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                                                                   EXHIBIT 10-Aa

                            ZILA, INC. FISCAL YEAR 06
                         EXECUTIVE INCENTIVE BONUS PLAN

PURPOSE

The 2006 Zila Executive Incentive Bonus Plan has been established to attract,
recognize and reward top level executives for their contribution in achieving
exceptional growth and profitability; and their leadership in accomplishing
milestones during the current fiscal year.

ELIGIBILITY

To be eligible to participate in this Plan, an employee must be a full-time Zila
employee, active on Zila payroll and must have met all criteria set in the FY06
Employee Incentive Bonus Plan (received full payout under that plan), and
contributed to the achievement of EBITDA above plan.

PLAN TERM

The term of this Plan is August 1 through July 31 (the "Plan Year").

FUNDING

The funding for the Executive Bonus Plan is discretionary and approved annually
by the Compensation committee. This Plan is intended to be self-funded; awards
will only be made in the event that the company generates more incremental
EBITDA than is necessary to fund the award payments.

EXECUTIVE CLASSIFICATION

Classification level is based on position held at the end of the year, except
for promotions or classification changes that occur during the fourth quarter of
the prior year. In such event one's classification level will remain at the
pre-promotion level until the start of the next fiscal year.

PLAN DESIGN

The award will be determined based on substantially exceeding achievement of
goals set in the current year's approved profit plan for EBITDA, Revenue Growth
and by demonstrating exceptional leadership that has a significant impact on the
forward movement of the company. Setting of specific qualifying criteria shall
be in the sole discretion of the CEO and will be established and communicated no
later than September 15, 2005.

GENERAL PROVISIONS

-     Awards are subject to all applicable taxes and other required deductions.

-     This Plan does not constitute a guarantee of employment nor does it
      restrict Zila's rights to terminate employment at any time or for any
      reason

-     The Plan and any individual award is offered as a gratuitous award at the
      sole discretion of Zila. The Plan does not create vested rights of any
      nature nor does it constitute a contract of employment or a contract of
      any other kind. The Plan does not create any customary concession or
      privilege to which there is any entitlement from year-to-year, except to
      the extent required under applicable law. Nothing in the Plan entitles an
      employee to any remuneration or benefits not set forth in the Plan nor
      does it restrict Zila's rights to increase or decrease the compensation of
      any employee, except as otherwise required under applicable law.

-     The awards shall not become a part of any employment condition, regular
      salary, remuneration package, contract or agreement, but shall remain
      gratuitous in all respects. Awards are not to be taken into account for
      determining overtime pay, severance pay, termination pay, pay in lieu of
      notice, or any other form of pay or compensation.

-     This Plan is provided at Zila's sole discretion and Zila may modify or
      eliminate it at any time, prospectively or retroactively, without notice
      or obligation. In addition, there is no obligation to extend or establish
      a plan in subsequent years.

-     Awards for promoted employees will be calculated using the:

            -     Target Award % prorated for the portion of the year the
                  participant was in a different classification at the end of
                  the Plan Year

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DISTRIBUTION

Distribution of the incentive awards earned through the plan year will occur
ANNUALLY, following the fiscal year end close. All monies paid through the
incentive plan will be distributed to the employee through regular payroll
processing (less tax deductions) and all stock option grants will be presented
within 100 days of the end of the fiscal year.

EXECUTIVE CLASSIFICATION

Executives on payroll will be eligible to participate at the indicated Target
Award amount, assuming they meet the other eligibility criteria stated in this
Plan:

<TABLE>
<CAPTION>
        EXECUTIVE CLASSIFICATION                TARGET AWARD *                    CRITERIA
-----------------------------------------   ----------------------   -----------------------------------
<S>                                         <C>                      <C>
    CEO, CFO, Division President,                                    **Achievement of specified division
A   General Counsel                         50-120% of base salary         and/or corporate goals
                                                                     **Achievement of specified division
B   Division General Manager                40-100% of base salary         and/or corporate goals
                                                                     **Achievement of specified division
C   Vice President                          30-100% of base salary         and/or corporate goals
</TABLE>

Target awards will be reviewed and approved annually by the Chairman & CEO and
Vice President of Human Resources.

* The target award starting point is expressed as the percent (%) of base salary
where the Employee Plan ends assuming full payout under such plan is achieved.
The Executive Bonus Plan enables an additional bonus up to 50% (Classification B
& C) or 70% (Classification A) to be awarded. The total cumulative award, under
both plans is capped at 100% of base salary (for Classification B & C) and at
120% (for Classification A).

** Achievement of specified division and/or corporate goals: Each Executive will
be required to complete a Performance Review Form, whereas goals and targets are
to be listed. This form will be utilized to measure achievement of those goals.
Note: The CEO and CFO annual goals and performance reviews will require
Compensation Committee approval.

Incentive awards are intended to recognize and reward our outstanding employees
for their performance and contributions. We have structured this plan to be
equitable for both the company and employees. If circumstances occur where
equity is not being served to the company or employees, the company reserves the
right to reconsider and adjust any or all incentive awards accordingly.
Incentive awards are not guaranteed and may be withdrawn or eliminated at the
sole discretion of the company at any time.

Each employee's job entails responsibilities that are not specifically outlined
in the incentive plan, and measurement of overall job performance will include
those additional responsibilities as assigned by management.

                                        2<PAGE>

                                                                   EXHIBIT 10-Ab

                            ZILA, INC. FISCAL YEAR 06
                          EMPLOYEE INCENTIVE BONUS PLAN

PURPOSE

The 2006 Zila Employee Incentive Bonus Plan has been established to attract,
recognize and reward employees whose performance achieved above average success,
resulting in strong business performance.

ELIGIBILITY

To be eligible to participate in this Plan, an employee must be:

-     A full-time (30 hours or more) Zila employee;

-     Active on Zila payroll;

Employees on a sales commission plan are eligible to participate; however
"Eligible Earnings' will only reflect base salary. Employees hired after the
start of the fiscal year will be eligible for a pro-rated portion.

PLAN TERM

The term of this Plan is August 1 through July 31 (the "Plan Year").

FUNDING

The funding for the Incentive Bonus Plan is discretionary and approved annually
by the Senior Leadership Team and Zila's Board of Directors.

PLAN DESIGN

Awards will be calculated and paid after the close of the year on which the
awards are based. The award amount will be based on Eligible Earnings, Target
Award %, and the Business and Personal Performance Results, as follows:

                                           Business      Personal
    Eligible Earnings x Target Award % x Performance x Performance = BONUS AWARD
                                           Result        Result

"Eligible Earnings" is defined below. "Target Award %'s" are listed in
Attachment A. "Business Performance Result" and "Personal Performance Result"
are further described in Attachments B and C.

ADMINISTRATION

-     The Compensation Committee of the Board of Directors will oversee this
      Plan, while the Vice President of Human Resources has the authority to
      manage, administer, amend and interpret the terms of the Plan.

-     Any claims for payments under the Plan or any other matter relating to the
      Plan must be presented in writing to the Vice President of Human Resources
      within 60 days after the event that is the subject of the claim. The Vice
      President of Human Resources will then provide a response within 60 days,
      which response shall be final and binding.

GENERAL PROVISIONS

-     Awards are subject to all applicable taxes and other required deductions.

-     This Plan does not constitute a guarantee of employment nor does it
      restrict Zila's rights to terminate employment at any time or for any
      reason

-     The Plan and any individual award is offered as a gratuitous award at the
      sole discretion of Zila. The Plan does not create vested rights of any
      nature nor does it constitute a contract of employment or a contract of
      any other kind. The Plan does not create any customary concession or
      privilege to which there is any entitlement from year-to-year, except to
      the extent required under applicable law. Nothing in the Plan entitles an
      employee to any remuneration or benefits not set forth in the Plan nor
      does it restrict Zila's rights to increase or decrease the compensation of
      any employee, except as otherwise required under applicable law.

-     The awards shall not become a part of any employment condition, regular
      salary, remuneration package, contract or agreement, but shall remain
      gratuitous in all respects. Awards are not to be taken into account for
      determining overtime pay, severance pay, termination pay, pay in lieu of
      notice, or any other form of pay or compensation.

-     This Plan is provided at Zila's sole discretion and Zila may modify or
      eliminate it at any time, prospectively or retroactively, without notice
      or obligation. In addition, there is no obligation to extend or establish
      a plan in subsequent years.

                                        1
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-     Awards for promoted employees will be calculated using the:

            -     Target Award % prorated for the portion of the year the
                  participant was in a different classification at the end of
                  the Plan Year

PRESIDENT'S AWARD

The President may award a special bonus award payout to any employee(s)
including an individual employed by a division(s) that does not qualify for the
incentive bonus payout based on meeting the EBITDA criteria. These awards will
be based on outstanding effort and performance of job responsibilities and/or
for a unique contribution which impacts the company significantly.

EMPLOYEE STOCK OPTION AWARD

Employees whose performance is identified as `Outstanding' and `Exceeds
Expectation' (Attachment B - Performance Score) will be considered the Top 20%
performers (the "Top 20%"). Through this Plan, the Top 20% will be eligible to
receive option grants to purchase shares of Zila's common stock. The President
will recommend to the compensation committee of the board of directors the
employees eligible for option grants under Zila's 1997 Stock Option Award Plan
and the number of options to be granted to each eligible employee. The
Compensation Committee will make the final determination on option grants. In
addition, the compensation committee will make other determinations with respect
to the options granted such as vesting periods, term of options and methods of
exercise.

Options granted will be "incentive stock options" for tax purposes. Any employee
granted an option will receive an option agreement and a prospectus at the time
of such grant which will include an explanation of tax consequences and the
character of the grant.

DISTRIBUTION

Distribution of the incentive awards earned through the plan year will occur
ANNUALLY, following the fiscal year end close. All monies paid through the
incentive plan will be distributed to the employee through regular payroll
processing (less tax deductions) and all stock option grants will be presented
within 100 days of the end of the fiscal year.

NEW DIVISIONS

Employees of newly acquired divisions will be eligible to participate in the
Incentive Bonus Plan beginning August 1st following completion of the
acquisition process and upon the termination of any existing plan. The
eligibility requirements listed above will then be applied.

DEFINITIONS

Eligible Earnings: The Committee will determine Eligible Earnings consistent
with their respective legal and practical requirements. (Eligible earnings
generally represent regular pay and overtime.)

Employee: a person in an employee-employer relationship with the Company whose
base wage or base salary is processed for payment by the Company's Payroll
Department(s) and not by any other department of the Company (or by any other
company). Exclusions include:

-     Any independent contractor, consultant, or individual performing services
      for the Company who has entered into an independent contractor or
      consultant agreement;

-     Any individual performing services under an independent contractor or
      consultant agreement, a purchase order, a supplier agreement or any other
      agreement that the Company enters into for services;

-     Any person classified by the Company as a temporary or contract labor
      (such as contractors, contract employees, job shoppers) regardless of the
      length of service; and

Earnings before Interest, Taxes, Depreciation and Amortization: Measures Zila's
financial performance calculated as revenue minus expenses excluding interest,
tax, depreciation and amortization.

Revenue Growth: Compares year-over-year growth with our target for revenue
growth.

Incentive awards are intended to recognize and reward our outstanding employees
for their performance and contributions. We have structured this plan to be
equitable for both the company and employees. If circumstances occur where
equity is not being served to the company or employees, the company reserves the
right to reconsider and adjust any or all incentive awards accordingly.
Incentive awards are not guaranteed and may be withdrawn or eliminated at the
sole discretion of the company at any time.

Each employee's job entails responsibilities that are not specifically outlined
in the incentive plan, and measurement of overall job performance will include
those additional responsibilities as assigned by management.

                                       2
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                                                                    Attachment A

                     TARGET AWARD BY EMPLOYEE CLASSIFICATION

Employees on payroll will be eligible to participate at the indicated Target
Award %'s, assuming they meet the other eligibility criteria stated in this
Plan:

<TABLE>
<CAPTION>
     EMPLOYEE CLASSIFICATION                       TARGET AWARD %
------------------------------------------------   --------------
<S>                                                <C>
A  CEO, CFO, Division President, General Counsel         50%
B  Division General Manager                              40%
C  Vice President                                        30%
D  Director/Controller                                   25%
E  Manager                                               22%
F  Supervisor/Coordinator                                20%
G  Staff                                                 15%
</TABLE>

Target awards will be reviewed and approved annually by the Chairman & CEO and
Vice President of Human Resources.

Unless otherwise determined, the following weightings will be used for combining
the above performance factors to determine the overall Business Performance
Result for each organization.

<TABLE>
<CAPTION>
                                       EBITDA             REVENUE GROWTH
*EMPLOYEE GROUP                (ACHIEVEMENT VS PLAN)   (ACHIEVEMENT VS PLAN)
----------------------------   ---------------------   ---------------------
<S>                            <C>                     <C>
CEO, CFO, Vice President           70% Zila, Inc.          30% Zila, Inc.
Treasurer, Vice President
Corporate Secretary, General
Counsel
Division President, Division       50% Division            25% Division
General Manager                    25% Zila, Inc.
Vice Presidents                    70% Division            30% Division
Directors/Controllers              70% Division            30% Division
Managers                           70% Division            30% Division
Supervisors/Coordinators           70% Division            30% Division
Staff                              70% Division            30% Division
</TABLE>

*Employee Group - Sales employees reverse the EBITDA and Revenue Growth
percentages.

                                       3
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                                                                    Attachment B

                          BUSINESS PERFORMANCE RESULTS

The Business Performance Results are based on performance of the following:

-     Earnings Before Interest, Taxes, Depreciation and Amortization (EBITDA)

-     Revenue Growth (RG)

The EBITDA component will be earned and calculated on achievement of quarterly
and annual EBITDA goals set in the FY06 profit plan.

The following table illustrates the relationship between EBITDA and Revenue
Growth and the performance result calculated for each.

     EARNINGS BEFORE INTEREST, TAXES, DEPRECIATION AND AMORTIZATION (EBITDA)

<TABLE>
<CAPTION>
 Actual EBITDA as a   EBITDA Performance
% of Target EBITDA *      Result **
--------------------  ------------------
<S>                   <C>
    200% or more            2.00x
        150%                1.50x
        125%                1.25x
        115%                1.15x
        100%                1.00x
     Below 100%              .00x
</TABLE>

                                 REVENUE GROWTH

<TABLE>
<CAPTION>
   Actual Revenue
  Growth as a % of       Revenue Growth
Target Rev Growth *   Performance Result **
-------------------   ---------------------
<S>                   <C>
    125% or more              2.00x
        118%                  1.50x
        115%                  1.25x
        112%                  1.10x
        100%                  1.00x
     Below 100%                .00x
</TABLE>

Performance between entries on these tables will be interpolated between the
nearest values to assign factors.

Any division that is not budgeted to generate revenue during the fiscal year
will have its bonus eligibility determined by its divisional EBITDA performance.

Unless otherwise determined, the following weightings will be used for combining
the above performance factors to determine the overall Business Performance
Result for each organization.

* The annual EBITDA and Revenue plan must be achieved to establish eligibility
and the payout % is determined by the number of quarters that achieved plan.

** Assumes all four quarters achieve plan

                                       4
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                                                                    Attachment C

                           PERSONAL PERFORMANCE RESULT

The Personal Performance Result is based on the performance of the individual in
contributing to Zila's business performance. Only those employees meeting all
plan criteria and rating at the high end of meets expectations scoring and above
will be eligible for a bonus award. The cut off will be determined and justified
at the end of the year.

Managers will select a Personal Performance Result for each employee from a
performance range of 0x - 1.50x.

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