Exhibit 10.7

POBS Plus -
Incentive System for Senior Management of METTLER TOLEDO





Regulations, valid as of March 14, 2000



1.       Objectives and Participants

         With this incentive plan our aim is to pursue two main objectives:

o            To orient  the  remuneration  of senior  managers  directly  to the
             achievement of annual  operating plan targets and to give a special
             reward for reaching and exceeding the plan.
o            To  emphasize  the  responsibility  of  each  participant  for  the
             top-ranking  interest of the Group and to promote the attainment of
             the overall corporate goals and success of the corporation.

         Participation  in the POBS Plus  incentive  scheme is determined by the
         Group Management Committee and must be agreed in writing.

         Criteria for participation are:

o            Key  management  function  which by  virtue  of its  tasks  and the
             performance  of  its  jobholder  can  significantly  influence  and
             contribute to the overall success of the entire Group.
o            Managers with leadership skills and high professional competence.


2.       General Principles

2.1      In addition to the yearly base salary,  participants are eligible for a
         bonus which is based and calculated on the grade of target achievement.
         This bonus is a percentage multiple of the base salary ranging from 0 -
         150 %.

2.2      Bonus Scale

o        The  bonus  starts  after  90 %  target  achievement  and can  go up to
         a  maximum  of  130 %  target achievement.
o        Within this span,  for each point of target  achievement, 3.75 % of the
         base salary are calculated as bonus.


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                                                                    Exhibit 10.7


2.3      Targets

         All targets in POBS Plus are closely  related to the yearly budgets and
         business plans.

         As a general rule, POBS Plus includes the following  target  categories
         and weighting:

         A        Group targets                      50 %
         B        Operative unit targets             40 %
         C        Personal targets                   10 %

         Target  parameters  and  respective  weighting  within a  category  for
         typical  functions in POBS Plus are  established for each business year
         in the respective POBS Plus Scheme.

         Typical parameters within A and B category and their relative weighting
         are:

         OPBIT             70 %
         OCF 1             30 %

         With B category, also sales, inventory turnover, tax savings,  interest
         payments (for finance / control functions) can be defined.

         Each  individual  target is given a weighting of minimum 5 %. The total
         number  of  targets  defined  should  not  exceed 10 and the sum of the
         weightings must equal 100 %.

         Based on the approved budget of the Group and Operative Units, the POBS
         Plus  Rules  which  quantify  the  actual  values  and levels of target
         achievement per category and parameter are established.

         Both,  POBS Plus Scheme and Rules are proposed per business year by the
         Group  Management  Committee  and  they  have  to be  approved  by  the
         Compensation Committee.


3.       Target Setting

3.1      The  requirements  for complete and proper target  achievement  (100 %)
         should be challenging and ambitious,  on the other hand they have to be
         realistic and attainable.  For each  participant  they should be set in
         such a way that they can be fulfilled clearly and to the full extent.

3.2      Personal  targets  (category  C) are  agreed at the  beginning  of each
         business year for each participant with his / her supervisor. They need
         to be clearly measurable.

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                                                                    Exhibit 10.7



3.3      For each  participant,  a POBS Plus Target  Achievement Sheet lists per
         business   year  all  targets  set  incl.   their   weighting  and  the
         corresponding  values / levels in line with the corresponding POBS Plus
         Rules.


4.       Target Assessment

4.1      At the end of the business year, target  achievement is assessed by the
         superior manager for each participant.

         The degree of achievement of each individual target (range 90 % to max.
         130 %) is multiplied by the weighting of the individual  target to give
         a points  award for each  individual  target.  The total  score for all
         targets lies between 90 and 130 points which number also corresponds to
         the overall percentage of target achievement.

4.2      Personal targets (C category) are evaluated as follows:

         Target Achievement

          90 % Target not reached - result unsatisfactory
         100 % Target reached,  corresponding  to the requirements - good result
         110 % Clearly more than target achieved, requirements clearly exceeded,
               in terms of value, time limits,  quality,  additional  related
               success - very good result
         120 % Target achievement outstanding, additional major benefits/success
               for the company reached, excellent result
         130 % Target  achievement  exceptional,  extraordinary additional value
               to the company - unique result.


5.       Bonus Calculation

         The bonus is  calculated  in a percentage of the yearly base salary and
         can vary from 0 to 150 % of this base salary depending on the total sum
         of points reached in the target assessment.

         Each full point  above 90 and up to a maximum of 130  corresponds  to a
         bonus  amount of 3.75 % of the base salary.

         "Bonus Formula":

         (Target Points - 90 Points) x 3.75 = Bonus in % of base salary


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                                                                    Exhibit 10.7

         Example

         -        Base Salary:                       120'000
         -        Target Achievement                 109.55 % or Points

                  (109.55 - 90) x 3.75 = 73.3125 % of base salary

         -        Bonus:                             87'975


6.       Payment

         During the salary year (Jan. 1 - Dec. 31 of the calendar  year or April
         1 - March 31 of the  following  year),  the annual  base salary will be
         paid,   normally  divided  in  12  equal  monthly   installments.   The
         distribution  of this  basic  amount,  however,  can  vary  in  certain
         countries.

         The Company represented by the Group Management  Committee can elect to
         make a payment on  account of the  expected  bonus in  December  of the
         relevant business year which is calculated on a provisional basis using
         projected results.  The amount of such payment on account cannot exceed
         50 % of the presumable bonus.

         The final bonus is  calculated  as soon as the results of the  business
         year and the assessment of the target  achievement  are known.  Payment
         (or deduction) adjusted by any payment on account is usually made until
         April following the end of the business year.


7.       Termination of Employment during the Business Year

         In case of termination in the first half-year of the business year, the
         bonus is paid pro  rata on a set 95 %  target  achievement.  In case of
         termination of employment in the second half-year,  target  achievement
         is  measured  at the end of the year  (usual  procedure)  and the bonus
         calculated accordingly will be paid pro rata.


8.       Accounting Rules for Bonus Payments

         Bonus  payments are  accounted  for in the  business  year to which the
         bonus belongs. Appropriate accruals have to be made for this purpose in
         the year end closing.  Carry over into  accounts of the payout year are
         not allowed.

For the Group Management Committee:


Peter Burker
Head Human Resources

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