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                                                                   EXHIBIT 10(i)

                                  Synopsis of
                             Heller Financial, Inc.
                                   1997-1999
                            Long Term Incentive Plan
                                        

I. Purpose of the Plan

The 1997 -1999 Long term Incentive Plan (the "Plan") is an integral part of
Heller Financial, Inc.'s total compensation strategy.  It has been designed to:

   .  Enhance Heller's ability to attract and retain valued contributors by
      providing a competitive compensation opportunity.

   .  Focus Heller's valued contributors on the long term goals and objectives 
      of the company.

   .  Motivate key contributors through a pay-for-performance environment.

   .  Promote interdependency throughout the organization by reinforcing 
      teamwork.

   .  Align the executives and key contributors with shareholder interests.


II. Eligible Plan Participants

All employees who are in positions with a salary grade of 18 and higher are
eligible to participate in the Plan. However, this does not mean that all
eligible participants will receive a grant under the Plan.  Whether an eligible
employee receives a grant, as well as the size of the actual grant, will be
based upon their performance in the prior year and/or their potential
contribution.

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Recommendations for grants will be made by senior management and will be subject
to the approval of the Compensation Committee to the Board of Directors (The
"Committee") or the Chief Executive Officer, as prescribed by this document.

While employees in positions with a salary grade below 18 are typically not
considered eligible to participate in the Plan, grants can be made to these
employees on an individual basis, based upon the factors and conditions
discussed above.


III. Grants of Performance Shares

Performance shares are granted annually, at the beginning of the Plan, and are
earned out over a designated performance period based upon a target average
return on equity (ROE) goal.  This duration of the performance period for each
Plan is established at the beginning of its performance period.

The Committee, at its discretion, can modify the value of units as computed by
the return on equity formula based upon the achievement of predetermined
qualitative and quantitative performance measures.


IV. Performance/Award Period

The performance and award period for the Plan will be from January 1, 1997
through December 31, 1999.


V. Goal Setting/Value Determination

The value of a performance share is based on a three year average return on
equity (ROE) goal for Heller Financial, Inc.  This goal for the 1997-1999
performance period will not be modified by any predetermined qualitative and
quantitative measures of performance for.

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The 1997-1999 performance period average return on equity goal will be 10.4%.
The actual value of shares granted under this plan will be determined based upon
the average ROE achievement of Heller Financial, Inc. for each year in the three
year period.  The performance grid shown below will be used in determining
actual share value.

<TABLE>
<CAPTION>
                 ---------------------------------------------------
                      Three Year Average                 Share 
                          Annual ROE                     Value
                 ---------------------------------------------------
                      <S>                              <C>
                            11.95%                      $170.00
                            11.45%                      $135.00
                            10.95%                      $115.00
                 ---------------------------------------------------
                            10.45%                      $100.00
                 ---------------------------------------------------
                             9.95%                      $ 90.00
                             9.45%                      $ 75.00
                        Less than 9.45%                 $  0.00
                 ---------------------------------------------------
</TABLE>

If the three year average ROE goal is met, a share granted under this Plan will
have a value of $100.00.  The maximum value for a share is $170.00.  If the
actual performance exceeds or falls short of the average ROE target, the value
of a share will be determined in accordance with the performance grid shown
above.  If the performance threshold of 9.60% average ROE is not met, the Pool
will not be funded and no awards will be paid.  If the actual average ROE falls
between two values on the performance grid shown above, the actual value of a
share will be pro rated based on those values.


VI. Shares Available under the Plan

The number of shares available for grants under the Plan will be established at
the beginning of the performance period.  The number of shares available for
grants to participants, excluding the Chief Executive Officer, under the 1997-
1999 performance period cannot exceed 42,675 shares. Grants to the Chief
Executive Officer will be in addition to this amount of shares.

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VII. Target Grants
     -------------

Individual grants will be based upon actual and/or potential performance
factors.

VIII. Recommendation for and Approval of Grants
      -----------------------------------------

Grants under the Plan, as well as the size of the grant made to selected
participants, will be determined by senior management of Heller and will be
recommended to the Chief Executive Officer.  Individual grants made to the
Policy Committee members (Tier I), as well as aggregate grants made to Senior
Management Committee members (Tier II) will be approved by the Committee.  All
other grants will be approved by the Chief Executive Officer.  Grants to the
Chief Executive Officer will be determined and approved by the Committee.

IX. Unused Shares
    -------------

Shares not granted at the beginning of the performance period can be granted at
any time during the period with the approval of the Chief Executive Officer or
the Committee, as appropriate.  Any share forfeited during the period will be
returned to the pool and are available for grants during the period.  Any shares
unused at the end of the performance period will be returned to the company.

X. Distributions of Awards
   -----------------------

Awards will be distributed as soon as practical after the end of the performance
period.  Payments will be 100% in cash.  Voluntary elections are possible at the
participant's election.  Elections will be made in the third year of the plan
period.

XI. Administration
    --------------

The Committee may delegate any or all aspect of the administration of the Plan.
The Plan will be administered as provided in the Appendix to this document.

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                           Administrative Provisions
                           -------------------------
                                        
I.   Administration of the Plan
     --------------------------

     The Plan shall be administered by a the Compensation Committee to the Board
     of Directors (the "Committee") or its designee.  The Committee shall have
     the authority to approve eligibility to participate in the Plan, to
     establish the terms and conditions under which the awards become payable,
     and to adopt such rules and regulations and make all other determinations
     deemed necessary or desirable for the implementation and administration of
     the Plan.

II.  Termination of Employment
     -------------------------

     In the event that a Plan Participant should cease to be an active employee
     of Heller before the end of the performance period, no incentive
     compensation will be deemed to be earned by the Plan Participant for such
     period. A Plan Participant must be an active employee of Heller at end of
     the performance period (December 31, 1999) to be eligible for incentive
     compensation under the Plan.

     Notwithstanding the above, any Plan Participant who becomes permanently
     disabled during a performance period will be fully vested in his/her grant
     of shares and will receive all unpaid incentive compensation generated,
     with such shares being valued at the end of the performance period as
     prescribed in the Plan document and paid at the end of the plan period, at
     the time that awards are distributed to all other Plan participants.

     Notwithstanding the above, any Plan Participant who retires during a plan
     year will be fully vested in his/her grant of shares and will receive all
     unpaid incentive compensation generated, with such shares being valued at
     the end of the performance period as prescribed in the Plan document and
     paid at the end of the plan period, at the time that awards are distributed
     to all other Plan participants.

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      Notwithstanding the above, any Plan Participant who terminates by reason
      of death will be fully vested in his/her grant of shares and will receive
      all unpaid incentive compensation generated, with such shares being valued
      at the end of the performance period as prescribed in the Plan document
      and paid at the end of the plan period, at the time that awards are
      distributed to all other Plan participants.


III.  Plan Termination
      ----------------

      This Plan is effective for the calendar years 1997 through 1999 and is
      subject to change by the Committee or its designees.  While Heller will
      attempt to make Plan changes and communicate those changes to Plan
      Participants at the beginning of the performance period, the Committee and
      its designees have the authority to make Plan changes any time during the
      year.

      Heller reserves the right to amend the Plan at any time and to alter,
      reduce or eliminate any benefit under the Plan (in whole or in part) at
      any time, or to terminate the Plan at any time, as to any class or classes
      of covered employees, and beneficiaries, all without notice.
      Notwithstanding the foregoing, any such amendment or termination of the
      Plan shall not reduce the amount of incentive compensation earned by a
      Plan Participant before the effective date of such amendment or
      termination.

      Plan Participants will be notified of an amendment or termination of the
      Plan within a reasonable time.

IV.   Withholding and Benefits
      ------------------------

      Heller will withhold from any amounts payable under this Plan all federal,
      state, city and local taxes as shall be legally required as well as any
      other amounts authorized or required by employer policy including, but not
      limited to, withholding for garnishments and judgments or other court
      orders.

      Except as otherwise required by law, incentive compensation under this
      Plan shall not be included or considered determining any benefits under
      any pension, retirement, profit sharing, group insurance or other benefit
      plan.

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V.   Employment Rights
     -----------------

     The Plan does not constitute a contract of employment and participation in
     the Plan will not give a Plan Participant the right to be rehired or
     retained in the employ of Heller on a full-time, part-time, or any other
     basis nor will participation in the Plan give any Plan Participant any
     right or claim to any benefit under the Plan, unless such right or claim
     has specifically accrued under the terms of the Plan.


VI.  Company's Decision Final
     ------------------------

     Any interpretation of the Plan and any decisions, calculations and
     determinations made by the Committee or its designees on all matters.

VII. Incentive Awards not Distributed to Participants
     ------------------------------------------------

     Any portion of incentive compensation not earned and disbursed at the end
     of the performance period will be retained by the Company.

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