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Exhibit 10.6

VIASYS Healthcare Inc. Management Incentive Program

        Since November 2001, when the spin-off of VIASYS Healthcare Inc.
("Company") from Thermo Electron Corporation was completed, the Company has
maintained an annual management incentive program (the "Program") for certain
employees designated by the Company. Generally, employees eligible for
designation by the Company must be regular, exempt, full-time management and key
contributors of the Company and its subsidiaries.

        The Program is available to employees who have commenced employment with
the Company prior to the start of the fourth quarter in the relevant Program
year. To the extent an employee is not employed with the Company for a full
year, an employee may be eligible for a pro-rated payment for a partial year of
service based on his/her commencement date. In order to receive an incentive
payment under the Program, the employee must be continuing in the service of the
Company, and must not have provided notice to the Company, on the date of
payment.

Program Outline

        The Program is comprised of three performance measures:

•Company performance is measured in earnings per share ("EPS");

•Strategic business unit ("SBU") performance is measured in budgeted operating
income per individual business unit; and

•Individual performance is measured by achievement of approved objectives.

        On an annual basis, the Company establishes the EPS and SBU targets and
approves the individual performance objectives for the Chief Executive Officer.
The Chief Executive Officer approves individual performance objectives for each
of the executive officers, and the business units establish individual
performance objectives for all other eligible employees.

        Actual incentive payouts are established on an annual basis and range
from 0% at below minimum performance, 100% (or one times target bonus) at target
performance and 200% (or two times target bonus) at or above maximum
performance. Each eligible employee is assigned a target bonus amount indicated
as a percentage of his/her base salary and has the potential to earn this target
bonus if the prescribed Company, SBU and individual objectives are achieved.
Target bonuses for employees in our corporate office are based only on
achievement of Company and individual objectives. A percentage of each
individual's bonus eligibility is tied to the applicable factors described above
and weighted based upon the relative importance of each of the performance
factors to the individual's job.

        Unless approved by the Company, if actual EPS during any Program year is
below the minimum EPS goal established by the Company, no incentive payment is
made to any employee even if his/her SBU operating income and individual
objectives are met.

Incentive Payments

        Annual incentive payments are typically paid before the close of the
first calendar quarter following the end of the Program year.

Oversight & Approval

        The Compensation Committee of the Board of Directors is responsible for
the review and oversight of the Program.

        This description of the Program is a summary of the Program as it has
operated from the date of the spin-off. In any given year, the terms and
conditions of the Program may be amended as the Company deems appropriate in its
discretion.

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2005 Target Bonuses for Named Executive Officers

Name

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  Title

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  Target Bonus as a % of Base Salary

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  Randy H. Thurman   Chairman, President & Chief Executive Officer   100 % Lori
J. Cross   Group President, NeuroCare   50 % Martin P. Galvan   Senior Vice
President, Chief Financial Officer, Director of Investor Relations   60 %
Mahboob H. Raja   Group President, International   50 % Edward Pulwer  
Executive Vice President and Group President, Respiratory Care   50 %

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VIASYS Healthcare Inc. Management Incentive Program