EXHIBIT 10(h)

                             WELLMAN, INC.
                  Amended and Restated Plan Summary
Wellman, Inc. Management Incentive Compensation Plan for the Executive Group

                             ARTICLE I

                              NAME

1.1  The Plan shall be known as the "Wellman, Inc. Management Incentive
Compensation Plan for the Executive Group."

                             ARTICLE II

                        STATEMENT OF PURPOSE

2.1  The purpose of the Plan is to provide a system of incentive compensation
that will promote the maximization of shareholder value over the long-term.
In order to align management incentives with shareholder interests, this Plan
will tie incentive compensation to Modified Cash Flow Economic Value Added,
as defined below, and, thereby, reward management for increasing shareholder
value.

                             ARTICLE III

                             DEFINITIONS

3.1  Plan Year is the fiscal year of the Company which is the calendar year.

3.2  Effective Date is January 1, 1992.  The Plan is amended January 1, 1997.

3.3  Committee means the Compensation Committee of the Board of Directors of
Wellman, Inc. or any successor committee.

3.4  Participating Group means a business division or group of business
divisions that is identified by the Committee for measuring performance and
calculating the incentive bonus.  An individual participant's incentive
compensation may be determined based on the performance of any combination of
Participating Groups as determined by the Committee.

3.5  Salary means the participant's weighted average base salary for the
entire Plan Year.

3.6  Modified Cash Flow Economic Value Added or McFEVA means the amount
calculated by subtracting a capital charge, which is the net assets employed
in the Participating Group multiplied by the Participating Group's cost of
employing that capital, from the modified cash flow (MCF) of the
Participating Group.  The MCF is the Participating Group's operating income


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appropriately modified for unusual events, as included in the consolidated
income statement of the Company, plus its depreciation less its maintenance
of business capital expenditures and its allocated Corporate administrative
and R&D expenses.

              McFEVA = MCF - (Net Assets Employed X Cost of Capital)

3.7  McFEVA Target means the annual performance, as measured in McFEVA terms,
that must be achieved by a given Participating Group in order for its
participants to be eligible to earn the McFEVA portion of the Target Bonus.

3.8  Strategic Objective means an objective that has been assigned to a Plan
participant for which a portion of the bonus will be earned if the objective
is achieved.  Strategic Objectives generally support longer term McFEVA
performance and, along with the McFEVA Target, make up the two bonus
measurement components.

3.9  Target Bonus Percentage is the percentage of Salary a participant will
be eligible to earn in bonus if the McFEVA Target and Strategic Objectives
are both met.  A Target Bonus Percentage is assigned to each participant by
the Committee based on the participant's relative job position.

3.10  Target Bonus means the amount of dollars eligible to be earned when the
participant meets the McFEVA Target for the assigned Participating Group(s)
and accomplishes his Strategic Objectives.  Bonus amounts above and below the
Target Bonus can be earned depending on McFEVA performance and the
accomplishment of Strategic Objectives.

3.11  Allocation Percentage means the percentage split, assigned to each Plan
participant by the Committee, of the Target Bonus between the two Plan
measurement components, McFEVA Target and Strategic Objectives.

3.12  Management Incentive Plan Payment means the sum of the Strategic
Objective portion of the Target Bonus, which is subject to review and
modification by the Committee.

3.13  Cause in the context of a termination of employment means only one or
more of the following:  (i) the commission in the course of employment of any
dishonest or fraudulent act; (ii) a conviction of a felony (from which,
through lapse of time or otherwise, no successful appeal shall have been
made) whether or not committed in the course of employment; (iii) the willful
refusal to carry out reasonable instructions of the Board of Directors of
Wellman, Inc. which has a material adverse effect upon the Company or any of
its subsidiaries;  and (iv) the willful disclosure of any trade secrets or
material confidential corporate information to persons not authorized to know
same.

3.14  Change of Control shall be deemed to have occurred when (i) any
"person" or "group" (as such terms are used in Sections 13(d)(3) and 14(d)(2)

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of the Securities Exchange Act of 1934, as amended (the "Exchange Act")),
other than the Company, any of its subsidiaries, or any employee benefit plan
of the Company or of any subsidiary, is or becomes the "beneficial owner" (as
defined in Rule 13d-3 under the Exchange Act), directly or indirectly, of
securities of the Company representing 20% or more of the combined voting
power of the Company's then outstanding securities; or (ii) during any period
of two consecutive years (not including any period prior to the Effective
Date), individuals who at the beginning of such period constitute the Board
cease for any reason to constitute at least a majority thereof unless the
election, or the nomination for election by the Company's stockholders, of
each new director was approved by a vote of at least two-thirds of the
directors of the Company then still in office who were directors of the
Company at the beginning of the period.

                           ARTICLE IV

                      PLAN ADMINISTRATION

4.1  The Plan shall be administered by the Committee which shall have
exclusive and absolute authority and discretion to interpret the Plan, to
establish and modify rules for the administration of the Plan, to impose such
conditions and restrictions as it determines appropriate with respect to the
Plan and to take such other actions and make such other determinations as it
may deem necessary or advisable for the implementation and administration of
the Plan.  All actions taken and all interpretations and determinations made
by the Committee in good faith shall be final and binding upon the
participants, the Company and all other interested persons.  No member of the
Committee shall be personally liable for any action, determination or
interpretation made in good faith with respect to the Plan.

4.2  This Plan may be amended, suspended or terminated any time at the sole
discretion of the Board of Directors of Wellman, Inc., provided, however,
that no such change in the Plan shall be effective to eliminate or diminish
the distribution of any award earned by a participant before the date of such
amendment, suspension or termination.  Notice of any such amendment,
suspension or termination shall be given promptly to each participant.

                             ARTICLE V

                           PARTICIPATION

5.1  The participants in the Plan consist of those employees who are
Officers, Vice Presidents, and other senior executives identified by the
Committee.






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                             ARTICLE VI

                   DESCRIPTION OF PLAN OPERATION

6.1  Each Plan participant will be assigned to a Participating Group(s) by
the Committee as appropriate to their given job scope and responsibility.
Annual McFEVA targets for the Participating Groups will be established by the
Committee and will apply to all Plan participants in the Participating Group.
Also, each Plan participant will be assigned Strategic Objectives by the
Committee that they are personally responsible for achieving in order to
maximize their Management Incentive Plan Payment hereunder.

A Target Bonus Percentage will also be assigned to each Plan participant by
the Committee that represents the percentages of Salary that will be eligible
to be paid for meeting the McFEVA Target and achieving the Strategic
Objectives.  Each Plan participant will also be assigned by the Committee an
Allocation Percentage that specifies the portion of the Target Bonus that is
allocated to meeting the McFEVA Target and the portion that is allocated to
achieving the Strategic Objectives.  Strategic Objectives will have an
Allocation Percentage less than or equal to 50 percent.

Performance payment ranges will be created around the McFEVA Target for each
Participating Group to allow amounts less than or greater than the Target
Bonus amount to be paid for the McFEVA measurement component.  The Committee
will establish the performance payment ranges.

At the conclusion of each Plan Year, each Plan participant's Management
Incentive Plan Payment will be calculated by determining the extent that the
McFEVA Target and Strategic Objectives were achieved and applying the
Allocation Percentage for each of the two measurement components to the
Target Bonus amount.  The amount of the Management Incentive Plan Payment
payable to each participant will be determined by the Committee.

Following are the calculations for determining a participant's Management
Incentive Plan Payment:


Management Incentive Plan Payment = McFEVA Portion + Strategic Objectives
Portion

McFEVA Portion = Salary(Target Bonus %)(McFEVA Allocation %)(McFEVA
Performance %)

Strategic Objectives Portion =  Salary (Target Bonus %) (Strategic Objectives
Allocation %) ( Percent of Strategic Objectives Achieved)

Management Incentive Plan Payments will be paid during the month of March
following the Plan Year.


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                            ARTICLE VII

              CHANGE IN STATUS DURING THE PLAN YEAR

7.1  Disability.  A participant shall be deemed "permanently disabled" if,
because of physical or mental condition, the participant is unable for a
period of at least one year to perform the principal duties of his/her
occupation as determined by a Company-approved physician. A participant shall
receive a pro rata bonus based on the number of full months worked for the
year in which the disability started.  The payment shall be made at the
regular time for making bonus payments (March following the Plan Year).

7.2  Death.  A participant's beneficiary, as designated for the life
insurance program, shall receive a pro rata bonus based on the number of full
months worked for the Plan Year in which they die.  The payment will be made
at the regular time for making bonus payments (March following the Plan
Year).

7.3  Retirement.  A participant who retires from the Company upon or after
reaching age 55 shall receive a pro rata bonus based on the number of full
months worked for the Plan Year in which he/she retires.  The payment will be
made at the regular time for making bonus payments (March following the Plan
Year).

7.4  Resignation or Termination for Cause.  Termination of employment for
Cause or voluntary termination by a participant results in the forfeiture of
any award for the Plan Year in which employment terminates.
     
7.5  Termination without Cause.  A participant who is terminated for reasons
other than those described above will receive a pro rata portion of that Plan
Year's award.  The payment will be made at the regular time for making bonus
payments (March following the Plan Year) or as mutually agreed by the
Committee and the terminated participant.

7.6  No Guarantee.  Participation in the Plan provides no guarantee that a
bonus under the Plan will be paid in any year.  Similarly, the payment of an
Award under the Plan in one Plan Year or selection as a participant is no
guarantee that a bonus under the Plan will be paid in any subsequent Plan
Year.

                          ARTICLE VIII

                       GENERAL PROVISIONS

8.1  Withholding of Taxes.  The Company shall have the right to withhold the
amount of taxes which, in the determination of the Company, are required to
be withheld under law with respect to any amount due or paid under the Plan.

8.2  Expenses.  All expenses and costs in connection with the adoption and
administration of the Plan shall be borne by the Company.
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8.3  No prior Right or Offer.  Except and until expressly granted pursuant to
the Plan, nothing in the Plan shall be deemed to give any employee any
contractual or other right to participate in the benefits of the Plan.

8.4  Disputed Claims for Benefits.  In the event a participant (a "claimant")
has a dispute with respect to any of the benefits provided hereunder, the
claimant shall submit evidence satisfactory to the Committee of facts
establishing his entitlement to a payment under the Plan.  Any claim with
respect to any of the benefits provided under the Plan shall be made in
writing within ninety (90) days of the annual Plan payment date.  Failure by
the claimant to submit his or her claim within such ninety (90) day period
shall bar the claimant from any claim for benefits under the Plan.  In
reaching its decision, the Committee shall have complete discretionary
authority to determine all questions arising in the interpretation and
administration of the Plan, to construe the terms of the Plan, including any
doubtful or disputed terms and the eligibility of a participant for benefits.

8.5  Rights Personal to Employee.  Any rights provided to an employee under
the Plan shall be personal to such employee, shall not be transferable
(except by will or pursuant to the laws of descent or distribution), and
shall be exercisable, during his or her lifetime, only by such employee.

8.6  Confidentiality.  Specific details of any calculations under the Plan
must remain confidential and because of the individuality of the Awards,
participants should not share information with each other.

8.7  Wellman, Inc. Profit Sharing Plan.  Participants in the Wellman, Inc.
Management Incentive Compensation Plan for the Executive Group are not
eligible to participate in the Wellman, Inc. Profit Sharing Plan.

8.8  Change of Control.  Upon any Change of Control, unless the Committee in
its sole discretion determines otherwise prior to the Change of Control, the
benefits of the Plan will be paid to all participants within 45 days of the
Change of Control date.  Plan payment will be based on the full Plan Year's
forecasted results as defined in the most recent monthly financial forecast
prior to the Change of Control date using the most recent annual base salary
of each participant.

8.9  No Continued Employment.  Neither the establishment of the Plan, the
assignment of targets nor the grant of an award hereunder shall be deemed to
constitute an express or implied contract of employment for any period of
time or in any way abridge the rights of the Company to determine the terms
and conditions of employment or to terminate the employment of any employee
with or without cause at any time.

8.10  No Vested Rights.  Except as otherwise provided herein, no employee or
other person shall have any claim of right (legal, equitable, or otherwise)
to any award, allocation, or distribution and no officer or employee of the
Company or any other person shall have any authority to make representations

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or agreements to the contrary.  No interest conferred herein to a participant
shall be assignable or subject to claim by a participant's creditors.

8.11  Not Part of Other Benefits.  The benefits provided in this Plan shall
not be deemed a part of any other benefit provided by the Company to its
employees.  The Company assumes no obligation to Plan participants except as
specified herein.  This is a complete statement of the terms and conditions
of the Plan.


















Revised: January, 1997