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                                                                 Exhibit 10.11

                                      2001
                        GLOBAL ENERGY EQUIPMENT GROUP LLC
                     MANAGEMENT INCENTIVE COMPENSATION PLAN


                                TABLE OF CONTENTS

<TABLE>
<CAPTION>
<S>                      <C>                                      <C>
SECTION 1                PURPOSE                                  2


SECTION 2                DEFINITIONS                              2


SECTION 3                ELIGIBILITY                              3


SECTION 4                DETERMINATION OF AMOUNT OF BONUS         4


SECTION 5                PAYMENT OF BONUS                         5


SECTION 6                ADMINISTRATIVE PROVISIONS                5
</TABLE>

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               GLOBAL ENERGY EQUIPMENT GROUP LLC - PLAN YEAR 2001
                     MANAGEMENT INCENTIVE COMPENSATION PLAN

                                SECTION 1-PURPOSE

The Global Energy Equipment Group LLC ("Company") Management Incentive
Compensation Plan is designed to motivate and to reward key personnel who
contribute materially to the increase in return on investment and earnings of
the Company and thereby to aid the Company in attracting, retaining and
motivating personnel. The Company recognizes the important contribution of its
employees to its success and adopts this Plan to reward such contributions and
sustain the incentive for making such contributions in the future.

                             SECTION 2 - DEFINITIONS

As used herein:

1.       "Base Salary" shall mean the aggregate amount of wages and/or salary
         (but excluding any bonus, disability pay or severance pay) earned by a
         Participant during the applicable Plan Year in which the Participant
         was eligible to participate in the Plan, determined in accordance with
         Section 3 hereof.

2.       "Board of Directors" shall mean the Board of Directors of the Company.

3.       "Bonus" shall mean the amount of incentive compensation earned by a
         participant, determined in accordance with Section 4 hereof.

4.       "Cause" shall mean fraud, dishonesty, acts of gross negligence in the
         course of employment, material misrepresentation to stockholders and
         directors of the Company or the commission of a felony.

5.       "Committee" shall mean the Committee, if any, appointed in accordance
         with Paragraph 1 of Section 6 of the Plan.

6.       "Company" shall mean Global Energy Equipment Group LLC.

7.       "Disability" shall have the same meaning as such term or similar term
         as defined in the disability insurance policy maintained by the Company
         which covers the Participant at the time of the alleged disability, or
         in the event the Company maintains more than one disability insurance
         policy which covers the Participant at such time, the meaning in the
         disability policy most recently acquired by the Company. If the Company
         maintains no such disability insurance policy at such time,
         "Disability" shall mean a mental or physical impairment or illness
         which, in the judgment of the President of the Company,



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         totally and presumably permanently prevents the individual from fully
         completing his normal job responsibilities for the Company.

8.       "Participant" shall mean any officer or employee of the Company
         designated by the Board of Directors (or Committee, if appointed) as
         eligible to participate in the Plan.

9.       "Plan shall mean this Global Energy Equipment Group LLC Management
         Incentive compensation Plan, as in effect from time to time.

10.      "Year" shall mean the calendar year.

11.      "Division" shall mean either Deltak LLC, Braden Manufacturing LLC, or
         Global Energy Equipment Group LLC.

                             SECTION 3 - ELIGIBILITY

1.       Individuals eligible to receive a Bonus pursuant to this Plan shall be
         such employees of the Company as the Board of Directors (or Committee)
         shall at any time designate. The Board of Directors (or Committee)
         shall also designate the classification level at which each eligible
         individual shall participate. In deciding who shall be eligible for
         participation in the Plan and at which classification level an
         individual shall participate, the Board of Directors (or Committee, if
         appointed) shall be guided by the principle that the Participants shall
         be employees whose area of responsibility provides them with a
         substantial opportunity to significantly affect profits or provides
         them with an opportunity to significantly influence the long-term
         growth of the financial performance of the Company.

2.       If a Participant's employment with the Company terminates prior to the
         end of a Year as a result of termination by the Company for Cause, the
         Participant shall forfeit any Bonus to which he may become entitled
         according to the Plan for the then current Year. If a Participant's
         employment with the Company terminates prior to the end of a Year as a
         result of voluntary termination by the Participant, the Participant
         shall forfeit any Bonus to which he may become entitled according to
         the Plan for the then current Year. If a Participant's employment with
         the Company is terminated prior to the end of a Year by the Company
         without cause or if a Participant's employment with the Company
         terminates prior to the end of a Year as a result of his Death or
         Disability, the Participant shall be entitled to receive a Bonus for
         the Year based upon the Base Salary earned by the Participant prior to
         termination. If a Participant's employment with the Company is
         terminated prior to the end of a Year as a result of his Retirement,
         the Participant shall be entitled to receive a Bonus for the Year based
         upon the Base Salary earned by the Participant prior to his Retirement.



                                                     GEEG 2001 MIC Plan - Page 2









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3.       Any issues of eligibility not covered by the above will be determined
         by the Board of Directors (or Committee) at the time they arise.

                  SECTION 4 - DETERMINATION OF AMOUNT OF BONUS

Refer to attached GEEG Management and Incentive Plan - Summary of Plan Terms for
Participants - January 31, 2001.



                           SECTION 5-PAYMENT OF BONUS

1.       The Company shall pay the Bonus to the Participant as soon as
         practicable after its calculation, but in no event later than March 15
         of the Year following the Year to which it relates. The Bonus Payment
         shall be paid by payroll check (with applicable withholdings deducted).

2.       If a Participant's employment with the Company terminates prior to the
         end of a Year, his eligibility to receive the Bonus shall be determined
         in accordance with Section 3 hereof.

3.       If a Participant is not living at the time his Bonus is payable to him
         in accordance with this Plan, any Bonus which would have been payable
         to him shall be paid to the beneficiary, if any, designated in writing
         by the Participant, or if none, to his estate. A Participant may at any
         time revoke or change his beneficiary by filing written notice of such
         revocation or change with the Company.

                      SECTION 6 - ADMINISTRATIVE PROVISIONS

1.       The Board of Directors (or Committee, if appointed) shall direct the
         administration of the Plan.

2.       The Board of Directors (or Committee) shall have full power to amend,
         modify, rescind, construe and interpret the Plan. Any action taken or
         decision made by the Board of Directors (or Committee) arising out of,
         or in connection with the construction, administration, interpretation
         or effect of the Plan or of any rules and regulations adopted
         thereunder shall be conclusive and binding upon all Participants and
         all persons claiming under or through a Participant.

3.       The Board of Directors (or Committee) may rely upon any information
         supplied to it by any officer of the Company or by the Company's




                                                     GEEG 2001 MIC Plan - Page 3
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         independent public accountants and may rely on the advice of such
         accountants or of counsel in connection with the administration of the
         Plan and shall be fully protected in relying upon such information or
         advice.

4.       No employee, officer of the Company or member of the Board of Directors
         (or Committee) shall have any liability for any decision or action if
         made or done in good faith and the Company shall indemnify each
         director, employee, and officer of the Company acting in good faith
         pursuant to this Plan against any loss or expense arising therefrom.

5.       Nothing in this Plan shall be construed or interpreted as giving any
         employee the right to be retained by the Company or impair the right of
         the Company to control its employees or to terminate the services of
         any employee at any time.

6.       Delaware State law shall determine and govern the validity and
         construction of this Plan in all respects. If any term or condition
         herein conflicts with applicable law, the validity of the remaining
         provisions shall not be affected thereby.

7.       This Plan shall (a) be effective as of January 1, 2001; (b) replace and
         supersede any and all prior versions hereof or other incentive bonus
         plans of the Company for employees of the Company; and (c) continue in
         effect until terminated by the Board of Directors or in accordance with
         its terms.

8.       This Plan shall not create any rights of future participation herein.

9.       No person eligible to receive any payment shall have any rights to
         pledge, assign or otherwise dispose of all or any portion of such
         payments, either directly or by operation of law, including but not by
         way of limitation, execution, levy, garnishment, attachment, pledge or
         bankruptcy.

10.      The Company shall have the right to deduct for the payment of a Bonus
         hereunder any federal, state or local taxes required by law to be
         withheld with respect to such distribution.

IN WITNESS WHEREOF, the Company has caused this Global Energy Equipment Group
Management Incentive Compensation Plan to be signed by its duly authorized
President and CEO, effective January 1, 2001.

                                    GLOBAL ENERGY EQUIPMENT GROUP


                                    By
                                      ------------------------------------------
                                       Larry Edwards
                                       President and CEO

                                    Date
                                        ----------------------------------------




                                                     GEEG 2001 MIC Plan - Page 4


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January 17, 2001

[First Name]  [Last Name]
[Address]
[City],[ State] [Postal Code]


        RE:  2001 Global Energy Equipment Group LLC MIC Plan

Dear [First Name]:

This letter represents formal notification of your participation in the 2001
Global Energy Equipment Group LLC Management Incentive Compensation (MIC) Plan.
A description of the plan is enclosed.

You will participate in 2001 at the ___% level, which means your bonus earned
will vary proportionately between 0% and ___% of your salary as the Braden
Manufacturing LLC ROI varies between 10% and 25%.

Several issues relative to the MIC Plan should be emphasized:

1)       Incentive compensation should not be considered as part of your normal
         compensation. It is paid for performance; when performance, for
         whatever reason, is not there, it will not be paid.

2)       The Plan assumes your participation for the entire year. If you
         voluntarily leave during the year, you are not entitled to a bonus for
         that year; if you are terminated for cause, you are not entitled to a
         bonus; if you are terminated without cause or as a result of death,
         disability or retirement, you are entitled to a share proportionate to
         the time you worked.

3)       Participants can contribute a portion of their incentive earnings to
         the 401 (k) plan, assuming the contribution does not violate some other
         provision of the Plan. The company contributions, however, are based
         only on salary, not on incentive compensation.

Sincerely,



Larry Edwards
President and Chief Executive Officer