EXECUTIVE ANNUAL STRATEGIC MILESTONES INCENTIVE PLAN FY 2008

                                                                Exhibit 10.15


                             JOHN WILEY & SONS, INC.
                             -----------------------


          FY 2008 EXECUTIVE ANNUAL STRATEGIC MILESTONES INCENTIVE PLAN
          ------------------------------------------------------------


                             ADMINISTRATIVE DOCUMENT
                             -----------------------


                                  CONFIDENTIAL
                                  ------------



                                   MAY 1, 2007
                                   -----------



                                    CONTENTS
                                    --------


Section            Subject                                                  Page
-------            -------                                                  ----



I.                 Definitions                                                 2



II.                Plan Objectives                                             3



III.               Eligibility                                                 3



IV.                Performance Objectives and Measurement                      3



V.                 Performance Evaluation                                      3



VI.                Payouts                                                     4



VII.               Administration and Other Matters                            5






                    I.   DEFINITIONS
                         -----------

Following are  definitions  for words and phrases used in this document.  Unless
the context clearly indicates otherwise,  these words and phrases are considered
to be defined terms and appear in this document in italicized print:

Company
John Wiley & Sons, Inc.

plan
The Company's Fiscal Year 2008 Executive Annual Strategic  Milestones  Incentive
Plan described in this document and any written amendments to this document.

plan year
The twelve month period from May 1, 2007 to April 30, 2008, or a portion of this
period, at the discretion of the CC.

Compensation Committee (CC)
The committee of the Company's Board of Directors responsible for the review and
approval of executive compensation.

strategic milestone
A participant's  objective to achieve  specific  results for FY 2008,  including
interim revised  strategic  milestones,  if any, as approved and communicated in
writing,  as  described  in Sections IV and V below.  Strategic  milestones  are
leading indicators of performance.

participant
A person selected to participate in the plan.

base salary
The  participant's  base  salary  as of July  1,  2007,  or the  date of hire or
promotion  into the plan,  if later,  adjusted  for any  increases  or decreases
during FY 2008,  on a prorated  basis,  and  adjusted for any amount of time the
participant  may not be in the plan for  reasons  of  hire,  death,  disability,
retirement and/or termination.

payout
Actual gross dollar  amount paid to a  participant  under the plan,  if any, for
achievement of strategic milestones, as further discussed in this plan.

total annual incentive opportunity
The total  target  amount a  participant  is eligible to receive from all annual
incentive plans, including this plan.

target incentive percent
The percent applied to the participant's  total annual incentive  opportunity to
determine the target  incentive  amount for this plan.  Generally,  for the plan
year 2008, the target incentive percent for this plan is 25%.

target incentive amount
The amount, if any, that a participant is eligible to receive if he/she achieves
100% of his/her strategic
milestones.

summary evaluation levels
     threshold
     The minimum  acceptable  level of achievement of strategic  milestones.  If
     threshold  performance  is achieved  against all  strategic  milestones,  a
     participant may earn 25% of the target incentive amount for which he/she is
     eligible.

     target
     Achievement in aggregate of target  strategic  milestones.  Each individual
     strategic  milestone  is  set at a  level  that  is  both  challenging  and
     achievable.  If  target  performance  is  achieved  against  all  strategic
     milestones,  a participant may earn 100% of the target incentive amount for
     which he/she is eligible.

     outstanding
     Superior  achievement of strategic  milestones,  both in quality and scope,
     with limited time and  resources.  If  outstanding  performance is achieved
     against strategic milestones,  the maximum amount a participant may earn is
     200% of the target incentive amount for which he/she is eligible.

payout factor
Percentage  of  strategic  milestones  deemed  achieved,  applied  to the target
incenive  amount,  used to  determine  the  payout  for which a  participant  is
eligible.



                    II.  PLAN OBJECTIVES
                         ---------------

The purpose of the FY 2008 Executive Annual Strategic  Milestones Incentive Plan
is to enable the Company to reinforce and sustain a culture devoted to excellent
performance,  reward  significant  contributions  to the  success of Wiley,  and
attract and retain highly qualified executives.



                    III. ELIGIBILITY
                         -----------

A  participant  is  selected  by the  President  and  CEO  and  recommended  for
participation to the CC, which has sole discretion for determining  eligibility,
from among those colleagues in key management  positions deemed able to make the
most significant  contributions to the growth and  profitability of the Company.
The President and CEO of the Company is a participant.



                    IV.  PERFORMANCE OBJECTIVES AND MEASUREMENT
                         --------------------------------------

A.   Strategic milestones are non-financial individual objectives over which the
     participant has a large measure of control,  which lead to, or are expected
     to lead to, improved  performance for the Company in the future.  Strategic
     milestones  are  determined  near the  beginning  of the  plan  year by the
     participant,  and approved by CEO or the participant's  manager, if the CEO
     is not the participant's manager.

B.   The  strategic  milestones  for the  President  and CEO  are  reviewed  and
     approved by the CC.

C.   The strategic  milestones for the President and CEO should be appropriately
     reflected in those of all other colleagues at all levels.  Each participant
     collaborates  with his/her  manager in setting  strategic  milestones.  The
     strategic milestones may be revised during the plan year, as appropriate.

D.   The determination of strategic  milestones includes defining a target level
     of performance and the measure of such, and may include defining  threshold
     and outstanding levels of performance and the measures of such.



                    V.   PERFORMANCE EVALUATION
                         ----------------------

A.   Achievement of a participant's  strategic  milestones will be determined at
     the end of the plan year by comparing  results  achieved to previously  set
     objectives.

B.   Each participant's  manager will recommend a summary evaluation level and a
     payout factor for  achievement  of all strategic  milestones,  by comparing
     results  achieved to the previously  set  objectives.  In  determining  the
     payout factor, the overall performance on all strategic  milestones will be
     considered. The President and CEO will recommend to the CC for approval the
     payout factors for all other  participants.  The CC will approve the payout
     factor for the President and CEO.

     Summary evaluation levels and related payout factors are as follows:

          Summary Evaluation               Payout factor range
          < Threshold                      0
            Threshold                      25% - <35%
          > Threshold                    =>35% - <50%
          < Target                       =>50% - <90%
          Target                         =>90% - <=110%
          > Target                       > 110% - <150%
          < Outstanding                  =>150% - <175%
            Outstanding                  =>175% - 200%

C.   Award Determination
     -------------------


                       STRATEGIC MILESTONES PAYOUT AMOUNT
                       ----------------------------------

  total annual incentive opportunity X target incentive percent X payout factor

                    = Strategic Milestones Payout Eligibility


     1.   Notwithstanding  anything to the contrary, the maximum payout, if any,
          a participant may receive is 200% of the target incentive amount.

     2.   The foregoing strategic  milestones payout eligibility  calculation is
          intended  to set forth  general  guidelines  on how  awards  are to be
          determined. The purpose of this plan is to motivate the participant to
          perform in an outstanding manner. The President and CEO has discretion
          under this plan to take into  consideration  the  contribution  of the
          participant,  the participant's  management of his/her  organizational
          unit and other relevant  factors,  positive or negative,  which impact
          the  Company's,  the  participant's  organizational  unit(s),  and the
          participant's  performance overall in determining whether to recommend
          granting or denying an award,  and the amount of the award, if any. If
          the participant is the President and CEO, such discretion is exercised
          by the CC.



                    VI.  PAYOUTS
                         -------

A.   Payouts will be made within 90 days after the end of the plan year.

B.   In the event of a participant's death,  disability,  retirement or leave of
     absence  prior to  payout  from  the  plan,  the  payout,  if any,  will be
     recommended  by the  President  and CEO to the CC  which  shall  have  sole
     authority for approval of the payout.


C.   A  participant  who  resigns,  or whose  employment  is  terminated  by the
     Company, with or without cause, before payout from the plan is distributed,
     will not receive a payout.  Exception to this provision  shall be made with
     the approval of the CC, in its sole discretion.

D.   A participant who transfers  between  businesses of the company,  will have
     his/her payout prorated to the nearest fiscal quarter for the time spent in
     each business, based on the achievement of strategic milestones established
     for the  position  in each  business,  and  based  upon a  judgment  of the
     participant's  contribution  to the  achievement of goals in each position,
     including interim revisions, if appropriate.

E.   A  participant  who is  appointed  to a position  with a  different  target
     incentive  percent will have his/her payout  prorated to the nearest fiscal
     quarter for the time spent in each  position,  based on the  achievement of
     strategic milestones established for each position.

F.   A participant who is hired or promoted into an eligible position during the
     plan  year may  receive a  prorated  payout as  determined  by the CEO,  in
     his/her sole discretion, subject to the approval of the CC.



                    VII. ADMINISTRATION AND OTHER MATTERS
                         --------------------------------

A.   The plan is  effective  for the plan year.  It will  terminate,  subject to
     payout,  if any, in accordance  with and subject to the  provisions of this
     plan.

B.   This plan will be  administered  by the  President  and CEO,  who will have
     authority  to  interpret  and  administer  this  plan,  including,  without
     limitation,   all  questions  regarding   eligibility  and  status  of  the
     participant, subject to the approval of the CC.

C.   This plan may be  withdrawn,  amended  or  modified  at any  time,  for any
     reason, in writing, by the Company.

D.   The  determination  of an award and  payout  under this  plan,  if any,  is
     subject to the approval of the President and CEO and the CC. This plan does
     not confer upon any participant the right to receive any payout, or payment
     of any kind whatsoever.

E.   No participant shall have any vested rights under this plan. This plan does
     not constitute a contract.

F.   All deductions and other withholdings  required by law shall be made to the
     participant's payout, if any.