Document:

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                                                                   EXHIBIT 10.28

                                                                 [SYMANTEC LOGO]

                     FY2002 EXECUTIVE 6-MONTH INCENTIVE PLAN

                             PRESIDENT AND CEO PLAN

Symantec Corporation 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>

              FY2002 EXECUTIVE 6-MONTH INCENTIVE COMPENSATION PLAN

JOB CATEGORY:         PRESIDENT AND CEO

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 eligible earnings within the time period from October
                      1, 2001 through March 31, 2002. Bonuses will be paid based
                      on actual base salary earnings from time of eligibility in
                      the Executive 6-month Incentive Plan through March 31,
                      2002.

Bonus Payments:       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 6-month 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. Payments for corporate results and divisional
                      results are uncapped.

Pro-ration:           The 6-month Incentive Plan calculation will be based on
                      all eligible base salary earnings for the six month
                      period, 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 is in addition to the FY02 Executive Annual
                      Incentive Plan.

                      Participating in the plan for FY 2002 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 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

Symantec Corporation          Proprietary and Confidential

                                                                               2

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                      light of uncontrollable events including, but not limited
                      to, currency fluctuations, business goal modification, and
                      management changes.

Symantec Corporation          Proprietary and Confidential

                                                                               3<PAGE>

                                                                   EXHIBIT 10.29

                                                                 [SYMANTEC LOGO]

                     FY2002 EXECUTIVE 6-MONTH INCENTIVE PLAN

                             CHIEF OPERATING OFFICER

Symantec Corporation 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>

              FY2002 EXECUTIVE 6-MONTH INCENTIVE COMPENSATION PLAN

JOB CATEGORY:         CHIEF OPERATING OFFICER

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 75% of
                      eligible earnings within the time period from October 1,
                      2001 through March 31, 2002. Bonuses will be paid based on
                      actual base salary earnings from time of eligibility in
                      the Executive 6-month Incentive Plan through March 31,
                      2002.

Bonus Payments:       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 6-month bonus
                      payment:

                      <TABLE>
                      <CAPTION>
                      ----------------------------------------
                       METRIC                       WEIGHTING
                      ----------------------------------------
                      <S>                           <C>
                       Corporate Revenue              37.5%
                      ----------------------------------------
                       Corporate Earnings per Share   37.5%
                      ----------------------------------------
                      </TABLE>

                      * Please note: the remaining 25% of the 6-month bonus will
                      be based on individual objectives as outlined in the
                      Executive Annual Incentive Plan, and will be paid out
                      based on annual earnings from time of eligibility into the
                      Exec AIP.

Achievement Schedule: An established threshold must be exceeded for each
                      respective metric before that portion of the metric will
                      be paid. Payments for corporate results and divisional
                      results are capped.

Pro-ration:           The 6-month Incentive Plan calculation will be based on
                      all eligible base salary earnings for the six month
                      period, 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 is in addition to the FY02 Executive Annual
                      Incentive Plan.

                      Participating in the plan for FY 2002 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 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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