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Exhibit 10.18

MOCON, INC.

DESCRIPTION OF EXECUTIVE OFFICER
COMPENSATION ARRANGEMENTS

        All of the employees of MOCON, Inc., including executive officers, are
employed "at will" and do not have employment agreements with MOCON. MOCON has,
however, entered into a written Executive Severance Agreement with four of its
full-time executive officers, a form of which has been filed as an exhibit to
this report on Form 10-K. The following is a description of oral compensation
arrangements for 2008 between MOCON, Inc. and the following executive officers
of MOCON:

Name of Executive Officer

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  Title

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  Base Salary

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  Bonus Arrangements

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  Stock Options

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  Other

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Robert L. Demorest   Chairman, President and Chief Executive Officer   $262,915
per year   See footnotes (1) and (2) below   Stock options to purchase shares of
MOCON common stock are granted from time to time in the sole discretion of the
Compensation Committee of the MOCON board of directors   Under the MOCON, Inc.
Savings and Retirement Plan, participants, including executive officers, may
voluntarily request that MOCON reduce pre-tax compensation by up to 75% (subject
to certain special limitations) and contribute such amounts to a trust. MOCON
contributed an amount equal to 25% of the first 6% of the amount that each
participant contributed under this plan. MOCON provides an automobile for each
of its full-time executive officers. Executive Officers generally receive
3-5 weeks vacation per year. MOCON employees, including its executive officers,
are compensated for forfeited vacation. Executive officers are reimbursed for
expenses incurred in the ordinary course of business. Executive officers receive
other benefits received by other MOCON employees, including health, dental and
life insurance benefits.
Daniel W. Mayer
 
Executive Vice President
 
$198,540 per year
 
See footnotes (1) and (2) below
 
See above
 
See above
Darrell B. Lee
 
Vice President, Chief Financial Officer, Treasurer and Secretary
 
$146,633 per year
 
See footnotes (1) and (2) below
 
See above
 
See above
Douglas J. Lindemann
 
Vice President and General Manager
 
$169,265 per year
 
See footnotes (1) and (2) below
 
See above
 
See above

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(1)MOCON provides its executive officers and other employees a direct financial
incentive to achieve MOCON's annual profit goals through the MOCON, Inc.
Incentive Pay Plan, which was established pursuant to resolutions of the
Compensation Committee effective January 1, 2003 and filed as an exhibit to
MOCON's annual report on Form 10-K for the year ended December 31, 2002. Under
the Incentive Pay Plan, annual goals are measured by MOCON's annual net income
before income taxes and incentives for Mr. Demorest, Mr. Lee, Mr. Lindemann and
Mr. Mayer, who have overall corporate

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responsibilities. The Incentive Pay Plan contemplates that each year the
Compensation Committee will establish goal amounts for MOCON's executive
officers and will determine the percentage of salary at goal for MOCON's
executive officers. On December 31, 2007, the Compensation Committee established
these goal amounts and determined these percentages. Although the goal amounts
are confidential, the 2008 percentages of salary at goal range from forty
percent to sixty-five percent of 2008 base salary earned, at goal, with the
actual incentive paid based on the percentage of goal achieved, up to a maximum
of one hundred fifty percent. The fiscal 2008 goals and percentages of salary
were set forth in resolutions approved by the Compensation Committee and are not
otherwise set forth in any written agreements between MOCON and the executive
officers. The following are the amounts paid to each of MOCON's executive
officers under the Incentive Pay Plan with respect to fiscal 2007: Mr. Demorest:
$161,254; Mr. Mayer: $74,878; Mr. Lee: $48,459 and Mr. Lindemann: $63,837. These
amounts were paid in March 2008.

(2)On December 31, 2007, the Compensation Committee established individual
special performance related bonus arrangements for Messrs. Demorest, Mayer, Lee
and Lindemann to further motivate these individuals to attain certain
company-related performance goals in addition to the profitability
performance-related goals covered under MOCON's Incentive Pay Plan. While the
specific performance goals remain confidential, the bonuses if paid will be in
the form of an extra week of paid vacation and an all-expense paid trip for two,
up to maximum amounts ranging from $10,000 to $13,000. The terms of the fiscal
2008 special performance related bonuses were set forth in resolutions approved
by the Compensation Committee and are not otherwise set forth in any written
agreements between MOCON and the executive officers.

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Exhibit 10.18