Symantec 2012 Annual Report Download - page 67

The following table shows for the fiscal year ended March 30, 2012, certain information regarding grants of plan-based
awards to our named executive officers from our incentive plans:
Grants of Plan-Based Awards in Fiscal 2012
Estimated Future Payouts
Under Non-Equity Incentive Plan
Awards
Estimated Future Payouts
Under Equity Incentive
Plan Awards(4)
All Other
Stock
Awards:
Number
of Shares
of Stock
or Units
(#)
All Other
Option
Awards:
Number
of
Securities
Underlying
Options
(#)
Exercise or
Base Price
of Option
Awards
($/Sh)
Grant
Date
Fair
Value
of Stock
and
Option
Awards
($)
Grant
Date(1)
Threshold
($)
Target
($)
Maximum
($)
Threshold
(#)
Target
(#)
Maximum
(#)Name
Enrique Salem* ....... 6/10/11 870,000(2) 1,200,000(2) 2,100,000(2) 75,000 150,000 199,500 90,000(5) — — 1,665,000
500,000(3) 2,000,000(3) 4,000,000(3) — — —
James A. Beer ........ 6/10/11 482,125(2) 665,000(2) 1,163,750(2) 20,000 40,000 53,200 40,000(5) — — 740,000
6/10/11 106,250(3) 425,000(3) 850,000(3) — — — 50,000(6) 925,000
Rowan M. Trollope .... 6/10/11 252,300(2) 348,000(2) 609,000(2) 20,000 40,000 53,200 40,000(5) — — 740,000
6/10/11 106,250(3) 425,000(3) 850,000(3) — — — 100,000(6) 1,850,000
Francis A. deSouza .... 6/10/11 252,300(2) 348,000(2) 609,000(2) 20,000 40,000 53,200 40,000(5) — — 740,000
6/10/11 106,250(3) 425,000(3) 850,000(3) — — — 100,000(6) 1,850,000
William T. Robbins .... 6/10/11 327,156(2) 451,250(2) 789,688(2) 20,000 40,000 53,200 40,000(5) — — 740,000
6/10/11 106,250(3) 425,000(3) 850,000(3) — — — 50,000(6) 925,000
* Mr. Salem resigned from the Company, effective July 24, 2012.
(1) Represents grant date of stock awards.
(2) Represents threshold, target and maximum payouts with respect to each applicable metric under the FY12 Executive
Annual Incentive Plan.
(3) Represents threshold, target and maximum payouts under the FY12 LTIP. Payment under this plan is contingent upon
employment through the last day of fiscal 2014.
(4) The amounts shown in these rows reflect, in share amounts, the threshold, target, and maximum potential shares eligible
(“eligible shares”) to be earned (based on performance for the fiscal 2012 period) at the end of fiscal 2013 and 2014,
based on, and subject to further adjustment as a result of, the achievement of the TSR ranking for our company as com-
pared to the S&P 500, as further described in the CD&A section beginning on page 47. In June 2011, each named execu-
tive officer was awarded a PRU under the 2004 Equity Incentive Plan, subject to the achievement of the same
non-GAAP EPS metric for our FY12 Executive Annual Incentive Plan during fiscal 2012, with a threshold award equal
to 50% of the target eligible shares and a maximum award equal to 133% of the target eligible shares. For fiscal 2012,
the Compensation Committee determined that we achieved 99% of our non-GAAP EPS target under the PRUs, resulting
in 97% of the target eligible shares becoming eligible to be earned based on achievement of the TSR performance goals
under the PRUs. Pursuant to the terms of these awards, each NEO will be eligible to receive at least half of the eligible
shares if he remains employed by us through the last day of fiscal 2014 even if we fail to achieve those TSR performance
goals, and could receive up to 150% of such shares, depending upon the degree to which we achieve of those goals and
the same employment condition is met.
(5) This RSU grant was granted under the 2004 Equity Incentive Plan and vests in four equal annual installments on each of
the first through fourth anniversaries of the date of grant, and is settled in shares on the vesting date.
(6) This RSU grant was granted under the 2004 Equity Incentive Plan. 25% of the shares vests on June 1, 2013, another 25%
of the shares vest on June 1, 2014 and the balance vests on June 1, 2015, and is settled in shares on the vesting date.
For a summary of the terms of the FY12 Executive Annual Incentive Plan, see “Compensation Discussion & Analysis
(CD&A) — Compensation Components — Executive Annual Incentive Plans” above. For a summary of the terms of the
FY12 LTIP, see “Compensation Discussion & Analysis (CD&A) — Compensation Components — Long Term Incentive
Plans (LTIP)” above. Details of acceleration of the equity awards described are disclosed under “Compensation Dis-
cussion & Analysis (CD&A) — Other Benefits — Change in Control and Severance Arrangements” above and “Potential
Payments Upon Termination or Change in Control” below.
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