Document:

CONSULTING AGREEMENT
                    SILICON SOUTH, INC AND ROBERT A. STRAHL.

This  Consulting Agreement ("AGREEMENT") is made on the 10th day of March, 1999,
by and between Robert A. Strahl (hereafter referred to as RAS) who's offices are
located  at  200  Camino  Aguajito,  Suite  200,  Monterey, California 93940 and
Silicon  South, Inc. (hereafter referred to as SS, INC) who's address is 20 Paso
del  Rio,  Carmel  Valley,  California  93940.

The  parties  agree  as  follows:

Beginning  on  the date of this agreement RAS will provide office space, general
administrative  and  telephone  services for a period of 1 year.  He will have a
right  to  buy 100,000 shares of common stock at $0.001 and receive up to $8,500
for  these  services.

        SILICON  SOUTH,  INC.

By:  _______________________
     Mathew  Rule,  President

By:  _________________________
     Robert  A.  Strahl

<PAGE>MDU RESOURCES GROUP, INC.

             EXECUTIVE INCENTIVE COMPENSATION PLAN
   ____________________________________________________________

I.   PURPOSE
     The purpose of the Executive Incentive Compensation Plan
(the "Plan") is to provide an incentive for key executives of MDU
Resources Group, Inc. (the "Company") to focus their efforts on
the achievement of challenging and demanding corporate
objectives.  The Plan is designed to reward successful corporate
performance as measured against specified performance goals as
well as exceptional individual performance.  When corporate
performance reaches or exceeds the performance targets and
individual performance is exemplary, incentive compensation
awards, in conjunction with salaries, will provide a level of
compensation which recognizes the skills and efforts of the key
executives.

II.  BASIC PLAN CONCEPT
     The Plan provides an opportunity to earn annual incentive
compensation based on the achievement of specified annual
performance objectives.  A target incentive award for each
individual within the Plan is established based on the position
level and actual base salary, provided, however, that the
Committee in its sole discretion, may, instead of actual base
salary, use the assigned salary grade market value (midpoint)
("Salary").  The target incentive award represents the amount to
be paid, subject to the achievement of the performance objective
targets established each year.  Larger incentive awards than
target may be authorized when performance exceeds targets; lesser
or no amounts may be paid when performance is below target.
     It is recognized that during a Plan Year major unforeseen
changes in economic and environmental conditions or other
significant factors beyond the control of management may
substantially affect the ability of the Plan Participants to
achieve the specified performance goals.  Therefore, in its
review of corporate performance the Compensation Committee of the
Board of Directors (the "Committee"), in consultation with the
Chief Executive Officer of MDU Resources Group, Inc., may modify
the performance targets.  However, it is contemplated that such
target modifications will be necessary only in years of unusually
adverse or favorable external conditions.

III. ADMINISTRATION
     The Plan shall be administered by the Committee with the
assistance of the Chief Executive Officer of the MDU Resources
Group, Inc.  The Committee shall approve annually, prior to the
beginning of each Plan Year, the list of eligible Participants,
the Plan's performance targets, and the target incentive award
level for each position within the Plan.  The Committee shall
have final discretion to determine actual award payment levels,
method of payment, and whether or not payments shall be made for
any Plan Year.

IV.  ELIGIBILITY
     Executives who are determined by the Committee to have a key
role in both the establishment and achievement of Company
objectives shall be eligible to participate in the Plan.

V.   PLAN PERFORMANCE MEASURES
     Performance measures shall be established that consider
shareholder and customer interests.  These measures shall be
evaluated annually based on achievement of specified goals.
     The performance measure reflective of shareholder's
interest will be the percentage attainment of corporate goals,
as determined each year by the Committee.  This measure may be
applied at the corporate level for individuals, such as the
Chief Executive Officer, or at the business unit level for
individuals whose major or sole impact is on business unit
results.
     Individual performance will be assessed based on the
achievement of annually established individual objectives.
     Threshold, target and maximum award levels will be
established annually for each performance measure and business
unit.  The Committee will retain the right to make all
interpretations as to the actual attainment of the desired
results and will determine whether any circumstances beyond the
control of management need to be considered.

VI.  TARGET INCENTIVE AWARDS
     Target incentive awards will be expressed as a percentage of
each Participant's Salary.  These percentages shall vary by
position and reflect larger reward opportunity for positions
having greater effect on the establishment and accomplishment of
the Company's or business unit's objectives.  An exhibit showing
the target awards as a percentage of Salary for eligible
positions will be attached to this Plan at the beginning of each
Plan Year.

VII. INCENTIVE FUND DETERMINATION
     The target incentive fund is the sum of the individual
target incentive awards for all eligible Participants.  The
actual incentive fund may be lower, equal to, or greater than the
target fund as determined by the Committee, based on actual
performance as compared with approved performance objectives.
     At the close of each Plan Year, the Chief Executive
Officer of MDU Resources Group, Inc. will prepare an analysis
showing the Company's and business unit's performance in relation
to each of the performance measures employed.  This will be
provided to the Committee for review and comparison to threshold,
target and maximum performance levels.  In addition, any
recommendations of the Chief Executive Officer will be presented
at this time.  The Committee will then determine the amount of
the target incentive fund earned.

VIII.INDIVIDUAL AWARD DETERMINATION
     Each individual Participant's award will be based first upon
the level of performance achieved by the Company or business unit
and secondly based upon the individual's performance.  The
performance measures applicable for assessing individual
performance will be established at the beginning of each Plan
Year.  The assessment by the Committee, after consultation with
the Chief Executive Officer, of achievement relative to the
established performance measures, as determined by a percentage
from 0 percent to 200 percent, will be applied to the
Participant's target incentive award which has been first
adjusted for Company or business unit performance.

IX.  PAYMENT OF AWARDS
     Except as provided below or as otherwise determined by the
Committee, in order to achieve an award under the Plan, the
Participant must remain in the employment of the Company or
business unit for the entire Plan Year and be an employee on the
Payment Date.  If a Participant terminates employment with MDU
Resources Group, Inc. pursuant to Section 5.01 of the Company's
Bylaws which provides for mandatory retirement for certain
officers on their 65th birthday (or terminates employment with a
subsidiary of the Company pursuant to a similar subsidiary Bylaw
provision) and if the Participant's 65th birthday occurs during
the Plan Year, determination of whether the performance measures
have been met will be made at the end of the Plan Year, and to
the extent met, payment of the award will be made to the
Participant, prorated.  Proration of awards shall be based upon
the number of full months elapsed from and including January to
and including the month in which the Participant's 65th birthday
occurs.
     An individual Participant who transfers between the Company
and business units may receive a prorated award at the discretion
of the Committee.  If employment is terminated prior to the
Payment Date as a result of death, disability or retirement, or
due to special circumstances as determined by the Committee,
payment may be made after termination.  Payments made under this
Plan will not be considered part of compensation for pension
purposes.  Payments when made will be in cash.  Incentive awards
may be deferred if the appropriate elections have been executed
prior to the end of the Plan Year.  Deferred amounts will accrue
interest at a rate determined annually by the Committee.
     In the event of a "Change in Control" (as defined by the
Committee in its Rules and Regulations) then any award deferred
by each Participant shall become immediately payable to the
Participant in cash, together with accrued interest thereon to
the date of payment.  In the event the Participant files suit to
collect the Participant's deferred award then all of the court
costs, other expenses of litigation, and attorneys' fees shall be
paid by the Company in the event the Participant prevails upon
any of the Participant's claims for payment of a deferred award.

                    MDU RESOURCES GROUP, INC.

              EXECUTIVE INCENTIVE COMPENSATION PLAN

                      RULES AND REGULATIONS

     The Compensation Committee of the Board of Directors of MDU
Resources Group, Inc. (the "Company") adopted Rules and
Regulations for the administration of the Management Incentive
Compensation Plan (the "Plan") on February 9, 1983, following
adoption of the Plan by the Board of Directors of the Company on
November 4, l982.

I.   DEFINITIONS
     The following definitions shall be used for purposes of
these Rules and Regulations and for the purposes of administering
the Plan:

     1.   The "Committee" shall be the
          Compensation Committee of the Board of
          Directors of the Company.

     2.   The "Company" shall refer to MDU
          Resources Group, Inc. alone and shall not
          refer to its utility division or to any of
          its subsidiary corporations.

     3.   "Participants" for any Plan Year shall
          be those executives who have been approved by
          the Committee as eligible for participation
          in the Plan for such Plan Year.

     4.   "Payment Date" shall be the date set by
          the Committee for payment of awards, other
          than those awards deferred pursuant to
          Section IX of the Plan and Section VII of
          these Rules and Regulations.

     5.   The "Plan" shall refer to the Executive
          Incentive Compensation Plan.

     6.   The "Plan Year" shall be the calendar year.

     7.   "Change in Control" shall mean the
          earlier of the following to occur:  (a) the
          public announcement by the Company or by any
          person (which shall not include the Company,
          any subsidiary of the Company or any employee
          benefit plan of the Company or of any
          subsidiary of the Company) ("Person") that
          such Person, who or which, together with all
          Affiliates and Associates (within the
          meanings ascribed to such terms in Rule 12b-2
          of the General Rules and Regulations under
          the Securities Exchange Act of 1934, as
          amended (17 C.F.R. 240.12b-2)) of such
          Person, shall be the beneficial owner of
          twenty percent (20%) or more of the voting
          stock then outstanding; (b) the commencement
          of, or after the first public announcement of
          any Person to commence, a tender or exchange
          offer the consummation of which would result
          in any Person becoming the beneficial owner
          of voting stock aggregating thirty percent
          (30%) or more of the then outstanding voting
          stock; (c) the announcement of any
          transaction relating to the Company required
          to be described pursuant to the requirements
          of Item 6(e) of Schedule 14A of Regulation
          14A of the Securities and Exchange Commission
          under the Securities Exchange Act of 1934 (17
          C.F.R. 240.14a-101, item 6(e)); (d) a
          proposed change in the constituency of the
          Board of Directors of the Company such that,
          during any period of two (2) consecutive
          years, individuals who at the beginning of
          such period constitute the Board of Directors
          of the Company cease for any reason to
          constitute at least a majority thereof,
          unless the election or nomination for
          election by the shareholders of the Company
          of each new Director was approved by a vote
          of at least two-thirds (2/3) of the directors
          then still in office who were members of the
          Board of Directors of the Company at the
          beginning of the period; or (e) any other
          event which shall be deemed by a majority of
          the Compensation Committee of the Board of
          Directors of the Company to constitute a
          "Change in Control."

     8.   The "Prime Rate" shall be the base rate
          on corporate loans posted by at least 75
          percent of the nation's 30 largest banks as
          reported daily in The Wall Street Journal.

II.  ADMINISTRATION

     1.   The Committee shall have the full power
          to construe and interpret the Plan and to
          establish and to amend these Rules and
          Regulations for its administration.

     2.   No member of the Committee shall
          participate in a decision as to their own
          eligibility for, or award of, an incentive
          award payment.

     3.   Prior to the beginning of each Plan
          Year, the Committee shall approve a list of
          eligible executives and notify those so
          approved that they are eligible to
          participate in the Plan for such Plan Year.

     4.   Prior to the beginning of each Plan
          Year, the Committee shall draw up an Annual
          Operating Plan.  The Annual Operating Plan
          shall include the Plan's performance measures
          and performance targets as well as the target
          incentive award levels for each salary grade
          covered by the Plan for the following Plan
          Year.  The Annual Operating Plan, insofar as
          it is relevant to each individual
          Participant, shall be made available by the
          Committee to each Participant in the Plan at
          the beginning of each Plan Year.

     5.   The Committee shall have final
          discretion to determine actual award payment
          levels, method of payment, and whether or not
          payments shall be made for any Plan Year.
          However, unless the Plan's performance
          objectives are met for the Plan Year, no
          award shall be made for that Plan Year.
          Performance targets modified pursuant to
          Section II of the Plan will be deemed
          performance targets for purposes of
          determining whether or not these targets have
          been met.

III. PLAN PERFORMANCE MEASURES

     1.   The Committee shall establish the
          percentage attainment of corporate
          performance measure and the percentage
          attainment of individual goals measure.  The
          Committee may establish more or fewer
          performance measures as it deems necessary.

     2.   The corporate performance measure may
          be set by reference to earnings, return on
          invested capital or any other measure or
          combination of measures deemed appropriate
          by the Committee.  It may be established for
          the Company or for the individual business
          unit.

     3.   Individual performance will be assessed
          based on the achievement of annually
          established individual objectives.

     4.   Plan performance measures may be
          applied at the corporate level for
          individuals such as the Chief Executive
          Officer whose major or sole impact is
          Company-wide, or at the business unit level
          for individuals whose major or sole impact
          is on the business unit results.  The Annual
          Operating Plan shall contain a list of
          individuals to whom the Plan performance
          measures will be applied at the corporate
          level and a list of those individuals for
          whom the Plan performance measures will be
          applied at the business unit level.  The
          relevant business unit for each individual
          will be identified.

     5.   The Committee shall set threshold,
          target and maximum award levels for the
          performance measures, for each business
          unit, and for the Company.  Those levels
          shall be included in the Annual Operating
          Plan.

     6.   The Committee will retain the authority
          to determine whether or not the actual
          attainment of these measures has been made.

IV.  TARGET INCENTIVE AWARDS

     1.   Target incentive awards will be a
          percentage of each Participant's Salary, as
          defined in the Plan.

     2.   Target incentive awards shall be set by
          the Committee annually and will be included
          in the Annual Operating Plan.

 V.  INCENTIVE FUND DETERMINATION

     1.   The target incentive fund is the sum of
          the individual target incentive awards for
          all eligible Participants.

     2.   The actual incentive fund will be
          determined by the Committee, based on actual
          performance as compared with the approved
          performance measures.

     3.   As soon as practicable following the
          close of each Plan Year, the Chief Executive
          Officer will provide the Committee with an
          analysis showing the Company's and each
          relevant business unit's performance in
          relation to both of the performance measures.
          The Committee will review the analysis and
          determine, in its sole discretion, the amount
          of the actual incentive fund.

     4.   In determining the actual incentive
          fund, the Committee may consider any
          recommendations of the Chief Executive
          Officer.

VI.  INDIVIDUAL AWARD DETERMINATION

     1.   The Committee shall have the sole
          discretion to determine each individual
          Participant's award. The Committee's decision
          will be based first upon the level of
          performance achieved by the
          Company or business unit and second upon the
          individual's performance.

     2.   The Committee, after consultation with
          the Chief Executive Officer, shall set the
          award as a percentage from 0 percent to 200
          percent of the Participant's target incentive
          award, adjusted for Company or business unit
          performance.

VII. PAYMENT OF AWARDS

     1.   On the date the Committee determines the
          awards to be made to individual Participants,
          it shall also establish the Payment Date.

     2.   Except as provided below or as the
          Committee otherwise determines, in order to
          receive an award under the Plan, a
          Participant must remain in the employment of
          the Company for the entire Plan Year and be
          an employee on the Payment Date.

     3.   If employment is terminated prior to
          Payment Date as a result of death, disability
          or retirement, or due to special
          circumstances as determined by the Committee
          in its sole discretion, payment may be made
          after termination.

     4.   If a Participant terminates employment
          with the Company pursuant to Section 5.01 of
          the Company's Bylaws which provides for
          mandatory retirement for certain officers on
          their 65th birthday (or terminates employment
          with a subsidiary of the Company pursuant to
          a similar subsidiary Bylaw provision) and if
          the Participant's 65th birthday occurs during
          the Plan Year, determination of whether the
          performance measures have been met will be
          made at the end of the Plan Year, and to the
          extent met, payment of the award will be made
          to the Participant, prorated.  Proration of
          awards shall be based upon the number of full
          months elapsed from and including January to
          and including the month in which the
          Participant's 65th birthday occurs.

     5.   Payment of the awards shall be made in
          cash.  Payments shall be made on the Payment
          Date unless the Participant has deferred, in
          whole or in part, the receipt of the award by
          making an election on the deferral form
          attached hereto, prior to the end of the Plan
          Year immediately preceding the Payment Date.

     6.   In the event a Participant has elected
          to defer receipt of all or a portion of the
          award, the Company shall set up an account in
          their name. The amount of their award to the
          extent deferred will be credited to the
          Participant's account on the Payment Date.

     7.   The balance credited to an account of a
          Participant who has elected to defer receipt
          of an award will be an unsecured, unfunded
          obligation of the Company.

     8.   Interest shall accrue on the balance
          credited to a Participant's account.  The
          rate of interest shall be the Prime Rate plus
          1 percentage point as reported on the last
          Friday in January of each year.  Interest on
          the balance in an account shall accrue at the
          rate so determined from the Payment Date
          immediately following the determination to
          the Payment Date of the following year.

     9.   Interest shall be credited to the
          account on the day preceding Payment Date and
          shall be calculated on the balance in the
          Participant's account as of that date.

    10.   A Participant may elect to defer any
          percentage, not to exceed l00, of an annual
          award.

    11.   A Participant electing to defer any part of
          an award must elect one of the following
          dates for payment:

          (1)  Retirement date;

          (2)  Payment Date next
               following termination of
               employment; or

          (3)  Payment Date of the fifth
               year following the year in which
               the award may be made.

    12.   A Participant may elect to receive the
          deferred amounts accumulated in the
          Participant's account in monthly
          installments, not to exceed 120.  In the
          event the Participant elects to receive the
          amounts in the Participant's account in more
          than one installment, interest shall continue
          to accrue on the balance remaining in their
          account at the applicable rate or rates
          determined annually by the Committee.

    13.   In the event of the death of a Participant in
          whose name a deferred account has been set
          up, the Company shall, within six months
          thereafter, pay to the Participant's estate
          or the designated beneficiary the entire
          amount in the deferred account.

    14.   In the event of a "Change in Control" then
          any award deferred by each Participant shall
          become immediately payable to the
          Participant.  In the event the Participant
          files suit to collect a deferred award then
          all of the Participant's court costs, other
          expenses of litigation, and attorneys' fees
          shall be paid by the Company in the event the
          Participant prevails upon any of the
          Participant's claims for payment.

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