EXHIBIT 10.7


                            JOURNAL REGISTER COMPANY
                      EXECUTIVE INCENTIVE COMPENSATION PLAN



PURPOSE OF THE PLAN

         The Executive Incentive Compensation Plan (the "Plan") has been
established to support Journal Register Company's (the "Company") objective of
being a leader in the newspaper industry, and a company that stresses high
quality products and services, superior customer service, and a good return on
its stockholders' investment. The Plan provides quarterly and/or annual
incentive awards to certain executive officers of the Company, contingent upon
the financial performance of the Company, to motivate individual and corporate
performance that will inure to the benefit of the Company's stockholders.

         The Plan, as it applies to the Chief Executive Officer ("CEO") and
Chief Financial Officer ("CFO"), is intended to comply with Section 162(m) of
the Internal Revenue Code. Any Plan provision, which is determined to be in
conflict with the Code section, shall be null and void.

PLAN ADMINISTRATION

         The Compensation Committee of the Board of Directors administers the
Plan. The Compensation Committee establishes the performance goals which must be
met before awards are payable under the Plan, administers the Plan in accordance
with terms and conditions of the Plan, and certifies, prior to payment of any
awards, that the performance goals for which awards are payable were, in fact,
met.

EFFECTIVE DATE

         The Plan applies to the Company's fiscal quarters and fiscal year.

ELIGIBILITY

         The Chairman, President and CEO, the Executive Vice President and CFO,
and executives in comparable positions with the Company are eligible to
participate in the Plan.

         To be eligible to receive an incentive award during any given fiscal
year, a participant must be in an eligible position during that fiscal year and
remain in an eligible position until the date the awards for that fiscal year
are paid.

         Participants who assume an eligible position after the beginning of a
fiscal year will be eligible to participate in the Plan during that year. Their
Individual Incentive Target will be pro-rated; however, to reflect the actual
number of days in that position during the year versus the total number of
available work days in the year. Participants who leave the Company, either on a
voluntary or involuntary basis, prior to the date awards are paid will cease to
be eligible to participate in the Plan on the effective date of their
termination of employment.

CALCULATION OF AWARDS

         Each eligible participant is assigned an Individual Incentive Target
for the purpose of calculating awards under the Plan. The targets are based in
part on the participant's base compensation rate. The Individual Incentive
Target represents the amount a participant would receive as an award under the
Plan for the quarter or year if all the Company financial performance goals were
met. The actual award amount may be higher or lower than this amount depending
on actual Company financial performance during the quarter or year for which the
award is calculated. For the purposes of the Plan, the base compensation rate of
the CEO and CFO may not be increased after the Compensation Committee has
established the Individual Incentive Target for that particular fiscal year.


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         Company financial performance is measured by comparing actual financial
results for a given quarter or year against the financial performance goals
established by the Compensation Committee prior to the beginning of that fiscal
quarter or year. Such goals shall not change, as this Plan applies to the CEO
and CFO. The specific financial elements used in this comparison are one or more
of the following: Revenue Growth; EBITDA; and Earnings Per Share. The
Compensation Committee authorizes the payment of incentive awards immediately
before, or as soon as practicable following the end of each quarter or year and
certifies that the performance targets for which incentives are payable have
been met.

         The award level based on Company financial performance may range from
0% to 200% depending on actual results. For participants other than the CEO and
CFO, after the award level is calculated, the Compensation Committee and the CEO
subjectively evaluate such participant's contribution to the Company's
performance and the award may be adjusted upward or downward as a result
provided however, in no event shall a participant's award be more than 200% of
the applicable Individual Incentive Target. The Compensation Committee reserves
the right to reduce the level of incentives payable for all participants, at
their sole discretion.

AWARD PAYMENTS

         Awards shall be paid immediately before, or as soon as practicable
following, the end of the fiscal quarter or year for which awards are payable.

OTHER INFORMATION

         The establishment of the Plan, the payment of any award, or any action
of the Compensation Committee in connection with the Plan shall not be held or
construed to confer upon any participant any legal right to be continued in the
employ of the Company.

         Any decision made or action taken by the Compensation Committee in
connection with the construction, administration, interpretation and effect of
the Plan shall be within the absolute discretion of the Compensation Committee
and shall be conclusive and binding upon all persons.

         The Plan may be terminated, suspended, withdrawn, amended or modified
in whole or in part at any time. No member of the Board of Directors or
Compensation Committee shall be liable for any act or action hereunder, whether
of commission or omission, taken by any other member, officer, agent or
participant, except in circumstances involving bad faith, for anything done or
omitted to be done by himself/herself.