exv10w01



 






Exhibit 10.01









Form of

FY06 Executive Annual Incentive Plan



This Executive Annual Incentive Plan (“Plan”) of Symantec Corporation (“Symantec”) is
effective as of July 2, 2005. The Board of Directors reserves the right to alter or cancel all or
any portion of the Plan for any reason at any time.




	 	 	 
	Job Category:

	 	___________________________
__________________
	 
	Purpose:

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

	 	The target incentive bonus for this executive position is ___%* of the annual base
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 March 31, 2006. 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 made under this Plan
is at the sole discretion of the Board of Directors.
	 
	 	 
	Components:

	 	Two performance metrics* will be used to determine the annual incentive bonus payment:






	 	 	 	 	 	 
	 	Metric	 	Weighting	 	FY06 Targets
	 	Corporate Revenue
	 	 	 	 
	 	Corporate Earnings per Share
	 	 	 	 






	 	 	 
	Achievement Schedule:

	 	The established threshold must be exceeded for the applicable performance
metric before the bonus applicable to such performance metric will be paid. This Plan is
uncapped.






	 	 	 	 	 	 	 	 	 	 
	 	FY06 Revenue Growth Targets	 	% Payout	 	FY06
EPS Targets	 	% Payout







	 	 	 

	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 participant is employed as a regular, full-time employee
of Symantec during the fiscal year.
	 
	 	 
	Eligibility:

	 	The Plan participant must be a regular, full-time employee of Symantec at the end of
the fiscal year in order to be eligible to receive the annual incentive bonus. If the company








					
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	 	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
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.
	 
	 	 
	Exchange Rates:

	 	The 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 Compensation
Committee of the Board of Directors may adjust the Revenue Growth and Earnings per Share
Targets to reflect the potential impact upon the Symantec’s financial performance.
	 
	 	 
	Plan Provisions:

	 	This Plan is adopted under the Symantec Senior Executive Incentive Plan effective
as of April 3, 2004 and approved by Symantec’s stockholders on August 21, 2003.
	 
	 	 
	 

	 	This Plan supersedes the FY06 Executive Annual Incentive Plan dated April 1, 2005,
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.






* See Annex A








					
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Annex A




2006 Executive Incentive Plan

Additional Material Terms



Under the terms of the Executive Incentive Plans, Symantec’s executive officers are eligible to
receive performance-based incentive bonuses at the end of the fiscal year with target payouts
ranging from 40% to 125% of their annual base salaries. The actual bonus amounts for all executive
officers other than Symantec’s Vice President of Finance and Chief Accounting Officer are subject
to the following metrics and weighting: (a) achievement of targeted revenue growth of the combined
company (50% weighting); and (b) achievement of targeted earnings per share growth of the combined
company (50% weighting). The bonus amount for Symantec’s Vice President of Finance and Chief
Accounting Officer is subject to an individual objectives metric (30% weighting) in addition to the
revenue and earnings per share metrics described above (weighted at 35% each). The measurement
period for targeted revenue and earnings per share growth is the nine month period ending on March
31, 2006.






					
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