<PAGE>

                                                                   EXHIBIT 10.26



                                                                 [SYMANTEC LOGO]



                     FY2002 EXECUTIVE ANNUAL INCENTIVE PLAN

                   VICE PRESIDENT PLAN -- GRADES 15, 16, & 20
                     (NO DIVISION/BUSINESS UNIT OBJECTIVES)








This Annual Incentive Plan ("The Plan") issued by Symantec Corporation
("Symantec") is effective April 1, 2001, until otherwise stated. The Board of
Directors reserves the right to alter or cancel any or all such Plans for any
reason at any time.



Symantec Corporation          Proprietary and Confidential




                                                                               1

<PAGE>

               FY2002 EXECUTIVE ANNUAL INCENTIVE COMPENSATION PLAN

JOB CATEGORY:         VICE PRESIDENTS, NO DIVISION/BUSINESS UNIT OBJECTIVES

Purpose:              Provide critical focus on specific, measurable goals and
                      to provide incentive compensation upon their attainment.

Bonus Target:         The target incentive for this executive position is based
                      on grade level and is as follows:
                      Grade 15: 30% of the annual base salary.
                      Grade 16: 40% of the annual base salary.
                      Grade 20: 60% of the annual base salary.

                      Annual base salary will be reviewed and established at the
                      beginning of each fiscal year. Bonuses will be paid based
                      on actual annual base salary earnings from time of
                      eligibility in the Executive Incentive Plan through March
                      31, 2002.

Bonus Payments:       The incentive will be paid once annually. Payment will be
                      made within six weeks of the financial close of the fiscal
                      year. Any payments made under this plan are at the sole
                      discretion of the Board of Directors.

Components:           Three metrics will be used to determine the annual bonus
                      payment:
                      <TABLE>
                      <CAPTION>
                      ----------------------------------------
                       METRIC                       WEIGHTING
                      ----------------------------------------
                      <S>                           <C>
                       Corporate Revenue              37.5%
                      ----------------------------------------
                       Corporate Earnings per Share   37.5%
                      ----------------------------------------
                       Individual Objectives            25%
                      ----------------------------------------
                      </TABLE>

Achievement Schedule: A threshold of 50% must be exceeded for each respective
                      metric before that portion of the metric will be paid.
                      Payment for corporate results is uncapped. The individual
                      objectives portion is capped at 150%.

Pro-ration:           The Annual Incentive Plan calculation will be based on all
                      eligible base salary earnings for the year, and will be
                      pro-rated based on the number of weeks of participation.

Eligibility:          The Plan participant must be a regular, full-time employee
                      at the end of the fiscal year in order to participate. If
                      the company grants an interim payment for any reason, the
                      participant must be a regular, full-time employee at the
                      end of that performance period in order to receive such
                      payment. A plan participant who leaves before the end of
                      the fiscal year will not receive the end of the fiscal
                      year payment under the Plan or any pro-ration thereof.

Exchange Rates:       The Corporate Performance metrics will not be adjusted for
                      any fluctuating currency exchange rates. Actual growth
                      numbers will be used.

Acquisition:          In the event of an acquisition or purchase of products or
                      technology, the 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.

Plan Provisions:      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 2002.

                      Participating in the plan for FY 2002 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.



Symantec Corporation          Proprietary and Confidential




                                                                               2

<PAGE>

                      The Board of Directors reserves the right to alter or
                      cancel any or all such Plans for any reason at any time.

                      The Board of Directors, acting on behalf of the
                      shareholders in their best interests, reserves the right
                      to exercise their own judgment with regard to company
                      performance in light of uncontrollable events including,
                      but not limited to, currency fluctuations, business goal
                      modification, and management changes.



Symantec Corporation          Proprietary and Confidential




                                                                               3