| I.   | Objectives |
|----------------|------------|

| 1.   | To      provide incentive to Orion’s Subsidiary Management Teams to grow the      overall business of Orion and their respective subsidiaries in a      profitable manner. |
|----------------|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

| 2.   | To      financially reward employees for achievement of corporate, subsidiary, and      individual goals. |
|----------------|-----------------------------------------------------------------------------------------------------------|

| 3.   | To      provide competitive cash compensation when plan results are achieved, and      exceed market norms when superior resultsoccur. |
|----------------|----------------------------------------------------------------------------------------------------------------------------------------|

| II.   | Eligibility |
|-----------------|-------------|

| 4.   | Eligibility      for the SIP-Tier 2 includes senior management and business development      staff of Orion’s subsidiaries. |
|----------------|-----------------------------------------------------------------------------------------------------------------------------------|

| III.   | Incentive      Determination |
|------------------|------------------------------|

| 5.   | Each      Participant will have a target incentive bonus equal to from 30% to 50% of      annual base salary. The incentive bonus available to Participants is      dependent on the following four standard  elements: |
|----------------|-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

| ●   | 30%      of Bonus — Overall Orion Marine Group Financial Performance relative to      plan; |
|---------------------|---------------------------------------------------------------------------------------------------|

| ●   | 35%-45%      of Bonus — Subsidiary Financial Performance relative to    plan; |
|---------------------|-------------------------------------------------------------------------------------|

| ●   | 15%-20%      of Bonus — Individual Goals established by the President or CEO of Orion      Marine Group; and |
|---------------------|--------------------------------------------------------------------------------------------------------------------|

| ●   | 10%-20%      of Bonus — Subsidiary SafetyPerformance. |
|---------------------|-------------------------------------------------------------|

| 6.   | The      Individual Goals element for each Participant will be established at the      discretion of the Orion Marine Group’s CEO, President and Sr. Management      Team. Objectives may include safety record, a business unit’s operating,      financial, and sales growth results, performance improvement, and other      specific items. |
|----------------|-------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

| 7.   | Determination      of achievement of goals shall be at the sole and absolute discretion of      the SIP Administrator. |
|----------------|------------------------------------------------------------------------------------------------------------------------|

| IV.   | Award      Allocation |
|-----------------|-----------------------|

| 8.   | Earned      awards are payable only if a SIP Participant is an employee in good      standing. Good standing means that, at the time of payout, an      employee: |
|----------------|-------------------------------------------------------------------------------------------------------------------------------------------------------------------|

| a)   | has      not resigned, |
|----------------|------------------------|

| b)   | has      not indicated an intention toresign, |
|----------------|-----------------------------------------------|

| c)   | has      not been notified that their employment has been    terminated, |
|----------------|--------------------------------------------------------------------------|

| d)   | is      not on a performance improvementprogram. |
|----------------|--------------------------------------------------|

| 9.   | If      an employee terminates prior to the fiscal year’s close because of death      or disability, SIP awards will be prorated for the  year. |
|----------------|-------------------------------------------------------------------------------------------------------------------------------------------------------|

| V.   | Timing      and Payout Form |
|----------------|-----------------------------|

| 10.   | Incentive      awards will be calculated and are payable as soon as practical following      the close of the fiscal year. Awards will be paid as ordinary income and      will be subject to payroll taxwithholding. |
|-----------------|-----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

| VI.   | Plan      Administration |
|-----------------|--------------------------|

| 11.   | The      SIP Administrator will be a committee appointed by Orion’s Senior      Management Team. |
|-----------------|--------------------------------------------------------------------------------------------------------|

| 12.   | The      SIP Administrator will approve annually developed performance measures,      performance standards, and awardlevels. |
|-----------------|-------------------------------------------------------------------------------------------------------------------------------|

| 13.   | The      SIP Administrator will approve all finalized award payments before      submission to payroll. |
|-----------------|---------------------------------------------------------------------------------------------------------|

| 14.   | The      SIP Administrator will have all authority to approve continuation,      modification or elimination of the Plan based upon a review of actual      results. |
|-----------------|----------------------------------------------------------------------------------------------------------------------------------------------------------------------|

| 15.   | The      SIP is effective as of the fiscal year beginning January 1, 2005 and will      continue until terminated by the Board of Directors’ Compensation      Committee. |
|-----------------|---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

| 16.   | To      the extent any Named Executive Officer participates in the SIP, the      Compensation Committee of the Board of Directors shall set goals, assess      achievement of such goals, and approve payouts. |
|-----------------|----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

| VII.   | Fiscal      Year Provisions |
|------------------|-----------------------------|

| 17.   | In      any fiscal year the SIP Administrator, subject to the approval of the      Board of Director’s Compensation Committee, may set forth additional terms      applicable to the administration of the SIP for such fiscal year in an      appendix to this document; provided that no term may be set forth in an      appendix to this document that would cause a “material modification” of      the SIP, as defined in Treasury Regulation §      1.162-27(h)(1)(iii). |
|-----------------|--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------|

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| Dallas      1489419v.2 |
|------------------------|