SGS INTERNATIONAL, INC. MANAGEMENT INCENTIVE PLAN 2006

Exhibit 10.1

SGS INTERNATIONAL, INC.

MANAGEMENT INCENTIVE PLAN

2006

The purpose of the SGS International, Inc. Management Incentive Plan (“Plan”) is to drive behaviors and motivate employees toward the achievement of maximization of profit, achieving the required EBITDA (earnings before interest, taxes, depreciation and amortization) and improving productivity for SGS International, Inc. (“Company”). The Plan’s goal is to provide for commensurate reward for the eligible employees contributing to those profits and efficiencies.

Eligible employees (“Participant”) in the Plan will have a portion of their incentive opportunity related to the Company’s EBITDA financial performance and a portion related to their departmental financial performance and individual financial goals such as reduction accounts receivable or day sales outstanding, sales improvement, and/or productivity as measured by revenue per employee. (See paragraph IV)

Payments of Plan awards will be made as soon after year-end as administratively possible but no later than March 31 following the end of the Plan year.

Participants will include all sales staff positions and all salaried positions grade 17 or higher, who are not participating in any other company bonus plan, commission program or under contractual obligation. The Participant must be employed for at least six (6) months in 2006 and still on the payroll at December 31, to participate in the current year’s program. Any exceptions will be reviewed on an ad hoc basis by the Management Incentive Plan Committee (“Plan Committee”). The Plan Committee is made up of the President, Executive Vice President, Chief Financial Officer and Vice President of Human Resources. The Plan will be administered by the Compensation Committee of the Company’s Board of Directors.

Any award opportunity is contingent upon the company meeting its minimum EBITDA target. Each position participating in the Plan has a predetermined Target opportunity. That is, the Target incentive opportunity for each is a percentage of the participant’s annual base salary. New employees hired during the Plan year will have their annual salary prorated for the portion of the year they contributed to the results of the Company. The Participants’ supervisor will review with the Participant their individual target opportunity and performance goals.

At least one half of the Participant’s award will be based on the Company’s EBITDA financial performance and no awards will be paid unless the Company achieves minimum EBITDA performance. The other portion of the Participant’s award will be based on a combination of department financial performance and other individual performance goals and objectives consistent with the following corporate guidelines as appropriate.

Each Participant under the Plan shall have a Target Incentive Opportunity. The Target Incentive Opportunity is a percentage of the Participant’s annual base salary. The percentage is determined by the eligible Participant’s individual’s salary grade.

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Awards shall be based on the Company’s achievement of the specified goals. For example, if the Company was to achieve 100% of its Target objectives as defined above, each eligible individual could be awarded 100% of their respective Target Incentive Opportunity. Finally, no Plan awards will be earned or paid if the Company does not achieve minimum EBITDA performance.

Individual Participant’s awards may be adjusted up or down based on individual performance as determined by the Participant’s supervisor. Approval to move any individual Participant award up or down must be approved by the Plan Committee.

Plan incentive awards for each eligible position will vary directly with the Participant’s performance as determined by management.

The incentive payment opportunity will be based upon a Participant’s salary at year end. Examples of individual incentive opportunities are attached.

Actual incentive calculations will be determined as soon as administratively possible after the close of the year for each incentive-eligible position based upon the Company reaching its objectives and based on the employee’s performance to individual and team objectives.

The amount of incentive to be paid to a Participant will be determined by the Plan Committee with the individual’s supervisor, based on the evaluation of the employee’s performance during the incentive year.

Plan awards shall be distributed to Participants after the year-end audit is completed, and shall be subject to taxes and other deductions required by law.

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