Symantec 2012 Annual Report Download - page 52

Based on a competitive market assessment conducted by Mercer and taking into account the factors
described above, the Compensation Committee increased our former CEO’s base salary for fiscal 2012 by 6.7%
to $800,000, an amount the Compensation Committee recognized was well below the median levels of our peer
group and the broader survey peer group data. Prior to this and the increase from fiscal 2010 to fiscal 2011, our
former CEO’s base salary had remained the same since he was promoted to Chief Operating Officer in January
2008 and was not adjusted when he was promoted to Chief Executive Officer in April 2009 due to an overall
company salary freeze driven by the challenging economic environment. Base salaries for James Beer and Wil-
liam Robbins remained the same from the previous year, as base salary increases for fiscal 2011 were deemed
effective in continuing to achieve the Compensation Committee’s goals for this component of executive
compensation. Rowan Trollope and Francis deSouza were each appointed to the position of Group President at
the beginning of fiscal 2012. In connection with these promotions, each officer received an 8.7% increase in
recognition of his increased responsibilities. The following table presents each named executive officer’s base
salary for fiscal 2012 as compared to fiscal 2011:
FY12
($)
FY11
($)
Change
(%)
Enrique Salem ..................................................... 800,000 750,000 6.7(1)
James A. Beer ..................................................... 700,000 700,000 0.0
Rowan M. Trollope ................................................. 435,000 400,000 8.7(2)
Francis A. deSouza ................................................. 435,000 400,000 8.7(2)
William T. Robbins ................................................ 475,000 475,000 0.0
(1) Notwithstanding the 6.7% increase received by Mr. Salem, his base salary remained below the median of the
peer group.
(2) The increases received by Messrs. Trollope and deSouza were given in recognition of their increased
responsibilities with their promotions.
Executive Annual Incentive Plan
The Executive Annual Incentive Plans for our executive officers are adopted pursuant to the Senior Execu-
tive Incentive Plan (“SEIP”) most recently approved by our stockholders in 2008. The Executive Annual
Incentive Plans adopted under the SEIP are annual cash incentive plans that are designed to reward named execu-
tive officers (and other participants) for generating strong financial results for our Company in the short term. To
support collaboration within the senior leadership group, all named executive officers earn incentive compensa-
tion based on performance against pre-determined corporate goals described below. The Compensation Commit-
tee may choose to measure the named executive officers’ achievement against specific business unit or individual
performance targets as well.
Executive Annual Incentive Plan Target Opportunities: Under the Executive Annual Incentive Plans for
a given fiscal year, each named executive officer has a target award opportunity, expressed as a percentage of
base salary, with the ability to earn above or below that target based on actual performance. Target award oppor-
tunities for our Executive Annual Incentive Plans are established by the Compensation Committee using peer
group and survey data and taking into account other factors, such as internal equity and competitive pressures
affecting retention. The following table presents each named executive officer’s target bonus opportunity (on an
actual and percentage of base salary basis) for fiscal 2012 as compared to fiscal 2011:
FY12 Target
% of Base
FY11 Target
% of Base
FY12
($)
FY11
($)
Change
(%)
Enrique Salem .................. 150 150 1,200,000 1,125,000 6.7
James A. Beer .................. 95 90 665,000 630,000 5.6
Rowan M. Trollope .............. 80 70 348,000 280,000 24.3
Francis A. deSouza .............. 80 70 348,000 280,000 24.3
William T. Robbins .............. 95 80 451,250 380,000 18.8
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