Document:

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EXHIBIT 10.13

                               STERIS CORPORATION

                     Management Incentive Compensation Plan
                                    FY 2000

PURPOSE
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The purpose of the STERIS Corporation Management Incentive Compensation Plan
(MICP) is to encourage greater leadership, initiative, resourcefulness,
teamwork, efficiency, and urgency on the part of key management whose
performance and responsibilities directly affect Customer satisfaction,
achievement of business objectives, positive Associate relations, and
enhancement of shareholder value.

GENERAL PROVISIONS
------------------

The MICP for FY 2000 may be reviewed and revised at the Chief Executive
Officer's discretion within the guidelines established by the Compensation
Committee of the STERIS Corporation Board of Directors.  Any incentive payouts
under the terms of this Plan will be in compliance with applicable governmental
regulations that are in effect at the time of such incentive payouts.

The incentive compensation fund available for disbursement to participants shall
be determined by achievement of key parameters of the approved Annual Business
Plan.

Management Incentive Compensation will be calculated after the close of each
quarter and will be cumulative and retroactive.  Deficiencies in year-to-date
(YTD) performance can be made up by overachievement in subsequent quarters
during the fiscal year.

A portion of any earned Management Incentive Compensation will be paid on a
quarterly basis with another portion held in an escrow account to be paid on an
annual basis.  An accrual funding schedule will be developed and maintained by
the Finance Department to reserve adequate funds for the payment of earned
Management Incentive Compensation.

KEY PARAMETERS
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MICP compensation is determined through achievement of a combination of Annual
Business Plan (ABP) parameters and Quarterly Individual Objectives (IO)
parameters. ABP parameters are the Net Revenue, Operating Income, and Net Income
objectives. IO parameters are approved quarterly personal objectives that are
brief, specific, measurable, and consistent with overall Company objectives.
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Management Incentive Compensation Plan - FY'00
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ELIGIBILITY
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The management level classifications of individuals who may be eligible to
participate in the MICP include, but are not limited to the following:

     President
     Sr. Vice President
     Vice President
     Director
     Manager
     Supervisor/Professional

Unless otherwise specified, incumbents holding a key management position with
one of the above titles are immediately eligible for participation. An MICP
participant with a change in management level during a quarter will have MICP
compensation for that quarter at the management level held by the individual for
the majority of the quarter. New hires for an eligible position may begin
participation in the MICP during the first full fiscal quarter of employment
unless otherwise specified in the employment offer.

Termination of employment of a participant shall result in his or her forfeiture
of all unpaid incentive earnings.

MICP FY'00 PARTICIPANT BONUS SCHEDULE
-------------------------------------

The bonus opportunity for each MICP participant upon 100% achievement of the
FY'00 Net Revenue, Operating Income, and Net Income objectives is based upon a
combination of management level, salary level, business unit (corporate, group,
division, department, etc.), local practice, and other relevant considerations.
The general guidelines for bonus funding are as follows:

     Management Level                               Quarterly Funding*
     -------------------------                    -----------------------

     President                                    75% of Base Income
     Senior Vice President                        75% of Base Income
     Vice President                               50% of Base Income
     Director                                     35% of Base Income
     Manager                                      20% of Base Income
     Supervisor/Professional                      $625

The Corporate Associate Relations department will maintain a current Participant
and Target Bonus Schedule of all MICP participants and individual target bonus
levels.
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*Guidelines only.

Management Incentive Compensation Plan - FY'00
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BONUS POOL FUNDING
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The funding of the bonus pool is determined quarterly on a YTD basis.  Any
funding is dependent upon the YTD achievement of Net Revenue and Operating
Income objectives in the approved Annual Business Plan.  The following weighting
factor applies to the qualification parameters:

          Net Revenue               75% weighting (3x)
          Operating Income          25% weighting (1x)

Funding occurs on a sliding scale basis from 80% to 120% of the Blended
Achievement Rate.  The following is a calculation example based upon YTD
achievement of 104% of Net Revenue and 110% of Operating Income objectives of
the ABP.

               104 x 3 = 312
               110 x 1 = 110
                         ---
                         422 / 4 = 105.5% - Blended Achievement Rate

During FY'00 the Company must have a minimum 80% Blended Achievement Rate for
MICP bonus eligibility. For business unit (group, division, profit center,
department, etc.) MICP bonus eligibility, the Company and the respective
business unit must each have a minimum 80% Blended Achievement Rate.

INDIVIDUAL OBJECTIVES (IO)
--------------------------

Quantifiable Individual Objectives (IO) are developed and approved at the
beginning of each quarter for each MICP participant. An individual's performance
is evaluated at the end of each quarter and a percentage Individual Objectives
(IO) Achievement calculated. The Individual Objectives are consistent with the
quarterly and longer term objectives of the Company and the individual business
units. A maximum of three (3) equally weighted quarterly IOs is recommended.

BONUS CALCULATION
-----------------

Individual participant bonuses and bonus payouts are determined as defined in
this bonus calculation section.

1.   The bonus qualifier will be based on the Blended Achievement Percentage of
     the applicable YTD Net Revenue and Operating Income objectives in the
     Annual Business Plan.
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2.   A weighting of 3X for Net Revenue and 1X for Operating Income will apply.

Management Incentive Compensation Plan - FY'00
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3.   Individual participant payout targets will be taken from the then current
     Participant and Target Bonus Schedule.

4.   The YTD Blended Achievement Percentage will be applied to the individual
     Target Bonus to determine the quarterly MICP eligible bonus amount.

5.   If bonus eligibility on a YTD quarterly basis has occurred, the individual
     MICP eligible bonus amount is multiplied by the cumulative percentage
     achievement of the quarterly Individual Objectives that have been approved
     at the beginning of each quarter by the participant's direct supervisor and
     the senior executive/business head of the individual's business unit.

Bonus calculation example:

          Vice President
               $80,000 Base Salary
               50% Target Bonus

          Year-to-Date ABP Achievement
               104% Net Revenue
               110% Op Income

                      104 x 3  =  312
                      110 x 1  =  110
                                  ---
                                  422 / 4 = 105.5% - Blended Achievement Rate

Cumulative Individual Objectives (IO) Achievement
     96%

Quarterly Target Bonus
     $80,000 x 50% / 4 = $10,000

Sliding Scale Blended Target
     $10,000 x 105.5% = $10,550

Eligible Individual Quarterly Bonus
     $10,550 x 96% (IO) = $10,128
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Management Incentive Compensation Plan - FY'00
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BONUS PAYMENT
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Seventy-five percent (75%) of the eligible individual quarterly bonus will be
paid following the end of each quarter. Twenty-five percent (25%) of the
eligible individual quarterly bonus will be held in a bonus escrow account and
will be paid following the end of the fiscal year only when the Corporation
                                                                -----------
meets or exceeds its Net Income objective for the full fiscal year. Should the
Corporation fail to meet or exceed its Net Income objective for the full fiscal
year, all funds in the bonus escrow account will be forfeited.

EFFECTIVE DATE
--------------

The STERIS Management Incentive Compensation Plan is effective April 1, 1999,
through March 31, 2000.<PAGE>

EXHIBIT 10.14

                               STERIS CORPORATION
                     Management Incentive Compensation Plan

1.  Objective.  The objective of the STERIS Management Incentive Compensation
Plan (the "Plan") is to encourage greater initiative, resourcefulness, teamwork,
efficiency, and achievement of objectives on the part of key Associates whose
performance and responsibilities directly affect Company profits.

2.  Eligibility.  Participation in the Plan will be limited to those key
Associates that are selected for participation on an annual basis and will
normally include Associates at or above the rank of Manager in the various
Corporate Departments and in the Manufacturing Group as well as marketing and
senior management Associates in the Health Care Group and in the Scientific &
Industrial Group.

A key Associate will be a participant in the Plan for a particular year only if
he or she is selected by the Compensation Committee of the Board of Directors or
its designee (the "Committee") for participation in that year.  Key Associates
selected for participation each year will be notified of their participation and
given the parameters for bonus calculations early in the fiscal year.

A participant will be entitled to receive a bonus earned under the Plan for a
particular fiscal year if and only if he or she remains in the employ of the
Company through the end of that fiscal year and thereafter through the date on
which bonuses are paid for the fiscal year.

3.  Target Bonus.  Each participant will be assigned a dollar amount target
bonus based upon his or her position and level within the Company.  The target
bonus will range from 10% to 80% of the participant's base salary or
compensation range midpoint, as the Committee may determine.

4.  Financial Goals.  Each year the Committee will select a threshold net income
target for the Company, the attainment of which will be a prerequisite to the
payment of any bonuses under the Plan.  In addition, the Committee will select
one or more measures of current year financial performance for the Company as a
whole, such as revenue growth, earnings before interest and taxes margins, and
net income, to be used as goals for determining the payment of bonuses under the
Plan.  Each year the Committee may also select one or more such goals for any
one or more of the Company's operating groups to be used to determine payment of
bonuses under the Plan to participants in those groups.  The Committee may also
determine that a participant's entitlement to a bonus will depend in part on
goals for the Company as a whole and in part on goals for one or more operating
groups.  For each financial goal, the Committee will designate numerical
"threshold," "target," and "maximum" levels.  The Committee may adjust the
threshold net income target and levels of such other goals it may have selected
if, during the course of a fiscal year, the Company records a special charge
that the Committee determines should be disregarded, either partially or in its
entirety, when calculating the amounts of bonuses to be paid under the Plan.
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5.  Weighting of Goals.  Each year during which the Committee selects more than
one goal to be applicable to any group of participants, the Committee will also
specify the weight to be given to each such goal.  For example, the Committee
might determine to give 75% weight to revenue and 25% weight to EBIT margin.

6.  Achievement Percentages.  For each goal, a participant will be entitled to a
bonus (with respect to that goal) based on performance as follows:

     a. If performance is at the threshold level, the bonus will be at 50% of
     target.
     b. If performance is at the target level, the bonus will be at 100% of
     target.
     c. If performance is at or above the maximum level, the bonus will be at
     150% of target.

For performance at any level between these set points, the bonus amount will be
interpolated. For example, if performance is exactly half way between the target
and maximum levels, the bonus will be at 125% of target.  If the threshold level
is not attained for any goal, no bonus will be earned with respect to that goal.

7.  Calculation of Bonuses.  No bonuses will be paid for a fiscal year unless
the net income of the Company is at least equal to the threshold net income
level selected by the Committee for the year.  Assuming that criteria is met, a
participant's bonus will be determined by multiplying his or her target bonus by
the achievement percentages attained during the year, taking into account the
weighting of goals as appropriate.  The actual bonus earned by any participant
during a fiscal year may range from zero (if performance is below threshold on
all goals) to 150% of the target bonus (if performance is at or above maximum on
all goals).

8.  Payment of Earned Bonuses.  Unless the Committee determines to pay all or
any part of bonuses under the Plan earlier or either of Sections 10 and 11
applies, bonuses earned under the Plan will be paid to participants not later
than 90 days after the end of the fiscal year in which they are earned.

9.  Midyear Additions and Adjustments.  An individual assuming a key position
during a fiscal year may, if selected by the Committee, be included in the Plan
and be eligible for such pro rata portion of a full year bonus as the Committee
may specify when selecting the individual for participation in the Plan.  A
participant whose position or level within the Company changes during a fiscal
year may, if so determined by the Committee, be assigned an increased or
decreased target bonus for the year taking into account, on a pro rata basis,
the participant's new position and compensation.

10.  Effect of Changes in Operations.  If, during any fiscal year, the
operations of the Company are materially altered, whether by an acquisition of
substantial additional assets or one or more lines of business, disposition of
substantial existing assets or one or more existing lines of business, merger,
consolidation, or similar event, the Committee may, in its sole discretion,
adjust the parameters of the Plan for that fiscal year in such a manner as to
preserve to the participants the same relative prospects for earning a bonus
under the Plan as would have been the case if the material alteration had not
occurred.  If the Company disposes of an entire

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operating division or line of business during a fiscal year, the Company shall
make to each participant, if any, who ceases to be employed by the Company as a
result of that disposition, an "Interim Payment" in the same amount, at the same
time, and with the same effect, as if the disposition constituted a Change of
Control as defined in Section 11 below.

11.  Effect of a Change of Control.  Within five days after the occurrence of
the first Change of Control (as defined below) to occur in any fiscal year, the
Company shall pay to each participant an interim lump-sum cash payment (the
"Interim Payment") with respect to his or her participation in the plan.  The
amount of the Interim Payment shall be equal to the dollar amount of the
participant's target bonus for the entire fiscal year multiplied by a fraction,
the numerator of which is the number of months between the beginning of the
fiscal year and the end of the month in which the Change of Control occurs and
the denominator of which is 12.  The making of the Interim Payment will not
reduce the obligation of the Company to make a final payment under the terms of
the Plan, but the amount of any Interim Payment shall be offset against any
later payment due under the Plan for the fiscal year in which the Change of
Control occurs. Except as an offset against a final payment as provided in the
immediately preceding sentence, the amount of the Interim Payment will not be
offset against any amount due to the participant from or on behalf of the
Company and a participant will not in any circumstances be required to refund
any portion of the Interim Payment to the Company.

For purposes of the Plan, a "Change of Control" shall be deemed to have occurred
if at any time or from time to time while this Agreement is in effect:

     (a) Any person (other than STERIS Corporation ("STERIS"), any of its
     subsidiaries, any employee benefit plan or employee stock ownership plan of
     STERIS, or any person organized, appointed, or established by STERIS for or
     pursuant to the terms of any such plan), alone or together with any of its
     affiliates, becomes the beneficial owner of 15% or more (but less than 50%)
     of the Common Shares then outstanding;

     (b) Any person (other than STERIS, any of its subsidiaries, any employee
     benefit plan or employee stock ownership plan of STERIS, or any person
     organized, appointed, or established by STERIS for or pursuant to the terms
     of any such plan), alone or together with any of its affiliates, becomes
     the beneficial owner of 50% or more of the Common Shares then outstanding;

     (c) Any person commences or publicly announces an intention to commence a
     tender offer or exchange offer the consummation of which would result in
     the person becoming the beneficial owner of 15% or more of the Common
     Shares then outstanding;

     (d) At any time during any period of 24 consecutive months, individuals who
     were directors at the beginning of the 24-month period no longer constitute
     a majority of the members of the Board of Directors of STERIS, unless the
     election, or the nomination for election by STERIS's shareholders, of each
     director who was not a director at the beginning of the period is approved
     by at least a majority of the directors who (i) are in

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     office at the time of the election or nomination and (ii) were directors at
     the beginning of the period;

     (e) A record date is established for determining shareholders entitled to
     vote upon (i) a merger or consolidation of STERIS with another corporation
     in which those persons who are shareholders of STERIS immediately before
     the merger or consolidation are to receive or retain less than 60% of the
     stock of the surviving or continuing corporation, (ii) a sale or other
     disposition of all or substantially all of the assets of STERIS, or (iii)
     the dissolution of STERIS;

     (f) (i) STERIS is merged or consolidated with another corporation and those
     persons who were shareholders of STERIS immediately before the merger or
     consolidation receive or retain less than 60% of the stock of the surviving
     or continuing corporation, (ii) there occurs a sale or other disposition of
     all or substantially all of the assets of STERIS, or (iii) STERIS is
     dissolved; or

     (g) Any person who proposes to make a "control share acquisition" of
     STERIS, within the meaning of Section 1701.01(Z) of the Ohio General
     Corporation Law, submits or is required to submit an acquiring person
     statement to STERIS.

Notwithstanding anything herein to the contrary, if an event described in clause
(b), clause (d), or clause (f) above occurs, the occurrence of that event will
constitute an irrevocable Change of Control.  Furthermore, notwithstanding
anything herein to the contrary, if an event described in clause (c) occurs, and
the Board of Directors either approves such offer or takes no action with
respect to such offer, then the occurrence of that event will constitute an
irrevocable Change of Control.  On the other hand, notwithstanding anything
herein to the contrary, if an event described in clause (a), clause (e), or
clause (g) above occurs, or if an event described in clause (c) occurs and the
Board of Directors does not either approve such offer or take no action with
respect to such offer as described in the preceding sentence, and a majority of
those members of the Board of Directors who were Directors prior to such event
determine, within the 90-day period beginning on the date such event occurs,
that the event should not be treated as a Change of Control, then, from and
after the date that determination is made, that event will be treated as not
having occurred.  If no such determination is made, a Change of Control
resulting from any of the events described in the immediately preceding sentence
will constitute an irrevocable Change of Control on the 91/st/ day after the
occurrence of the event.

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