The executive bonus program is designed to reward executives on a sliding
scale basis for annual performance by the Company that is above and beyond
reasonable or normal performance, and the program is targeted at 100% of base
pay for the Company's Chief Executive Officer, 70% of base pay for the Company's
President, and 60% of base pay for the Company's other senior executives. The
calculation of executive bonuses is initially determined based on the
achievement of specific corporate-wide business and financial objectives
(including the development and introduction of new products, revenue mix and
contributions, acquisition integration, and other strategic matters) that were
approved by the Company's Board of Directors and are applicable to all
executives (constituting 70% of the targeted total bonus potential) and the
achievement of specified individual goals tailored to the individual executive
(constituting 30% of the targeted total bonus potential).

     The targeted bonus amount so determined, however, is contingent upon the
financial performance of the Company, and a financial component is then used as
a multiplier to deny or limit the targeted bonuses based on lesser financial
performance or to reward exceptional financial performance (subject to the
maximum percentages noted above). The financial component is determined in
accordance with specified levels of growth in the Company's operational (not
GAAP) revenue and specified levels of growth in the Company's operational (not
GAAP) earnings per share in 2006 (after deducting executive bonuses net of tax
benefits) over the base operational revenue and operational earnings per share
in 2005 and adjusted for any acquisitions on a pro-rata basis and excluding from
the calculation of operational earnings per share any transaction expenses from
failed transactions or transactions that have not closed. Each of the two
performance metrics would be weighted equally in calculating the percentage of
the targeted bonus actually earned. Depending on the levels of growth in the
Company's 2006 operational revenue and 2006 operational earnings per share over
2005, an executive would actually earn a percentage from 0% to 150% of the
targeted bonus initially determined. As a result, the maximum award under the
program is 150% of base pay for the Company's Chief Executive Officer, 105% of
base pay for the Company's President, and 90% of base pay for the Company's
other senior executives.

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Corporate and Individual Objectives.

     The specific Company-wide and individual goals and objectives and specific
levels of operational revenue and earnings per share growth and the related
multiplier percentages have been communicated to each eligible executive and
represent target levels or other achievements with respect to specific
quantitative or qualitative performance related factors, or factors or criteria
involving confidential commercial or business information, the disclosure of
which would have an adverse effect on the Company.

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