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                                                                   Exhibit 10.22
                              THE DTM CORPORATION

                         1999 MANAGEMENT INCENTIVE PLAN


PURPOSE
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The DTM Management Incentive Plan (the Plan) has been established to provide
opportunities to certain key management personnel to receive incentive
compensation as a reward for high levels of performance above the ordinary
performance standards compensated by base salary.  The Plan is designed to
provide a competitive level of rewards when all relevant performance objectives
are achieved.

ELIGIBILITY
-----------

Participation in the Plan will be limited to those key executives and employees
that have the potential to influence significantly and positively the
performance of the Company.  Participants will be selected by the Compensation
Committee annually.  Inclusion of a key manager as a participant does not,
however, assure that an incentive award will be paid to the participant for the
year since actual awards are determined at the sole discretion the Compensation
Committee.

To be eligible for participation in a particular year, a key manager must have
assumed the duties of an incentive-eligible position and have been selected for
participation in the Plan by the date, which is at least one month prior to the
beginning of the Plan Year.  Incentive awards for participants who become
eligible for the Plan, other than at the beginning of the Plan Year, will be
paid pro rata based on a fraction, the numerator of which is the number of full
and partial months of the Plan Year during which the person was a Participant in
the Plan, and the denominator of which is the total number of months in the Plan
Year.

PARTICIPANT CATEGORIES
----------------------

Each participant will be assigned each year to an incentive category based on
organizational level and potential impact on important company results.  The
participant categories define the target level of incentive opportunity, stated
as a percentage of base salary that will be available to the participant.
Category assignments are approved annually by the Compensation Committee.

PARTICIPANT INCENTIVE CATEGORIES
--------------------------------

The participant incentive categories and the respective target bonus percentage
for each such category so established shall be determined by the Compensation
Committee.

PARTICIPANT TARGET BONUS
------------------------

The target bonus is the dollar amount of target level incentive opportunity for
each participant.  It is the product of the participant's annual base salary and
the target bonus percentage determined by his or her incentive category
designation.

PERFORMANCE MEASURES
--------------------

Performance measures are to be determined annually by the Compensation Committee
and may include Revenue, Net Income, Pretax Income, Consolidated Operating
Income, Operating Income Return on Net Capital Employed, Cash Flow, Working
Capital, Return on Equity, Return on Assets, and Earnings per Share of Common
Stock of the Company for the Plan Year.

PARTIAL PLAN YEAR PARTICIPATION
-------------------------------

Subject to Compensation Committee approval, incentive awards to participants who
terminate during the plan Year for reasons of death, disability, or normal or
early retirement will be calculated as specified

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herein and will be paid pro rata based on a fraction, the numerator of which is
the number of full and partial months of the Plan Year during which the
participant was employed by the Company, and the denominator of which is the
total number of months in the Plan Year. These payments will be made at the time
that award payments are made to all other participants.

Subject to the sole discretion of the Compensation Committee, participants who
terminate during the Plan Year for reasons other than death, disability, or
normal or early retirement may receive incentive award payments for such Plan
Year on a pro rata basis as described above

PERFORMANCE GOALS
-----------------

The Compensation committee will designate for each Plan Year:

       .  The performance measures to be used for the Plan Year;

       .  A schedule for each performance measure relating achievement levels
          for the performance measure to incentive award levels as a percentage
          of participants' target awards, and

       .  The relative weightings of the performance measures for the Plan year.

INCENTIVE POOLS
---------------

The total target incentive pool for DTM is equal to the sum of the individual
target bonuses for all DTM participants.  The total target incentive pool is
divided into generator pools - - one generator pool for each performance
measure.  The weightings for each performance measure determine the target
dollar amount for each generator pool.  The Compensation Committee may establish
additional conditions and limitations on the computation of the target incentive
pool or any generator pool.

POOL GENERATION
---------------

Each generator pool will be funded according to performance against goals based
on criteria established by the Compensation Committee.  The sum of the dollar
amounts from each generator pool provides the total dollar amount from which
participant bonus payments will be made.

DETERMINATION OF PARTICIPANT BONUS AWARDS
-----------------------------------------

The participant bonuses earned based on each generator pool will be summed to
arrive at the participant's total bonus payment for the Plan year.  A
participant's total bonus payment may be further adjusted either up or down by
the Compensation Committee, in its sole discretion.

PROVISIONS
----------

The Management Incentive Plan is a discretionary compensation plan.  While
performance is an important element in determining incentive under the Plan,
actual payments, if any, are made at the sole discretion of the Compensation
committee.  No awards under the Plan are to be considered earned until received.

PLAN YEAR
---------

The Plan Year shall be the fiscal year of the Company.

PLAN ADMINISTRATION
-------------------

The Plan will be administered by the Committee.  The Committee is empowered to
set pre-established performance targets, measure the results and determine the
amounts payable.

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