Symantec 2010 Annual Report Download - page 50

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EXECUTIVE COMPENSATION AND RELATED INFORMATION
COMPENSATION DISCUSSION & ANALYSIS (CD&A)
INTRODUCTION
This compensation discussion and analysis describes the material elements of Symantec’s executive com-
pensation program for fiscal 2010. The purpose of this program is to continue to attract, appropriately motivate and
retain highly-qualified executives who are committed to Symantec’s success both in the near future and over a long
term. This CD&A describes how the Compensation Committee approached and determined our executive
compensation program for fiscal 2010 with respect to our named executive officers (“NEOs”). For fiscal 2010,
our named executive officers were:
• Enrique Salem, President and Chief Executive Officer
• James A. Beer, Executive Vice President and Chief Financial Officer
• Gregory W. Hughes, Former Group President, Enterprise Products
• William T. Robbins, Executive Vice President, Worldwide Sales
• J. David Thompson, Group President, IT and Services Group
Our Compensation Philosophy
Our executive compensation programs are designed to drive our success as a market leader in the information
technology industry. In structuring and overseeing these programs, we focus on the achievement of corporate and
business unit objectives, attracting and retaining highly-qualified executive management, and maximizing long-
term stockholder value.
A number of principles and circumstances inform our executive compensation decisions. An important
principle driving our compensation programs is our belief that it benefits all of our constituencies for management’s
compensation to be tied to our current and long-term performance. As a result, at-risk pay comprises a significant
portion of our executive compensation, in particular for individuals holding more senior and influential positions at
Symantec.
We look to relevant market and industry practices to structure compensation packages that are competitive in
the markets in which we compete for executive talent. While we strive for a basic level of internal pay equity among
our management team members, we also believe that it is important to reward outstanding individual performance,
team success, and company-wide results.
We are also sensitive to our need to balance the interests of our executives with those of our stockholders,
especially when our compensation decisions might increase our cost structure or contribute to stockholder dilution.
We focus on appropriately balancing and aligning the interests of all of our constituencies — our stockholders, our
executive officers, the remainder of our employee base, our business partners and our community.
Summary of Compensation Matters During Fiscal 2010
Notwithstanding the challenging macroeconomic environment, Symantec achieved some meaningful suc-
cesses in fiscal 2010. As detailed below, three core financial metrics are used to measure company performance
under our executive compensation programs: revenue, earnings per share and cash flow from operations. In
addition, other than for our CEO, business unit performance metrics were a factor in the target bonus awards of our
named executive officers under our Executive Annual Incentive Plan. Although Symantec’s revenue and earnings
per share declined slightly year over year, the Company’s business continued to deliver strong cash flow from
operations. Our named executive officers were compensated consistent with our pay-for-performance
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