EXHIBIT 10(iii) 7
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                                                      EXHIBIT D
                                                                    
                          IT CORPORATION
                                 
                  1998 MANAGEMENT INCENTIVE PLAN
                                 
                                 

Purpose

     To recognize and reward key management, technical, and professional
     associates for their ability to assist the Company to achieve, or
     exceed identified Company goals, as well as personally achieve or
     exceed established pre-agreed individual performance goals.

     To offer a comprehensive incentive compensation program that will
     enable the Company to:

          Cost effectively attract and retain key management and 
          professional personnel to enhance the Company's leadership
          position, and

          Motivate responsible management to achieve Company goals and
          foster teamwork within the Company by relating the incentive
          portion of total compensation directly to measurable 
          performance criteria linked to the creation of enhanced
          shareholder value.

Eligibility

     Regular full-time active associates, generally in salary grade E12
     or above, nominated by senior management and approved by the 
     President. 

     Associates must be approved for incentive plan eligibility each
     year.  Eligibility in any given year does not assure eligibility in
     subsequent years.

     Incentive awards will only be paid to participants who are regular
     full-time status at the time the award is paid.

     Incentive awards will be calculated on actual base salary at the
     time the award is paid.


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Performance Period
     
     The primary Performance Period will be FY 1998.  The Company's
     performance against the stock price appreciation target will be
     measured after the end of the fiscal year.  Upon recommendation of
     the President, and at the discretion of the Compensation Committee,
     quarterly and semi-annual performance may be reviewed to determine
     if interim incentive payments are warranted and desired. 

Performance Criteria
 
     EBIT - The Company's Earnings Before Interest and Taxes (EBIT)
     target of $18,528,000 (after payment of cash awards and excluding
     special items) must be met before any awards will be paid.

     DSO - The Days of Sales Outstanding (DSO) target (excluding special
     items) is 78 days average overall for the second six months of the
     fiscal year. 

     Each Division must meet its Divisional DSO targets (excluding
     special items) for any participant in the Division to receive an
     award.  Non-divisional participant awards are weighted 85% on the
     E&C Division achieving its DSO target and 15% on the C&V Division
     achieving its DSO target.

     The average DSO target for the second six months of the fiscal year
     is 77 days for the E&C Division and 89 days for the C&V Division.

     STOCK PRICE APPRECIATION - The stock price appreciation target will
     be met if the average trading price of the Company's common stock
     equals or exceeds $10.00 per share for forty-five (45) calendar 
     days beginning on May 1, 1998 and ending June 14, 1998, the
     Company achieves 125% or more of its EBIT target and 100% of its
     DSO target.  

     INDIVIDUAL PERFORMANCE - Individual awards are subject to an
     increase or decrease adjustment of up to 25% of the total award
     based on individual performance as determined by senior management.
  
     Factors to be considered when evaluating individual performance, to
     determine incentive awards, may include, but not be limited to,
     some or all of the following:
          -    New business development
          -    Accounts receivable improvement
          -    Intracompany cooperation
          -    Achievement of business unit milestones
          -    Furtherance of the Company's mission with respect to
               client relationships, new business development, people 
               development, quality and safety.

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Individual Awards 

     Each participant will be assigned an annualized target incentive
     award ranging from 5% to 50% of salary. Target incentive awards
     will be prorated as necessary so that the sum of the individual
     awards does not exceed authorized Plan funding.

Incentive Pool Funding

     BASIC INCENTIVE POOL - The Basic Incentive Pool is $1,250,000
     provided that the Company's targets for EBIT and DSO are met.  The
     Basic Incentive Pool will be increased to a maximum of $1,875,000
     if the Company exceeds its EBIT target by 25%.  If the actual EBIT
     achieved for the year is between 100% and 125% of the target, the
     amount of the Basic Incentive Pool will be calculated by 
     extrapolating between the minimum and maximum incentive pools.

     STOCK PRICE INCENTIVE POOL - The Stock Price Incentive Pool is
     fixed at $500,000 and is payable only if the Company achieves 125%
     of its EBIT target, 100% of its DSO target and if the average
     trading price of the Company's common stock equals or exceeds
     $10.00 per share for forty-five (45) calendar days beginning on 
     May 1, 1998 and ending on June 14, 1998.

Incentive Award Payments

     INTERIM INCENTIVE AWARDS - Up to $500,000 of the Basic Incentive
     Pool may be paid after six months of the fiscal year have elapsed
     if recommended by the President and approved by the Compensation
     Committee.

     FINAL INCENTIVE AWARDS - The Basic Incentive Pool, less any Interim
     Incentive Awards, will be paid at the end of the fiscal year once
     the Company's EBIT and DSO performance is determined provided that
     the minimum performance targets are achieved.  The Stock Price
     Incentive Pool is only payable after it can be determined that the
     average stock trading price target for forty-five (45) days was
     achieved.  

Adjustments and Form of Payment

     The Compensation Committee of the Board of Directors reserves the
     right to make good faith adjustments to any of the Performance
     Criteria and/or the amount of Incentive Awards due to a material
     change in the Company's structure due to, but not limited to;
     acquisitions, divestitures or mergers.  Further, although it is
     contemplated that Incentive Awards will be paid in cash, the
     Committee may at its discretion determine that Incentive Awards be
     made in the form of cash, stock, stock options, or in any other
     form or combination of forms as the Committee should determine.

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Administration

     The Plan shall be administered by the Compensation Committee of the
     Board of Directors.
     The authority of the Committee includes, but is not limited to the
     following:

          -    Determining eligibility for participation in the Plan
          -    Determining:
                    Incentive Award Opportunities and earned awards
                    Performance measures and performance targets
          -    Authorizing payments and determining the form of 
               incentive (cash awards and stock awards)
          -    Interpreting the Plan and exercising its power to 
               prescribe, amend, or rescind rules and regulations
               relating to the Plan.
          -    Adjusting the Company's performance goals and/or funded
               incentive pool due to a material change in the 
               organizational structure of the Company and/or occurrence
               of extraordinary events.

Changes in Capital Structure and Other Events

     Upon dissolution or liquidation of the Corporation or upon 
     reorganization, merger, or consolidation of the Corporation with
     one or more corporations as a result of which the Corporation is
     not the surviving corporation, or upon sale of all or substantially
     all of the assets of the Corporation, or change in control, the
     Committee may in its sole discretion:

          (a)    Accelerate the payment of earned awards under the Plan.

          (b)    Make any other adjustments or amendments to the Plan
                 and outstanding incentive awards as it may deem 
                 equitable.

Amendment and Termination of the Plan

     The Board may at any time and from time to time may suspend,
     terminate, modify, or amend the Plan.

General Provisions

     (a)  The Company may deduct from incentive awards the gross amount
          of any overtime paid to the participant as well the gross
          amount of any other incentive compensation awards paid 
          including Spot Incentive awards.  Special recognition awards
          will not be deducted.

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     (b)  The Company may deduct federal, state, and any other local
          taxes of any kind required by law to be withheld upon payment
          of any incentive award under this Plan.

     (c)  Nothing in this Plan or in any award granted pursuant hereto
          shall confer on an individual any right to continue in the
          employ of the Company or any of its subsidiaries or deter in
          any way the right of the Company or any subsidiary to 
          terminate any employment.

     (d)  The Plan shall take effect upon its adoption by the 
          Compensation Committee of the Board of Directors.

     (e)  Awards granted under the Plan shall not be transferrable
          otherwise than by will or by laws of descent and distribution,
          and awards may be realized during the employment of the
          participant or by his/her guardian or legal representative.
     



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