**Exhibit
            10.92** 
 Gene
              Logic 2006 Performance Year Incentive Compensation Plan
              Document
 
 **I.
              Purpose**
 
 The
              purpose of the Plan is to provide an incentive opportunity to eligible
              employees
              of Gene Logic Inc. and its subsidiaries (collectively referred to herein
              as
“Gene Logic”) that drive performance towards the achievement of individual and
              divisional business targets in 2006.
 
 **II.
              Plan Period**
 
 The
              Plan
              period is January 1 - December 31, 2006.
 
 **III.
              Eligibility**
 
 All
              full-time, non-commission Gene Logic employees who commence full-time
              employment
              by 9/30/2006 are eligible. Full-time is defined as an employee who
              works 30 or
              more hours on a regularly scheduled weekly basis. Casual or temporary
              employees
              are not full-time employees.
 
 Eligibility
              equates only to the opportunity to earn an award. Refer to section
              VI for more
              detail on the determination of an individual award.
 
 **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 12/31/2006 determines
              the
              appropriate annual target for such employee. The target is set based
              on
              achievement of 100% of the applicable performance plan goals.
 
 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 is divided into 3 business divisions (Genomics, Labs and DRS)
              plus
              corporate Shared Services (for which the CEO acts as division manager).
              Each
              division’s incentive baseline pool (assuming “at plan” performance) will be
              funded as follows:
 
 The
              sum
              of the 12/31/06 weighted average annual base salary for each eligible
              employee
              in such division multiplied by each such employee’s 12/31/06 individual
              incentive target.
   1
 
 To
              determine the division’s actual incentive pool, this baseline pool will be
              modified, up or down, based on actual division performance against
              business
              objectives. These objectives consist of multiple factors weighted as
              follows:
 
 Non-Executive
              Pools will have the following performance weights:
 -
                  Genomics
                      and Labs: 40% revenue, 60% operating
                      profit/loss; -
                  DRS:
                      60% research and development, 20% business development, 20%
                      operating loss
                      and revenue; -
                  Shared
                      Services: 33.3% Genomics, 33.3% Labs, 33.3%
                      DRS; 
 Executive
              (CEO & his direct reports) Pools
 -
                  CEO:
                      33.3% Genomics, 33.3% Labs, 33.3% DRS; -
                  Genomics,
                      Labs and DRS General Managers: 80% for the division managed
                      by such
                      General Manager, 10% for each of the other two
                      divisions; -
                  Shared
                      Services: 33.3% Genomics, 33.3% Labs, 33.3% DRS. 
 The
              objectives include *thresholds* below which incentive pools are
              not funded. These vary by business unit. In addition, the plan rewards
              *overachievement* where performance for any factor exceeds the
              2006 business objective. In such cases additional funds will be added
              to the
              incentive pool. Refer to the plan Appendices for specific details regarding
              division objectives, thresholds and overachievement calculations.
 
 **VI.
              Determination of Individual Awards**
 
 Actual
              individual awards will generally be determined within each division’s actual
              incentive pool based on individual performance and contribution relative to
              other members of that division and also 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 may not exceed that divisions’ 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 division manager, or by his or her designated
              representative as to any part of the division, subject to that division
              manager’s final approval and the approval of the CEO.
  
 2
 
  
  Inter-division
              transfers by employees, or movement to or from the ICP and any other
              incentive
              plan (e.g. a Gene Logic commission plan) will be managed on a case
              by case
              basis.
 
 VII.
              Payout of Awards
  Awards
              are *scheduled* to be paid out in the 1st quarter of
              2007. To be eligible to receive an award, an employee must be in an
              active or
              leave status approved by Human Resources on the last working day of
              the plan
              period (12/31/2006). 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 after 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.
 
 Division
              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 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 may
              also
              determine if and how extraordinary events will be taken into account
              in
              determining whether 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:**
 
 Al
              Risdorfer
 Vice
              President of Human Resources
 
 Phil
              Rohrer
 Chief
              Financial Officer
 
 Mark
              Gessler
 Chief
              Executive Officer
 
 
 Board
              of
              Directors of Gene Logic Inc.
 
 4