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Exhibit 10-s








                                ADC TELECOMMUNICATIONS
                                    INTERNATIONAL
                          MANAGEMENT INCENTIVE PLAN DOCUMENT
                                   FISCAL YEAR 1998

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                                ADC TELECOMMUNICATIONS
                                    INTERNATIONAL
                          MANAGEMENT INCENTIVE PLAN DOCUMENT
                                   FISCAL YEAR 1998


I.    PLAN NAME AND EFFECTIVE DATE

The name of this Plan is the ADC Telecommunications, Inc. ("Company"),
International Management Incentive Plan - Fiscal Year ("FY") 1998, effective
November 1, 1997 through October 31, 1998.

II.   PURPOSE

The purpose of the Plan is to provide, with full regard to the protection of
shareholder's investments, a direct financial incentive for eligible management
employees to perform an effective leadership role and make a significant
contribution to the Company's established goals.

III.  ADMINISTRATION

This Plan is administered by a Management Incentive Plan Committee ("Committee")
appointed and authorized by the Company's Board of Directors.  Subject to the
complete and full discretion of the Board of Directors, the Committee is
authorized to make all decisions as required in administration of the Plan and
to exercise its discretion to define, interpret, construe, apply and make any
exceptions to the terms of the Plan.

IV.   ELIGIBILITY

The Committee establishes rules of eligibility for participation in the Plan and
determines eligibility in accordance with those rules.  Participation is
effective as of the date approved by the Committee and is communicated to the
participant by an incentive opportunity statement ("Participant Form")
specifying the target incentive level for the position held by the participant. 
No employee will become a participant in the Plan after May 1, 1998.

V.    TIME OF PAYMENT

Payments which become due under this Plan are made as soon as administratively
feasible following the close of the Company's fiscal year.
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VI.   PLAN GOALS

The Plan reinforces the key financial goals which support ADC's long-term
strategic plans.  The FY 1998 goal categories and weights for International
participants are as follows:

            GOAL                               WEIGHT
            ----                               ------
      International Revenue                     60%

*     Corporate EVA Improvement                 20%

**    Individual Contribution                   20%
                                               ---
      TOTAL                                    100%

*     EVA Improvement is the dollar amount of planned year-over-year
      improvement in EVA.
      EVA Improvement goals are set for each of the next three years.

**    The Individual Contribution goal measures your performance against
      pre-determined objectives.  The objectives are to be documented on the
      attached "Individual Objective" form and require your direct manager's
      and Business Unit head's approval.

VII.  MINIMUM PERFORMANCE PAYOUT REQUIREMENTS

A.    To ensure protection of shareholder interest before an incentive payout
      can be generated, the threshold for International Revenue or Corporate
      EVA Improvement must be met.

VIII. CALCULATION OF PAYMENTS

A.    DETERMINATION OF ACHIEVEMENT AGAINST GOALS AND OBLIGATION TO MAKE
      PAYMENTS.

1.    The obligation to make payments under the Plan is determined by
      achievement of goals determined by the Board of Directors.

2.    The payout opportunity for meeting the goals are as follows:

            GOAL             THRESHOLD           TARGET          MAXIMUM
            ----             ---------           ------          -------
International Revenue       0% of Target          100%        400% of Target
Corporate EVA Improvement   0% of Target          100%        400% of Target
Individual Contribution     0% of Target          100%        200% of Target

Results between threshold-target and target-maximum are interpolated.

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B.    CALCULATION OF INDIVIDUAL PAYMENTS UNDER THIS PLAN IS A FUNCTION OF:

1.    Target incentive opportunity - expressed as a percentage of an
      individual's FY 1998 earnings.   The target % for each participant is
      designated on the "Participant Form."

2.    Participant's 1998 fiscal year base salary earnings.

3.    Performance against the established goals.

C.    INDIVIDUAL AWARD CALCULATIONS ARE SHOWN BY THE FOLLOWING EXAMPLE:

      Assume we have a Plan participant with the following facts:

      Grade:                            15
      Target Payout:                    11% of base salary earnings
      Base Salary Earnings:             65,000

      Minimum performance payout requirement is met.


      GOAL                                   WEIGHT         ACHIEVEMENT
                                                         (As a % of Target)

      International Revenue                   60%              100%

      Corporate EVA Improvement               20%              110%

      Individual Contribution                 20%              100%
                                                               ----

      OVERALL RESULT AS % OF TARGET                            102%

      Calculation of Payment:

      $65,000 (FY Earnings) x 11% (Target Opportunity) x 102% (Overall Result
      as a % of Target)=$7,293.
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IX.   EFFECT OF CHANGE IN EMPLOYMENT STATUS

A.    VOLUNTARY RESIGNATION.  A participant who voluntarily resigns full-time
      employment prior to the end of the Fiscal Year receives no payment under
      the Plan.

B.    CHANGE BASED UPON UNSATISFACTORY JOB PERFORMANCE.  A participant who is
      involuntarily terminated or transferred to a non-eligible position for
      reasons of unsatisfactory job performance receives no payment under this
      plan.

C.    CHANGE BASED UPON JOB ELIMINATION. Subject to the approval of the
      Committee, a participant who is involuntarily terminated or transferred
      to a non-eligible position because of a job elimination may retain the
      right to a pro-rata payment based upon the time served in the eligible
      position during the fiscal year, provided at least three months was
      served in the eligible position.

D.    CHANGE BASED UPON PROMOTION / DEMOTION.  A current participant who is
      promoted or demoted from an incentive eligible position to another
      incentive eligible position during the fiscal year has a pro rata
      calculation of payment based upon the time served in each position during
      the Fiscal Year, provided at least three months was served in each
      position.  If a participant is in an eligible position for less than
      three months during the fiscal year, the payment calculation is based on
      the incentive level of the position served in the longest.

E.    CHANGE BASED UPON TRANSFER TO ANOTHER POSITION.  A current participant
      who transfers to another position within the Company that is eligible for
      participation in an ADC Management Incentive Plan with different goals
      during the Fiscal Year has a pro rata calculation of payment based on the
      goals and length of time served in the respective positions, provided at
      least three months was served in each position.  If a participant is in a
      job for less than three months during the Fiscal Year, the payment
      calculation is based on the goals of the position served in the longest.

F.    DEATH.  If a participant dies during the fiscal year, the participant's
      heirs as determined by will or applicable laws of descent and
      distribution has a pro-rata calculation of payment based upon the time
      the participant served in the eligible position during the fiscal year.

X.    AMENDMENT OR TERMINATION OF PLAN

The Board of Directors reserves and retains the right to modify, rescind or
terminate this plan in whole or in part, at its sole discretion, and nothing in
this Plan limits this right in any way or creates any rights in any employee of
future participation in this Plan or any other plan, or constitutes any
guarantee of compensation or employment with ADC.  Further, neither the Board of
Directors nor the Company has any obligation under this Plan or otherwise to
adopt this or any other plan in any future fiscal year.