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EXHIBIT 10-F

                                ADC TELECOMMUNICATIONS
                                    INTERNATIONAL
                          MANAGEMENT INCENTIVE PLAN DOCUMENT
                                   FISCAL YEAR 1997

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                                ADC TELECOMMUNICATIONS
                                    INTERNATIONAL
                          MANAGEMENT INCENTIVE PLAN DOCUMENT
                                   FISCAL YEAR 1997


I.     PLAN NAME AND EFFECTIVE DATE

The name of this Plan is the ADC Telecommunications, Inc. ("Company"),
International Management Incentive Plan - Fiscal Year ("FY") 1997, effective
November 1, 1996 through October 31, 1997.

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, 1997.

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 1997 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 1997 earnings. The target % for each participant is
       designated on the "Participant Form."

2.     Participant's 1997 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 FY 1997, 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 FY 1997 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.