Exhibit 10.1**2008 EXECUTIVE INCENTIVE PLAN****PURPOSE**The 2008 Executive Incentive Plan of Dayton Superior Corporation (the “Company”) is established toencourage the achievement of defined operational goals that contribute directly to the profits ofDayton Superior Corporation and to recognize employees whose performance exceeds normalexpectations or requirements for their positions.**DEFINITIONS** **•** **Plan**means this 2008 Dayton Superior Corporation Executive Incentive Plan.  **•** **Compensation Committee**means the Compensation Committee established by the Board ofDirectors of the Company.  **•** **Participant**means an employee selected to participate in the Plan.  **•** **Year**means a calendar year.**ADMINISTRATION**Participants in the Executive Incentive Plan will have a bonus opportunity, which will be apercentage of their base salary. The percentage will vary by position and will reflect the levelof responsibility of the individual Participant and will include market-based compensationcomparisons. The percentage opportunity will be defined by the President & Chief ExecutiveOfficer, subject to Compensation Committee approval. The Plan will be based upon the achievementof various financial goals approved by the Compensation Committee. The financial goals must be metbefore any bonuses will be awarded.The Compensation Committee shall make all determinations of the financial targets required for theadministration of the Plan. The Compensation Committee may also make such adjustment, includingthe determination as to which unusual or non-recurring items to include or exclude, as it, in itssole discretion, deems appropriate to properly reflect the Company’s financial results such as theeffects of inflation on cash flows.The Compensation Committee must approve all Participants in the Plan and the achievement of thespecified financial goals for distribution of awards.**ELIGIBILITY & COMPONENT ALLOCATION**Plan Participants must be employed with The Company at the time of distribution. If a PlanParticipant leaves prior to the payment, the Participant forfeits any bonus amount.Payments will be made by March 31st of the year following the Plan year, subject tocompletion of the annual audit of the Company’s financial statements.Eligibility for participation in the Plan will be reviewed each year. For 2008, Plan participationeligibility and allocation are established for the executive group as follows:
 

 
                   **% of Salary At 100% of Target**  **Chief Executive** **Executive Vice**      **Officer** **President** **Vice President** **Director**Company EBIT*  50%  37.5%  25%  17.5%Company Cash Flow*  50%  37.5%  25%  17.5%**Total**  100%  75%  50%  35%                   **% of Salary Above 100% of Target**For Each $1 MillionCompany EBITExceeding Target  10%  7.5%  5%  5%**LIMITATIONS**The Plan is not to be construed as providing a guaranteed or minimum payment, or asconstituting a contract of employment. No rights in the Plan shall be deemed to accrue to anyParticipant and no Participant or other person shall, because of the Plan, acquire any right to anaccounting or to examine the books or affairs of the Company.The Compensation Committee may at any time terminate the Plan or effect such amendments thereto asit shall deem advisable and in the best interest of the Company provided, that no such terminationor amendment shall affect or impair any rights of such Participant with respect to the year inwhich such termination or amendment is made.**PERFORMANCE MEASURES**The threshold for the payment is 88% of the target scaled to 100%, using the EBIT and cash flowtargets approved by the Compensation Committee.At the 88% threshold, the Plan will pay out at 25% of the target bonus. If the Company does notachieve the threshold, any bonuses paid will be at the sole discretion of the CompensationCommittee.For each $1 million of EBIT above target, the Plan will pay an additional bonus amount as a % ofsalary.**As defined by the Compensation Committee*