SCHEIN HENRY INC
2003 PERFORMANCE INCENTIVE PLAN SUMMARY
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<TYPE>EX-10
<SEQUENCE>3
<FILENAME>ex10_27.txt
<DESCRIPTION>2003 PERFORMANCE INCENTIVE PLAN SUMMARY
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                          Henry Schein Management Team

                                      2003

                       Performance Incentive Plan Summary



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1.   INTRODUCTION

Congratulations on being designated a participant in the Performance Incentive
Plan ("PIP," or the "Plan"), Henry Schein's incentive-based cash compensation
program for its management team. Plan participants include the entire management
team of directors and vice presidents. The Plan has been designed to bind all
participants together in a concerted effort to drive our business toward
achieving common objectives that benefit the Company as a whole, the management
team and each participant. The Plan is specifically designed to:

     o    Provide each participating management team member ("Participant") with
          an annual cash bonus opportunity;

     o    Foster achievement of specific corporate, business unit and individual
          performance goals ("Goals"); and

     o    Recognize and reward Participants for individual and management team
          achievements.

The PIP cash bonus award, in conjunction with a Participant's base compensation,
is intended to provide Participants with competitive total annual cash
compensation that is at or above the median for comparable positions at
companies in our industry and at other organizations of our size.

This program was reviewed and approved by the Compensation Committee of the
Board of Directors.

2.   ELIGIBILITY

The Chief Executive Officer ("CEO") annually determines eligibility for
participation in the Plan. Participation is intended to be ongoing. However,
changes in assignments may result in a Participant's being ineligible to
participate in the Plan. Team Schein Members will be notified at the beginning
of each year regarding their eligibility to participate in the Plan.

3.   PIP AWARDS

PIP awards are based on:

     o    The Company's annual profitability, specifically measured against
          earnings per share ("EPS"), net income or other predetermined
          profitability Goals;

     o    The level of achievement of the Participant's business unit or
          functional area of its financial and other performance Goals; and

     o    Each Participant's achievement of his or her individual Goals.


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4.   INDIVIDUAL PERFORMANCE GOALS

A Participant's individual performance Goals are classified into three
categories:
     o    Company financial performance,
     o    Functional area financial performance, and
     o    MBO performance.

The Company Financial Performance Goals are based on annual earnings per share
(EPS) achievement. The Functional Financial Performance Goal and the MBO
Performance Goal evaluation and analysis will be on an annual basis, unless
specified. The PIP award payouts corresponding to levels of achievement of
Company Financial Performance Goals are set forth on Exhibit A. The PIP award
payouts for meeting or exceeding Functional Area Financial Goals and each
Participant's individualized MBO Performance Goals are set forth on Exhibits B
and C, respectively.

The CEO and the person to whom the Participant reports ("Manager") will
determine the Participant's Goals at the start of each year. A review of these
Goals will be an ongoing process. Any changes during the year must be approved
by the Manager and, if appropriate, by the CEO. Each Participant and his or her
Manager are encouraged to have performance evaluations during the year to
monitor progress and, if necessary, to modify Goals (with the approval of the
CEO, if appropriate) for the balance of the year.

The following table illustrates performance Goals for different types of
management positions:

<TABLE>
<CAPTION>
--------------------------------------------------------------------------------
Performance Goals Based on
    Position and Role
--------------------------------------------------------------------------------
                                         Range of Performance Goal Categories
        Management Segment             -----------------------------------------
                                       Functional       Company          MBO
                                        Financial      Financial     Performance
                                       Performance    Performance
------------------------------------   -----------    -----------    -----------

<S>                                    <C>            <C>            <C>
Corporate                               20% - 50%      15% - 30%      40% - 60%
Management Participants
(e.g. Finance, Supply Chain TSM's,
etc.)

Major Business                          60% - 70%      10% - 20%      20% - 30%
Unit Participants
(e.g. Dental Group, Medical Group,
Veterinary Group TSM's, etc.)

Supporting Corporate Function           20% - 30%      10% - 20%      50% - 60%
Participants (e.g. Legal Department,
Human Resources Department TSM's,
etc.)
</TABLE>

Note: This schedule is intended to provide guidelines for development of a
      specific performance plan for each Participant.  Final weighting of
      performance Goals for each Participant will be determined by the
      Participant's Manager and, if appropriate, approved by the CEO.

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5.   COMPANY FINANCIAL PERFORMANCE GOALS

Company net income goals will be set for the entire Management Team on an annual
EPS basis. These are internally developed EPS base Goals as determined by the
Compensation Committee of the Board of Directors with input from the Executive
Management team. Other metrics to be used as part of the Company's financial
performance Goals formula may include pre-tax profits, gross profit, improvement
from previous periods, etc.

See Exhibit A for PIP award payouts for achieving Company Financial Performance
Goals.

6.       FUNCTIONAL AREA FINANCIAL PERFORMANCE GOALS

For Participants managing areas that impact a P&L, these Goals are based on the
business unit's financial performance measured against annual financial budgets,
in the following areas:

     o    Group/Divisional contribution dollars.
     o    Group/Divisional Pre-Tax income after "service charges."
     o    Group/Divisional net income Goals.
     o    Pre-Tax Income of operating subsidiaries -- sales, gross profit and
          operating income Goals.

For Participants with infrastructure or supporting responsibilities, these Goals
are based on expense performance relative to the budget (after adjustment for
volume of business, if appropriate).

See Exhibit B for PIP award payouts for achieving and exceeding Functional Area
Financial Goals.

7.   MBO PERFORMANCE GOALS

Specific, measurable MBO Performance Goals will be developed for each
Participant. These MBO Performance Goals should drive toward and support four
enterprise-wide initiatives: Profitability; Process Excellence; Customer
Satisfaction and Strategic Planning.

o    Profitability - e.g., reduce expenses as a percent of sales; increase
     business unit sales; reduce inventory.

o    Process  Excellence - e.g., implement a new policy; reduce errors to
     customers; reduce DSO's; increase inventory turns.

o    Customer Satisfaction - e.g., increase frequency of salesperson to customer
     contacts; implement project to develop computer screens to aid in positive
     customer interactions; support internal customer by completing all recruits
     within a reasonable predetermined time period; develop customer feedback
     program, such as surveys and focus groups.

o    Strategic Planning - e.g., develop strategic plan based on individual
     responsibilities; benchmark Participant's unit against similar companies'
     functions.

See Exhibit C for PIP award payouts for achieving and exceeding MBO Performance
Goals.

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8.   ACQUISITIONS, NEW BUSINESS VENTURES

Goals will be adjusted for acquisitions and new business ventures that are not
initially considered in developing the original Company target, unless otherwise
determined by the CEO and the Chief Financial Officer ("CFO"). If this occurs,
it will be timely communicated to the Participant and his or her Manager.

9.   PLAN AWARDS

During the first fiscal quarter of each year, individual performance for the
previous year is evaluated relative to Goals. PIP awards are determined for each
performance category, as applicable. A Participant's total Plan award will equal
the sum of the awards earned in each category for the previous year's
performance.

In order to receive any PIP award, Participants must be actively employed on
March 15 of the year the Plan award is to be paid out. A prorated Plan award may
be available, at the discretion of the CEO, if a Participant in the Plan dies,
becomes permanently disabled, retires at the normal retirement age during the
Plan year, or in other special circumstances.

PIP awards, less applicable withholdings, will generally be made by the end of
the first fiscal quarter of each year.

This summary is a general description of the Henry Schein, Inc. Performance
Incentive Plan for the Management Team as of January 1, 2003. This summary is
not intended to, nor does it constitute, a contract or guarantee of continued
employment. The Company reserves the right to change or terminate the Plan at
any time without notice.

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