Document:

exv10w29

 

Exhibit 10.29

FY06 Executive Annual Incentive Plan

Vice Presidents – grade 16

Vice Presidents – grade 15

This Annual Incentive Plan (“The Plan”) issued by Symantec Corporation (“Symantec”) is
effective April 1, 2005, 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

 

 

FY06 Executive Annual Incentive Compensation Plan

	 	 	 
	Job Category:

	 	Vice Presidents, grade 15 & 16
	 
	 	 
	Purpose:

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

	 	The target incentive for these executive positions are as follows:
	 
	 	 
	

	 	Grade 15: 30% of annual base salary
	

	 	Grade 16: 40% of 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, 2006.
	 
	 	 
	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:

	 	 	 	 	 	 	 	 
	 
	 	Metric	 	 	Weighting	 	 
	 	Corporate Revenue
	 	 	 	35%	 	 
	 	Corporate Earnings per Share
	 	 	 	35%	 	 
	 	Individual Objectives
	 	 	 	30%	 	 
	 

	 	 	 
	Achievement Schedule:

	 	Each metric has a minimum performance threshold that must be exceeded 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 FY06.
	 
	 	 
	

	 	Participating in the plan for FY06 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

 

 

	 	 	 
	

	 	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
	 	3exv10w30

 

Exhibit 10.30

FY06 Executive Annual Incentive Plan

Vice Presidents – grade 18

This Annual Incentive Plan (“The Plan”) issued by Symantec Corporation (“Symantec”) is
effective April 1, 2005, 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

 

 

FY06 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, 2006.
	 
	 	 
	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:

	 	 	 	 	 	 	 	 
	 
	 	Metric	 	 	Weighting	 	 
	 	Corporate Revenue
	 	 	 	35%	 	 
	 	Corporate Earnings per Share
	 	 	 	35%	 	 
	 	Individual Objectives
	 	 	 	30%	 	 
	 

	 	 	 
	Achievement Schedule:

	 	Each metric has a minimum performance threshold that must be exceeded 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 FY06.
	 
	 	 
	

	 	Participating in the plan for FY06 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
	 	2

 

 

	 	 	 
	

	 	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
	 	3exv10w31

 

Exhibit 10.31

FY06 Executive Annual Incentive Plan

Vice President, Business Unit Leaders – grade 20

This Annual Incentive Plan (“The Plan”) issued by Symantec Corporation (“Symantec”) is
effective April 1, 2005, 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

 

 

FY06 Executive Annual Incentive Compensation Plan

	 	 	 
	Job Category:

	 	Vice President, Business Unit leaders, grade 20
	 
	 	 
	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, 2006.
	 
	 	 
	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:

	 	 	 	 	 	 	 	 
	 
	 	Metric	 	 	Weighting	 	 
	 	Corporate Revenue
	 	 	 	30%	 	 
	 	Corporate Earnings per Share
	 	 	 	30%	 	 
	 	Business Unit Performance
	 	 	 	40%	 	 
	 

	 	 	 
	Achievement Schedule:

	 	Each metric has a minimum performance threshold that must be exceeded 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 FY06.
	 
	 	 
	

	 	Participating in the plan for FY06 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
	 	2

 

 

	 	 	 
	 

	 	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

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