Symantec 2008 Annual Report Download - page 46

General Information on, and Material Terms of, the SEIP
The SEIP is a component of Symantec’s overall strategy to pay its employees for delivering measurable results.
The purposes of the SEIP are to motivate senior executives (as defined in the SEIP) by tying compensation to
performance, to reward exceptional performance that supports Symantec objectives and to attract and retain top-
performing senior executives. Additional information about amounts paid under the SEIP to our named executive
officers during our last completed fiscal year are contained in the Summary Compensation Table (beginning on
page 54) and the Grants of Plan-Based Awards Table (beginning on page 56). Additional discussion about the SEIP
is included in the Compensation Discussion & Analysis section (beginning on page 42).
The following is a summary of the principal provisions of the SEIP, as amended and restated by this proposal.
This summary is qualified in its entirety by reference to the full text of the SEIP. A copy of the SEIP has been filed
with the SEC with this proxy statement, and any stockholder who wishes to obtain a copy of the SEIP may do so by
written request to the Secretary at Symantec’s headquarters in Cupertino, California.
Performance Goals. To qualify awards as performance-based compensation under Section 162(m), the
payment of the value of such awards must be made contingent upon achievement of performance goals approved by
the Compensation Committee and our stockholders. The SEIP permits us to use one or more of the following
performance goals with respect to awards:
• income, including net income
and operating income
• market share • cash flow, including cash flow
from operations
• stockholder return • return on net assets • new product releases
• earnings per share • return on equity • employee productivity and
satisfaction metrics
• revenue, including growth in
revenue
• return on investment • strategic plan development and
implementation (including
individual performance
objectives that relate to
achievement of the Company’s
or any business unit’s strategic
plan)
The above goals differ from the goals in the plan last approved by the stockholders by the addition of the last goal
regarding strategic plan development and implementation.
The Compensation Committee may adjust its evaluation of actual performance under a performance goal to
exclude certain events that occur during a performance period such as asset write-downs; currency effects; litigation
or claims judgments or settlements; changes in tax law, accounting principles or other laws or regulations affecting
reported results; accruals for reorganization or restructuring programs; and other extraordinary non-recurring items
described in published accounting rules and/or in Management’s Discussion and Analysis of Financial Conditions
and Results of Operations in our annual report to stockholders for the year.
Annual Cash Limit. The maximum aggregate amount of cash awards that may be granted during any single
fiscal year to any individual employee is $5,000,000. We do not seek to increase this annual cash limit.
Administration. As stated above, the Compensation Committee administers the SEIP. Compensation
Committee members must qualify as “outside directors” under Section 162(m) in order for awards under the
SEIP to qualify as deductible performance-based compensation under the Code. All of our Compensation
Committee members meet this requirement. Subject to the terms of the SEIP, the Compensation Committee
has the discretion to determine the key employees who will receive awards as well as the amounts, terms and
conditions of each award, including the performance period and goal(s) that apply to the award and whether or not
the goal(s) are achieved. The Compensation Committee may delegate its authority to administer awards to a
separate committee or to one or more individuals who are not members of the Compensation Committee, but only
with respect to participants whom it believes will not be considered “covered persons” under Section 162(m).
Eligibility. Senior executive officers subject to Section 16 of the Securities Exchange Act of 1934 are eligible
to participate in the SEIP, as well as other employees who may be designated from time to time by the
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