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                                                                   Exhibit 10.10


                            ERESEARCHTECHNOLOGY, INC.

                             2005 AMENDED BONUS PLAN

         Set forth below is a summary of the 2005 Amended Bonus Plan approved by
the Compensation Committee of the Board of Directors on July 26, 2005, to be
effective from July 1, 2005 to December 31, 2005.

         The purpose of the plan is to promote the interests of the Company and
its stockholders by providing employees with financial rewards upon achievement
of specified business objectives, and to help the Company attract and retain
employees by providing attractive compensation opportunities linked to
performance results. All of the Company's employees are eligible to participate
in the plan, subject in some cases to certain waiting periods and with the
exception that certain sales personnel who participate in a separate commission
incentive plan do not participate in the plan.

         In general, awards will be based upon the extent to which a specified
combination of the following performance targets are achieved:

           o  Revenues;
           o  Net Income;
           o  Signing Targets (revenues contemplated by contracts signed during
              the relevant period with customers other than two defined
              customers, regardless of when such revenues are actually
              recognized);
           o  TPI Targets (revenues contemplated by contracts for Thorough Phase
              I programs signed during the relevant period with customers other
              than one defined customer, regardless of when such revenues are
              actually recognized); and
           o  Departmental or individual performance goals.

For some participants, these targets are further limited to results from the
Company's international operations. The Compensation Committee establishes the
departmental or individual performance goals for some or all of the Company's
executive officers, while departmental supervisors establish the individual
performance goals for other participants in their respective departments.

         Each participant in the plan has a targeted bonus opportunity, and a
specified percentage of that opportunity relates to the extent to which each
performance target applicable to the participant is achieved. For each
performance target other than departmental or individual performance goals, the
plan sets forth formulas for each participant to earn from 80% to up to 150% of
the bonus opportunity specific to that performance target. As a result of the
foregoing, the maximum bonus payable to a participant under the plan is 150% of
the participant's bonus opportunity. The bonus opportunities and the related
performance targets for each of the Companies' executive officers are as follows
(not including departmental and individual performance goals):

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<TABLE>
<CAPTION>
                                                                               PERCENTAGE OF BONUS BASED ON:
                                                                        -------------------------------------------
                                                          BONUS                       NET       SIGNING       TIP
NAME                        POSITION                   OPPORTUNITY      REVENUES     INCOME     TARGETS     TARGETS
----                        --------                   -----------      --------     ------     -------     -------
<S>                         <C>                        <C>              <C>          <C>        <C>         <C>
Joseph A. Esposito          President, Chief            $131,500           50%         50%           -           -
                            Executive Officer and
                            Director

Joel Morganroth, MD(1)      Chairman of the Board         55,500           50          50            -           -
                            of Directors and Chief
                            Scientist

Robert S. Brown             Senior Vice President,        64,500           10          10           40          40
                            Outsourcing
                            Partnerships

Thomas P. Devine            Senior Vice President         49,000           50          50            -           -
                            and Chief Development
                            Officer

Amy Furlong                 Senior Vice President,        37,500           50          50            -           -
                            Regulatory Compliance

Scott Grisanti              Senior Vice President,        67,500           10          10           80           -
                            Business Development
                            and Chief Marketing
                            Officer

Bruce Johnson               Senior Vice President         57,500           50          50            -           -
                            and Chief Financial
                            Officer

Jeffrey S. Litwin, MD       Senior Vice President         57,500           50          50            -           -
                            and Chief Medical
                            Officer

Anna Marie Pagliaccetti,    Senior Vice President,        37,500           50          50            -           -
Esquire                     General Counsel and
                            Secretary

Vincent Renz                Senior Vice President,        57,500           50          50            -           -
                            Client Services and
                            Chief Technology
                            Officer

George Tiger(2)             Senior Vice President,        52,500           12.5        12.5         12.5(3)     12.5(3)
                            International
                            Operations
</TABLE>
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(1) Dr. Morganroth's bonus, if any, is earned by and paid to his professional
    corporation pursuant to the management consulting agreement between Joel
    Morganroth M.D., P.C. and the Company.
(2) Mr. Tiger's performance targets also include international revenues (25%)
    and international operating income (25%).
(3) Applies only to international signing targets and international TIP targets.

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         Bonuses are calculated based on the extent to which specified targets
have been achieved. Once bonuses are calculated, for those executive officers of
the Company in which goals were established by the Compensation Committee, the
Compensation Committee determines the extent to which the departmental and
individual performance goals have been achieved and whether the calculated bonus
should be adjusted as a result. For all other participants, the participant's
department supervisor makes this determination.

         Bonuses (if any) normally are paid within forty-five (45) days after
the end of the fiscal year in which the bonuses were earned. Bonuses normally
will be paid in cash in a single lump sum, subject to payroll taxes and tax
withholdings.

         If a contract is cancelled, completed or otherwise terminated without
the Company recognizing the revenues contemplated by a Signing Target or TPI
Target based on which a bonus has been paid, then any portion of the bonus that
would not have been paid had such unrecognized revenues not been included in the
Signing Target or TPI Target, as applicable, will be deducted from any future
bonus payable under the Plan or any future bonus plan and may, in the
alternative, be deducted from other future compensation payable to the affected
participant.

         Notwithstanding the performance targets and bonus opportunities
specified in the plan, the Compensation Committee retains the discretion to
adjust the amount of any bonus to be paid under the plan.




















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