exv10w02






Exhibit 10.02




          




FY10 Executive Annual Incentive Plan




Executive Vice President & Group President



This Annual Incentive Plan (“Plan”) of Symantec Corporation (“Symantec”) is effective as of April
4, 2009. The Board of Directors reserves the right to alter or cancel all or any portion of the
Plan for any reason at any time.




	 	 	 	 	 
	Symantec Corporation

	 	Proprietary and Confidential
	 	 1






 









 





FY10 Executive Annual Incentive Compensation Plan




	 	 	 
	Job Category:

	 	Executive Vice President and Group President
	 
	 	 
	Purpose:

	 	Provide critical focus on specific, measurable corporate and division goals and provide
performance-based compensation based upon the level of attainment of such goals.
	 
	 	 
	Bonus Target:

	 	The target incentive bonus for this job category is 80% of the annual salary.
Annual base salary has been established at the beginning of the fiscal year. Bonuses will be
paid based on actual annual base salary earnings from time of eligibility under the Plan
through April 2, 2010. Payments will be subject to applicable payroll taxes and withholdings.
	 
	 	 
	Bonus Payments:

	 	The annual incentive bonus will be paid once annually. Payment will be made
within six weeks of the financial close of the fiscal year. Any payment due under this Plan
is at the sole discretion of the Administrator of the Plan.
	 
	 	 
	Components:

	 	Three performance metrics will be used to determine the annual incentive bonus payment
as determined by the Administrator. The company’s reported numbers are based on non-GAAP
Corporate Revenue & EPS results, and the Division-based performance metrics are determined by
Internal Reporting fiscal year-end figures. All the performance metrics are measured using
the exchange rates as defined in the Exchange Rate section of this Plan.






	 	 	 	 	 
	Metric	 	Weighting
	Corporate Revenue
	 	 	50	%
	Corporate Earnings per Share
	 	 	20	%
	Division-based Metric
	 	 	30	%






	 	 	 
	 

	 	One of the five Division-based metrics will be assigned to each executive based on
their role.






	 	 	 
	Division-based Metric
	 

	 	1   Corporate Billings minus Division Source Spend
	 

	 	2   Enterprise Billings minus Division Source Spend
	 

	 	3   BU specific Billings minus BU Source Spend
	 

	 	4   Regional Enterprise Billings minus Regional Source Spend
	 

	 	5   Division Source Spend vs. Budget
	 
	 	 
	Achievement Schedule:

	 	The established threshold must be exceeded for the applicable performance
metric before the bonus applicable to such performance metric will be paid. Corporate Revenue
and Corporate EPS achievement are uncapped, the Division-based metric is capped.
	 
	 	 
	Pro-ration:

	 	The calculation of the annual incentive bonus will be based on eligible base salary
earnings for the fiscal year and, subject to the eligibility requirements below, will be
pro-rated based on the number of days the participant is employed as a regular status employee
of Symantec during the fiscal year.
	 
	 	 
	Eligibility:

	 	Participants must be regular status employees on the day bonus checks are distributed.
If the company grants an interim payment for any reason, the participant must be a regular
status employee at the end of that performance period in order to receive such payment. A
participant who leaves before the end of the fiscal year will not be eligible to receive the
annual incentive bonus or any pro-rated portion thereof. The Plan participant must be a
regular status employee of Symantec at the end of the fiscal year in order to be eligible to
receive the annual incentive bonus and at the time the bonus checks are distributed,
unless otherwise determined by the Administrator.






	 	 	 	 	 
	Symantec Corporation

	 	Proprietary and Confidential
	 	 2






 









 





	 	 	 
	 

	 	To be eligible for the plan in the given fiscal year, participants must be in an
eligible position for at least 60 days before the end of the plan year. Employees
hired or promoted into an eligible position with less than 60 days in the plan year
will join the annual bonus plan in the next fiscal year.
	 
	 	 
	Exchange Rates:

	 	For the purpose of calculating the annual incentive bonus payment, the fiscal 2010
budgeted exchange rates will be used to measure attainment of the above performance metrics at
the end of the fiscal year. The performance metrics targets will not be adjusted for any
fluctuating currency exchange rates.
	 
	 	 
	Target Changes:

	 	In the event of an accretive event, such as a stock buyback, or other events that
might have an effect on the revenue or EPS targets of the Company, such as acquisition or
purchase of products or technology, the Administrator may at its discretion adjust the Revenue
Growth, Earnings per Share and/or Division-based metrics to reflect the potential impact upon
Symantec’s financial performance.
	 
	 	 
	Restatement of 

Financial Results:

	 	If the Company’s financial statements are the subject of a restatement due to error
or misconduct, to the extent permitted by governing law, in all appropriate cases,
the Company will seek reimbursement of excess incentive cash compensation paid under the Plan.
For purposes of this Plan, excess incentive cash compensation means the positive difference,
if any, between (i) the incentive bonus paid and (ii) the incentive bonus that would have been
made had the performance metrics been calculated based on the Company’s financial statements
as restated. The Company will not be required to award Participant an additional Payment
should the restated financial statements result in a higher bonus calculation.
	 
	 	 
	Plan Provisions:

	 	This Plan is adopted under the Symantec Senior Executive Incentive Plan as
amended and restated as of September 22, 2008 and approved by Symantec’s stockholders on
September 22, 2008.
	 
	 	 
	 

	 	This Plan supersedes the FY09 Executive Annual Incentive Plan dated April 1, 2008,
which is null and void as of the adoption of this Plan.
	 
	 	 
	 

	 	Participation in the Plan does not guarantee participation in other or future
incentive plans. Plan structures and participation will be determined on a
year-to-year basis.
	 
	 	 
	 

	 	The Board of Directors reserves the right to alter or cancel all or any portion of
the Plan for any reason at any time. The Plan shall be administered by the
Compensation Committee of the Board of Directors (the “Administrator”), and the
Administrator shall have all powers and discretion necessary or appropriate to
administer and interpret the Plan.
	 
	 	 
	 

	 	The Board of Directors reserves the right to exercise its own judgment with regard
to company performance in light of events outside the control of management and/or
participant.






	 	 	 	 	 
	Symantec Corporation

	 	Proprietary and Confidential
	 	 3