BALDWIN TECHNOLOGY COMPANY, INC. FY 2010 MANAGEMENT INCENTIVE COMPENSATION PLAN

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                                                                   EXHIBIT 10.11

                        BALDWIN TECHNOLOGY COMPANY, INC.
                 FY 2010 MANAGEMENT INCENTIVE COMPENSATION PLAN
                             AS APPROVED AUGUST 2009

I    OBJECTIVE

     The purpose of the Baldwin Technology Company, Inc. (the "Company" or
     "Baldwin") Management Incentive Compensation Plan ("MICP" or the "Plan") is
     to provide a financial incentive (bonus) to key Baldwin employees around
     the world to work together for the common good of the Company as the
     Company pursues its strategic business initiatives.

II   MICP CRITERIA AND IMPLEMENTATION

     A.   The MICP is structured so that the formulas pay 50 percent (50%) of a
          participant's 100% Total Bonus Opportunity (100% TBO) upon attaining
          the budgeted Annual Operating Plan ("AOP") objectives. In order for a
          participant to exceed 50% of his/her 100% TBO, Baldwin must achieve
          results that exceed the budgeted AOP objectives.

     B.   With the exception of the participants from Oxy-Dry Food Blends ("Food
          Blends"), each MICP participant's bonus opportunity will be based on
          Baldwin's total consolidated financial results. Food Blends will
          remain as a separate reporting entity for calculating MICP bonuses and
          they will continue to have their bonus based on 50% of Baldwin's
          consolidated financial results and 50% on the Food Blends financial
          results.

     C.   There are seven bonus percentage classifications ranging from 7.5% to
          50%. A participant is eligible to participate in the MICP as a target
          bonus percentage of his/her base salary in effect on July 1st of the
          fiscal year. This percentage, when multiplied by the participant's
          base salary is his/her 100% TBO.

     D.   The total maximum bonus opportunity is capped at one hundred and fifty
          percent (150%) of the 100% TBO (1.5 times the 100% TBO). The 150%
          maximum bonus cap does not apply to each financial objective
          separately - one objective is capped at a level higher than 150% and
          one is capped at a level lower than 150%. However, the total maximum
          bonus opportunity cap of the two is 150%.

     E.   The expense of the MICP bonuses to be paid will be included in the
          operating expenses when calculating whether or not the MICP objectives
          have been achieved and a bonus earned.

     F.   There are two objectives for the MICP for both Baldwin and Food Blends
          participants. Payment of an MICP bonus will be based on achieving and
          exceeding these two objectives:

               1.   FY 2010 AOP Profit Before Tax (PBT)
               2.   FY 2010 AOP Cash Flow for the year

          (NOTE: Adjustment will be made to remove the effect of any accounting
          entries recorded during the 2010 fiscal year for items such as
          management fees, net restructuring charges, strategic acquisitions,
          other non-operating sources of expenses, income, etc. when comparing
          actual performance against AOP for the purpose of bonus calculations)

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     G.   The weighting of the two objectives will be seventy percent (70%) for
          the FY 2010 AOP PBT and thirty percent (30%) for the FY 2010 AOP Cash
          Flow.

III  COMPONENTS OF MICP BONUS OPPORTUNITY

     A.   The AOP Target Bonus Opportunity (50% of the 100% TBO) for FY 2010 AOP
          PBT and Cash Flow

          (i)  Performance against MICP objective (PBT and Cash Flow for both
               Baldwin and Food Blends) will be measured on a sliding scale that
               equates 80% achievement of each FY 2010 AOP MICP objective to a
               zero percent (0%) bonus and 100% achievement of each FY 2010 AOP
               MICP objective to fifty percent (50%) of the 100% TBO. (This 50%
               of the 100% TBO is called the AOP Target Bonus Opportunity.)

          (ii) The sliding scale means that each one percent (1%) achievement of
               a bonus objective in excess of 80% earns two and one-half percent
               (2.5%) of a participant's 100% TBO. For example, ninety percent
               (90%) achievement of each FY 2010 AOP MICP objective equates to a
               twenty-five percent (25%) attainment of the 100% TBO, and at
               one-hundred percent (100%) achievement of each FY 2010 AOP MICP
               objective this will equate to fifty percent (50%) attainment of
               the 100% TBO.

     B.   Attaining Bonuses in excess of the AOP Target Bonus Opportunity (50%
          of the 100% TBO) with financial performances in excess of the FY 2010
          AOP PBT and Cash Flow objectives.

          (i)  FY 2010 AOP PROFIT BEFORE TAX

   &