MANTECH INTERNATIONAL CORPORATION 2009 EXECUTIVE INCENTIVE COMPENSATION PLAN

Exhibit 10.1

MANTECH INTERNATIONAL CORPORATION

2009 EXECUTIVE INCENTIVE COMPENSATION PLAN

ManTech International Corporation (the “ Company ”) has established this 2009 Executive Incentive Compensation Plan (this “ Plan ”) to help attract, retain and motivate our executives to achieve certain pre-established goals and objectives. Incentive compensation is an integral part of the Company’s compensation strategy. This Plan sets forth a uniform, systematic, and measurable process for determining incentive compensation. The goal-setting process contained in this Plan helps mutually supportive executives focus on achieving the overall business strategy and mission of the Company. The Compensation Committee of the ManTech International Corporation Board of Directors (the “ Compensation Committee ”) has ultimate authority over the implementation and interpretation of this Plan, and as such, this Plan is compatible with the Compensation Committee’s Executive Compensation Philosophy.

All executive officers of the Company, including the CEO, President, CFO, Controller and designated presidents of the Company’s principal business units (the “ Business Unit Presidents ”), as well as certain other key members of senior management that may be identified by the CEO and President from time to time, are eligible to participate in this Plan (together, the “ Participants ”).

For each Participant, a set of goals (which may include business unit goals and Company goals, as appropriate) shall be established, reviewed and memorialized according to the process set forth below (the “ Participant Goals ”). All Participant Goals shall be specific, measurable, realistic, and quantitative, to the extent practical. The goal-setting process shall be accomplished in accordance with a time schedule established by the Compensation Committee, CEO and President.

In the case of the Business Unit Presidents, the Participant Goals shall include both financial performance goals established for the applicable business unit (“ Business Unit Goals ”) and financial performance goals established for the Company as a whole (“ Company Goals ”).

In the case of all other Participants, the Participant Goals shall be comprised solely of Company Goals.

Participant Goals for each Participant shall be set forth in a separate agreement or term sheet (each a “ Plan Agreement ”). Each Plan Agreement shall also set forth the relative weightings for the various Participant Goals, a Target Award amount, and other factors to be used in the Scoring Process (as defined below).

After the end of the fiscal year, Participant Goals will be measured against actual results to determine whether and/or to what extent incentive compensation has been earned under this Plan for each Participant. This process is referred to in this Plan as the “ Scoring Process .”

2009 Incentive Compensation Plan

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In addition, the Compensation Committee has the authority to exercise negative discretion to reduce the amount payable to any Participant under the Plan. The exercise of this negative discretion may be based on any factors deemed appropriate by the Compensation Committee.

Additionally, the Compensation Committee may, outside the terms of this Plan, consider whether a discretionary bonus is warranted for any Participant. In making that determination, the Compensation Committee may consider any objective or subjective factors that the Committee deems appropriate in its sole discretion, including the recommendation of the CEO or the President.

All Participant Goals and weightings will be subject to the final review, modification and approval by the Compensation Committee. (With respect to non-executive officer Participants, if any, the Compensation Committee may delegate this function to the CEO and/or President.) The following process will be used to prepare a recommendation to the Compensation Committee: