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                                                                   EXHIBIT 10.27



                                                                 [SYMANTEC LOGO]



                     FY2002 EXECUTIVE ANNUAL INCENTIVE PLAN

                         VICE PRESIDENT PLAN -- GRADE 18








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




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               FY2002 EXECUTIVE ANNUAL INCENTIVE COMPENSATION PLAN

JOB CATEGORY:         VICE PRESIDENTS -- GRADE 18

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 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:           Four metrics will be used to determine the annual bonus
                      payment:

                      <TABLE>
                      <CAPTION>
                      ----------------------------------------
                              METRIC                WEIGHTING
                      ----------------------------------------
                      <S>                           <C>
                       Corporate Revenue               20%
                      ----------------------------------------
                       Corporate Earnings per Share    20%
                      ----------------------------------------
                       Divisional Revenue              40%
                      ----------------------------------------
                       Individual Objectives           20%
                      ----------------------------------------
                      </TABLE>

Achievement Schedule: The established threshold must be exceeded for each
                      respective metric before that portion of the metric will
                      be paid. Payments for corporate results and divisional
                      results are uncapped. The individual objectives metric 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.

                      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




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                      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




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