**Exhibit
        10.89**
  **Gene
        Logic Inc.**
 **2005
        EXECUTIVE INCENTIVE COMPENSATION PLAN (EICP)**
 
 
 **Eligibility
        for EICP**: All Tier 1 executives to receive a full or pro rata (if hired
        by 9/30/2005) performance incentive. Tier 1 executives are those reporting
        directly to the Chief Executive Officer. Those in acting positions are not
        included in the EICP, but are included in the 2005 Incentive Compensation
        Plan
        for non-exempt employees other than Tier 1 (the “ICP”).
 
 **General
        Structure and Pool Funding**:
 If
        fully
        funded based on 100% attainment of business objectives and with no upsides
        added
        in, the EICP pool would be determined by: (a) multiplying the base salaries
        of
        each executive by the appropriate EICP target (each executive is "eligible"
        for
        a "certain EICP target" which is a percentage of their base salary); and
        (b)
        taking the aggregate amount in "a" and multiplying it by 80%).
 
 The
        actual EICP pool will be funded based on how well each division does towards
        its
        targets. Gene Logic is organized into three divisions: Genomics, Gene Logic
        Labs, and DRS (Horizon). In general, each of the Genomics and
        Labs Divisions will have two basic targets - Revenue (or a suitable proxy
        for revenue, such as deal flow); and Operating profit. DRS will have separate
        goals.  Revenue will consist only of revenue that is recorded in the Gene
        Logic financial statements, and Earnings will be defined as Operating Profit
        (to
        eliminate the effects of taxes and interest).
 
 **EICP
        Pool Funding Based on BU Performance**
 EICP
        pool
        funding will be based on the performance of the three business units using
        the
        following percentages: 40% based on the performance of the Genomics business
        unit, 40% will be based on the Labs’ performance, and 20% based on DRS’s
        performance. Under this method calculations will be made for the individual
        business units to determine their "overall" performance between threshold
        and
        target (100%) as defined in detail below. These final results then will
        determine the payout for the Genomics, Labs and DRS components of the EICP.
        Upside would occur if the business units out-performed their targets as defined
        below. EICP targets are the same as in the ICP but EICP thresholds (below
        which
        no funding occurs) for Genomics and Labs are fixed at halfway between 2004
        performance and the applicable target
 
 
 **Divisional
        Targets:**
 
 **Genomics**
        (GLG). Performance here funds 40% of the EICP pool.
 
 **Part
        1: Revenue** will make up 60% of the overall goal for Genomics.
        Contributions to the executive pool begin once the GLG revenue reaches the
        threshold and will be pro rated up to 100% payment for achieving the 2005
        targeted amount. Should actual results exceed the 2005 target, additional
        compensation will be earned at the rate of 1% bonus for each 1% of the range
        of
        expected performance improvement contained in the regular Incentive Compensation
        Plan (ICP).
 **Part
        2:** An **Operating Profit** target will make up the
        remaining 40% of the total Genomics goal. Contributions to the executive
        pool
        begin once GLG’s operating profit reaches the threshold and will be pro rated up
        to 100% payment for achieving the 2005 target. Should actual results exceed
        the
        2005 target, additional compensation will be earned at the rate of 1% bonus
        for
        each 1% of the range of expected performance improvement contained in the
        regular ICP.
 
 
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   **Labs**
        (GLL) Performance here funds 40% of the EICP pool.
 
 **Part
        1: Revenue** will make up 60% of the overall goal for Gene Logic Labs.
        Contributions to the executive pool begin once the GLL revenue reaches the
        threshold and will be pro rated up to 100% payment for achieving the 2005
        targeted amount. Should actual results exceed the 2005 target, additional
        compensation will be earned at the rate of 1% bonus for each 1% of the range
        of
        expected performance improvement contained in the regular ICP.
 **Part
        2:** An **Operating Profit** target will make up the
        remaining 40% of the total Gene Logic Labs’ goal. Contributions to the executive
        pool begin once GLL’s operating profit reaches the threshold and will be pro
        rated up to 100% payment for achieving the 2005 target. Should actual results
        exceed the 2005 target, additional compensation will be earned at the rate
        of 1%
        bonus for each 1% of the range of expected performance improvement contained
        in
        the regular ICP.
 
 **DRS
        (Horizon**) Performance here funds 20% of the EICP pool. Targets and
        thresholds are the same as those set in the ICP
 
 Part
        1: 30% of the DRS (Horizon) portion of the EICP is based on business
        development goals set forth in the ICP. The EICP pool payments would be as
        follows: threshold 15%, target 30%. Additional deals would payout in accordance
        with the ICP.
 
 Part
        2: 20% of the DRS (Horizon) portion of the EICP is based on certain
        research and development goals set forth in the ICP. The EICP pool payments
        would be as follows: 10% payment if threshold is achieved, 15% for between
        target and threshold and the full 20% if the target is achieved. Exceeding
        the
        target would pay out in accordance with the ICP.
 
 Part
        3: 20% of the DRS (Horizon) portion of the EICP is based on the certain
        research and development goals set forth in the ICP. Nothing would be paid
        out
        at threshold and 100% at target.
 
 P/L
        Objectives: 30% of the DRS (Horizon) portion of the EICP is based on
        achieving the Profit/Loss target for DRS as set forth in the ICP. The payment
        is
        a binary decision (within budgeted P/L 30% payout / over budget, i.e., greater
        loss, zero pay out). There is no upside for this objective.
 
 **Personal
        Performance Factor (PPF):**Each EICP executive’s performance in the 2005
        EICP will be evaluated by the CEO, except that the CEO’s performance would be
        evaluated by the Compensation Committee of the Board. This evaluation will
        create a PPF for each executive. PPFs can range form zero to more than 100%
        and
        will be applied to the executive’s incentive compensation target potential. The
        application of the PPF will be done in a zero sum manner such that the EICP
        pool
        will not increase in the aggregate as a result of application of the PPF
        to each
        employee.
 
 **Payment**:
        This is an annual plan (with no mid-year payout). Final results
        are expected to be presented to the Compensation Committee of Gene Logic’s Board
        of Directors at the regularly scheduled meeting in February of 2006. Payment
        could be expected shortly thereafter.
 
 Extraordinary
        Items: As has been the case, the Board may, at its discretion, exclude the
        effects of extraordinary items in determining bonus payout.
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