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                                                                   EXHIBIT 10.18
[Genencor International, Inc. Logo]



                       SENIOR EXECUTIVE RELOCATION POLICY
                       CUSTOMARY PRACTICES AND PROVISIONS



OBJECTIVE

Provide customary guidelines and provisions for relocation of employees that
support fair and equitable treatment of employees while meeting the business
objectives of Genencor International, Inc.

PROVISIONS

Pre-Move:

        Residence Hunting: Reimbursement of expenses for up to three (3) house
        hunting trips for employee and spouse (round trip coach air, lodging,
        meals, tips, auto rental covered at 100%; baby-sitting reimbursed at
        50%). Additional trips may be made with approval of the Sr. Vice
        President of Human Resources.

Move:

        Household Goods: Covered expenses include: packing, shipping,
        unpacking, insurance at replacement cost. NOT COVERED: boats,
        trailers, plants, hobby items not shippable by van or requiring
        special crating.

        Cars: Shipment of up to two (2) cars covered. Shipment of additional
        car(s) requires advance approval of Sr. Vice President of Human
        Resources.

        Pets:  Shipment of up to two (2) pets covered.

        Furniture Storage: Household goods storage charges may be
        reimbursable depending on individual situation. (Subject to advance
        approval of Sr. Vice President of Human Resources).

Travel to New Location:

        Coach air, taxi, tips and meals for employee and dependents, or personal
        car including mileage, meals lodging and tips covered.

Temporary Living Expense:

        Depends on individual situation and requires advance approval of Sr.
        Vice President of Human Resources if over 90 days. In most cases, should
        not exceed 90 days lodging and car rental if car has not been
        pre-shipped.



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                       SENIOR EXECUTIVE RELOCATION POLICY
                       CUSTOMARY PRACTICES AND PROVISIONS

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Miscellaneous Expense Allowance:

        One month's salary to cover miscellaneous expenses such as installation
        of appliances, drapes, cleaning payable upon confirmation of settlement
        on your new residence. Itemization of expenses is not required. (Amount
        will be grossed up for federal and state taxes and included in
        employee's wages).

Sale of Primary Home:

               Reimbursement of seller's reasonable and customary closing costs,
               providing that home is sold within one (1) year of employee's
               effective transfer date. This provision will be provided via an
               external relocation service. Does not include buyer's points or
               expenses incurred resolving title problems or repairs to correct
               conditions identified in appraisal or engineer's inspection
               reports. (See Senior Executive Relocation Policy - Palo Alto
               Addendum.)

Home Purchase:

               Reimbursement of buyer's reasonable and customary closing costs,
               including mortgage placement fees, legal fees, transfer taxes,
               recording fees, loan origination fees, and up to two (2) mortgage
               points involved with the purchase of a new residence in the new
               location. Reimbursement does not include mortgage insurance fees
               (PMI or FHA premiums), tax escrows, prepaid insurance or prepaid
               taxes.

Bridge Loan:

               If employee is selling home in original location, Genencor
               International, Inc. may provide a bridge loan to facilitate
               employee purchase of a home in the new location. Bridge loan is
               limited to 90% of the equity in present home. The loan is to be
               repaid upon closing the sale of the original residence. The loan
               will be interest free for six (6) months, with interest
               thereafter set at 2 points above the prime interest rate as
               published in the Wall Street Journal. The maximum bridge loan
               period is one (1) year.

Tax Consultation & Considerations:

               Senior Executives will be provided with tax consultation by Price
               Waterhouse, Coopers. Any required tax gross-up on any relocation
               reimbursements, will be completed initially by PwC in December
               and will be reflected in your final paycheck and year-end W-2.
               PwC will complete an equalization calculation and settlement
               sheet at the time your annual state and federal returns are
               completed and filed.

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[Genencor International, Inc. Logo]

                       SENIOR EXECUTIVE RELOCATION POLICY
                               PALO ALTO ADDENDUM


OBJECTIVE

Provide guidelines for permanent relocation of senior executives to our Palo
Alto facility that supports fair and equitable treatment and recognizes the
additional needs of the executives while meeting the business objectives of
Genencor International, Inc. (GCI or the Company). The provisions below are
designed to assist the transition to the new location. The goal of the plan is
to facilitate a timely move and quick and integrated adjustment to the new
location to insure the senior executive remains fully productive at all times.
This policy replaces the Housing Supplement Policy.


KEY PROVISIONS

Down Payment Assistance and Home Price Guarantee

                    The relocating executive will be eligible for a repayable
                    loan as outlined below to be used exclusively as a down
                    payment on a home in Palo Alto or surrounding area. To be
                    eligible for the loan, the executive must contribute at
                    least the lesser of $100,000 or the full equity proceeds
                    from the sale of the executive's Rochester home towards the
                    purchase of the new residence.

                    Upon execution of a promissory note (which may require
                    certain security), GCI will provide the executive with a
                    five-year interest free loan. The amount of the loan will be
                    determined by the President/CEO based on the prevailing
                    market conditions and may be up to 50% of the purchase price
                    of the home. If the employee continues employment with GCI
                    in the Palo Alto area beyond the initial 5-year period, the
                    terms of the loan will be reexamined by the Company prior to
                    the fifth anniversary.

                    Repayment Terms Upon Termination
                    O  If the employee should voluntarily leave GCI or is
                       terminated for cause, the employee is responsible to
                       repay the loan no later than the earlier of 6 months from
                       termination, or the sale of the home.
                    O  If the employee leaves GCI under a mutually agreeable
                       arrangement, including retirement, the employee is
                       responsible to repay the loan no later than the earlier
                       of 2 years from termination, or the sale of the home.

                    Home Price Guarantee If Employee Sells Palo Alto Home to
                    Satisfy Loan
                    O  If the employee leaves GCI under a mutually agreeable
                       arrangement, the Company will guarantee the difference
                       between the then current home price, as determined by
                       the average of two independent appraisals, and the
                       original purchase price up to 100% of the loan
                    O  If the employee retires from GCI (i.e. leaves GCI at age
                       55 or later with at least 10 years of service), the
                       Company will guarantee a percentage of the difference
                       between the then current home price, as determined by the
                       average of two independent appraisals, and the original
                       purchase price where the percentage is calculated as the
                       ratio of the loan amount and the original purchase price.
                    O  If the employee should voluntarily leave GCI or is
                       terminated for cause, there is no home price guarantee.


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                    GCI will gross up the executive's salary for all taxes
                    related to any imputed income created by the interest on the
                    loan for the shorter of the first five (5) years of this
                    loan or as long as the executive is an employee of GCI.

Additional Loan
                    The relocating executive will be eligible for an additional
                    repayable loan as outlined below to help them deal with
                    added expenses such as the private tuitions, club initiation
                    fees, etc.

                    Upon execution of a separate promissory note, GCI will
                    provide the executive with a five-year interest free loan up
                    to a maximum of $200,000. If the employee continues
                    employment with GCI in the Palo Alto area beyond the initial
                    5-year period. The Company prior to the fifth anniversary
                    will reexamine the terms of the loan.

                    The relocating executive will be responsible for all taxes
                    related to any imputed income created by the interest on the
                    loan.

Repayment Terms Upon Termination
                    O  If the employee should voluntarily leave GCI or is
                       terminated for cause, the employee is responsible to
                       repay the loan no later than 60 days from termination.
                    O  If the employee leaves GCI under a mutually agreeable
                       arrangement, including retirement, the employee is
                       responsible to repay the loan no later than the earlier
                       of 6 months from termination, or the sale of the home.

Rochester Home Purchase Price Guarantee
                    The home purchase price guarantee will be based on the
                    greater of (1) the executive's initial purchase price of the
                    home as documented by the closing papers plus the cost of
                    approved major capital improvements as documented or (2) the
                    current appraised value. To the extent any of the home
                    purchase price guarantee creates a taxable event, the
                    taxable amount will be grossed up to cover the additional
                    taxes.

Housing Cost Supplement
                    In order to defray the impact of increased expenses in the
                    high cost of housing area (i.e.: Palo Alto/San Francisco
                    area) vs. Rochester, NY the employee will receive the
                    following payments in the years noted below provided that
                    the employee remains in the employ of GCI in the high cost
                    of housing area during the time period. The payments are
                    based on a percent of the employees base salary as stated in
                    the offer letter. Payments will be made via the normal
                    payroll process. The employee will be responsible for all
                    personal taxes related to this benefit and the payments are
                    not benefit eligible.

<TABLE>
<CAPTION>
                                                 Percent of Base Salary as
                            Year of Transfer     Stated in the Offer Letter

                           ----------------     --------------------------
                           <S>                  <C>
                               One                       20%
                               Two                       16%
                               Three                     12%
                               Four                       8%
                               Five                       4%
</TABLE>

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