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EXHIBIT 10.2

                               ENDWAVE CORPORATION
           EXECUTIVE INCENTIVE COMPENSATION PLAN FOR FISCAL YEAR 2007

I. PHILOSOPHY

Attainment of the goals of Endwave Corporation ("Endwave") for each fiscal year
will require that its executive team work seamlessly together in building sales
revenues, examining and executing on strategic opportunities, maintaining cost
control and focusing on the bottom line. The basis for the incentive plan is a
combination of Endwave's Annual Operating Plan as well as personal contributions
to meeting our annual corporate goals.

The award of bonuses will be discretionary, administered by Endwave's Board of
Directors (the "Board") and its Compensation Committee (the "Committee"), and
based upon several factors, including but not limited to: individual
performance; team work; exhibited leadership; and efforts in the sales process.

II. PARTICIPATION:

     o   All Endwave officers as determined by the Board ("Officers") will
         participate in the incentive plan.

     o   An officer who worked less than twelve months, but more than one month
         (new hires and those on leave of absence), in a given year will receive
         a pro rated share of his or her bonus based on the percent of the year
         worked.

     o   Participants must be employed as of the day of bonus payment in order
         to receive a bonus.

     o   Officers are eligible for a target bonus to be determined by the
         Compensation Committee based on corporate and personal performance
         criteria established by the Committee.

     o   The payment of a bonus to any Officer is totally discretionary and will
         not be paid if the Board believes that it is in the best interest of
         the Endwave not to pay bonuses.

     o   The bonus payment date for a given year is anticipated to be on or
         about February 1 of the following year, after completion of the annual
         corporate audit.

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III. INCENTIVE PLAN:

     o   A bonus pool is generated by multiplying a bonus target set by the
         Committee by the corporate performance achievement level.
         Notwithstanding the foregoing, the total bonus pool will in no event
         exceed 50% of Endwave's net profit (determined without regard to the
         bonus payments made for such year under this Executive Incentive
         Compensation Plan).

     o   Corporate performance is determined based upon financial results for
         the fiscal year in accordance with the guidelines established by the
         Committee.

     o   Individual performance is determined by the Committee.

IV. PERFORMANCE TARGETS:

The corporate performance percentage is based on the critical factors contained
in the Annual Operating Plan. As the plan states, Endwave is focused on the
following:

         (1) Increasing sales revenues, by capturing new customers, expanding
         current customers and making acquisitions.

         (2) Building gross margins and operating profit by maintaining high
         operating leverage, cost reducing products and capturing non-recurring
         engineering fees.

         (3) Improve operating efficiency through better asset utilization

         (4) Widening Endwave's position as the leader in technology and
         quality.

V. BONUS PERCENTAGE:

The performance percentage is calculated by reference to the corporate
achievement level for each of the above items. Various percentages can be earned
for each measure depending on whether that performance is above or below plan.

At the discretion of the Board of Directors, targets may be changed dependent
upon Endwave's business outlook.

VI. DEFINITIONS:

Sales revenues include revenues from sales of products and non-recurring
engineering fees,

Gross margin is calculated as sales revenues minus cost of goods sold

Operating profit is calculated as sales revenues less cost of goods sold and
operating expenses, including bonus expenses. It does not include interest
income/expense, intangible costs, taxes or other non-operating income or
expenses and is subject to such modification as the Committee may deem
appropriate.EXHIBIT 10.3

          DESCRIPTION OF COMPENSATION PAYABLE TO NON-EMPLOYEE DIRECTORS

        The non-employee directors of Endwave Corporation (the "Company") will
receive for fiscal year 2007 and thereafter, until changed by the Board of
Directors, fees for service on the Company's Board of Directors as listed in the
table below. The members of the Board of Directors are also eligible for
reimbursement for travel expenses incurred in connection with attendance at
Board of Directors and committee meetings in accordance with Company policy.

BOARD MEMBERSHIP FEES PAYABLE TO NON-EMPLOYEE DIRECTORS
--------------------------------------------------------------
Non-Employee Director Annual Retainer                            $   20,000
Board Chair Annual Retainer                                      $   10,000
Audit Committee Chair Annual Retainer                            $   16,000
Audit Committee Member Annual Retainer                           $    6,000
Compensation Committee Chair Annual Retainer                     $    8,000
Compensation Committee Member Annual Retainer                    $    3,000
Nominating and Governance Committee Chair Annual Retainer        $    3,000
Nominating and Governance Committee Member Annual Retainer       $        0
Board Meeting Fee (in person)                                    $    1,000
Board Meeting Fee (telephonic)                                   $        0
Committee Meeting Fee (in person)                                $        0
Committee Meeting Fee (telephonic)                               $        0

        Non-employee directors are eligible to receive automatic option grants
made under the Company's 2000 Non-Employee Director Plan and the Company's 2000
Equity Incentive Plan. Pursuant to these plans, each non-employee director is
granted an option, referred to as an initial option, to purchase 20,000 shares
of common stock automatically upon his or her initial election or appointment to
the Board of Directors. Each non-employee director is also granted an option,
referred to as an annual option, to purchase an additional 6,000 shares of
common stock each year after his or her election or appointment to the Board of
Directors. Prior to 2006, annual options were granted following the date of our
annual meeting of stockholders. In 2006 and for future years, such option is
granted on May 1. In either case, if any non-employee director has not served in
that capacity for the entire period since the preceding grant date, then the
number of shares subject to the annual grant will be reduced, pro rata, for each
full quarter the director did not serve during the previous period. All such
options expire after ten years and have an exercise price equal to the fair
market value on the date of grant. All such options granted prior to February
2005, and all initial options granted thereafter, vest over four years at the
rate of 1/48 of the total option shares per month. Annual options granted after
February 2005 vest over two years at the rate of 1/24 of the total option shares
per month. The Company's non-employee directors are also eligible to participate
in the Company's 2000 Equity Incentive Plan on a discretionary basis.EX-10.1

Exhibit 10.1

January 30, 2007

Charles Mallon

1584 Silo Road

Yardley, PA 19067

Dear Charlie:

I am pleased to confirm the principal terms of your new position as Executive Vice President,
Finance and Administration. Your compensation and benefits package will consist of the following
items:

	1.	 	Position of Executive Vice President, Finance and Administration reporting to me and
responsible for the Financial, Human Resources, Legal and other functions as may be determined
by the CEO in consultation with you from time to time.

	2.	 	In your role you will attend meetings of the Board of Directors except for those that
the Board specifically desires you not to be in attendance such as meetings in executive
session.

	3.	 	Start date of February 1, 2007.

	4.	 	Annual base salary of $270,000.

	5.	 	Targeted annual bonus of 50% of base salary. The 2007 bonus will be based on company
cash flow over an amount targeted to pay the non-recurring cost and debts associated with the
past. This number as finalized with other employees is $$2,950,000. After that cash flow
threshold is reached, 50% of cash flow from operations will be devoted to funding the bonus
pool until the bonus pool is funded to 150% of target at which point 10% of all successive
funds will be devoted to the pool. Your percent of the pool will be determined by your target
bonus dollars as a percent of all employees target.

The bonus will be paid after the year is over at one full pay period after the Board of
Directors approves the company annual financial reports.

You will participate in designing bonus programs for 2008 and beyond.

	6.	 	Grant of options to purchase 50,000 shares in the company upon approval of Board of
Directors. The strike price of the options will be the closing price of the stock on the date
of the official grant. The options will vest one-third per year over a three year period and
be subject to all additional terms of the company omnibus stock option plan. In the event
options are awarded to the executive team going forward, you will participate in that award
commensurate with your position.

	7.	 	Participation in the company healthcare and similar benefits.

	8.	 	Four weeks vacation per year of employment.

	9.	 	In the event you are terminated for any reason other than cause or change of control
you will receive the following severance in the form of salary continuation:

	 	a.	 	If termination occurs in 2007, an amount equal to six months base salary.

	 	b.	 	If termination occurs in 2008 or 2009, an amount equal to nine months base salary.

	 	c.	 	If termination occurs in 2010 or thereafter, an amount equal to twelve months base
salary.

In the event you are terminated in conjunction with a change of control you will receive
severance in an amount equal to twelve months of base salary.

	10.	 	Outplacement will be provided in conjunction with the severance itemized above in the
form of a 12 month career transition program.

	11.	 	Reimbursement for normal travel and other business expenses including travel expenses
associated with your travel to the corporate headquarters.

	12.	 	We will publicly announce your acceptance of this position on February 1, 2007.

Your employment relationship with New Horizons is of an at will nature meaning we cannot guarantee
employment for any specific duration. You are free to resign and the company is entitled to
terminate your employment at any time, with or without cause. This provision cannot be changed by
any express or implied agreement based on statements or actions by any employee or supervisor.

Charlie, I’m very excited about you joining New Horizons. I enthusiastically look forward to
supporting your success and to having you play a key role in driving the company’s success. If the
foregoing is an accurate representation of our discussions and meets with your approval, please
sign and return a copy of this letter at your first convenience.

Very truly yours,

/s/ Mark A. Miller

Mark A. Miller

President, Chief Executive Officer

AGREED AND ACCEPTED:

	 	 	 
	/s/ Charles J. Mallon

	 	January 31, 2007
	 

	 	 
	Charles Mallon

	 	Date

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