Symantec 2011 Annual Report Download - page 44

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CEO Total Pay vs. Revenue*
$10,000
$8,000
$6,000
$4,000
$2,000
$0
$7,000
$6,000
$5,000
$4,000
$2,000
$1,000
$3,000
$0
CEO Total Pay in Millions
Revenue in Billions
FY 2010
Total Compensation Revenue
FY 2011
CEO Total Pay vs. Cash Flow from Operations
$10,000
$8,000
$6,000
$4,000
$2,000
$0
CEO Total Pay in Millions
Cash Flow in Billions
Cash Flow from Operations
Total Compensation
$2,000
$1,500
$1,000
$500
$0
FY 2010 FY 2011
* For purposes of calculating achievements under these metrics, foreign exchange movements were held constant
at plan rates, pursuant to the terms of the bonus plans.
Roles of Our Compensation Committee, Executive Officers and Consultants in our Compensation Process
The Compensation Committee, which is comprised entirely of independent directors, is responsible for
overseeing all of Symantec’s compensation programs, including the review and recommendation to the independent
directors of our Board all compensation arrangements for our Chief Executive Officer and the review and approval
of the compensation payable to our other named executive officers.
The independent directors of the Board evaluate the CEO’s performance and the Compensation Committee
then reviews and recommends to the independent members of the Board all compensation arrangements for the
CEO. After discussion, the independent members of the Board determine the CEO’s compensation. The Com-
pensation Committee also discusses the performance of the other named executive officers with the CEO, reviews
the compensation recommendations that the CEO submits for the other named executive officers, makes any
appropriate adjustments, and approves their compensation.
Since fiscal 2004, the Compensation Committee has engaged Mercer, an outside consulting firm, to provide
advice and ongoing recommendations on executive compensation matters. The Compensation Committee oversees
Mercer’s engagement. Mercer representatives meet informally with the Compensation Committee Chair and the
Chief Human Resources Officer and regularly with the Compensation Committee during its regular meetings,
including in executive sessions from time to time without any members of management present.
As part of its engagement in fiscal 2011, Mercer provided, among other services, advice and recommendations
on the amount and form of executive and director compensation. For example, Mercer evaluated and advised the
Compensation Committee on the peer group that the Compensation Committee uses to develop a market composite
for purposes of establishing named executive officer pay levels (as described below), the competitiveness of our
director and executive compensation programs, the proposed performance goals and ranges for incentive plans,
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