Document:

Exhibit 10.A

                             DONALDSON COMPANY, INC.
                       OFFICER ANNUAL CASH INCENTIVE PLAN

                                  MAY 23, 2006

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                             DONALDSON COMPANY, INC.
                       OFFICER ANNUAL CASH INCENTIVE PLAN

                                TABLE OF CONTENTS

                                                                            PAGE

1.    PURPOSE..................................................................1

2.    RELATION TO MASTER PLAN..................................................1

3.    ELIGIBILITY..............................................................1

4.    PERFORMANCE REQUIREMENT..................................................1

5.    PLAN YEAR................................................................1

6.    INCENTIVE OPPORTUNITY....................................................1

7.    PERFORMANCE GOALS........................................................1

8.    GOAL WEIGHTING...........................................................2

9.    INCENTIVE PAYMENTS.......................................................2

10.   ADMINISTRATION...........................................................3

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                             DONALDSON COMPANY, INC.
                       OFFICER ANNUAL CASH INCENTIVE PLAN

1. PURPOSE. It is Donaldson Company's intent to compensate its Officers in a
manner that attracts, retains and motivates key individuals. The Donaldson
Company, Inc. Officer Annual Cash Incentive Plan ("Plan") is designed to reward
Officers for their contributions toward Donaldson Company, Inc.'s ("Company")
achievement of specific, objective goals. The Plan aligns the interests of the
participants with the Company's business and financial plans.

This Plan provides variable incentive compensation for eligible positions. The
Plan is intended to increase motivation, improve operating results and provide
an incentive element as a valuable component of a competitive total compensation
package.

2. RELATION TO MASTER PLAN. The awards provided by this plan are intended to
qualify as "qualified performance based compensation" within the meaning of
section 162(m) of the Internal Revenue Code and are subject to the terms,
conditions and restrictions required by the Donaldson Company, Inc. Qualified
Performance Based Compensation Plan. No awards shall be made under this Plan
after the last date on which awards may be granted under the Qualified
Performance Based Compensation Plan.

3. ELIGIBILITY. An officer of the Company may be designated as eligible for the
Plan.

4. PERFORMANCE REQUIREMENT. Each incentive payout under the Plan is conditioned
upon the review and approval by the Human Resources Committee of the Company's
Board of Director's ("HR Committee") which consists of two or more outside
Directors and upon acceptable performance of the participant. The HR Committee
has the right to withhold or adjust any incentive payout when a participant's
performance does not warrant a payout.

5. PLAN YEAR.  The Plan Year coincides with the Company's fiscal year of
August 1 through July 31.

6. INCENTIVE OPPORTUNITY. Each approved position will be eligible for a specific
target incentive opportunity. This target incentive opportunity is expressed as
a percentage of the participant's base salary effective as of the first working
day in February. The target incentive opportunity varies based on level of
responsibility and position.

7. PERFORMANCE GOALS. Shareholders must approve performance goals on which this
plan is based at least every five years. Performance goals were last approved by
shareholders in 2005. Annual performance targets must be established, in
writing, by the HR Committee no later than 90 days after the commencement of the
performance period. Performance goals may include:

      o  Earnings per share
      o  Return on investment
      o  Revenues, including net sales growth
      o  Earnings, including net operating profit after taxes
      o  Return on equity

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      o  Profit margins
      o  Cost reductions
      o  Inventory levels
      o  Delivery performance
      o  Safety performance
      o  Quality performance
      o  Core operating earnings
      o  Total stockholder return
      o  Cash flow, including operating cash flows, free cash flow, discounted
         cash flow return on investment, and cash flow in excess of cost of
         capital
      o  Economic value added
      o  Stockholder value added
      o  Market share
      o  Price to earnings ratio
      o  Expense ratios
      o  Workforce goals
      o  Total expenditures
      o  Completion of key projects

8. GOAL WEIGHTING. Participants must have a minimum of 50% weighting based on
Earnings Per Share. This is intended to focus attention on the Company's
performance and foster cooperative efforts throughout the organization.
Appropriate goals and goal weightings for each participant vary based on the
organization's goals and job responsibilities. The minimum weighting for any
financial goal is 10%.

9. INCENTIVE PAYMENTS. Incentive payments will be made following the end of the
fiscal year and only after the HR Committee has certified, in writing, that the
performance goals and any other material terms were satisfied.

All participants must be full-time employees and actively employed by the
Company on the last working day of the fiscal year to be eligible to receive a
payout. See Section 10, Administration for provisions regarding retirement,
disability or death of a participant.

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10.      Administration.

         10.1. NEW HIRE/REHIRE. Individuals hired or rehired may be eligible to
         participate in the Plan, for that plan year, on a pro-rated basis as
         follows:

         Hire/Rehire Date                   Pro-Rated Eligibility
         ----------------                   ---------------------
              August                                 11/12
              September                              10/12
              October                                 9/12
              November                                8/12
              December                                7/12
              January                                 6/12
              February                                5/12
              March                                   4/12
              April                                   3/12
              May                                     2/12
              June                                    1/12
              July                                       0

         10.2. SALARY CHANGES WITHOUT A JOB CHANGE (MERIT INCREASES, SALARY
         ADJUSTMENTS). Incentive payout will be based on the salary in effect as
         of the first working day in February.

         10.3. JOB CHANGES (PROMOTIONS, LATERAL MOVES). If a participant has a
         job change, he/she may be eligible for two sets of goals based on the
         job change date. Incentive payout will be based on the salary in effect
         as of the first working day in February.

         Job Change Date          Previous Position            New Position
         ---------------          -----------------            ------------
              August                       0                      12/12
              September                    0                      12/12
              October                      0                      12/12
              November                     0                      12/12
              December                  5/12                       7/12
              January                   6/12                       6/12
              February                  7/12                       5/12
              March                     8/12                       4/12
              April                    12/12                          0
              May                      12/12                          0
              June                     12/12                          0
              July                     12/12                          0

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         10.4. RETIREMENT OR DEATH. If a participant retires or dies prior to
         the end of the fiscal year, the payout will be pro-rated as follows:

         Date of Retirement or Death                 Pro-Rated Eligibility
               August                                          0
               September                                    1/12
               October                                      2/12
               November                                     3/12
               December                                     4/12
               January                                      5/12
               February                                     6/12
               March                                        7/12
               April                                        8/12
               May                                          9/12
               June                                        10/12
               July                                        11/12

         The actual payment will occur at the same time as active participants.

         10.5. TERMINATIONS (FOR ANY REASON OTHER THAN RETIREMENT). If a
         participant terminates employment prior to the end of the fiscal year,
         no incentive is earned and/or paid. If a participant terminates
         employment after July 31st, the fiscal year's incentive will be earned
         and paid to the extent of the participant's goal achievement.

         10.6. DISABILITY. In the case of disability or other special
         circumstances impacting a plan participant, the HR Committee reserves
         the right to withhold or adjust an incentive payout.

         10.7. TAX WITHHOLDING. Incentive plan payments are subject to all
         applicable taxes and will be paid net of any required withholdings.

         10.8. Exceptions, deletions and/or additions of eligible employees to
         the Plan, and any changes to target incentive opportunities, or goal
         weights require the approval of the HR Committee.

         10.9 EXTRAORDINARY GAINS/LOSSES. Financial results will exclude
         extraordinary gains or losses. In any such situations, including
         acquisitions, the HR Committee will review and approve final decisions.

         10.10 The Plan is subject to change in whole or in part at the
         discretion of the HR Committee. The right is also reserved to modify
         the Plan where it does not represent equitable or satisfactory method
         for either the participant or the company with the approval of the HR
         Committee.

         10.11 Nothing in this Plan shall be deemed to give the participant any
         right to be retained in the employ of the Company. All participants
         remain "at-will" employees.

                                       4Exhibit 10-DD to Donaldson Company, Inc. Form 10-K for fiscal year ended July 31, 2006

Exhibit 10-DD  

DONALDSON COMPANY, INC.

QUALIFIED PERFORMANCE-BASED COMPENSATION PLAN 

Section 1.    Establishment and Purpose 

        The Company has previously
established the 2001 Master Stock Incentive Plan (the “Master Stock Plan”) which authorizes the issuance of, among other
awards, Performance Awards which are payable upon the achievement of such performance goals as the Committee may establish. In
furtherance of that authorization, this Plan is hereby established under the Master Stock Plan for the purpose of authorizing the
issuance of Performance Awards specifically intended to qualify as “qualified performance-based compensation” within the
meaning of Section 162(m) of the Code. All Performance Awards granted under this Plan are subject to any applicable terms,
conditions and restrictions required by the Master Stock Plan, and any successor plans thereto. 

Section 2.    Definitions 

        Except
as expressly defined herein, capitalized terms used in this Plan shall have the same
meanings as appear in the Master Stock Plan. 

Section 3.    Qualified Performance-Based Compensation under Section 162(m) of the Code 

        From time to time, the
Committee may designate an Award granted pursuant to the Plan as an award of “qualified performance-based compensation”
within the meaning of Section 162(m) of the Code (a “Qualified Performance Award”). A Qualified Performance Award
granted under the Plan may be payable in cash or in Shares (including, without limitation, Restricted Stock). Notwithstanding any
other provision of this Plan or the Master Stock Plan to the contrary, the following additional requirements shall apply to all
Qualified Performance Awards made to any Participant under the Plan: 

	  	        (i)    Stockholder
Approval of Plan.   Any Qualified Performance Award shall be null and void and have no effect whatsoever unless
the Plan shall have been approved by the stockholders of the Company at the Company’s November 18, 2005 annual meeting
of stockholders. No Qualified Performance Award under this Plan shall be granted more than five years after such meeting of
stockholders unless the stockholders have reapproved the Plan to the extent required by Section 162(m) of the Code. 

	  	        (ii)    Business
Criteria.   Unless and until the Committee proposes for stockholder approval and the Company’s
stockholders approve a change in the general business criteria set forth in this section, the attainment of which may determine
the amount and/or vesting with respect to Qualified Performance Awards, the business criteria to be used for purposes of
establishing performance goals for such Qualified Performance Awards shall be selected from among the following alternatives, each
of which may be based on absolute standards or comparisons versus specified companies or groups of companies and may be applied at
individual or various organizational levels (e.g., the Company as a whole or identified business units, segments or the like):

	• 	  	Earnings per share 

	• 	  	Return on investment 

	• 	  	Revenues, including net sales growth

	• 	  	Earnings, including net operating profit after taxes

	• 	  	Return on equity 

	• 	  	Profit margins 

	• 	  	Cost reductions 

	• 	  	Inventory levels 

	• 	  	Delivery performance 

	• 	  	Safety performance 

	• 	  	Quality performance 

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Table of Contents 

	 • 	  	Core operating earnings 

	 • 	  	Total stockholder return 

	• 	  	Cash flow, including operating cash flows, free cash
flow, discounted cash flow return on investment, and cash flow in excess of cost of capital 

	• 	  	Economic value added 

	• 	  	Stockholder value added 

	• 	  	Market share 

	• 	  	Price to earnings ratio 

	• 	  	Expense ratios 

	• 	  	Workforce goals 

	• 	  	Total expenditures 

	• 	  	Completion of key projects 

	  	        In the event that
Section 162(m) of the Code or applicable tax and/or securities laws change to permit Committee discretion to alter the governing
performance measures without disclosing to stockholders and obtaining stockholder approval of such changes and without thereby
exposing the Company to potentially adverse tax or other legal consequences, the Committee shall have the sole discretion to make
such changes without obtaining stockholder approval. 

	  	        (iii)    Maximum
Award.   The maximum bonus which may be paid to any Participant pursuant to any Qualified Performance Award
with respect to any performance period shall not exceed a value of $5,000,000. 

	  	        (iv)    Payment
of Qualified Performance Awards.   Qualified Performance Awards shall be paid no later than two and one-half
months following the conclusion of the applicable performance period (unless the Participant has elected to have such Award
deferred in accordance with the terms of the Donaldson Company, Inc. Deferred Compensation and 401(k) Excess Plan). The Committee
may, in its discretion, reduce the amount of a payout otherwise to be made in connection with a Qualified Performance Award, but
may not exercise discretion to increase such amount. 

	  	        (v)    Certain
Events.   If a Participant dies or becomes permanently and totally disabled or has a normal retirement event
before the end of a performance period or after the performance period and before a Qualified Performance Award is paid, the
Committee may, in its discretion, determine that the Participant shall be paid a prorated portion of the award that the
Participant would have received but for such death or disability or normal retirement event. 

	  	        (vi)    Timing
of Designations.   For a Qualified Performance Award, the Committee shall, not later than 90 days after the
beginning of each performance period, (A) designate all Participants for such performance period, and (B) establish the objective
performance factors for each Participant for that performance period on the basis of one or more of the criteria set forth in (ii)
above. 

	  	        (vii)    Certification.   Following
the close of each performance period and prior to payment of any amount to a Participant with respect to a Qualified Performance
Award, the Committee shall certify in writing as to the attainment of all factors (including the performance factors for a
Participant) upon which any payments to a Participant for that performance period are to be based. 

	  	        (viii)    Interpretation.   Each
of the provisions in this Section 3, and all of the other terms and conditions of the Plan as it applies to any Qualified
Performance Award, shall be interpreted in such a fashion as to qualify all compensation paid thereunder as “qualified
performance-based compensation” within the meaning of Section 162(m) of the Code. Nothing in this Plan shall be interpreted
to limit the Committee’s authority to grant non-qualifying Performance Awards under the terms of the Master Stock Plan.

Section 4.    Effective Date of the Plan 

        The Plan shall be effective
as of the date of its approval by the stockholders of the Company. 

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