QUALIFIED EXECUTIVE ANNUAL INCENTIVE PLAN FY 2008

                                                                   Exhibit 10.14


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


                FY 2008 QUALIFIED EXECUTIVE ANNUAL INCENTIVE PLAN


                                  PLAN DOCUMENT
                                  -------------



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


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





                                    CONTENTS
                                    --------



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


I.                       Definitions                                           2



II.                      Plan Objectives                                       3



III.                     Eligibility                                           3



IV.                      Performance Targets and Measurement                   3



V.                       Performance Evaluation                                4



VI.                      Payouts                                               4



VII.                     Administration and Other Matters                      5


<PAGE>


                    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.

business unit
The Company,  a business or subsidiary  of the Company,  or a global unit of the
Company.

plan
This FY 2008 Qualified Executive Annual Incentive Plan.

shareholder plan
The Company's 2004 Executive Annual Incentive Plan.

plan period
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.

performance target
A  participant's  objective  to achieve  specific  financial  goals for assigned
business  criteria in the plan  period,  as  approved  by the CC. A  performance
target  comprises  all of the  financial  goals for the  business  criteria in a
business unit.

business criteria
An indicator of financial performance,  chosen from the business criteria listed
in Section 4(b)(ii) of the shareholder plan. The following business criteria are
used in this plan:

     revenue
     (corporate) Gross annual revenue, net of provision for returns.

     earnings per share
     Earnings per share, excluding unusual items not related to the period being
     measured.  Actual  results shall be increased by one cent for VCH tax basis
     step-up recovery.

     revenue
     (business) Gross annual revenue, net of actual returns.

     business EBITA
     Operating income before amortization of intangibles.

     GPC EBITA
     business  operating  income before  amortization of intangibles as adjusted
     for profit earned by other businesses on intercompany transactions.

financial goal
A targeted level of attainment of a given business criteria.

financial results
The  published,  audited  financial  results  of the  Company  and the  business
financial results derived therefrom.

participant
A person selected to participate in the plan.

performance levels
     threshold
     The minimum acceptable level of achievement of a financial goal in order to
     earn a payout, expressed as a percentage of target ( e.g., 95% of target.)

     target
     Achievement of the assigned financial goal-100%.

     outstanding
     Superior  achievement  of a financial  goal,  earning  the maximum  payout,
     expressed as a percentage of target (e.g., 115% of target.)

base salary
A participant's base salary as of July 1, 2007, or the date of hire or promotion
into the plan, if later, 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 assigned performance targets, as further discussed in this plan.

total annual incentive opportunity
The total  target  amount that 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
period 2008, the target incentive percent for this plan is 75%.

target incentive amount
The amount that a participant is eligible to receive if he/she  achieves 100% of
his/her performance targets for a business unit. The sum of the target incentive
amounts for all business  units  assigned to a  participant  is the total target
incentive amount.



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

The plan is intended to provide the  officers  and other key  colleagues  of the
Company and of its subsidiaries, affiliates and certain joint venture companies,
upon whose judgement,  initiative and efforts the Company depends for its growth
and for the profitable  conduct of its business,  with  additional  incentive to
promote the success of the Company.



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

A participant is selected by the 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 TARGETS AND MEASUREMENT
                         -----------------------------------

The CEO  recommends  and the CC  adopts,  in its  sole  discretion,  performance
targets and performance levels for each participant, not later than 90 days from
the commencement of the plan period. No performance  target or performance level
may be modified after 90 days from the commencement of the plan period.

     A.   Performance  targets,  comprising  one or more  financial  goals,  are
          defined for each  business  unit.  Each  financial  goal is assigned a
          weight,  such that the sum of the weights of all financial goals for a
          business unit equals 100%.

     B.   Each  participant  is  assigned  performance  targets  for one or more
          business    units   ,   based   on   the    participant's    position,
          responsibilities,  and  his/her  ability to affect the  results of the
          assigned  business unit. For each  participant,  each business unit is
          assigned a weight,  such that the sum of the  weights of all  business
          units for a participant equals 100%.  Collectively,  all business unit
          performance   targets   constitute  the   participant's   plan  period
          objectives.

     C.   Each financial goal is assigned performance levels (threshold,  target
          and outstanding).


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

A.   Financial Results
     -----------------
     1.   At the end of the plan period, the financial results for each business
          unit are compared  with that unit's  financial  goals to determine the
          payout for each participant.
     2.   In determining the attainment of financial goals,
          a.   the impact of foreign  exchange  gains or losses will be excluded
               from revenue and business EBITA criteria.
          b.   the impact of any of the events (1) through (9) listed in Section
               4(b)(ii) of the shareholder plan, if dilutive (causes a reduction
               in the  financial  result),  will be excluded  from the financial
               results of any affected business unit.
     3.   Award Determination

          a.   Achievement  of threshold  performance  of at least one financial
               goal of a performance  target is necessary  for a participant  to
               receive a payout for that performance target.
          b.   The   unweighted   payout  factor  for  each  financial  goal  is
               determined as follows:
                    1.   For performance  below the threshold  level, the payout
                         factor is zero.
                    2.   For  performance  at the  threshold  level,  the payout
                         factor is 25%.
                    3.   For  performance   between  the  threshold  and  target
                         levels,  the  payout  factor is  between  25% and 100%,
                         determined on a pro-rata basis.
                    4.   For performance at the target level,  the payout factor
                         is 100%.
                    5.   For  performance  between  the target  and  outstanding
                         levels,  the payout  factor is  between  100% and 200%,
                         determined on a pro-rata basis.
                    6.   For performance at or above the outstanding  level, the
                         payout factor is 200%.
          c.   A participant's payout is determined as follows:
                    1.   Each   financial   goal's   unweighted   payout  factor
                         determined  above times the weighting of that financial
                         goal  equals  the  weighted   payout  factor  for  that
                         financial goal.
                    2.   The sum of the weighted  payout  factors for a business
                         unit's  performance target equals the payout factor for
                         that performance target.
                    3.   The    participant's total annual incentive opportunity
                                                      times
                                  the participant's target incentive percent
                                                      times
                                            the business unit weight
                                                      times
                                     the performance target payout factor
                                                      equals
                                 the participant's payout for that business unit
                    4.   The  sum of the  payouts  for all  the  business  units
                         assigned  to a  participant  equals  the  participant's
                         total  payout.
          d.   The CC may, in its sole discretion, reduce a participant's payout
               to any level it deems appropriate.



                    VI.  PAYOUTS
                         -------

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

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
     determined by the CC.


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 is hired or promoted into an eligible position during the
     plan period may receive a prorated  payout as  determined by the CC, in its
     sole discretion.



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

A.   The plan will be  administered by the CC, which shall have authority in its
     sole discretion to interpret and administer this plan,  including,  without
     limitation,   all  questions  regarding   eligibility  and  status  of  any
     participant, and no participant shall have any right to receive a payout or
     payment of any kind whatsoever, except as determined by the CC hereunder.

B.   The Company will have no obligation to reserve or otherwise fund in advance
     any amount which may become payable under the plan.

C.   This plan may not be  modified or amended  except with the  approval of the
     CC, in accordance with the provisions of the shareholder plan.

D.   In the event of a  conflict  between  the  provisions  of this plan and the
     provisions of the shareholder  plan, the provisions of the shareholder plan
     shall apply.