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                                                                 EXHIBIT 10.1


                       FY 2003 INCENTIVE PLAN DESCRIPTION



PURPOSE

The Incentive Plan is designed to motivate and reward participants for the
achievement of fiscal year financial and non-financial objectives that directly
contribute to the success of the various business groups and Cadmus overall.

ELIGIBILITY

Participation in the Plan is limited to key managers at the Corporate and Group
levels who have accountability for and significant impact on business strategy,
business growth and profitability. Participants must be in salary grade 17 and
above and their participation is confirmed at the beginning of each Plan year.
Participants must still be employed at the time of distribution generally late
August following completion of the fiscal year. A minimum of six months service
in an eligible position generally is required for participation in the Plan.
Awards to individuals with less than one year's participation will be prorated
based on the tenure in the eligible position.

TARGET INCENTIVE AWARD

The Target Incentive Award is the amount that the participant is eligible to
receive if the combined, weighted performance against the Plan objectives equals
an overall achievement level of 100%. Depending upon the scope and impact of the
participant's position, Target Incentive Awards range from 10% to 60% of base
salary.

In addition, participants are evaluated based on personal objectives which are
set at the beginning of the year. For all group participants, one common
individual goal will be the achievement of the group's overall sales budget for
FY2003. The level of achievement for the individual objectives also impacts the
award. The actual award received by the participant could be substantially
higher or lower than the target amount.

Corporate participants are evaluated based on Earnings Per Share (EPS) and
business group participants on Operating Profit (OP) for their group with an
added "Cadmus Factor" based on EPS.

FIRST HALF  AWARDS

No midyear payments will be made for FY 2003.







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GENERAL PLAN PROVISIONS

Participation in the Plan terminates on the date the participant terminates
employment with Cadmus, whether voluntary or involuntary.

With the exception of disability, retirement or death, participants must be
actively employed on the date the awards are paid in order to receive an
incentive award. Cadmus, at its sole discretion, may make an award to a former
associate, or to the former associate's estate, in such amount as it deems
appropriate.

Should a participant transfer to another business group during the Plan year,
the final award will be jointly determined and prorated for the time spent in
each group.

Incentive award recommendations for all Plan participants are to be submitted to
the Senior Vice President, Human Resources and Corporate Secretary by August 15,
2003. Award payments require approval by the CEO, Group President and the
Executive Compensation and Organization Committee (ECOC) of the Board of
Directors. Documentation of individual objectives and accomplishments may be
required to be submitted along with the award recommendations at year-end.

The CEO and ECOC reserve the right to adjust the overall incentive pool, and in
turn, individual incentive awards in an amount deemed necessary to meet
minimally acceptable EPS requirements. The CEO and ECOC also reserve the right
to make discretionary awards, as may be deemed appropriate, for performance that
falls below the Plan threshold or above the Plan maximum.

Payments will be made to participants in cash as soon as practical after the
Executive Compensation and Organization Committee meeting in August 2003.

Nothing in this FY 2003 Incentive Plan Description or in any action taken
thereunder shall affect the Company's right to terminate at any time and for any
reason the employment of any associate who is a participant in the Plan.


DEFINITIONS

BASE SALARY                         The base annual salary rate of a participant
                                    as of October 1 of the Plan Year or, if
                                    later, the time he or she is approved as a
                                    participant for a given year, exclusive of
                                    bonuses, commissions or any special payments

EARNINGS PER SHARE (EPS)            Net earnings, post incentive, but before
                                    unusual, one-time charges, gains or losses
                                    divided by average common shares
                                    outstanding. EPS does include ongoing
                                    savings from restructuring.

OPERATING PROFIT(OP)                Pre-incentive, operating earnings before
                                    one-time charges, gains or losses. Includes
                                    ongoing savings from restructuring.

PLAN YEAR                           The period commencing July 1, 2002 and
                                    ending June 30, 2003 for which performance
                                    is being measured.