Document:

EXHIBIT 10.26

                             2001
                   MANAGEMENT INCENTIVE PLAN

I.   Eligibility
A.   Participation will be limited to key management
personnel who are approved by the Organization,
Compensation and Governance Committee of the Board of
Directors and/or the President and Chief Executive
Officer.  Names of proposed participants, who are
recommended by the Executive Vice Presidents, Senior
Vice Presidents, and Regional Vice Presidents, should
be received by the Senior V. P. Organization and
Administration in the corporate office, by December
31st of the preceding year.  Personal objectives for
approved participants should be received by
April 15th.

B.   To be eligible for the Management Incentive Plan
(MIP), participants must be employees of Crompton
and/or its eligible subsidiaries as of January 1st of
the Plan year and remain on the payroll through the
date the MIP awards, if any, are made. Exceptions may
be granted to employees who are participating as of
January 1st of the Plan year; complete at least six
months of employment during the Plan year, and then
retire or leave involuntarily (except for cause). Such
participants may be eligible for prorated payments.

C.   Employees who are either hired as a MIP eligible
participant or are promoted and become a MIP eligible
participant after the beginning of the Plan year may be
assigned prorated target incentives based upon salary
at eligibility and the number of months in the position
provided they have a minimum of sixmonths
participation.

II.  Target Award
Each participant's target award opportunity is a
function of actual base salary at the beginning of the
Plan year or later date of entry into the Plan.

III. Earnings Performance
A.   One half of the target award is determined based
on applicable Net Income After Tax (NIAT) or Earnings
results. (See Performance Matrix).

B.   Threshold performance for earning an award is at
80% achievement of the applicable earnings budget.
Where earnings are split, the elements of earnings will
be calculated on a weighted average based on the split.
The weighted average must reach 80% of budget.

C.   The maximum award level for earnings
Performance is reached at 120% achievement of the
applicable earnings budget.

D.   The Earnings Performance component of an
Incentive award is determined from the attached
Earnings Performance Schedule and is leveraged from 50%
(at 80% of earnings budget) to 200% (at 120% of
earnings budget).

IV.  Operating Performance
A.   One half of the target award is determined based
on operating performance, other than earnings,
(Return on Capital Employed, Sales, Cash Flow, Working
Capital, Individual Contributions, etc.)

B.   The threshold for earning an award for
Operating performance is 80% achievement of operating
performance goals and the maximum award level, for
quantifiable operating performance, is reached at 120%
achievement of operating performance goals.

C.   The Operating Performance component of an incentive award
is determined from the attached Operating Performance Schedule
and is leveraged from 80% to 150% depending upon actual
performance.

D.   Non-quantifiable Individual Contributions will be rated
from 80% achievement to 100% achievement. Quantifiable
Individual Contributions will be rated from 80% achievement to
150% achievement.

V.   No incentive for either earnings or operating
Performance may be earned by an individual if the
earnings performance applicable to that individual is
less than 80% (Threshold). The Corporation reserves the
right to determine in its sole discretion, whether,
and, if so, in what amount of incentive compensation
shall be paid in any year to any employee of the
Corporation under the Plan. Participation in the MIP is
in no way an employment agreement, and each employees'
employment by Crompton remains, and shall continue to
remain, at will.  Nothing in the MIP changes or in any
way affects an employee's right to resign his or her
employment at any time, or Crompton's right to
terminate such employee's employment at any time.

                            2001 MIP / SIP
                          (PERFORMANCE MATRIX)

                                                      SBU/
                 CEO  Division  Region  SBU's  Region SSBU  Opns./
                        EVPs      VPs   Heads  Mktg.  Mktg. Mfg.
                                               Heads  Heads Heads

Consolidated
 NIAT           50%     10%
Division
 Earnings               30%
Division/
 Region
 SBU
 Earnings                               50%    40%     50%   50%
Region
Earnings                10%      50%           10%
EARNINGS
 PERFORMANCE    50%     50%      50%    50%    50%     50%	 50%

Consolidated
 Cash Flow      20%
Consolidated
 ROCE           20%
Division/SBU
 Cash Flow              20%              5%                  10%
Region/SBU/
 SSBU Sales                      20%    20%    30%     30%
Region/SBU
 Accts.
Rec. & Inv.                      15%    10%    10%
EHS
Contributions   10%     10%      10%    10%     5%      5%  15%
Individual
 Contributions          20%       5%     5%     5%     15%  25%
OPERATING
 PERFORMANCE    50%     50%      50%    50%    50%     50%  50%

                Div.  Div.   Div.    Region Region  Corp.
                R&D   Staff  Staff   Staff  Staff   Staff
               Heads  Finac  Non-Fin Finac  Non-Fin        Sales

Consolidated
 NIAT                                                 50%
Division
 Earnings       50%     50%     50%
Division/
 Region
 SBU
 Earnings
Region
Earnings                                50%   50%            20%
EARNINGS
 PERFORMANCE    50%     50%      50%    50%    50%     50%	 20%

Consolidated
 Cash Flow                                             10%
Consolidated
 ROCE                                                  15%
Division/SBU
 Cash Flow              20%
Region/SBU/
 SSBU Sales
Region/SBU
 Accts.
Rec. & Inv.                             20%                  10%
EHS
Contributions   15%      5%       5%     5%    10%      5%    5%
Individual
 Contributions  35%     25%      45%    25%    40%     20%   65%
OPERATING
 PERFORMANCE    50%     50%      50%    50%    50%     50%   80%

Notes:

Division Earnings is defined as Gross Profit less SG&A, plus or
minus Equity Income and total other Income and Expense.

Division EVPs w/o Regional responsibilities Division
Earnings = 40%.

Regional VPs:  Division Earnings as reported for all business
units within the region, plus or minus the variance to budget
for all corporate charges recorded by each legal entity with
in the region.

SBU Earnings for Operations and Manufacturing Heads will be
on a weighted average based on each plant's support to the
business.

Individual Contributions for Operations and Manufacturing Heads
will include objectives for Cost, Off-Grade, and Raw Materials
Inventories and other business metrics, such as on time deliveries.

Individual Contributions for Sales will be actual to Budgeted
Sales in US$.  (No adjustments will be made for F/X).

Quantifiable Individual Objectives will be rated between 80%
and 150% achievement, Non-Quantifiable between 80% and 100%
achieved.

Sales positions must achieve threshold of 93% of sales budget
to qualify for any payout.

EHS contributions will be specific and measurable per
guidelines from Corporate EH&S.EXHIBIT 10.27

                            2002
                  MANAGEMENT INCENTIVE PLAN

I.   Eligibility
A.   Participation will be limited to key management personnel
who are approved by the Organization, Compensation and
Governance Committee of the Board of Directors and/or the
President and Chief Executive Officer.  Names of proposed
participants, who are recommended by the Executive Vice
Presidents, Senior Vice Presidents, and Regional Vice
Presidents, should be received by the Senior V. P.
Organization and Administration in the corporate office, by
December 31st of the preceding year.  Personal objectives for
approved participants should be received by April 15th.

B.   To be eligible for the Management Incentive Plan (MIP),
participants must be employees of Crompton and/or its eligible
subsidiaries as of January 1st of the Plan year and remain on
the payroll through the date the MIP awards, if any, are made.
Exceptions may be granted to employees who are participating
as of January 1st of the Plan year; complete at least six
months of employment during the Plan year, and then retire or
leave involuntarily (except for cause).  Such participants may
be eligible for prorated payments.

C.   Employees who are either hired as a MIP eligible
participant or are promoted and become a MIP eligible
participant after the beginning of the Plan year may be
assigned prorated target incentives based upon salary at
eligibility and the number of months in the position provided
they have a minimum of six-months participation.

II.  Target Award
Each participant's target award opportunity is a function of
actual base salary at the beginning of the Plan year or later
date of entry into the Plan.

III. Earnings Performance
A.   One half of the target award is determined based on
applicable Net Income After Tax (NIAT) or Earnings results.
(See Performance Matrix).

B.   Threshold performance for earning an award is at 80%
achievement of the applicable earnings budget.  Where earnings
are split, the elements of earnings will be calculated on a
weighted average based on the split.  The weighted average
must reach 80% of budget.

C.   The maximum award level for earnings performance is
reached at 120% achievement of the applicable earnings budget.

D.   The Earnings Performance component of an incentive award
is determined from the attached Earnings Performance Schedule
and is leveraged from 50% (at 80% of earnings budget) to 200%
(at 120% of earnings budget).

IV.  Operating Performance
A.   One quarter of the target award is determined based on
operating performance, (Return on Capital Employed, Sales,
Cash Flow, Working Capital, etc.)

B.   The threshold for earning an award for operating
performance is 80% achievement of operating performance goals
and the maximum award level, for quantifiable operating
performance, is reached at 120% achievement of operating
performance goals.

C.   The Operating Performance component of an incentive award
is determined from the attached Operating Performance and
Individual Contributions Schedule and is leveraged from 80% to
150% depending on actual performance.

V.   Individual Contributions
A.   One quarter of the target award is determined based on
achievement of individual Contributions.

B.   The Individual Contribution component of an incentive
award is determined from the attached Operating and Individual
Contribution Performance Schedule and may be leveraged from
80% to 150% depending on actual performance.

C.   Non-quantifiable Individual Contributions will be
leveraged from 80% to 100% depending on actual performance.
Quantifiable Individual Contributions will be leveraged from
80% to 150% depending on actual performance.

VI.  No incentive for either Earnings or Operating Performance
may be earned by an individual if the earnings performance
applicable to that individual is less than 80% (Threshold).
The Corporation reserves the right to determine in its sole
discretion, whether, and, if so, in what amount of incentive
compensation shall be paid in any year to any employee of the
Corporation under the Plan. Participation in the MIP is in no
way an employment agreement, and each employees' employment by
Crompton remains, and shall continue to remain, at will.
Nothing in the MIP changes or in any way affects an employee's
right to resign his or her employment at any time, or
Crompton's right to terminate such employee's employment at
any time.

                                    2002 MIP / SIP
		                     (PERFORMANCE MATRIX)

                 CEO  Division  Region   SBU  Region  SBU   Opns./
                        EVPs      VPs   Heads  Mktg.  Mktg. Mfg.
                                               Heads  Heads Heads

Consolidated
 NIAT           50%     10%      10%
Division
 Earnings               30%                    10%          50%
Business
 Earnings
(Division/
Region)                                 50%    30%     50%
Region
Earnings                10%      40%           10%
EARNINGS
 PERFORMANCE    50%     50%      50%    50%    50%     50%	 50%

Consolidated
 Cash Flow      10%
Consolidated
 ROCE           10%                                         10%
Business
 Cash Flow              10%
Business
 Sales                  10%      10%    15%    15%     20%
Business
 Accts.
Rec.(DSO)
 & Inv.(DSI)                     10%     5%     5%           5%
EHS
Contributions    5%      5%       5%     5%     5%      5%  10%
Sales
OPERATING
 PERFORMANCE    25%     25%      25%    25%    25%     25%  25%

INDIVIDUAL
 CONTRIBUTIONS  25%     25%      25%    25%    25%     25%  25%

                Div.  Div.   Div.    Region Region  Corp.
                R&D   Staff  Staff   Staff  Staff   Staff
               Heads  Finac  Non-Fin Finac  Non-Fin        Sales

Consolidated
 NIAT                                                  50%
Division
 Earnings       50%     50%      50%                        15%
Business
 Earnings
(Division/
Region)
 Region
Earnings                                50%    50%
EARNINGS
 PERFORMANCE    50%     50%      50%    50%    50%     50%	 15%

Consolidated
 Cash Flow                                             10%
Consolidated
 ROCE                                                  10%
Business
 Cash Flow              20%      10%
Business
 Sales          10%              10%           20%
Business
 Accts.
Rec.(DSO)
 & Inv.(DSI)                            20%                  5%
EHS
Contributions   15%      5%       5%     5%     5%      5%   5%
Sales                                                       75%
OPERATING
 PERFORMANCE    25%     25%      25%    25%    25%     25%  85%

INDIVIDUAL
 CONTRIBUTIONS  25%     25%      25%    25%    25%     25%   0%

Note:  See attachment for definitions.

02/19/2002

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