Document:

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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Exhibit 10.02

Form of

FY06 Executive Supplemental Incentive Plan

This FY 06 Executive Supplemental 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:

	 	___________________________ (“Participant”)
	 
	 	 
	Purpose:

	 	To recognize the increased responsibility and workload encountered in the successful
integration of Veritas Software Corporation (“Veritas”) with Symantec.
	 
	 	 
	Bonus Target:

	 	The target supplemental incentive bonus for the position of ___under
this Plan is ___%* of the bonus amount payable under the FY 06 Executive Annual Incentive
Plan — ___, provided that such bonus shall not be less than $___.*
	 
	 	 
	Bonus Payments:

	 	The supplemental 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. Payment will be subject to applicable
payroll taxes and withholdings.
	 
	 	 
	Components:

	 	Two performance metrics* will be used to determine the amount of the supplemental
incentive bonus:

	 	 	 	 	 	 
	 	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

Please see the performance table chart for more detailed information.

 

					
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	Discretionary Bonus:

	 	In addition to the bonus payment described above, Participant will be eligible
for an additional bonus (the “Discretionary Bonus”) based upon the contribution Participant
has made to the integration of Symantec and Veritas. The amount of the Discretionary Bonus,
if any, will be recommended by John Thompson to the Compensation Committee of the Board of
Directors, which shall have the discretion to approve, disapprove or modify the amount of the
Discretionary Bonus recommend by Mr. Thompson. The Discretionary Bonus will be a minimum of
0% and a maximum of 50% of the Bonus.
	 
	 	 
	Pro-ration:

	 	The calculation of the supplemental 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 supplemental incentive bonus. If
Symantec grants an interim payment for any reason, the participant must be a regular,
full-time employee of Symantec 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 supplemental incentive bonus or any pro-ration 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 Supplemental Executive Annual Incentive Plan adopted
July 19, 2005, which is null and void as of the adoption of this Plan. This Plan
is in addition to the FY06 Executive Annual Incentive Plan.
	 
	 	 
	 

	 	Participation in the Plan does not guaranty participation in other or future
incentive plans.
	 
	 	 
	 

	 	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 Supplemental Incentive Plan

Additional Material Terms

Under the terms of the Executive Supplemental Incentive Plans, executive officers who were
executive officers of Symantec prior to the acquisition of VERITAS are eligible to receive
performance-based incentive bonuses equivalent to the bonuses payable under, and upon terms
substantially similar to, the Executive Incentive Plans. Symantec’s chief executive officer is not
eligible to participate under the Executive Supplemental Incentive Plan. The supplemental incentive
bonuses will be in addition to the incentive bonuses payable under the Executive Incentive Plans.

The target payouts under the supplemental incentive plans are 40% to 100% of a participant’s annual
base salary. The actual bonus amounts for all executive officers other than Symantec’s Vice
President of Finance and Chief Accounting Officer, and Symantec’s Senior Vice President, Business
Unit, 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 actual bonus amounts for Symantec’s Vice
President of Finance and Chief Accounting Officer and Symantec’s Senior Vice President, Business
Unit, are subject to an individual objectives metric (30% weighting and 40% weighting,
respectively) in addition to the revenue and earnings per share metrics described above (weighted
at 35% each and 30% each, respectively).

The plans do not include minimum guaranteed payments except for Thomas Kendra, Executive Vice
President World Wide Sales, in the amount of $750,000. In addition, the supplemental incentive
bonus may be increased up to a maximum of 50% of the calculated bonus amount for any participant,
based on the executive officer’s impact on and contributions to the integration of Symantec and
VERITAS.

 

					
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