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                                                                   EXHIBIT 10.65

                          SYMANTEC CORPORATION FY 2001
                      VICE PRESIDENT ANNUAL INCENTIVE PLAN
                     (NO DIVISION/BUSINESS UNIT OBJECTIVES)



This document defines the Annual Incentive Plan for Symantec Vice Presidents.
The purpose of the plan is to focus the senior management team on critical
corporate objectives (revenue and earnings per share before amortization of
goodwill and other charges) and individual objectives; and to provide incentive
compensation to achieve these objectives.



PLAN SUMMARY

The target incentive is 40% of annual base salary. Payment is made annually
after the fiscal year end. Assuming the company is on target to meet its
financial objectives, this year an interim payment will be made at the end of
six months. The Plan is comprised of annual bonus components. The corporate and
division/business unit incentive portions are uncapped; the individual
objectives portion is capped at 100% of target.


PLAN GUIDELINES FOR FY 2001

1.  The Board of Directors reserves the right to alter or cancel any or all such
    Plans for any reason at any time. Any payments made under this plan are at
    the sole discretion of the Board of Directors.

2.  Participation in the plan for FY 2001 does not guarantee participation in
    future incentive plans. Plan structures and participation will be determined
    on a year to year basis and are guidelines only.

3.  This plan supersedes any previous incentive or bonus plan that may have been
    in existence. Those plans are null and void with the issuance of this plan
    for FY 2001.

4.  Annual base salary will be reviewed and established at the beginning of the
    next fiscal year (April 2001).

5.  The AIP calculation will be based on all eligible base salary earnings for
    the year, and will be prorated based on the number of weeks of
    participation.

6.  Participants must be regular full time employees at the end of the fiscal
    year in order to participate. If the company grants the interim payment,
    participants must be regular full time employees at the end of that
    performance period in order to participate. Participants who leave before
    the end of the fiscal year will not receive the end of fiscal year payment
    under the Plan.

7.  In the event of an acquisition or purchase of products or technology, the
    Quarterly Planned Revenue, Revenue Growth, and Earnings per Share numbers
    will be adjusted to reflect the change and are to be approved by the
    Compensation Committee of the Board of Directors. One-time charges will be
    documented clearly and components of the one time charge will be spelled out
    prior to approval.

8.  Payment will be made within six weeks of the financial close of the
    performance period.

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                          SYMANTEC CORPORATION FY 2001
                      VICE PRESIDENT ANNUAL INCENTIVE PLAN
                     (NO DIVISION/BUSINESS UNIT OBJECTIVES)

ANNUAL PLAN

Two weighted metric categories will determine the annual bonus eligibility and
payment:

1)  Corporate measure (Revenue Growth percentage; Earnings per Share (EPS)
    before amortization of goodwill and other charges)--75% combined
2)  Individual Objectives--25%

Participation in the annual plan will be triggered by the achievement of the
planned annual performance targets for the Revenue Growth and EPS metrics.

Target payout is 40% of annual base salary; payout for corporate results will be
uncapped.


MEASURES
A threshold of 50% must be exceeded for each respective metric before that
metric's portion of the bonus will be paid. There is an additional payment for
achieving more than 100% of the corporate component of the Plan. Individual
performance will be capped at 100% of plan.

Payouts at various levels of corporate performance are shown on the following
page.