Exhibit 10.26 to Form 8K Report 11-15-05
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                              RF Monolithics, Inc.
                     Executive Sales Incentive Plan of 2005

ELIGIBILITY
-----------
Executive-level  employees  of RF  Monolithics,  Inc.  ("RF  Monolithics")  or a
Subsidiary,  as recommended by the Chief  Executive  Officer and approved by the
Compensation Committee of the Board of Directors ("Committee"),  are eligible to
participate in the RF Monolithics  Executive  Sales  Incentive Plan of 2005, (as
from time to time  amended  and in  effect,  the  "Plan").  The Chief  Executive
Officer is also eligible to participate as approved by the Committee.


PARTICIPATION
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Generally,  management-level employees who are promoted or newly hired after the
start of a performance  cycle shall  participate  at the discretion of the Chief
Executive Officer.


OVERVIEW
--------
The Plan is being  implemented  pursuant  to the  terms  and  conditions  of the
Omnibus Cash Incentive Plan of 2005 (as from time to time amended and in effect,
the "Omnibus Plan"). Here is an overview of the Plan:


>>   Performance Cycle

     The  Plan  is  based  upon  one-year  performance  cycles  selected  by the
     Committee with the first performance cycle beginning on September 1, 2005.


>>   Performance Measures

     Performance  measures for each cycle will be  determined  by the  Committee
     based on  Performance  Criteria  (as  defined in  Section 7 of the  Omnibus
     Plan).  The Committee also may include  performance of a specific  function
     for which the participant has  responsibility and may delegate to the Chief
     Executive Officer the determination of a participant's  effectiveness  with
     respect to such function (however, the Chief Executive Officer's functional
     performance shall be determined by the Committee).

     Sales and net operating  profit after tax for each year shall be determined
     in accordance  with  generally  accepted  accounting  principles  but shall
     exclude the effect of all acquisitions,  all gains or losses on the sale of
     a business, any asset impairment, and any other special items designated by
     the Committee.


>>   Maximum Earned Award

     A  participant's  maximum  earned  award for a  performance  cycle  will be
     specified  by the  Committee  when  performance  measures  are  set for the
     performance cycle.


>>   The Payout Process

     o    A participant has no right to any award until that award is paid.


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     o    The Committee may reduce the amount of the payment to be made pursuant
          to this Plan to any participant who is or may be a "covered  employee"
          within the meaning of Section  162(m) of the Internal  Revenue Code at
          any time prior to payment as a result of the participant's performance
          during the performance  cycle. The Chief Executive  Officer may adjust
          the  amount of the  payment  to be made  pursuant  to this Plan to any
          other  participant  at any time  prior to  payment  as a result of the
          participant's  performance  during the  performance  cycle;  provided,
          however,  that any such  adjustment may not result in a payment to the
          participant  in excess of the  participant's  maximum  award under the
          Plan and any such adjustment to a payment to an officer of the Company
          will be subject to the approval of the Committee.

     o    If  the  Committee  determines,   in  its  sole  discretion,   that  a
          participant  has  engaged in any  activity  at any time,  prior to the
          payment of an award, that the Committee determines was, is, or will be
          harmful to the Company, the participant will forfeit any unpaid award.


EVENTS AFFECTING THE PLAN
-------------------------

>>   Change in Employment

     o    Generally,  a  participant  will be eligible  for payment of an earned
          award  only  if  employment  continues  through  the  last  day of the
          performance cycle.

     o    Pro rata awards may be possible,  however,  depending upon the type of
          the  employment  termination.  The table below  summarizes  how earned
          awards  will  generally  be prorated  in  accordance  with the type of
          employment termination:


================================================================================

If employment terminates due to...                 The earned award will be...

--------------------------------------------------------------------------------

Death

                                         Pro rated award based on the number  of
                                         completed months within the performance
                                         cycle  the  participant  actually   was
                                         working.



Total and Permanent Disability           Pro rated award based on the number  of
                                         completed months within the performance
                                         cycle  the  participant  actually   was
                                         working.



Retirement                               Pro rated award based on the number  of
                                         completed months within the performance
                                         cycle  the  participant  actually   was
                                         working.



Termination of Employment Because of     Forfeited.
Serious Misconduct


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Change in Employment in Connection       Forfeited.
with a Divestiture



Termination of Employment for any        To be determined by the Committee in
Other Reason than Described Above        its sole discretion.



     For purposes of the Plan, "Total and Permanent  Disability" and Retirement"
     will be defined as set forth below:

     o    Total  and  Permanent   Disability  means  for  (x)  U.S.   employees,
          entitlement to long-term  disability benefits under the RF Monolithics
          Disability  Income  Plan,  as amended and any  successor  plan and (y)
          non-U.S. employees, as established by applicable RF Monolithics policy
          or as required by local regulations.

     o    Retirement  means  retirement  from RF  Monolithics or a Subsidiary as
          follows:

          (i)  Retiring at or after age 55 with 20 years of service;

          (ii) Retiring at or after age 60 with 10 years of service;

          (iii) Retiring at or after age 65, without regard to years of service;

          (iv) Retiring with any other  combination  of age and service,  at the
               discretion of the Committee.


>>   Change in Control

     If RF  Monolithics  undergoes a Change in Control as defined in the Omnibus
     Plan:

     o    The  performance  of RF  Monolithics  and  each  participant  will  be
          determined as of the effective date of the Change in Control.

     o    Pro rata award  payments will be made based on the number of completed
          months of the cycle as of the effective date of the Change in Control.

     o    Awards  will be paid in cash as soon as  administratively  practicable
          following the effective date of the Change in Control.


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DEFINITION OF TERMS
-------------------
"Subsidiary" means an entity of which RF Monolithics owns directly or indirectly
at least  50% and  that RF  Monolithics  consolidates  for  financial  reporting
purposes.

"Serious Misconduct" means any misconduct that is a ground for termination under
the RF  Monolithics  Code of  Conduct,  or human  resources  policies,  or other
written policies or procedures.

If a term is used but not  defined,  it has the  meaning  given such term in the
Omnibus Plan.


RESERVATION AND RETENTION OF COMPANY RIGHTS
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     o    The selection of any employee for  participation  in the Plan will not
          give that  participant  any right to be  retained in the employ of the
          Company.

     o    Participation  in the  Plan  is  completely  at the  discretion  of RF
          Monolithics,  and RF Monolithics'  decision to make an award in no way
          implies that similar awards may be granted in the future.

     o    Anyone claiming a benefit under the Plan will not have any right to or
          interest  in any awards  unless and until all terms,  conditions,  and
          provisions  of Plan that affect that  person  have been  fulfilled  as
          specified herein.

     o    No  employee  will  at  any  time  have a  right  to be  selected  for
          participation  in a future  performance  period for any  fiscal  year,
          despite  having  been  selected  for   participation   in  a  previous
          performance period.


GOVERNANCE
----------
It is expressly  understood  that the  Committee is  authorized  to  administer,
construe,   and  make  all  determinations   necessary  or  appropriate  to  the
administration of the Plan, all of which will be binding upon the participant.


AMENDMENT, MODIFICATION, and TERMINATION
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The Committee may amend,  modify, or terminate the Plan and the terms applicable
to any performance cycle at any time; provided, however, that no such action may
adversely  affect a participant's  rights under the Plan subsequent to such time
as negotiations or discussions which ultimately lead to a Change in Control have
commenced.

MISCELLANEOUS PROVISIONS
------------------------

     o    Award opportunities may not be sold, transferred,  pledged,  assigned,
          or otherwise  alienated or hypothecated,  other than by will or by the
          laws of descent and distribution.

     o    The  Company  will have the right to deduct  from any or all  payments
          under the Plan amounts  sufficient  to satisfy all federal,  state and
          local withholding tax requirements.

     o    To the extent  permitted by law,  amounts paid under the Plan will not
          be considered to be  compensation  for purposes of any benefit plan or
          program maintained by the Company.


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     o    All  obligations  of the Company under the Plan with respect to payout
          of awards, and the corresponding  rights granted  thereunder,  will be
          binding on any successor to the Company, whether the existence of such
          successor  is the  result of a direct or  indirect  purchase,  merger,
          consolidation, or other acquisition of all or substantially all of the
          business and/or assets of the Company.

     o    In the event that any  provision  of the Plan will be held  illegal or
          invalid for any reason,  the illegality or invalidity  will not affect
          the  remaining  parts of the Plan,  and the Plan will be construed and
          enforced as if the illegal or invalid provision had not been included.

     o    No participant or beneficiary will have any interest whatsoever in any
          specific asset of the Company.  To the extent that any person acquires
          a right to  receive  payments  under the Plan,  such  right will be no
          greater  than  the  right of any  unsecured  general  creditor  of the
          Company.

     o    To the  extent  not  preempted  by  federal  law,  the  Plan,  and all
          agreements  hereunder,  will  be  construed  in  accordance  with  and
          governed by the laws of the state of Texas  without  giving  effect to
          the principles of conflicts of laws.

     o    This Plan  constitutes  a legal  document  which  governs  all matters
          involved with its interpretation and administration and supersedes any
          writing or representation inconsistent with its terms.






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