Document:

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
	 	 3exv10w03

Exhibit 10.03

FY10 Long Term Incentive Plan

(LTIP)

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

					
	 	 	 	 	 
	Symantec Corporation	 	Proprietary and Confidential	 	1

 

 

FY10 Long Term Incentive Plan

	 	 	 
	Purpose:

	 	Provide critical focus on specific, measurable corporate goals and provide
performance-based compensation based upon the level of attainment of such goals and
ensure retention of key executives of the Company.
	 
	 	 
	Amount:

	 	LTIP target cash payments (“LTIP Payments”) will be determined and approved by the
Compensation Committee of the Company’s Board of Directors (the “Committee”), with
input from the President and Chief Executive Officer. LTIP Payments will be
determined and paid based on the actual achievement of the performance metrics set
forth below against the target performance metrics under the LTIP through the
Company’s fiscal year ending April 2, 2010 in which Target LTIP Awards are granted
under this LTIP (the “(Performance Period”). LTIP Payments will be subject to
applicable payroll taxes and withholdings.
	 
	 	 
	Eligibility:

	 	Participants shall be at levels of senior vice president or above, and shall be
recommended for eligibility by the President and Chief Executive Officer and approved
by the Committee prior to the end of the Performance Period (individually, a
“Participant” and, collectively, the “Participants”). Participants must be in an
eligible position for at least 60 days before the end of the Performance Period.
Employees hired or promoted into an eligible position with less than 60 days remaining
in the Performance Period will not be eligible for an LTIP Payment. The calculation
of the LTIP Payment for a Participant that becomes eligible during the Performance
Period will be pro-rated based on the number of days the Participant is in an eligible
position during the Performance Period.
	 
	 	 
	Payment timing:

	 	The long-term incentive will be measured at the end of the Performance Period and paid
following the last day of the second (2nd) fiscal year following the end of
the Performance Period (the “Payment Date”). Any payment due under this LTIP is at
the sole discretion of the Committee. A Participant must be a regular status employee
of the Company on the Payment Date. A Participant who terminates his or her
employment with the Company before the Payment Date will not be eligible to receive
the LTIP Payment or any prorated portion thereof except as set forth below.
	 
	 	 
	Performance metric:

	 	The Company’s Operating Cash Flow achievement for the Performance Period against
target Operating Cash Flow for the Performance Period will be used to determine the
eligibility for an LTIP Payment. “Operating Cash Flow” is determined based on the
Company’s budgeted cash flow and is equal to the operating cash flow that is
communicated to public investors via filings with the Securities and Exchange
Commission.
	 
	 	 
	Achievement Schedule:
	 	A 100% LTIP Payment will be paid to the Participant if 100% of budgeted Operating Cash
Flow is attained with respect to the Performance Period (the “Target LTIP Award”).
The Target LTIP Awards shall be set forth on a schedule approved by the Committee
within 90 days of the beginning of the Performance Period. A Participant is eligible
for 25% of the Target LTIP Award if at least 85% of budgeted Operating Cash Flow is
attained with respect to the Performance Period and for 200% of the Target LTIP Award
if at least 120% of budgeted Operating Cash Flow is attained with respect to the
Performance Period. Achievement of budgeted Operating Cash Flow between 85% and 200%
will be prorated. Achievement of budgeted Operating Cash Flow shall be certified by
the Committee (“Certification”) following the end of the Performance Period and prior
to the Payment Date.
	 
	 	 
	Death and
Disability:

	 	If a Participant dies or terminates employment as a result of a permanent and total
disability after the last day of the Performance Period, the Participant shall be
entitled to

					
	 	 	 	 	 
	Symantec Corporation	 	Proprietary and Confidential	 	2

 

	 	 	 
	 

	 	payment of the LTIP Payment otherwise payable to the Participant on the
Payment Date, prorated based on the number of full calendar months that Participant
has been employed by the Company between the first (1st) day of the
Performance Period and the termination event as soon as practicable following the
later of Certification or the Participant’s death or permanent and total disability.
	 
	 	 
	Leave of Absence:

	 	In the event a Participant takes a leave of absence from the Company after the end of
the Performance Period and prior to the Payment Date, the type of leave and time away
from the Company may be taken into consideration for a prorated LTIP Payment at the
discretion of the Committee.
	 
	 	 
	Exchange Rates:

	 	Neither LTIP Payments nor Operating Cash Flow will be adjusted for any fluctuating
currency exchange rates.
	 
	 	 
	Adjustments:

	 	In the event of an accretive event, such as a stock buyback, or other events that might
	 

	 	have an effect on the Operating Cash Flow, such as acquisition or purchase of products
or technology, the Committee may at its discretion adjust the Operating Cash Flow to
reflect the potential impact upon the Company’s financial performance consistent with
generally accepted accounting principals and Accounting Principles Board Opinion No.
30.
	 
	 	 
	Change of Control:

	 	In the event of a Change of Control of the Company (as defined in the Company’s 2004
Equity Incentive Plan) (i) all unpaid LTIP Payments for the Performance Period (where
the Performance Period has been completed and Certification has occurred prior to the
Change of Control) and (ii) all Target LTIP Awards for the Performance Period (where
the Performance Period has not been completed and Certification has not occurred prior
to the Change of Control) whether or not 100% budgeted Operating Cash Flow has been
attained for such Performance Period, shall be paid in full on the Change of Control.
	 
	 	 
	LTIP 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.
	 
	 	 
	 

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

	 	The Company’s Board of Directors reserves the right to alter or cancel all or any
portion of the LTIP for any reason at any time. The LTIP shall be administered by the
Committee and the Committee shall have all powers and discretion necessary or
appropriate to administer and interpret the LTIP.
	 
	 	 
	 

	 	The Company’s Board of Directors reserves the right to modify or amend this LTIP or a
Target LTIP Award under this LTIP with regard to Company performance in light of
events outside the control of management and/or Participant.
	 
	 	 
	Section 409A:

	 	LTIP Payments shall be payable solely from the general assets of the Company. All
LTIP Payments shall be paid to a Participant within two and one-half (2 1/2) months
following the end of the Company’s fiscal year in which the Payment Date occurs.
	 
	 	 
	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
LTIP to Participant for the Performance Period. For purposes of this LTIP, excess
incentive cash compensation means the positive difference, if any, between (i) the
LTIP Payment paid to the Participant and (ii) the LTIP Payment that would have been
made to the Participant had the Operating Cash Flow been calculated based on the
Company’s financial statements as restated. The Company will not be required to award
Participant

					
	 	 	 	 	 
	Symantec Corporation	 	Proprietary and Confidential	 	3

 

	 	 	 
	 
	 	an additional LTIP Payment should the restated financial statements result
in a higher LTIP Payment.
	 
	 	 
	No Employment Rights:
	 	A Participant’s employment with the Company shall be as an “at will” employee.
Nothing in the LTIP shall either confer upon any Participant the right to continue in
the employ of the Company or interfere with or restrict in any way the rights of the
Company to discharge or change the terms of employment (or of any employment
agreement) of any Participant at any time for any reason whatsoever, with or without
cause.
	 
	 	 
	Governing Law:

	 	This LTIP shall be governed by the laws of the State of California.

					
	 	 	 	 	 
	Symantec Corporation	 	Proprietary and Confidential	 	4

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