PERMA FIX ENVIRONMENTAL SERVICES INC
<DOCUMENT>
<TYPE>EX-10.1
<SEQUENCE>2
<FILENAME>v017739_ex10-1.txt
<TEXT>
                                  Exhibit 10.1


                     PERMA-FIX ENVIRONMENTAL SERVICES, INC.
                            2005 - Compensation Plan




                 CHAIRMAN, CHIEF EXECUTIVE OFFICER AND PRESIDENT




                           Effective: January 1, 2005





<PAGE>

                     PERMA-FIX ENVIRONMENTAL SERVICES, INC.
                            2005 - Compensation Plan

                 CHAIRMAN, CHIEF EXECUTIVE OFFICER AND PRESIDENT

PURPOSE:  To define the  compensation  plan for the  Chairman,  Chief  Executive
Officer and President.

SCOPE:  Perma-Fix Environmental Services, Inc.

POLICY:  The  Compensation  Plan is designed to retain,  motivate and reward the
incumbent  to  support  and  achieve  the  business,   operating  and  financial
objectives of Perma-Fix Environmental Services, Inc.

BASE  SALARY:  The Base Salary  noted in  Schedule A. is paid in equal  periodic
installments per the regularly scheduled payroll.

PERFORMANCE  INCENTIVE  COMPENSATION:   Performance  Incentive  Compensation  is
available based on the Company's financial results noted in Schedule A. Eligible
quarterly performance incentive compensation is payable in the second pay period
of the month  following  each  calendar  year  quarter  and  annual  performance
incentive  pay is payable in the  second pay period of the month  following  the
close of the company's financial books.

SEPARATION:  Upon  voluntary  or  involuntary  separation  from the  Company the
employee  will be paid the base  salary  due to the last day of  employment.  If
employment  is  separated  prior to a regularly  scheduled  quarterly  or annual
incentive  compensation payment period as noted above, no incentive compensation
is due to the incumbent.

ACKNOWLEDGEMENT:  No Base Salary or Performance  Incentive  Compensation  of any
type will be provided until the Human Resources Department has received a signed
acknowledgement of receipt of the Compensation Plan.

INTERPRETATIONS:  The Compensation  Committee of the Board of Directors  retains
the right to modify,  change or terminate the  Compensation  at any time and for
any reason. It also reserves the right to determine the final  interpretation of
any provision  contained in the Compensation Plan. While the plan is intended to
represent  all  situations  and  circumstances  some  issues  may not  easily be
addressed.  The Compensation  Committee will endeavor to review all standard and
non-standard  issues  related to the  Compensation  Plan and will provide  quick
interpretations  that are in the best interest of the Company,  its shareholders
and the incumbent.


<PAGE>

                     PERMA-FIX ENVIRONMENTAL SERVICES, INC.
                            2005 - Compensation Plan
SCHEDULE A.

The compensation for the below named individual as follows:

Annualized Base Pay:                                                    $225,000
Performance Incentive Compensation Target (at 100% of Plan):            $112,500
Total Annual Target Compensation (at 100% of Plan):                     $337,500

The Performance  Incentive  Compensation is defined as a cash pay program funded
from revenue and is payable only after the Company meets a minimum  threshold of
85% of its budgeted EBITDA, including Performance Incentive Compensation accrual
targets  during  the  course  of  the  year.  When  the  Performance   Incentive
Compensation  Plan is funded,  the employee is eligible to receive quarterly and
annual Incentive  Compensation based on the achievement of Financial  objectives
noted below.

QUARTERLY INCENTIVE COMPENSATION:

Represents 40% of the Total Performance Incentive Compensation target. The total
eligible  Quarterly  Incentive  Compensation  spread over four (4)  quarters for
performance at 100% of  year-to-date  plan is $45,000.  Corporate  financial and
non-financial  targets are  cumulative  from  quarter to quarter  with  eligible
incentive pay based on the table below.

<TABLE>
<CAPTION>
                                                              Performance Target Thresholds
                                                                     (Actual versus Plan)
                                                -------------------------------------------------------------------
                                                  90%      101%     121%      131%      141%      151%
                                                   -        -        -         -         -         -        161%
                                                  100%     120%     130%      140%      150%      160%      Plus
                                                ------    ------   ------    ------   ------    ------      ------
   Targets (Cumulative)        Target Weight                   Per Quarter Incentive Pay Target
   --------------------        -------------    -------------------------------------------------------------------
<S>                                 <C>         <C>       <C>      <C>       <C>      <C>       <C>         <C>
          Revenue                   15%         $1,688    $2,025   $2,194    $2,363   $2,531    $2,700      $2,953
            EPS                     55%         $6,188    $7,425   $8,044    $8,663   $9,281    $9,900     $10,828
      Health & Safety               15%         $1,688    $2,025   $2,194    $2,363   $2,531    $2,700      $2,953
Permit & License Violations         15%         $1,688        $0       $0        $0       $0        $0          $0
</TABLE>


<PAGE>

                     PERMA-FIX ENVIRONMENTAL SERVICES, INC.
                            2005 - Compensation Plan

                 CHAIRMAN, CHIEF EXECUTIVE OFFICER AND PRESIDENT

o         Revenue is defined as the percentage of the top-line  budget  achieved
          for existing segment services and where feasible,  the  identification
          and generation of new revenue from non-traditional  revenue sources in
          the quarter.

o         Health and Safety is defined  as the  percentage  reduction  of actual
          Reportable Worker's Compensation  Accidents for the Corporation in the
          quarter  versus  the prior  year's  quarterly  average  of  Reportable
          Worker's Compensation Accidents. (See attached Addendum)

o         Permit and License Violations is defined as no major Permit or License
          Violations for the Corporation in the quarter.

ANNUAL INCENTIVE COMPENSATION:

Represents  60% of the Total  Performance  Incentive  Compensation  target.  The
corporate annual financial targets and year-end  incentive  compensation at 100%
of plan is $67,500 and payable based on the table below.

<TABLE>
<CAPTION>
                                                              Performance Target Thresholds
                                                                     (Actual versus Plan)
                                                -------------------------------------------------------------------
                                                  90%      101%     121%      131%      141%      151%
                                                   -        -        -         -         -         -        161%
                                                  100%     120%     130%      140%      150%      160%      Plus
                                                ------    ------   ------    ------   ------    ------      ------
   Targets (Cumulative)        Target Weight                   Per Quarter Incentive Pay Target
   --------------------        -------------    -------------------------------------------------------------------
<S>                                 <C>         <C>       <C>      <C>       <C>      <C>       <C>         <C>
           Revenue                   15%        $10,125    $12,150  $13,163   $14,175  $15,188   $16,200     $17,719
             EPS                     55%        $37,125    $44,550  $48,263   $51,975  $55,688   $59,400     $64,969
       Health & Safety               15%        $10,125    $12,150  $13,163   $14,175  $15,188   $16,200     $17,719
Permit or License Violations         15%        $10,125         $0       $0        $0       $0        $0          $0
</TABLE>



<PAGE>

                     PERMA-FIX ENVIRONMENTAL SERVICES, INC.
                            2005 - Compensation Plan

                 CHAIRMAN, CHIEF EXECUTIVE OFFICER AND PRESIDENT

o         Revenue is the percentage of the top-line budget achieved for existing
          segment services and where feasible, the identification and generation
          of new revenue from non-traditional revenue sources in the year.

o         Health  and Safety is the  percentage  reduction  of the total  actual
          Reportable Worker's Compensation Accidents for the Corporation for the
          year   compared  to  the  prior  year's  total   Reportable   Worker's
          Compensation Accidents.

o         Permit and License Violations is defined as no major Permit or License
          Violations for the Corporation in the year.


ACKNOWLEDGMENT:

I acknowledge  receipt of the aforementioned  Chairman,  Chief Executive Officer
and President  2005 -  Compensation  Plan. I have read and understand and accept
employment under the terms and conditions set forth therein.

----------------------               ----------------------
/S/ Dr. Louis Centofanti             Date

----------------------               -----------------------
/S/ Board of Directors               Date

FORWARD SIGNED FORM TO:              Perma-Fix Environmental Services, Inc.
                                     c/o Board of Directors
                                     1940 N.W. 67th Place, Suite A
                                     Gainesville, FL  32653
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