Symantec 2012 Annual Report Download - page 54

Revenue and non-GAAP EPS performance targets are established based on a range of inputs, including
external market economic conditions, growth outlooks for our product portfolio, the competitive environment,
our internal budgets, and market expectations.
If results for a goal are below threshold, the funding level for that goal is 0%, and participants will be paid
no incentive compensation for that goal. A threshold performance level would result in a payout of 70% of the
target opportunity in the case of revenue and 75% of the target opportunity in the case of non-GAAP EPS. At
target, the goal is funded at the 100% level. Below target, the payout for revenue achievement decreases by 5%
of the target opportunity for each additional 1% below target revenue achievement levels (assuming the threshold
is met). Above target, the payout for revenue achievement increases by 10% of the target opportunity for each
additional 1% above target achievement levels up to 10% over target for a maximum payout of 200% of the tar-
get opportunity. For non-GAAP EPS, the payout increases or decreases by 5% of the target opportunity for each
additional 1% above or below target achievement levels (assuming the threshold is met), subject to a cap of a
150% payout upon 110% achievement. The following table summarizes the foregoing discussion of threshold,
target and maximum performance levels and the relative payout at each level under the Fiscal Year 2012 Execu-
tive Annual Incentive Plans:
Revenue
Performance
as % of
Target
Revenue
Payout
as % of
Target
EPS
Performance
as % of
Target
EPS
Payout
as % of
Target
Threshold .................................. 94 70 95 75
Target ..................................... 100 100 100 100
Maximum .................................. 110 200 110 150
The performance objectives used to determine the achievement of a business unit performance are estab-
lished at or shortly after the beginning of the fiscal year. The objectives chosen are measurable goals and pub-
lished internally within our company. Each business unit sets its objectives in the following four areas and results
are monitored quarterly:
‰Business Results
‰Customer and Partner Loyalty
‰Operational Excellence
‰Employee Engagement
The CEO evaluates the performance level of each named executive officer’s business unit against the
pre-determined goals following the end of fiscal year, then makes a recommendation to the Compensation
Committee. The Compensation Committee then reviews the CEO’s compensation recommendations for the other
named executive officers, makes any appropriate adjustments, and approves their compensation. The potential
payout for this metric ranges from 0% to 150% based on achievement of these preset goals.
Achievement of Fiscal Year 2012 Performance Metrics:
For fiscal 2012, our revenue target was $6,669 million and our non-GAAP EPS target was $1.54 per share.
The Compensation Committee determined that we achieved 99% of the revenue metric, resulting in a 95% pay-
out for that portion of the plan based on the plan target amount, and 99% of the non-GAAP EPS metric, resulting
in a payout for that portion of the plan at 90% of the plan target amount. For purposes of calculating achievement
of these metrics, foreign exchange movements were held constant at plan rates, pursuant to the terms of the
plans.
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