Document:

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                                                                   EXHIBIT 10.10

                             ENPRO INDUSTRIES, INC.

                    SENIOR EXECUTIVE ANNUAL PERFORMANCE PLAN

PURPOSE

         The EnPro Industries, Inc. Senior Executive Annual Performance Plan
(the "Plan") has been established effective as of the Distribution Date, as such
term is defined in the Distribution Agreement among Goodrich Corporation, EnPro
Industries, Inc. and Coltec Industries Inc (the "Effective Date") to provide
opportunities to certain senior executives to receive incentive compensation as
a reward for high levels of personal performance above the ordinary performance
standards compensated by base salary, and for their contributions to the strong
performance of the Company. The Plan, together with base compensation, is
designed to provide above average total cash compensation when all relevant
performance objectives are achieved and below average total cash compensation
when such objectives are not achieved.

ELIGIBILITY

         Participation in the Plan will be limited to those senior executives
whose compensation may become subject to the non-deductibility provisions of
Section 162(m) of the Internal Revenue Code of 1986, as amended, or any similar
successor provision (the "Code"). Participants will be selected prior to or
within 90 days of the beginning of each Plan Year by the Compensation and Human
Resources Committee of the Company's Board of Directors or a subcommittee of the
committee consisting only of those members of that committee who are "outside"
Directors as defined in regulations under the Code if any members of the
committee are not "outside" Directors as so defined (the "Committee").

INCENTIVE CATEGORIES

         Each year the Committee will assign each Participant to an incentive
category based on organizational level and potential impact on important Company
or division results. The incentive categories define the target level of
incentive opportunity, stated as a percentage of base salary as determined by
the Committee, that will be available to the Participant if the Company's target
performance levels are met for the Plan Year (the "Target Incentive Amount").

MAXIMUM AND THRESHOLD AWARDS

         Each Participant will be assigned maximum and threshold award levels.
Maximum award level represents the maximum amount of incentive award that may be
paid to a Participant for a Plan Year. Threshold award level represents the
level above which an incentive award will be paid to a Participant. Performance
at or below the threshold level will earn no incentive payments. Each
Participant's maximum award level will be 200% of his or her Target Incentive
Amount. Under no circumstances will any Participant be paid an award exceeding
$2,500,000.

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PERFORMANCE MEASURES

         Performance measures that may be used under the Plan include Net
Income, Pretax Income, Consolidated Operating Income, Segment Operating Income,
Return on Equity, Operating Income Return on Net Capital Employed, Return on
Assets, Cash Flow (with or without regard to asbestos), Working Capital, Share
Appreciation, Total Shareholder Return relative to the manufacturing companies
within the S&P 400 index, Total Business Return (calculated utilizing Earnings
Before Interest, Taxes, Depreciation and Amortization and cash flow) and
Earnings per Share of Common Stock of the Company for the Plan Year.

PARTIAL PLAN YEAR PARTICIPATION

         Subject to the Change in Control provisions described below, incentive
awards to Participants who terminate during the Plan Year for reasons of death,
disability (under the Company's Long-Term Disability Plan), or retirement (under
the Company's Salaried Retirement Plan) will be calculated as specified above
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. Subject to the Change in Control provisions described
below, Participants who terminate during a Plan Year for reasons other than
death, disability, or retirement will receive no incentive award payments for
such Plan Year.

PERFORMANCE GOALS

         The Committee will designate, prior to or within 90 days of the
beginning of each Plan Year:

         -        The incentive category and percentage of base salary for each
                  Participant to determine his or her Target Incentive Amount;

         -        The performance measures and calculation methods 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 Incentive Amounts; and

         -        The relative weightings of the performance measures for the
                  Plan Year.

PERFORMANCE CERTIFICATION

         As soon as practicable following the end of each Plan Year, the
Committee will certify the Company's performance with respect to each
performance measure used for that Plan Year.

AWARD CALCULATION AND PAYMENT

         Individual incentive awards will be calculated and paid as soon as
practicable following the Committee's certification of performance for each Plan
Year. The amount of a

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Participant's incentive award to be paid based on each individual performance
measure will be calculated based on the following formula (the "Formula").

<TABLE>
<S>                <C>  <C>                      <C>  <C>              <C>   <C>              <C>  <C>
Participant's           Participant's                 Percentage of          Relative              Amount of
total gross        X    incentive category       x    target award     x     weighting of     =    incentive award
base salary             percentage                    to be paid             performance           based on
                        for achievement                                      measure               performance
                        against performance                                                        measure
                        measure
</TABLE>

The incentive amounts to be paid to the Participant based on each performance
measure will be summed to arrive at the Participant's total incentive award
payment for the Plan Year.

PAYMENT UPON CHANGE IN CONTROL

         Anything to the contrary notwithstanding, within five days following
the occurrence of a Change in Control, 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 equal the
product of (x) the number of months in the Plan Year in which the Change in
Control occurs, including fractional months, that elapsed before the occurrence
of the Change in Control and (y) one-twelfth of the greater of (i) the amount
most recently paid to each Participant for a full Plan Year under the Plan or
(ii) the Target Incentive Amount for each Participant in effect prior to the
Change in Control for the Plan Year in which the Change in Control occurs. The
Interim Payment shall not reduce the obligation of the Company to make a final
payment under the terms of the Plan, but any Interim Payment made shall be
offset against any later payment required under the terms of the Plan for the
Plan Year in which a Change in Control occurs. Notwithstanding the foregoing, in
no event shall any Participant be required to refund to the Company, or have
offset against any other payment due any Participant from or on behalf of the
Company, all or any portion of the Interim Payment.

For purposes of the Plan, a Change in Control shall mean:

                  (i)      The acquisition by any individual, entity or group
         (within the meaning of Section 13(d)(3) or 14(d)(2) of the Securities
         Exchange Act of 1934, as amended (the "Exchange Act")), of beneficial
         ownership (within the meaning of Rule 13d-3 promulgated under the
         Exchange Act) of 20% or more of either (A) the then outstanding shares
         of common stock of the Company (the "Outstanding Company Common Stock")
         or (B) the combined voting power of the then outstanding voting
         securities of the Company entitled to vote generally in the election of
         directors (the "Outstanding Company Voting Securities"); provided,
         however, that the following acquisitions shall not constitute a Change
         in Control: (A) any acquisition directly from the Company (other than
         by exercise of a conversion privilege), (B) any acquisition by the
         Company or any of its subsidiaries, (C) any acquisition by any employee
         benefit plan (or related trust) sponsored or maintained by the Company
         or any of its subsidiaries or (D) any acquisition by any company with
         respect to which, following such acquisition, more than 70% of,
         respectively, the then outstanding shares of common stock of such
         company and the

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         combined voting power of the then outstanding voting securities of such
         company entitled to vote generally in the election of directors is then
         beneficially owned, directly or indirectly, by all or substantially all
         of the individuals and entities who were the beneficial owners,
         respectively, of the Outstanding Company Common Stock and Outstanding
         Company Voting Securities immediately prior to such acquisition in
         substantially the same proportions as their ownership, solely in their
         capacity as shareholders of the Company, immediately prior to such
         acquisition, of the Outstanding Company Common Stock and Outstanding
         Company Voting Securities, as the case may be; or

                  (ii)     individuals who, as of the Effective Date, constitute
         the Board of Directors (the "Incumbent Board") cease for any reason to
         constitute at least a majority of the Board of Directors; provided,
         however, that any individual becoming a director subsequent to the
         Effective Date whose election, or nomination for election by the
         Company's shareholders, was approved by a vote of at least a majority
         of the directors then comprising the Incumbent Board shall be
         considered as though such individual were a member of the Incumbent
         Board, but excluding, for this purpose, any such individual whose
         initial assumption of office occurs as a result of either an actual or
         threatened election contest; or

                  (iii)    shareholder approval of a reorganization, merger or
         consolidation, in each case, with respect to which all or substantially
         all of the individuals and entities who were the beneficial owners,
         respectively, of the Outstanding Company Common Stock and Outstanding
         Company Voting Securities immediately prior to such reorganization,
         merger or consolidation, do not, following such reorganization, merger
         or consolidation, beneficially own, directly or indirectly, solely in
         their capacity as shareholders of the Company, more than 70% of,
         respectively, the then outstanding shares of common stock and the
         combined voting power of the then outstanding voting securities
         entitled to vote generally in the election of directors, as the case
         may be, of the company resulting from such reorganization, merger or
         consolidation in substantially the same proportions as their ownership,
         immediately prior to such reorganization, merger or consolidation of
         the Outstanding Company Common Stock and Outstanding Company Voting
         Securities, as the case may be; or

                  (iv)     shareholder approval of (A) a complete liquidation or
         dissolution of the Company or (B) a sale or other disposition of all or
         substantially all of the assets of the Company, other than to a
         company, with respect to which following such sale or other
         disposition, more than 70% of, respectively, the then outstanding
         shares of common stock of such company and the combined voting power of
         the then outstanding voting securities of such company entitled to vote
         generally in the election of directors is then beneficially owned,
         directly or indirectly, by all or substantially all of the individuals
         and entities, solely in their capacity as shareholders of the Company,
         who were the beneficial owners, respectively, of the Outstanding
         Company Common Stock and Outstanding Company Voting Securities
         immediately prior to such sale or other

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         disposition in substantially the same proportion as their ownership,
         immediately prior to such sale or other disposition, of the Outstanding
         Company Common Stock and Outstanding Company Voting Securities, as the
         case may be.

PLAN YEAR

         The Plan Year shall be the fiscal year of the Company, provided that
the first Plan Year shall commence on the Effective Date of the Plan.

PLAN ADMINISTRATION

         The Plan will be administered by the Committee. In administering the
Plan, the Committee shall be empowered to interpret the provisions of the Plan
and to perform and exercise all of the duties and powers granted to it under the
terms of the Plan by action of a majority of its members in office from time to
time. The Committee is empowered to set preestablished performance targets,
measure the results and determine the amounts payable according to the Formula.
While the Committee may not increase the amounts payable under the Formula, it
retains discretionary authority to reduce the amount of compensation that would
otherwise be payable to the Participants if the goals are attained. The
Committee may also adopt such rules and regulations for the administration of
the Plan as are consistent with the terms hereof and shall keep adequate records
of its proceedings and acts. All interpretations and decisions made (both as to
law and fact) and other action taken by the Committee with respect to the Plan
shall be conclusive and binding upon all parties having or claiming to have an
interest under the Plan. Not in limitation of the foregoing, the Committee shall
have the discretion to decide any factual or interpretative issues that may
arise in connection with its administration of the Plan (including without
limitation any determination as to claims for benefits hereunder), and the
Committee's exercise of such discretion shall be conclusive and binding on all
affected parties as long as it is not arbitrary or capricious.

MISCELLANEOUS

         (i)      Amendment and termination. The Board of Directors of the
Company may amend, modify, or terminate the Plan at any time, provided that no
amendment, modification or termination of the Plan shall reduce the amount
payable to a Participant under the Plan as of the date of such amendment,
modification or termination.

         (ii)     Shareholder Approval. No amounts shall be payable hereunder on
or after the first annual shareholders meeting that occurs after the Effective
Date unless the terms of the Plan are approved by the shareholders of the
Company on or before such annual shareholders meeting consistent with the
requirements of Section 162(m) of the Code. In accordance with Section
162(m)(4)(C)(ii) of the Code, the continued effectiveness of the Plan is subject
to its approval by the shareholders of the Company at such other times as
required by Section 162(m)(4)(C)(ii) of the Code.

         (iii)    Applicable law. The Plan shall be governed and construed in
accordance with the laws of the State of North Carolina, except to the extent
such laws are preempted by the laws of the United States of America.

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                                                                   EXHIBIT 10.11

                            SUMMARY PLAN DESCRIPTION

               ENPRO INDUSTRIES, INC. LONG-TERM INCENTIVE PROGRAM

             THIS DOCUMENT CONSTITUTES PART OF A PROSPECTUS COVERING
            SECURITIES THAT HAVE BEEN REGISTERED UNDER THE SECURITIES
                                  ACT OF 1933.

The EnPro Industries, Inc. Long-Term Incentive Program (the "LTIP Program") is
designed to provide long-term incentive compensation to key executives who are
in positions to influence the performance of the Company, and thereby enhance
shareholder value over time. The LTIP Program provides a significant additional
financial opportunity and complements other parts of the Company's total
compensation program for executives (base salary, annual performance plan, stock
options and benefits).

The LTIP Program is promulgated under the EnPro Industries, Inc. 2002 Equity
Compensation Plan (the "Equity Compensation Plan"). In the case of any conflict
between the terms of the LTIP Program and the Equity Compensation Plan or any
award agreement thereunder, the terms of the Equity Compensation Plan or any
such award agreement shall control. Capitalized terms not otherwise defined in
this summary will have such meanings as defined under the Equity Compensation
Plan.

The benefits described in this summary have been structured to be in compliance
with current tax law. Any change in legislation or the interpretation of tax
laws which affect the tax nature of the benefits provided may necessitate
revisions in the LTIP Program.

The Company reserves the right to amend, modify, suspend or partially or
completely terminate the LTIP Program at any time.

PROGRAM OVERVIEW

         -        Participation in the LTIP will be approved by the Compensation
                  and Human Resources Committee of the Board of Directors (the
                  "Committee").

         -        The LTIP will provide for annual grants of Performance Shares
                  with multi-year overlapping cycles. Every year, a separate
                  multi-year performance cycle will begin.

         -        At the beginning of each performance cycle, a grant of
                  Performance Shares will be made to each participant. Grants
                  will be credited as phantom Performance Shares in a book
                  account for each participant. Each phantom Performance Share
                  will be equivalent to one share of Company common stock.

         -        With respect to each performance cycle, the Committee will
                  establish multi-year performance goals for the Company and
                  each segment. The performance goals are set forth in the
                  Equity Compensation Plan. The performance goals applicable to
                  each participant will be set forth in his or her award
                  agreement.

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         -        During the performance cycle, dividend equivalents will be
                  accrued on all phantom Performance Shares under the LTIP
                  Program. Upon the payment date of each dividend declared on
                  the Company's common stock, that number of additional phantom
                  Performance Shares will be credited to your account which is
                  equivalent in value to the aggregate amount of dividends which
                  would be paid if the number of phantom Performance Shares
                  credited to your account were actual shares of the Company's
                  common stock.

         -        Participants will be entitled to a payout at the end of each
                  performance cycle only if a threshold performance standard is
                  met. The payment to be received free of further restrictions
                  will range from 0% to 200% of the value of the participant's
                  total phantom Performance Share account (including shares
                  credited through dividend equivalents), based on attainment
                  against goals set by the Committee.

         -        Payments from the LTIP Program, if any, at the end of the
                  performance cycle will be made fifty percent (50%) in shares
                  of Company common stock and fifty percent (50%) in cash, less
                  the amount necessary to satisfy applicable withholding taxes.

         -        Shares of Company common stock to be paid under the LTIP
                  Program are issued pursuant to the provisions of the Equity
                  Compensation Plan.

         -        The value of your earned Performance Shares for tax purposes
                  and for purposes of determining the cash portion of any
                  payments will be calculated using the fair market value of
                  Company common stock as reported on the New York Stock
                  Exchange - Composite Transactions Listing (or similar report)
                  on the first business day after the end of the applicable
                  performance cycle, or if no sale was made on such date, then
                  on the next preceding day on which such sale was made.

         -        Participants may elect to defer all or a portion of their
                  award until termination of employment as described in the
                  Performance Share Deferred Compensation Program.

         -        The Committee retains the right in its sole discretion to
                  reduce any award which would otherwise be payable, unless
                  there has been a Change in Control, as defined in the Equity
                  Compensation Plan.

PROGRAM PROVISIONS

ELIGIBILITY

Eligibility to participate in the LTIP Program will be determined by the
Committee.

AWARD GRANTS

The LTIP Program rewards financial performance for multi-year overlapping
cycles. Every year, a separate multi-year performance cycle will begin.

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At the beginning of each performance cycle, a grant of Performance Shares will
be made to each participant. Grants will be credited as phantom Performance
Shares in a book account for each participant. Each phantom Performance Share
will be equivalent to one share of Company common stock.

The Company will maintain a phantom Performance Share account for each
participant for each separate performance cycle. The account will be used solely
for record keeping purposes. No actual shares of Company common stock will be
registered in participants' names.

DIVIDENDS

Dividend equivalents will be accrued on all phantom Performance Shares in each
participant's account for each performance cycle. Upon the payment date of each
dividend declared on the Company's common stock, that number of additional
phantom Performance Shares will be credited to your account which is equivalent
in value to the aggregate amount of dividends which would be paid if the number
of phantom Performance Shares credited to your account were actual shares of the
Company's common stock.

PERFORMANCE GOALS

With respect to each performance cycle, the Committee will establish multi-year
performance goals for the Company and each segment. The performance goals are
set forth in the Equity Compensation Plan. The performance goals applicable to
each participant will be set forth in his or her award agreement.

PROGRAM PAYOUTS

Payments from the LTIP Program, if any, at the end of the performance cycle,
will be made fifty percent (50%) in shares of Company common stock and fifty
percent (50%) in cash, less the amount necessary to satisfy applicable
withholding taxes. Any fractional shares of Company common stock will also be
paid in cash.

Shares of Company common stock to be paid under the LTIP Program are issued
pursuant to the provisions of the Equity Compensation Plan.

At the end of each performance cycle, if a participant is still employed by the
Company, he or she will receive a payment from the LTIP Program after the
Committee determines the final payout based upon specific financial performance
goals established for participants.

Participants will be entitled to a payout at the end of each performance cycle
only if a threshold performance standard is met. If threshold performance is
achieved, the payment to be received free of further restrictions will range
from 0% to 200% of the value of your total Performance Share account (including
shares credited through dividend equivalents), based on attainment against goals
set by the Committee.

The value of your earned Performance Shares for tax purposes and for purposes of
determining the cash portion of any payments will be calculated using the fair
market value of Company

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common stock as reported on the New York Stock Exchange - Composite Transactions
Listing (or similar report) on the first business day after the end of the
applicable performance cycle, or if no sale was made on such date, then on the
next preceding day on which such sale was made.

TERMINATION OF EMPLOYMENT DUE TO DEATH, DISABILITY, RETIREMENT

If a participant becomes totally disabled under the Company's Long-Term
Disability Plan, or retires (or is deemed to retire) under the Company's
Salaried Retirement Plan during a performance cycle, the participant will
receive a pro rata payout at the end of the performance cycle, based upon the
time portion of the cycle during which he or she was employed. The actual payout
will not occur until after the end of the performance cycle, at which time the
financial performance for the entire performance cycle will be used to determine
the size of the award in that event.

If a participant dies during a performance cycle, the participant will receive a
pro rata payout of the shares originally awarded to him or her, including a pro
rata payout of dividends credited to the participant's account, based upon
financial results calculated for the portion of the cycle through the end of the
fiscal quarter following the participant's death.

OTHER TERMINATION OF EMPLOYMENT

If a participant terminates employment prior to the end of a performance cycle
for reasons other than death, disability or retirement, he or she will forfeit
all Performance Shares, unless the Committee determines otherwise.

NEW HIRES OR PROMOTIONS INTO ELIGIBLE POSITIONS

Participants will become eligible for participation in the LTIP Program at their
new position level beginning with the performance cycle which begins on the
January 1 immediately following their hire or promotion date. No new Performance
Share awards or adjustments to Performance Share awards for performance cycles
that commenced prior to a participant's hire or promotion date will be made.

CHANGE IN CONTROL

Generally, participants will not receive a payout under the LTIP Program until
the end of a performance cycle. An exception will occur, however, if there is a
Change in Control of the Company. A Change in Control is defined in the Equity
Compensation Plan. The effect of a Change in Control on a participant's ability
to receive Performance Shares is described in the LTIP Program. Generally, that
LTIP Program provides that, as of the date of the Change in Control, a
participant will become entitled to a prorated portion of the shares originally
awarded to him or her, based upon financial performance for the portion of the
cycle which ends on the date of the Change in Control. A participant's
entitlement to additional shares will be based upon financial performance for
the portion of the performance cycle that occurs after the Change in Control.

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DEFERRAL OF PAYOUTS

Participants may elect to defer all or a portion of Performance Shares that may
be earned and payable at the end of a performance cycle as described in the
Performance Share Deferred Compensation Plan. A deferral election must be made
before the performance cycle begins, using a form provided by the Company.

PROGRAM ADMINISTRATION

This LTIP Program is administered by the Committee. In administering the LTIP
Program, the Committee shall be empowered to interpret the provisions of the
LTIP Program and to perform and exercise all of the duties and powers granted to
it under the terms of the LTIP Program by action of a majority of its members in
office from time to time. The Committee may also adopt such rules and
regulations for the administration of the LTIP Program as are consistent with
the terms hereof and shall keep adequate records of its proceedings and acts.
All interpretations and decisions made (both as to law and fact) and other
action taken by the Committee with respect to the LTIP Program shall be
conclusive and binding upon all parties having or claiming to have an interest
under the LTIP Program. Not in limitation of the foregoing, the Committee shall
have the discretion to decide any factual or interpretative issues that may
arise in connection with its administration of the LTIP Program (including
without limitation any determination as to claims for benefits hereunder), and
the Committee's exercise of such discretion shall be conclusive and binding on
all affected parties as long as it is not arbitrary or capricious. The Committee
may delegate any of its duties and powers hereunder to the extent permitted by
applicable law.

The Committee retains the right in its sole discretion to reduce any award which
would otherwise be payable, unless there has been a Change in Control.

The Committee reserves the right to amend, modify, suspend or partially or
completely terminate the LTIP Program, unless there has been a Change in
Control.

TAX INFORMATION

Generally, participants are not taxed on Performance Shares until the date on
which they become entitled to a payout of their Performance Shares. Under
current tax law, on the date participants become entitled to receive the shares
following completion of a performance cycle, the market value of the shares (net
of any shares deferred) at that time is considered to be ordinary income and
they will be taxed on that amount. If participants hold the shares and later
sell them, any appreciation over the market value of the shares when they
received them at the end of the performance cycle will be taxed based on capital
gains tax rules.

EARNINGS FOR BENEFIT PURPOSES

Any income participants derive from Performance Share payouts will not be
considered eligible earnings for Company or subsidiary pension plans, savings
plans, profit sharing plans or any other benefit plans.

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WITHHOLDING TAX INFORMATION

At the end of the performance cycle, the payout participants will receive will
be net of an amount sufficient to satisfy any federal, state and local
withholding tax requirements with which the Company must comply.

Participants should consult their tax advisor for a complete explanation of the
tax impact of their participation in the LTIP Program.

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