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                                                                  Exhibit 10(iv)
                        VALMONT EXECUTIVE INCENTIVE PLAN


     1. Purpose. The principal purpose of the Valmont Industries, Inc.
Executive Incentive  Plan (the "Plan") is to provide incentives to executive
officers of Valmont ("Valmont") who have significant responsibility for
the success and growth of Valmont and to assist Valmont in attracting,
motivating and retaining executive officers on a competitive  basis.

     2. Administration of the Plan. The Plan shall be administered by the
Compensation Committee of the Board of Directors (the "Committee").  The
Committee shall have the sole discretion to interpret the Plan; approve a
pre-established objective performance measure or measures annually; certify the
level to which each performance measure was attained prior to any payment under
the Plan; approve the amount of awards made under the Plan; and determine who
shall receive any payment under the Plan.

     The Committee shall have full power and authority to administer and
interpret the Plan and to adopt such rules, regulations and guidelines for the
administration of the Plan and for the conduct of its business as the Committee
deems necessary or advisable. The Committee's interpretations of the Plan, and
all actions taken and determinations made by the Committee pursuant to the
powers vested in it hereunder, shall be conclusive and binding on all parties
concerned, including Valmont, its stockholders and any person receiving an award
under the Plan.

     3. Eligibility. Executive officers and other key management personnel of
Valmont shall be eligible to receive awards under the Plan.  The Committee shall
designate the executive officers and other key management personnel who will
participate in the Plan each year.

     4. Awards. The Committee shall establish annual and/or long-term incentive
award targets for participants.  If an individual becomes an executive officer
during the year, such individual may be granted eligibility for an incentive
award for that year upon such individual becoming an executive officer.

     The Committee shall also establish annual and/or long-term performance
targets which must be achieved in order for an award to be earned under the
Plan.  Such targets shall be based on earnings, earnings per share, growth in
earnings per share, achievement of annual operating profit plans, return on
equity performance, or similar financial performance measures as may be

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determined by the Committee.  The specific performance targets for
each participant shall be established in writing by the Committee within
ninety days after the commencement of the fiscal year (or within such other
time period as may be required by Section 162(m) of the Internal Revenue
Code) to which the performance target relates.  The performance target
shall be established in such a manner than a third party having
knowledge of the relevant facts could determine whether the performance goal
has been met.

     Awards shall be payable following the completion of the applicable
fiscal year upon certification by the Committee that Valmont achieved the
specified performance target established for the participant.
Notwithstanding the attainment by Valmont of the specified performance
targets, the Committee has the discretion, for each participant, to reduce
some or all of an award that would otherwise be paid. However, in no event
may a participant receive an award of more than 400% of such participant's
base salary under the Plan in any fiscal year; for this purpose, a
participant's base salary shall be the base salary in effect at the time the
Committee establishes the performance targets for a fiscal year or period.

     5. Miscellaneous Provisions. Valmont shall have the right to deduct from
all awards hereunder paid in cash any federal, state, local or foreign taxes
required by law to be withheld with respect to such awards. Neither the Plan
nor any action taken hereunder shall be construed as giving any employee any
right to be retained in the employ of Valmont. The costs and expenses of
administering the Plan shall be borne by Valmont and shall not be charged to
any award or to any participant receiving an award.

     6. Effective Date, Amendments and Termination.  The Plan shall become
effective on December 19, 1995 subject to approval by the stockholders of
Valmont at the 1996 Annual Meeting of Stockholders.  The Committee may at any
time terminate or from time to time amend the Plan in whole or in part, but
no such action shall adversely affect any rights or obligations with respect
to any awards theretofore made under the Plan.  However, unless the
stockholders of Valmont shall have first approved thereof, no amendment of
the Plan shall be effective which would increase the maximum amount which can
be paid to any one executive officer under the Plan in any fiscal year, which
would change the specified performance goals for payment of awards, or which
would modify the requirement as to eligibility for participation in the Plan.