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ADC TELECOMMUNICATIONS MANAGEMENT INCENTIVE PLAN DOCUMENT FISCAL YEAR 2000



ADC TELECOMMUNICATIONS MANAGEMENT INCENTIVE PLAN DOCUMENT FISCAL YEAR 2000

I.   PLAN NAME AND EFFECTIVE DATE

The
name of this Plan is the ADC Telecommunications, Inc. ("Company"), Management Incentive PlanFiscal Year ("FY") 2000, effective November 1, 1999 through
October 31, 2000.

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 will be 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 October 1, 2000.

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.

VI.  PLAN GOALS

The
Plan reinforces the key goals which support ADC's long-term strategic plans. The FY 2000 goals are as follows:

|Corporate Participants |                         | Group/Division Participants
|---------------------- | ----------------------- | ---------------------------
|                      | ADC EVA Improvement*    |                            
|                      | ADC Revenue             |                            
|                      | ADC New Product Revenue |                            
|                       |                         |                            

The
goal weights and threshold, target, and maximum performance levels are specified on the attached goal sheet.



Individual Performance

In
addition to the goals indicated above, an individual performance factor will be applied to the calculation of your MIP payout. The factor ranges from 50% to 150% of your overall payout.

VII.  MINIMUM PERFORMANCE PAYOUT REQUIREMENTS

To
ensure protection of shareholder interest before an incentive payout can be generated, the following criteria must be met:

|Corporate Participants |                                                                       | Group/Division Participants
|---------------------- | --------------------------------------------------------------------- | ---------------------------
|                      | ADC EVA must be positive and;                                         |                            
|                      | The threshold level of ADC Revenue or ADC EVA Improvement must be met |                            

VIII. CALCULATION OF PAYMENTS

|Threshold                          |  | Target                               |  | Maximum                             
|---------------------------------- |  | ------------------------------------ |  | ------------------------------------
|0% of Target Incentive Opportunity |  | 100% of Target Incentive Opportunity |  | 300% of Target Incentive Opportunity





|Grade:                |  | 15                         
|--------------------- |  | ---------------------------
|Target Payout:        |  | 15% of base salary earnings
|Base Salary Earnings: |  | $70,000                    





|Goal                          |  | Weight |   | Achievement |  
|----------------------------- |  | ------ | - | ----------- | -
|
|ADC EVA Improvement           |  | 30     | % | 100         | %
|Group EVA Improvement         |  | 30     | % | 95          | %
|Group Revenue                 |  | 20     | % | 110         | %
|Key Division Goal             |  | 20     | % | 100         | %
|Overall Result as % of Target |  |        |   | 101         | %
|Individual Performance Factor |  |        |   | 100         | %





IX.  EFFECT OF CHANGE IN EMPLOYMENT STATUS

|Fiscal Year Qtr
of Effective Date |  | Impact on MIP
Payout Calculation                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                            
|--------------------------------- |  | ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
|1st Quarter                       |  | Payout is based on the new MIP goals for the entire fiscal year                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                             
|2nd & 3rd Quarter                 |  | The participant's payout for the period prior to the effective date of the transfer will be based on the old Plan. The participant's payout after the effective date of the transfers will be based on the overall MIP
results of the old goals or the new goals, whichever result in a higher payout for the participant. For this comparison, the calculation of the payout for the old goals will be based on the same level of payout the employee would have received if the
employee had not been transferred including their prior salary and target incentive level.
|4th Quarter                       |  | Payout is based on the old MIP goals for the entire fiscal year                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                             



X.   COMPLIANCE WITH SECTION 162(M) OF THE INTERNAL REVENUE CODE OF 1986

If
a current Plan year payout causes the participant's total cash compensation to exceed one million dollars in the Fiscal Year, the participant must defer the portion that exceeds the one million
dollars in the ADC Telecommunications Deferred Compensation Plan.

XI.  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.

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