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                                                             Exhibit 10.13


                         ENDOVASCULAR TECHNOLOGIES, INC.

                             OFFICERS SEVERANCE PLAN

                                       AND

                            SUMMARY PLAN DESCRIPTION








                     Plan Effective Date: September 24, 1996

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                         ENDOVASCULAR TECHNOLOGIES, INC.
                             OFFICERS SEVERANCE PLAN
                                       AND
                            SUMMARY PLAN DESCRIPTION

The EndoVascular Technologies, Inc. Officers Severance Plan (the "Plan") is
primarily designed to provide eligible officers of EndoVascular Technologies,
Inc. (the "Company") whose employment is terminated on or after September 24,
1996 with separation pay and other benefits in the event of an involuntary
termination.

This Plan is designed to be an "employee welfare benefit plan," as defined in
Section 3(l) of the Employee Retirement Income Security Act of 1974, as amended
("ERISA"). This Plan is governed by ERISA and, to the extent applicable, the
laws of the State of California. This document constitutes both the official
plan document and the required summary plan description under ERISA.

I.      ELIGIBILITY

You will be eligible for severance benefits under the Plan if:

         o        you are an officer of the Company and are named on Schedule A;

         o        your active employment is terminated following your discharge
                  or dismissal other than for Cause or your active employment is
                  Involuntarily Terminated within the twenty-four (24) month
                  period following a Change in Control;

         o        you execute the General Release of All Claims, a copy of which
                  is attached, within the prescribed number of days following
                  your date of termination, as set forth in the attached General
                  Release of All Claims; and

         o        you are not in one of the excluded categories listed below.

You are not eligible for severance benefits under this Plan if:

         o        you voluntarily terminate employment, provided that the
                  foregoing shall not apply in the case of an Involuntary
                  Termination following a Change in Control;

         o        you are employed with a successor employer which directly or
                  indirectly acquires (i) all or any portion of the assets or
                  operations of the Company or any subsidiary, (ii) all or any
                  portion of the outstanding capital stock of the Company, or
                  (iii) fifty percent (50%) or more of the capital stock of any
                  subsidiary of the Company. However, you would be eligible for
                  severance benefits pursuant to the terms of the plan upon a
                  subsequent termination within 24 months following a Change in
                  Control; or
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         o        you are dismissed for Cause, whether or not you already
                  received notice of a termination which would otherwise qualify
                  you for severance benefits.

II. HOW THE PLAN WORKS

If you are eligible for severance benefits under the Plan, the amount of your
severance pay will be determined in accordance with the guidelines set forth
below, subject to the Golden Parachute Tax limitation set forth below, on the
basis of your Salary level measured as of the date of your termination of active
employee status:

            Severance Guidelines in the event of no Change in Control
            ---------------------------------------------------------

        o         Six (6) months of Salary payable in periodic installments in
                  accordance with the Company's payroll practice, plus 50% of
                  your Target Bonus for the fiscal year in which your employment
                  terminates payable in a lump sum within ten (10) days
                  following your cessation of employment.

        o         Your existing group health coverage (and, if applicable, the
                  existing group health coverage of your eligible dependents)
                  offered by the Company will be extended through the end of the
                  month in which your termination date occurs. Effective as of
                  the first day of the following month, you may then be eligible
                  to elect temporary continuation coverage under the Company's
                  health plan pursuant to your rights under the Consolidated
                  Omnibus Budget Reconciliation Act of 1985, as amended
                  ("COBRA"). If you (and, if applicable, your dependents) elect
                  COBRA continuation coverage, the Company will pay the entire
                  cost of such coverage for the lesser of a six (6) month period
                  or until your COBRA eligibility ends. You and your eligible
                  dependents will be provided with a COBRA election form and
                  notice which describes your rights to continuation coverage
                  under COBRA.

            Severance Guidelines in the event of a Change in Control
            --------------------------------------------------------

        o         If your employment is Involuntarily Terminated within twelve
                  (12) months of a Change in Control: Twenty-four (24) months of
                  Salary, plus a bonus equal to 200% of your Target Bonus for
                  the fiscal year in which your employment terminates, payable
                  in a single lump sum within ten (10) days of your cessation of
                  employment. You will have the COBRA benefits set forth above,
                  except that if you (and, if applicable, your dependents) elect
                  COBRA continuation coverage, the Company will pay the entire
                  cost of such coverage for the lesser of an eighteen (18)
                  month period or until your COBRA eligibility ends.

        o         If your employment is Involuntarily Terminated more than
                  twelve (12) but less than twenty-four (24) months following a
                  Change in Control: Twelve (12) months of Salary, plus 100%
                  of your Target Bonus for the fiscal year in which your


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                  employment terminates, payable in a single lump sum within ten
                  (10) days of your cessation of employment. You will have the
                  COBRA benefits set forth above, except that if you (and, if
                  applicable, your dependents) elect COBRA continuation
                  coverage, the Company will pay the entire cost of such
                  coverage for the lesser of a twelve (12) month period or
                  until your COBRA eligibility ends.

Salary generally means your base salary at your date of termination and does not
include, for example, bonuses, overtime compensation, incentive pay, sales
commissions or expense allowances.

Target Bonus means 100% of the bonus potential established for you by the
Company for the applicable fiscal year.

Cause means your willful breach of duty unless waived by the Company (which
willful breach is limited to your deliberate and consistent refusal to perform
your duties or the deliberate and consistent refusal to conform to or follow any
reasonable policy adopted by the Company provided you have had prior written
notice of such refusal), your unauthorized use or disclosure of the confidential
information or trade secrets of the Company, your conviction of a felony under
the laws of the United States or any state thereof, or your gross negligence.

Change in Control shall mean the occurrence of one or more of the following
transactions:

                  a)   a merger or consolidation in which securities possessing
                       more than fifty percent (50%) of the total combined
                       voting power of the Company's outstanding securities are
                       transferred to a person or persons different from the
                       persons holding those securities immediately prior to
                       such transaction, or

                  b)   the sale, transfer or other disposition of all or 
                       substantially all of the Company's assets, or

                  c)   any person (or entity) directly or indirectly acquires 
                       50% or more of the combined voting power of outstanding
                       shares of Company stock.

Involuntary Termination shall mean the termination of your employment with the
Company:

                           (A) involuntarily upon your discharge or dismissal
                  other than for Cause, or

                           (B) voluntarily or involuntarily following (I) a
                  change in your position with the Company which materially
                  reduces your level of responsibility, (II) a reduction in your
                  level of cash compensation (including base salary and bonuses)
                  or (III) a change in your place of employment which is more
                  than 25 miles from your place of employment prior to the
                  change, provided and only if such change or



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                  reduction is effected without your written concurrence.

                  Golden Parachute Tax Limitation

The Internal Revenue Code imposes a 20% excise tax on certain payments and other
benefits received by certain officers and shareholders in connection with a
change of control involving the Company. Such payments can include severance pay
and acceleration of option vesting. In the event that the cash severance payment
you would receive under this Plan, when added to any other payments or benefits
received by you, would (i) constitute "parachute payments" within the meaning of
Section 280G of the Internal Revenue Code ("Code") and (ii) be subject to the
20% excise tax imposed by Section 4999 of the Code, then your cash severance
payments shall be either

                  payable in full or

                  payable as to such lesser amount which would result in no 
                  portion of the  compensation  payable to you being subject to
                  excise tax under Section 4999 of the Code,

whichever of the foregoing amounts, taking into account the applicable Federal,
state and local income taxes and the 20% excise tax imposed by Code Section
4999, results in your receipt, on an after-tax basis, of the greatest amount. If
a reduction is to be effected, your bonus severance payment shall be reduced
first and your salary continuation severance payments next. No payments due you
outside of this Plan shall be reduced by reason of this paragraph. Unless you
and the Company agree otherwise in writing, any determination required to make
this adjustment shall be made in writing by the Company's independent public
accountants or other outside auditors selected by the Company immediately prior
to the change of control triggering the parachute payments, whose determination
shall be binding upon you and the Company. You and the Company are obligated to
furnish to the accountants such information and documents as the accountants may
reasonably request. The Company shall bear all costs of engaging the accountants
in connection with these calculations.

III. OTHER IMPORTANT INFORMATION

Plan Administration. As the Plan Administrator, the Company has full
discretionary authority to administer and interpret the Plan, including
discretionary authority to determine eligibility for benefits under the Plan and
the amount of benefits (if any) payable per participant. Any determination by
the Plan Administrator will be final and conclusive upon all persons.

Benefits. When benefits are due, they will be paid from the general assets of
the Company. The Company is not required to establish a trust to fund the Plan.
The benefits provided under this Plan are not assignable and may be conditioned
upon your compliance with any confidentiality agreement you have entered into
with the Company or upon your compliance with any Company policy or program
communicated to you in writing.

Claims Procedure. If you believe you are incorrectly denied a benefit or are
entitled to a greater


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benefit than the benefit you receive under the Plan, you may submit a signed,
written application to the Plan Administrator within ninety (90) days of your
termination. You will be notified of the approval or denial of this claim within
ninety (90) days of the date that the Plan Administrator receives the claim,
unless special circumstances require an extension of time for processing the
claim. If your claim is denied, the notification will state specific reasons for
the denial and you will have sixty (60) days from receipt of the written
notification of the denial of your claim to file a signed, written request for a
review of the denial with the Plan Administrator. This request should include
the reasons you are requesting a review, facts supporting your request and any
other relevant comments. Pursuant to its discretionary authority to administer
and interpret the Plan and to determine eligibility for benefits under the Plan,
the Plan Administrator will generally make a final, written determination of
your eligibility for benefits within sixty (60) days of receipt of your request
for review.

Plan Terms. This Plan supersedes any and all prior separation, severance and
salary continuation arrangements, programs and plans which were previously
offered by the Company, including pursuant to employment agreement or offer
letter, except as otherwise set forth herein.

Plan Amendment or Termination. The Company reserves the right to terminate or
amend the Plan at any time upon the vote of a two-thirds majority of the Board
of Directors; provided, however, that no amendment may be made after the
occurrence of a Change in Control and any amendment made within the 60 day
period ending on the date of the Change in Control shall be deemed to have been
made after the occurrence of a Change in Control. Any termination or amendment
of the Plan may be made effective immediately with respect to any benefits not
yet paid, whether or not prior notice of such amendment or termination has been
given to affected employees.

Taxes. The Company will withhold all applicable taxes and other payroll
deductions from any severance payment.

No Right To Employment. This Plan does not provide you with any right to
continue employment with the Company or affect the Company's right, which right
is hereby expressly reserved, to terminate the employment of any individual at
any time for any reason with or without cause.

IV.      STATEMENT OF ERISA RIGHTS

As a participant in the Plan, you are entitled to certain rights and protections
under the Employee Retirement Income Security Act of 1974, as amended ("ERISA").
ERISA provides that all Plan participants shall be entitled to:

         1.       Examine, without charge, at the Plan Administrator's office,
                  all Plan documents, including all documents filed by the Plan
                  with the U.S. Department of Labor.

         2.       Obtain copies of all Plan documents and other Plan information
                  upon written request to the Plan Administrator. The Plan
                  Administrator may make a reasonable charge for the copies.



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         3.       File suit in a federal court, if you, as a participant,
                  request materials and do not receive them within thirty (30)
                  days of your request. In such a case, the court may require
                  the Plan Administrator to provide the materials and to pay you
                  a fine of up to $100 for each day's delay until the materials
                  are received, unless the materials were not sent because of
                  reasons beyond the control of the Plan Administrator.

In addition to creating rights for certain employees of the Company under the
Plan, ERISA imposes obligations upon the people who are responsible for the
operation of the Plan. The people who operate the Plan (called "fiduciaries")
have a duty to do so prudently and in the interest of the Company's employees
who are covered by the Plan.

No one, including your employer or any other person, may fire you or otherwise
discriminate against you in any way to prevent you from obtaining a benefit to
which you are entitled under the Plan or from exercising your rights under
ERISA.

If your claim for a severance benefit is denied or ignored, in whole or in part,
you have a right to file suit in a federal or a state court. If Plan fiduciaries
are misusing the Plan's assets (if any) or if you are discriminated against for
asserting your rights, you may seek assistance from the U.S. Department of Labor
or file suit in a federal court. The court will decide who will pay court costs
and legal fees. If you are successful in your lawsuit, the court may, if it so
decides, order the party you have sued to pay your legal costs, including
attorney fees. However, if you lose, the court may order you to pay these costs
and fees, for example, if it finds that your claim or suit is frivolous.

If you have any questions about the Plan, this statement or your rights under
ERISA, you should contact the Plan Administrator or the nearest Area Office of
the U.S. Labor-Management Services Administration, Department of Labor.








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                           ADDITIONAL PLAN INFORMATION

<TABLE>
<CAPTION>
Name of Plan:              EndoVascular Technologies, Inc. Officers Severance Plan
-------------              -------------------------------------------------------
<S>                        <C>
Company Sponsoring         EndoVascular Technologies, Inc.
Plan:                      1360 O'Brien Drive
                           Menlo Park, CA 94025

Employer Identification    94-3096794
Number:

Plan Number:               505

Plan Year:                 The calendar year; the first plan year shall end 
                           December 31, 1996

Plan Administrator:        EndoVascular Technologies, Inc.
                           1360 O'Brien Drive
                           Menlo Park, CA 94025
                          (415) 325-1600

Agent for Service of       Plan Administrator
Legal Process:

Type of Plan:              Severance Plan/Employee Welfare Benefit Plan

Plan Costs:                The cost of the Plan is paid by EndoVascular Technologies, Inc.
</TABLE>








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                                   SCHEDULE A


                              List of Participants
                              --------------------

                              W. James Fitzsimmons
                                 G. Bradley Cole
                               Elizabeth McDermott
                               Ronald R. Giannotti
                                  Lori A. Adels
                               Dr. Victor Bernhard
                               Jeffery W. Jarvela








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                          GENERAL RELEASE OF ALL CLAIMS

                  In consideration of the severance benefits to be paid to me by
EndoVascular Technologies, Inc. in accordance with the terms of the EndoVascular
Technologies, Inc. Officers Severance Plan, a copy of which has been given to
me, I hereby fully and forever release and discharge EndoVascular Technologies,
Inc., its officers, directors, agents, employees, successors, predecessors,
subsidiaries and assigns (hereinafter, collectively called "EVT") from all
claims and causes of action arising out of or relating in any way to my
employment with EVT including the termination of my employment.

                  1. I understand and agree that this RELEASE is a full and
complete waiver of all claims, including, but not limited to, claims of wrongful
discharge, breach of contract, breach of the covenant of good faith and fair
dealing, violation of public policy, defamation, personal injury, emotional
distress, claims under Title VII of the Civil Rights Act of 1964, as amended,
the Fair Labor Standards Act, the California Fair Employment and Housing Act,
the Equal Pay Act of 1963, the Americans With Disabilities Act, California Labor
Code Section 1197.5, the Civil Rights Act of 1866, [the Age Discrimination in
Employment Act of 1967, as amended], the Employee Retirement Income Security Act
of 1974, as amended ("ERISA") and any other state and federal laws and
regulations relating to employment or employment discrimination. I further
understand that by this RELEASE I agree not to assist, encourage, institute or
cause to be instituted the filing of any administrative charge or legal
proceeding against EVT relating to employment discrimination.

                  2. I also hereby agree that nothing contained in this RELEASE
shall constitute or be treated as an admission of liability or wrongdoing by me
or EVT.

                  3. In addition, and in further consideration of the foregoing,
I hereby expressly waive any and all rights and benefits conferred upon me by
the provisions of Section 1542 of the Civil Code of the State of California,
which states as follows:

                  A general release does not extend to claims which the creditor
                  does not know or suspect to exist in his favor at the time of
                  executing the release, which if known by him must have
                  materially affected his settlement with the debtor.

                  4. I hereby acknowledge that I have read and understand the
foregoing RELEASE and that I sign it voluntarily and without coercion. I further
acknowledge that I was given an opportunity to consider and review this RELEASE
and to consult with an attorney of my own choosing concerning the waivers
contained in this RELEASE, that I have done so and that the waivers made herein
are knowing, conscious and with full appreciation that I am forever foreclosed
from pursing any of the rights so waived.

                  Executed this _____ day of ______________ 199__.

                  ____________________________________________
                  Employee