EXHIBIT 99.7


        SUMMARY OF AVOCENT CORPORATION 2009 EXECUTIVE CASH BONUS PROGRAM

Program Background

     The Avocent  Corporation  2009  executive cash 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.  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 is  based on the  achievement  of
performance  goals  established  for the Company.  The 2009 executive cash bonus
program is designed to meet the second of these three  elements,  and bonuses to
be awarded under the executive cash bonus program by the Compensation  Committee
are based on specified  levels of operational  revenue and operational  earnings
per  share  in 2009.  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 annual executive cash bonus program is designed to reward executives on
a sliding  scale  basis for  performance  by the  Company,  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 for the last nine
months of 2009 is based sixty  percent (60%) on financial  metrics,  twenty-five
percent  (25%) on  individual  metrics  based on the  achievement  of  specified
corporate and  individual  goals  tailored to each executive and approved by the
Compensation  Committee,  and  fifteen  percent  (15%)  on our  Chief  Executive
Officer's determination regarding each executive's teamwork,  contribution,  and
performance.  For our Chief Executive  Officer,  the bonus  calculation is based
eighty  percent (80%) on the financial  metrics and twenty  percent (20%) on his
achievement of specific  corporate and individual goals approved by our Board of
Directors.

     The  financial  metrics  are  based  on  targeted  levels  of  revenue  and
operational   earnings  per  share   (which  is  income   prior  to   intangible
amortization,  stock compensation expense,  restructuring and integration costs,
and acquired in-process  research and development  expense) for 2009 as reported
by the  Company to its  shareholders.  Each of these two  financial  performance
metrics  would be weighted  equally in  calculating  the  percentage of targeted
financial  metric  actually  earned by each  participant.  The  targeted 25% for
individual  metrics  and  the  targeted  15%  for the  Chief  Executive  Officer
discretionary metric can each be increased up to 150% of the targeted amount for
superior performance upon the recommendation of the Chief Executive Officer, but
only upon the specific approval of the Compensation Committee.  Depending on the
levels of the  Company's  revenue  and  operational  earnings  per share for the
remainder of 2009,  the  achievement  of  individual  objectives,  and the Chief
Executive  Officer's  discretion,  an executive could 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.  Any bonuses earned are paid out
after the end of the year.

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