Document:

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                                                                   EXHIBIT 10.22

                                                                 [SYMANTEC LOGO]

                      FY05 EXECUTIVE ANNUAL INCENTIVE PLAN

                           VICE PRESIDENTS - GRADE 18
                        VICE PRESIDENTS, SALES - GRADE 16

This Annual Incentive Plan ("The Plan") issued by Symantec Corporation
("Symantec") is effective April 1, 2004, 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

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                FY05 EXECUTIVE ANNUAL INCENTIVE COMPENSATION PLAN

JOB CATEGORY:              VICE PRESIDENTS, GRADE 18 & VICE PRESIDENTS, SALES,
                           GRADE 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 16: 40% of annual base salary
                           Grade 18: 60% of annual base salary

                           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, 2005.

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                       35%
Corporate Earnings per Share            35%
Individual Objectives                   30%
</TABLE>

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.

EXTRA INCENTIVE:           IN ORDER TO FOCUS ON INCREASING SALES MOMENTUM ON
                           SYMANTEC'S HIGH-END SECURITY PRODUCTS (HESP), A
                           US$60,000 INCENTIVE KICKER HAS BEEN ADDED FOR FY05.

                           Two metrics, each weighted equally, will be used to
                           determine if payment will be made:

                                - Individual quarterly HESP objective, 50%
                                  weighting

                                - Worldwide quarterly HESP objective, 50%
                                  weighting

Symantec Corporation            Proprietary and Confidential                   2

<PAGE>

                           Payout:

                           For every 1% over target, US$1000 will be paid out
                           for a maximum of US$10,000 per metric:

<TABLE>
<CAPTION>
Achievement           Payout
-----------         ---------
<S>                 <C>
   110%             US$10,000
   105%             US$ 5,000
   100%             US$     0
</TABLE>

                           At most, the Executive can earn US$20,000 per quarter
                           in extra incentive.

                           This incentive will only be paid in the first three
                           quarters of the fiscal year: Jun-04, Sep-04, and
                           Dec-04. Determination of payment will occur after the
                           quarter closes.

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
                           FY05.

                           Participating in the plan for FY05 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.

                           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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                         INDIVIDUAL OBJECTIVES WORKSHEET

PLEASE FILL OUT THE FOLLOWING WORKSHEET TO RECORD THE EXECUTIVE'S OBJECTIVES BY
WHICH S/HE WILL BE MEASURED AT THE END OF THE FISCAL YEAR. PLEASE ALSO WEIGHT
EACH OBJECTIVE. AT THE END OF THE FISCAL YEAR, THE EXECUTIVE'S PERFORMANCE
AGAINST THEIR OBJECTIVES IS TO BE RATED ON A SCALE OF 0 - 150.

<TABLE>
<CAPTION>
             OBJECTIVE                           DESCRIPTION / SUCCESS MEASURES             WEIGHTING
-------------------------------------------------------------------------------------------------------
<S>                                              <C>                                        <C>
  QUARTERLY WORLDWIDE AND
   REGIONAL HESP TARGETS

    REGIONAL REVENUE TARGET                               $ __________                             %

               OBJECTIVE #1
                                                                                                   %

               OBJECTIVE #2                                                                        %

               OBJECTIVE #3                                                                        %

 (ADD AS MANY OBJECTIVES AS
                 NECESSARY)

                                                                                                100%
</TABLE>

Symantec Corporation            Proprietary and Confidential                   4<PAGE>

                                                                   EXHIBIT 10.23

                                                                 [SYMANTEC LOGO]

                      FY05 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, 2004, 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>

                FY05 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, 2005.

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                       30%
Corporate Earnings per Share            30%
Business Unit Performance               40%
</TABLE>

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 FY05.

                           Participating in the plan for FY05 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

<PAGE>

                           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.

                    BUSINESS UNIT PERFORMANCE GOALS WORKSHEET

PLEASE FILL OUT THE FOLLOWING WORKSHEET TO RECORD THE EXECUTIVE'S OBJECTIVES FOR
THE BUSINESS UNIT BY WHICH S/HE WILL BE MEASURED AT THE END OF THE FISCAL YEAR.
PLEASE ALSO WEIGHT EACH OBJECTIVE. AT THE END OF THE FISCAL YEAR, THE
EXECUTIVE'S PERFORMANCE AGAINST THEIR OBJECTIVES IS TO BE RATED ON A SCALE OF 0
- 150.

<TABLE>
<CAPTION>
             OBJECTIVE                           DESCRIPTION / SUCCESS MEASURES             WEIGHTING
------------------------------------------------------------------------------------------------------
<S>                                              <C>                                        <C>
BUSINESS UNIT REVENUE TARGET (IF
           RELEVANT)                                    $ __________                             %

                    OBJECTIVE #1
                                                                                                 %

                    OBJECTIVE #2                                                                 %

                    OBJECTIVE #3                                                                 %

      (ADD AS MANY OBJECTIVES AS
                      NECESSARY)

                                                                                              100%
</TABLE>

Symantec Corporation            Proprietary and Confidential                   3

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