EXHIBIT 99.9

           SUMMARY OF AVOCENT CORPORATION 2007 EXECUTIVE BONUS PROGRAM

Program Background

         The Avocent Corporation 2007 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, a portion of which are based on the achievement of
performance goals established for the Company. The 2007 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 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 executive officers. The
calculation of executive bonuses is initially determined based on the
achievement of specific corporate-wide business and financial objectives
(including revenue diversification, mix, and growth, acquisition integration,
and other strategic matters) that were approved by the Company's Board of
Directors and are applicable to all executives (constituting 60% of the targeted
total bonus potential) and the achievement of specified individual goals
tailored to the individual executive (constituting 40% of the targeted total
bonus potential).

         The Compensation Committee was of the view, however, that any bonus
payments for 2007 should be contingent upon the overall financial performance of
the Company for 2007 as measured by operational revenue and operational earnings
per share. The Compensation Committee therefore incorporated a financial
component into the 2007 executive bonus program that is to be used as a
multiplier with a range of 0% to 150% to deny or limit the originally-targeted
bonuses based on lesser financial performance or to increase the
originally-targeted bonuses based on exceptional financial performance (subject
to the maximum percentages noted below).

         The financial component is based on specified levels of growth in the
Company's operational revenue (which is income prior to intangible amortization,
stock compensation expense, and acquired in-process research and development
expense) and specified levels of growth in the Company's operational earnings
per share in 2007 (after deducting executive bonuses net of tax) over the base
operational revenue and earnings per share in 2006. There are adjustments for
acquisitions on a pro-rata basis, and any transaction expenses from transactions
that do not close are excluded from the calculation of operational earnings per
share. Each of the two performance metrics would be weighted equally in
calculating the percentage of performance shares actually earned by each


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participant. Depending on the levels of growth in the Company's 2007 operational
revenue and 2007 operational earnings per share over 2006, 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 executive officers.

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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