EXHIBIT 10.10

                                      2002
                      EXECUTIVE INCENTIVE COMPENSATION PLAN


INTRODUCTION AND PURPOSE

The purpose of this document is to identify the terms and conditions of the
Company's Executive Incentive Plan (the "Plan"). The Plan is effective January
1, 2002 through December 31, 2002, or until superseded by written notice from
Capstone. This Plan does not constitute a contract for employment of a fixed
duration of any length.

The Plan is designed to reward named executives and managers ("Participants") of
Capstone upon meeting or exceeding both financial and non-financial goals and
objectives that are established for 2002.

The Plan is based on the concept that Participants should expect to achieve
incentive awards based on overall Company and individual performance, determined
primarily by performance against annual objectives. In this regard, an incentive
award pool will be established based on a percentage of each Participants base
compensation.

ELIGIBILITY AND PARTICIPATION

The Compensation Committee will designate the Participants. Each Participant's
percentage of participation is based upon the individual's position and base
compensation rate during the Plan year. Participants are not eligible to
participate in any other commission or bonus plan.

All Participants may receive incentive awards based on Company performance
objectives and their individual performance against objectives. Despite the
other terms of this Plan, Capstone expressly reserves the right to adjust,
modify or reduce the amounts described in this Plan based upon business
considerations, as determined by the Company's Compensation Committee of the
Board.

AWARD OPPORTUNITIES


2002 PERFORMANCE MEASUREMENT AND OBJECTIVES

For the year, a bonus pool is created based on each Participant's eligible
compensation and target bonus rate. This potential is then allocated between the
financial and non-financial objectives. If the financial objectives are met, the
payout potential allocated to the financial objectives is added to the
non-financial objectives, and the payout is made based on achievement of the
non-financial objectives. If the financial objectives are not met, this portion
of the bonus potential is lost and the payout is based only on the portion
allocated to the non-financial objectives and the achievement of those
objectives. For the CEO, two-thirds (2/3) of bonus potential is allocated to the
financial objective and the remaining one-third (1/3) to the non-financial
objectives. For all other Participants, one-third (1/3) of the total bonus
potential is allocated to the financial objective and two-thirds (2/3) to the
non-financial objectives.

The financial objective is achieving the Company's internally established
earnings per share ("EPS") goal for 2002. The EPS goal is as stated in the
Company's 2002 budget. The Compensation Committee of the Board of Directors
reserves the right to make adjustment to actual EPS performance as reported in
the Company's year-end financial statement (which reflect appropriate accruals
for the expected bonus payout), or not to make such adjustments, which in its
discretion are necessary to reflect the Company's achievement of the intended
financial performance results.

Each of the Participants can earn fifty percent (50%) of their FY 2002 Bonus by
fulfilling the individual objectives set in conjunction with their direct
supervisor. However, the Compensation Committee believes it is important to have
all Participants working towards a mutual goal. As product quality and
reliability are critical to the Company's success, the Compensation Committee
has established that one half of each executive's FY2002 Bonus payout be tied to
the Company achieving at least a fifty percent (50%) improvement in the quality
and reliability of the Company's products. Therefore, individual objectives and
product quality and reliability are the non-financial targets for this plan.



AWARD DETERMINATION AND FORM OF PAYMENT

Individual incentive awards will be determined by the methods and criteria
described above based on Company performance and individual performance against
objectives. Each Participant's supervisor will assess personal performance
against objectives at year-end. The CEO, along with the Compensation Committee,
will review all objective assessments. The Compensation Committee, in its sole
discretion, may alter the individual performance assessment and hence, the
resultant payout or lack thereof.

Awards will be cash. Awards will be payable within a reasonable period following
the completion of the audit of the Company's full year financial results and
completion of the review by the Compensation Committee.

ADJUSTMENTS FOR UNUSUAL EVENTS

In the event of unusual circumstances that would tend to unfairly penalize
and/or reward a particular group of executives the Compensation Committee may
authorize a subjective re-allocation of incentive funds. It should be
emphasized, however, that generally poor business conditions do not excuse
employees from putting forth best `stretch' efforts.

A participant will receive a pro-rata award based on the time spent in the
position during the year, if, and only if, he terminated employment with
Capstone as a result of death, disability, or retirement. An individual who
terminates employment for any other reason is not eligible for an award unless
he worked through the end of the Plan year (December 31).