**10.92a**


**Gene
      Logic 2007 Performance Year "At Risk" Incentive Compensation Plan
      Document**





**I.
      Purpose**





The
      purpose of the Plan is to provide an incentive opportunity to eligible employees
      of Gene Logic Inc. that drive performance towards the achievement of individual
      and divisional business targets in 2007.





**II.
      Plan Period**





The
      Plan
      period is January 1 - December 31, 2007.





**III.
      Eligibility**





Employees
      must meet the following requirements to be eligible for the
      program:


·
            full-time
                (i.e. working at least 30 hours per week or
                more)


·
            non-commissioned


·
            commencing
                full-time employment by 9/30/2007


·
            employed
                in DRD, or


·
            employed
                in Shared Services and have been notified in writing of eligibility
                for an
                at-risk ICP for 2007 (eligible members of Shared Services as of April
                1,
                2007 are listed n Exhibit B hereto) ,
                or


·
            designated
                Tier 1 executives as per individual Executive Employment
                Agreement





Eligibility
      equates only to the opportunity to earn an award. Refer to section VI for more
      detail on the determination of individual awards.





Eligibility
      also requires that the employee be an employee of Gene Logic as of December
      31,
      2007 as described in Section VIII





**IV.
      Individual Award Target**





Annual
      individual incentive targets for each eligible employee are set, based on the
      job grade assigned to each employee, as a percentage of such employee’s
      weighted-average base salary for the performance year as reflected in the chart
      below. The job grade assigned to an eligible employee on 12/31/2007 determines
      the appropriate annual target for such employee. The target is set based on
      achievement of 100% of the applicable performance plan goals.




1




Refer
        to
        Section V for information regarding how these targets relate to incentive
        pool
        funding.
 
 **PROFESSIONAL**
              **SCIENTIFIC**
              **MANAGEMENT**
              **NONEXEMPT**
              **ANNUAL
                  TARGET**
                (Certain
                  exceptions exist)P99
              
              M00
              
              VariesP07,
                  P08
              SC08,
                  SC09, SC10
              M06,
                  M07, M08
              
              13.00%P05,
                  P06
              SC06,
                  SC07
              M04
              
              10.50%P03,
                  P04
              SC04,
                  SC05
              M01,
                  M03
              
              8.00%P01,
                  P02
              SC02,
                  SC03
              
              
              6.00%N01
                  - N06
              5.00%
 
 **V.
        Funding the Incentive Pools**
 
 Gene
        Logic's incentive baseline pool (assuming “at plan” performance) will be funded
        as follows:
 
 The
        sum of
        the 12/31/07 weighted-average annual base salary for each eligible employee
        multiplied by each such employee’s 12/31/07 individual incentive target.
 
 To
        determine the actual incentive pool, this baseline pool will be modified,
        up or
        down, based on actual Gene Logic performance against business objectives.
        These
        objectives consist of multiple factors whose weighting varies. A complete
        list
        of performance objectives and their particular weighting is attached in Appendix
        A.
  **VI.
        Determination of Individual Awards**
 
 Actual
        individual awards will generally be determined within each actual incentive
        pool
        based on individual performance, pro-ration for length of service including
        leaves-of-absence, and contribution relative to other members of that
        division/department, and other factors.
 
 Individual
        performance and contribution will be assessed by management *primarily* using
        Gene Logic’s **Performance
        Excellence Program** in which
        a Personal Performance Factor will be determined for each employee. The
        application of the Personal Performance Factor to an eligible employee’s
        incentive opportunity may result in an actual incentive that could be less
        than
        target, including zero; equal to target; or more than target, but the sum
        of
        individual awards in any division or group may not exceed the aggregate pool
        for
        such division or group and the sum of individual awards for all eligible
        employees of Gene Logic may not exceed the overall company incentive pool.
        The
        chart below illustrates the guidelines provided to management regarding the
        PPFs, but the final decision as to the amount of the actual incentive award
        for
        any employee is determined by the department manager or by his or her designated
        representative, subject to that department manager’s and the CEO's final
        approval.
 
 The
        determination as to whether and to what degree Company and divisional targets
        are achieved and the payments to executive officers of the Company and any
        other
        officers that report directly to the Chief Executive Officer must be approved
        by
        the Compensation Committee of the Board of Directors. Any payment hereunder
        to
        the Chief Executive Officer must also be approved by the Board if Directors.
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VII.
        Payout of Awards
 
 Awards
        are *scheduled* to be
        paid out in the 1 st quarter
        of 2008.
 
 To
        be
        eligible to receive an award, on the last working day of the Plan period
        (12/31/2007, an employee must be an active, full-time employee or on a leave
        status approved by Human Resources. Employees whose employment by Gene Logic
        terminates, whether voluntarily or involuntarily, after the last working
        day of
        the Plan period and employees who are on an approved leave status on the
        last
        working day of the Plan period, but in either such case before the actual
        payout
        of awards, are eligible to receive an incentive award, subject to the provisions
        in paragraph VI above, and without penalty solely for having left employment
        by
        Gene Logic after the last working day of the Plan period.
 
 Gene
        Logic
        incentive pools and Personal Performance Factors cannot be calculated until
        after the end of the Plan period. Therefore, eligible employees whose employment
        terminates, either voluntarily or involuntarily, prior to the end of the
        Plan
        period will not be eligible for any award under this Plan.
 
 All
        award
        payouts will be subject to applicable payroll tax and benefits
        withholdings.
 
 **VIII.
        Amendment or Termination of the Plan**
 
 Gene
        Logic
        reserves full power and discretion to administer, construe, and interpret
        the
        Plan and to determine all issues regarding eligibility and amount of payment. Gene
        Logic
        may amend, supplement, supersede or terminate this Plan at any time at the
        discretion of executive management and/or Gene Logic’s Board of Directors or its
        Compensation Committee. The Board of Directors or its Compensation Committee
        may
        also determine if and how extraordinary events will be taken into account
        in
        determining how such extraordinary events will affect the Plan and whether
        and
        to what degree the plan will be funded. Further, the terms and conditions
        of the
        Plan may be altered or eliminated in subsequent years.
  3




**IX.
        Relationship of Plan to Employment**
 
 This
        plan
        is not intended to create a term of employment between any employee and Gene
        Logic or any right to continuation of employment by Gene Logic during the
        Plan
        Period. Employment of any individual at Gene Logic may be terminated by either
        Gene Logic or the individual, with or without cause, at any time.
 
 **X.
        Country Specific Laws**
 
 Where
        local law requires any modification to what is prescribed in this Plan in
        terms
        of incentive eligibility, guidelines and/or payout of awards, local law must
        be
        adhered to. However, Gene Logic reserves the right, to the extent permitted
        or
        not prohibited by such law, to determine how the plan shall be modified to
        comply with such law or whether to provide alternate consideration as determined
        by Gene Logic in lieu of the incentive award herein specified.
 
 **XI.
        Approvals:**
 /s/
                    Al RisdorferAl
                    Risdorfer
                
                04/25/2007Vice
                    President of Human Resources/s/
                    Philip L. Rohrer, Jr.Philip
                    L. Rohrer, Jr.
                
                04/25/2007Chief
                    Financial Officer/s/
                    Charles L. Dimmler, IIICharles
                    L. Dimmler, III
                
                04/25/2007CEO
                    & President
 Approved
            by resolution of the Compensation Committee of the Board of Directors
            of Gene
            Logic Inc. 04/25/2007.
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