Exhibit 10.60

PROTECTION ONE, INC.  SENIOR MANAGEMENT  SHORT-TERM INCENTIVE PLAN

Effective
January 1, 2005

The
Protection One, Inc. Senior Management Short-Term Incentive Plan ("Plan") is intended to motivate officers and other members of senior management of the Company
and certain of its designated subsidiaries to achieve the highest level of performance and to further the achievement of Protection One's goals, objectives, and strategies. The Plan is designed to
reward exceptional performance using financial incentives to supplement base compensation. Also, the Plan is intended to enhance Protection One's ability to attract and retain talented employees.
Finally, the Plan is intended to benefit Protection One in the pursuit of its goals and objectives by stimulating and motivating the participants, which will in turn enhance productivity.

1.Definitions.As used herein, the following words and phrases shall have the following meanings unless the
context clearly indicates otherwise:



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2."Administration.The Board shall be responsible for establishing the overall Plan, administering the Plan,
determining whether actual individual compensation awards will be paid, and approving the amount of the actual individual compensation awards. The Board may delegate any or all of such
responsibilities with respect to the Plan to a committee of the Board or with respect to decisions or
determinations affecting Plan Participants other than the CEO or CFO, to the CEO or CFO of the Company.

The
members of the Board and all agents, officer, fiduciaries, and employees of the Company shall not be liable for any act, omission, interpretation, construction, or determination made
in good faith in connection with their responsibilities with respect to the Plan; and the Company hereby agrees to indemnify the members of the Board and all agents, officers, fiduciaries, and
employees of the Company in respect to any claim, loss, damage, or expense (including counsel fees) arising from any such act, omission, interpretation, construction, or determination to the full
extent permitted by law.

The
day-to-day administration of the Plan with regard to specific classes of Participants shall be as follows:



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3."Eligibility to Participate.Only employees who are Executive Officers, Officers or members of Senior
Management (as defined herein), that are not otherwise participants in a separate non-equity incentive plan (other than retention programs) are Participants in the Plan. The CEO shall
determine, from time-to-time, whether the Plan should be extended to other individuals or groups of employees of the Company or its Designated Subsidiaries; provided, however,
that the CEO shall not have authority to extend the Plan to additional executive officers.

4."Award Criteria.Awards under the Plan shall be calculated utilizing the following two criteria for each
Participant: (i) the Financial Criterion, from which 70% of the Award is derived, and (ii) the Discretionary Criterion, from which 30% of the Award is derived. These criteria are further
described below.





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5.Payment of Awards.



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6."Withholding for Taxes.Awards under the Plan are subject the withholding for applicable taxes and other
charges.

7."No Rights to Corporate Assets.Nothing contained herein create any equity, property, lien, security or other
interest of any kind in any assets of the Company or its subsidiaries, or create a trust or fiduciary relationship of any kind between the Company and its subsidiaries, or the Board or any member
thereof, and any Plan Participant. Any claims for unpaid amounts under the Plan, are and shall be unsecured.

8."No Right to Acceleration or Deferral of Awards.It is the intent of the Board that the Plan meet the
requirements of Section 409A of the Internal Revenue Code, be operated in accordance with such requirements, and that amounts payable pursuant to the Plan not be included in the wages or income
of a Participant until such time as the Award is actually paid to the Participant. Accordingly, Participants have no right to elect to accelerate or to defer, nor shall any amounts payable pursuant to
the Plan be accelerated or deferred, except as permitted under Section 409A of the Internal Revenue Code.

9."Non-Assignability.Participants' rights and interests under the Plan may not be transferred,
assigned, mortgaged, or otherwise encumbered (an "assignment"); nor shall such rights and interests be subject to seizure for the payment of a Participant's debts, judgments, alimony, or separate
maintenance or be transferable by operation of law in the event of a Participant's bankruptcy or insolvency. Any purported assignment by Participant of Participant's rights and interests under the
Plan shall be void.

10."Amendment and Termination.Other than with respect to the 2005 Plan year, the Board may from time to time
and at any time alter, amend, suspend, discontinue, or terminate the Plan. Amendments to the Plan will not operate retroactively unless the amendment expressly so provides and is expressly agreed to
by the CEO.

11."No Right of Employment.Nothing contained in the Plan shall be construed as conferring upon a Participant
the right to continued employment with the Company.

12."Governing Law.All rights and obligations under the Plan shall be governed by, and the Plan shall be
construed in accordance with the laws of the State of Delaware.

13."Titles and Headings.Titles and headings to sections herein are for purposes of reference only and shall in
no way limit, define, or otherwise affect the meaning or interpretation of any provisions of the Plan.

14."Effective Date.This Plan is made effective as of January 1, 2005 and supersedes all other existing
short-term incentive plans of the Company and its Designated Subsidiaries.

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