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Exhibit 10.1
CDI Corp.
Executive Stock Purchase Opportunity Program

Purpose
The purpose of this program is to provide certain executives of the Company with the opportunity to acquire shares of deferred stock in conjunction with their purchase of shares of the Company's stock.
Eligible Executives
An executive is eligible to participate in this program if he/she satisfies all of the following requirements:  (1) is employed in one of the following officer positions:  CEO, EVP-CFO, SVP-General Counsel, SVP-HR or president of one of the Company's United States (US) business units; (2) has mandatory Stock Purchase Plan deferrals; and, (3) has at least a two-times base salary stock ownership requirements.
Formula
Each participant, starting on his or her Commencement Date, will have a period of 20 days to purchase a designated number of shares of CDI Corp. common stock ("Designated Shares").  (If the 20 day period falls within a "blackout period" thereby preventing the participant from purchasing the Designated Shares, the 20 day period, or such portion of it that fell into the blackout period, will start to run immediately after the expiration of the blackout period.)  For each Designated Share purchased, the participant will be granted 0.4 shares of Time-Vested Deferred Stock under the CDI Corp. 2004 Omnibus Stock Plan.  Twenty percent of these shares of Deferred Stock will vest each year over five years following the purchase so long as the participant retains ownership of all of the Designated Shares.  If at any time during the five year vesting period the participant sells or transfers any of the Designated Shares, then the remaining unvested shares of Deferred Stock will be forfeited.
Schedule
The following number of Designated Shares will apply to the corresponding participant position:
      Participant                    Designated Shares
      CEO                                 20,000
      EVP-CFO                             20,000
      US Business Unit Presidents         20,000
      SVP-General Counsel                 10,000
      SVP-HR                              10,000
Commencement Date
The normal Commencement Date for a participant will be the participant's first day of employment.  For participants who have not, as of the effective date of this program, received a stock purchase opportunity essentially the same as that described in this program, the Commencement Date will be May 1, 2006.
Termination
In the event of termination of a participant's employment with the Company due to the participant's resignation or by the Company "for cause," vesting will cease and unvested shares of Deferred Stock will be forfeited.  In the event of the termination of a participant's employment due to retirement, by the Company other than "for cause," or due to the death or permanent disability of the participant, all unvested shares of Deferred Stock will immediately vest.  Upon termination of a participant's employment with the Company, any shares of CDI common stock then owned by the participant as a result of the vesting of Time-Vested Deferred Stock received under this program must be held for at least three months after the date of termination.  
General
The terms of the Omnibus Plan will apply to this program.Description of Nonemployee Director Compensation Policy

 Exhibit 10.8 
 Description of Nonemployee Director Compensation Policy 
 (Amended as of November 15, 2005)

 The following describes the Company’s Compensation Policy for Nonemployee Directors (the “Policy”).

 Pursuant to the Policy, all nonemployee Directors receive an annual fee of $25,000. In addition, the Chairman of the Company’s Board of Directors
(the “Board”) receives an additional annual fee of $20,000, the Chairmen of the Audit Committee and the Compensation Committee of the Board receive an additional annual fee of $10,000 each, and the Chairman of the Nominating and Corporate
Governance Committee of the Board receives an additional annual fee of $5,000. Thus, the Chairman of the Board and the Chairmen of the Audit Committee, Compensation Committee, and Nominating and Corporate Governance Committee will receive aggregate
annual fees of $45,000, $35,000, $35,000 and $30,000, respectively. Annual fees are payable quarterly in advance. 
 In addition, each nonemployee Director
receives a $2,000 fee for each Board meeting attended, and each member of a Board Committee receives an additional $1,000 fee for each Committee meeting attended. A payment will be made only for a meeting where minutes of that meeting are prepared.
Nonemployee Directors also receive reimbursement for their reasonable out-of-pocket costs of attending Board and Committee meetings. 
 Nonemployee Directors
receive an initial grant of 40,000 stock options upon joining the Board (the “Initial Grant”). An additional grant of 40,000 stock options is also made to any nonemployee Director who becomes Chairman of the Board (the “Chairman
Grant”). Each nonemployee Director receives an annual grant of 20,000 stock options (the “Annual Grant”) on the annual option grant date for officers and employees of the Company, except for the Chairman of the Board, who receives an
annual grant of 30,000 stock options. Beginning with the grants for 2006, which are expected to be made in early 2007, the annual grant for the Chairman of the Board will be reduced to 25,000 stock options and the annual grant for all other
nonemployee Directors will be reduced to 15,000 stock options. 
 The options granted to nonemployee Directors are nonqualified stock options, and have an
exercise price equal to the mean between the high and low sales prices of the Company’s Common Stock as quoted on The Nasdaq Stock Market on the grant date. Each Initial Grant and Chairman Grant generally vests on a monthly basis over the 24
months immediately following the grant date, and each Annual Grant generally vests on a monthly basis over the 12 months immediately following the grant date. All vesting of the options will cease 90 days after the nonemployee Director ceases to
serve on the Board. Options become exercisable in full immediately upon the occurrence of a change in control of the Company. A change in control of the Company would occur on the happening of such events as the beneficial ownership by a person or
group of 30 percent or more of the outstanding Common Stock of the Company, certain changes in Board membership affecting a majority of positions, certain mergers or consolidations, a sale or other transfer of all or substantially all the
Company’s assets, or approval by the stockholders of a plan of liquidation or dissolution of the Company, as well as any change in control required to be reported by the proxy disclosure rules of the Securities and Exchange Commission. Payment
of the exercise price may be made in cash or by delivery of previously acquired shares of Common Stock having a fair market value equal to the aggregate exercise price.Description of Self-Funding Management Incentive Plan

 Exhibit 10.17 
 Description of OraSure Technologies, Inc. 2006 
 Self-Funding Management Incentive Plan

 On January 23, 2006, the Compensation Committee (the “Committee”) of the Board of Directors (the “Board”) of OraSure
Technologies, Inc. (the “Company”) approved the terms of the Company’s 2006 Self-Funding Management Incentive Plan (the “Bonus Plan”). The purpose of the Bonus Plan is to reward outstanding individual performance by
management with cash bonuses. All employees, except for sales employees (who are covered by a separate commission plan), at the level of director and above, will be eligible to participate in the Bonus Plan. Pursuant to the Committee’s
recommendation, on January 24, 2006, the Bonus Plan was approved by the full Board. 
 Pursuant to the Bonus Plan, cash bonuses may be paid out of a
cash bonus pool to be funded based on the Company’s achievement of certain financial objectives regarding revenues, operating income and cash flow from operations for 2006. If the Company achieves 100% of these financial targets, the bonus pool
would be funded in the amount of approximately $1.25 million, and if the Company achieves 150% of these financial targets, the bonus pool would be funded in the amount of approximately $1.9 million. Different funding amounts could occur depending on
the extent to which the Company achieves any or all of its financial objectives. Notwithstanding the foregoing, the total amount paid from the pool will be determined by the Board after evaluation of the Company’s achievement of the foregoing
financial objectives as well as strategic objectives for 2006. The Board may, in its sole discretion, approve a total payment greater than $1.9 million if it determines that the Company has achieved a breakthrough performance by substantially
exceeding the financial objectives for 2006. 
 Payments from the bonus pool will depend on an employee’s achievement of individual performance
objectives. Bonus payments will be based on the target payouts set forth below, which are expressed as a percentage of base salary. The aggregate of all bonuses cannot exceed the funded amount of the bonus pool. Specific payments to individuals
could exceed the following targets if the Company achieves more than 100% of its financial objectives or otherwise achieves a breakthrough performance as determined by the Board. 
  

			
	 Title
	  	Target Payouts
	Chief Executive Officer	  	50%
	Executive Vice President	  	40%
	Senior Vice President	  	30%
	Vice President	  	20%
	Director	  	15%

 Performance criteria for individual employees will be derived from the Company’s 2006 strategic objectives
concerning financial performance, strategic planning, research and development, business development, regulatory affairs and quality control, manufacturing, engineering, information systems, sales and marketing, human resources, investor relations
matters and/or other objectives approved by the Board or the Committee. Awards are expected to reflect a weighted average measurement of an employee’s achievement of his or her individual performance objectives. 
 Employees must be employed by the Company as of December 31, 2006 and at the time of the bonus award in order to participate in the Bonus Plan, and awards may be
adjusted on a pro rata basis to the extent any employee is employed for only a portion of the year 2006. The Chief Executive Officer will recommend individual awards for all participating employees (except for the Chief Executive Officer) for
approval by the Committee based on an assessment of each individual’s performance against his or her applicable performance objectives. The Committee may approve or disapprove any recommended bonus award in whole or in part in its sole
discretion. The Committee shall recommend for Board approval any bonus award for the Chief Executive Officer based on an assessment of his performance against his individual performance objectives for 2006. The Board may approve or disapprove any
recommended bonus award for the Chief Executive Officer in whole or in part in its sole discretion. 
 The Committee and the Board shall have the right in
their sole discretion to reject any or all of the recommended bonus awards, even if the bonus pool has been funded and any and all applicable performance criteria have been satisfied, based on the business conditions of the Company or other factors
at or immediately after the end of 2006.

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