Beckman Coulter
EXHIBIT 10.1



                 2000 ANNUAL INCENTIVE PLAN (AIP)

WHO PARTICIPATES:
Key executives designated by the Chairman of the Board based on
qualifying factors established by the Organization and Compensation
Committee (the Committee) of the Board of Directors.

FUNDING THE AIP:
The company must achieve a minimum of (minimum amount) EPS for any
funding of AIP awards, regardless of any other financial or non-
financial results or individual performance.

WHAT IS MEASURED - THE AIP COMPONENTS:
There are four financial measurements, as well as the individual
performance evaluation, which comprise the 2000 AIP award
opportunity.  The financial metrics have been selected because they
directly align with the company's overall goals and objectives:
          - Earnings Per Share (EPS)
          - Company Sales
          - Pre-tax Margin
          - Debt/EBITDA
The individual performance evaluation is linked to the achievement
of your goals and objectives, as well as competency development,
established and measured through the Performance Success management
process.

INDIVIDUAL AIP AWARD DETERMINATION:
Individual incentive awards are determined by adding the
percentages earned based on the level of achievement for financial
measurements and your individual performance evaluation.  A pro
rata incentive award percentage is calculated for gradations
between achievement levels for financial results.  The sum of the
percentages is multiplied by your annual base pay as of December
31, 2000 to arrive at your award amount.  For participants with an
individual performance rating of "Needs Improvement", the total
incentive award for financial results may be reduced by up to 100%.

AIP ADMINISTRATION GUIDELINES:
The Committee administers the AIP on behalf of the company. This
responsibility includes interpretation of the plan and the sole and
absolute discretion to establish plan provisions, performance
measures, performance targets, specific award levels and
participation eligibility.  All Committee interpretations,
determinations, and actions will be final, conclusive and binding
on all participants.  The Committee has authorized the Chairman of
the Board as its designee in matters of annual plan administration
upon its approval of performance measures and targets.

AIP TERMS AND CONDITIONS:
1.   All financial results will be measured on an "as reported"
     basis with no adjustment for any effect of currency fluctuations.
2.   The Chairman of the Board or his designee will adjust
     financial measurements and/or calculations as appropriate for
     mergers, acquisitions, divestitures and/or other one-time or
     special qualifying events identified as an exception.
3.   To be eligible for an AIP award, a participant must be in
     active pay status continuously through the last company-scheduled
     workday of the year.  Partial payments may be considered, at the
     full discretion of the Committee or its designee, for retirees as
     defined by the company's retirement plan, who leave before the end
     of the plan year.
4.   The Committee or its designee may determine in its sole and
     absolute discretion, the status and incentive award level for any
     participant whose responsibilities are changed, and of any key
     employee who becomes eligible to participate in the plan after the
     beginning of the performance period.
5.   The Committee at any time and from time to time may terminate,
     suspend, modify or amend the plan.  Nothing in this plan or any
     award granted shall confer on a participant any right to continue
     in the employ of the company or interfere in any way with the right
     of the company to terminate any employment.