Document:

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                                                                   EXHIBIT 10.26

                                                                 [SYMANTEC LOGO]

                      FY04 EXECUTIVE ANNUAL INCENTIVE PLAN

                      CHAIRMAN AND CHIEF EXECUTIVE OFFICER

This Annual Incentive Plan ("The Plan") issued by Symantec Corporation
("Symantec") is effective April 1, 2003, 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>

                FY04 EXECUTIVE ANNUAL INCENTIVE COMPENSATION PLAN

JOB CATEGORY:            CHAIRMAN AND CEO, GRADE 25

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
                         100% 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, 2004.

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

<TABLE>
<CAPTION>
          METRIC                     WEIGHTING
          ------                     ---------
<S>                                  <C>
Corporate Revenue                       50%
Corporate Earnings per Share            50%
</TABLE>

Achievement Schedule:    An established threshold must be exceeded for each
                         respective metric before that portion of the metric
                         will be paid. The plan is uncapped.

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 FY04.

                         Participating in the plan for FY04 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                 2<PAGE>

                                                                   EXHIBIT 10.27

                                                                 [SYMANTEC LOGO]

                      FY04 EXECUTIVE ANNUAL INCENTIVE PLAN

                     MANAGEMENT COMMITTEE MEMBERS - GRADE 20
                PRESIDENT AND CHIEF OPERATING OFFICER - GRADE 22

This Annual Incentive Plan ("The Plan") issued by Symantec Corporation
("Symantec") is effective April 1, 2003, 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>

                FY04 EXECUTIVE ANNUAL INCENTIVE COMPENSATION PLAN

JOB CATEGORY:            MANAGEMENT COMMITTEE MEMBERS, GRADE 20
                         PRESIDENT AND CHIEF OPERATING OFFICER, GRADE 22

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 20: 60% of annual base salary
                         Grade 22: 75% 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, 2004.

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

<TABLE>
<CAPTION>
           METRIC                    WEIGHTING
           ------                    ---------
<S>                                  <C>
Corporate Revenue                       50%
Corporate Earnings per Share            50%
</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.

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 FY04.

                         Participating in the plan for FY04 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.

    Symantec Corporation          Proprietary and Confidential                 3

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