EXHIBIT 10.18


                           SUNGARD DATA SYSTEMS INC.
                      SUMMARY DESCRIPTION OF THE COMPANY'S
                LONG-TERM EXECUTIVE INCENTIVE COMPENSATION PLAN


In 1994, SunGard Data Systems Inc. established a long-term incentive
compensation plan for the chief executive officers of its operating business
groups.  The principal purposes of this plan are to further align the interests
of the group chief executive officers with those of the Company's stockholders
and to further reward successful performance.

The plan involves the grant of long-term executive incentive compensation awards
that will allow each group chief executive officer to earn options to purchase
shares of the Company's common stock, based upon the cumulative growth in his
group's operating income over three years.  Stock options earned under the
awards will be nonqualified options (i.e., will not qualify as incentive stock
options for tax purposes), will be granted as of the first trading day after the
end of the three-year incentive period, will have a term of ten years beginning
on the date of grant, will be fully vested beginning on the date of grant, and 
will be fully exercisable no later than six months after the date of grant.

The number of stock options that may be earned under each award will depend upon
whether the cumulative operating income growth during the three-year incentive
period reaches certain minimum or goal targets.  If the minimum target is not
achieved, then no options will be earned.  If actual results are between the
minimum and goal targets, then the number of option shares will be determined by
interpolation, and the exercise price will equal the average of the last
reported sale prices of the Company's common stock on the first ten trading days
of the incentive period. If the goal target is exceeded, then the number of
option shares will be the goal amount, and, in lieu of additional cash
compensation, the exercise price will be reduced depending upon the amount by
which the goal target was exceeded, subject to a minimum price.

Effective for 1996, this long-term incentive compensation plan was extended, on
very similar terms, to also cover corporate officers (excluding the Chief
Executive Officer), business unit presidents and certain other key employees.

The Company currently plans, but will have no legal obligation or commitment, to
continue granting similar long-term executive incentive compensation awards to
the group chief executive officers, corporate officers (excluding the Chief
Executive Officer), business unit presidents and certain other key employees on
an annual basis, subject to approval or discontinuation by the Compensation
Committee of the Company's Board of Directors.