Exhibit 10.12

Rochester Medical Corporation
Fiscal 2005 Executive Compensation Plan

(adopted by the Compensation Committee of the Board of Directors on November 18,
2004)

MANAGEMENT INCENTIVE PLAN (BONUS)

Eligibility

•   All Executive Officers and Director level management personnel will be
eligible to participate.   •   Recommended participation rates have been set by
the President, and are based upon the respective position level and function of
each executive. In all cases, participation rates are well within competitive
incentive compensation ranges.

Fiscal 2005

                                              Bonus Participation   Weighted
Performance     (% of Base Salary)

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  Criteria

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    Minimum   Target   Maximum           Operating Participant

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  Payout

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  Payout

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  Payout

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  Sales

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  Income

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Conway, Jim
    0 %     35 %     52.5 %     50 %     50 %
Conway, Philip
    0 %     25 %     37.5 %     50 %     50 %
Horner, Dara Lynn
    0 %     25 %     37.5 %     50 %     50 %
Jonas, David
    0 %     25 %     37.5 %     50 %     50 %
Sholtis, Martin
    0 %     25 %     37.5 %     75 %     25 %
Anglin, Robert
    0 %     20 %     30 %     50 %     50 %

•   The sales and operating income performance targets shall be set and approved
annually by the Compensation Committee.

Bonus Calculation and Payout

     The President will evaluate actual results from the respective areas of
responsibility for each executive against financial targets. This evaluation
will result in a recommended payout level as a percentage of the annual
incentive target. Performance levels and recommended payouts will be reviewed
and approved by the Compensation Committee prior to disbursement.