Symantec 2011 Annual Report Download - page 64

Non-Qualified Deferred Compensation in Fiscal 2011
The table below provides information on the non-qualified deferred compensation of the named executive
officers for the fiscal year ended April 1, 2011.
Name
Executive
Contributions in
Last Fiscal
Year
($)
Registrant
Contributions in
Last Fiscal
Year
($)
Aggregate
Earnings in
Last Fiscal
Year
($)
Aggregate
Withdrawals/
Distributions
($)
Aggregate
Balance at
Last Fiscal
Year-End
($)
Non-Qualified Deferred Compensation
Enrique Salem ........ — — — — —
James A. Beer ........ — — — — —
Janice D. Chaffin ...... — — — — —
William T. Robbins .... — — — — —
Rebecca Ranninger ..... 252,150(1) — 162,964(2) 304,145 1,427,844
(1) Represents $252,150 reported under the “Salary” column of the Summary Compensation Table.
(2) Amount reflected is not included in the “Summary Compensation Table” because the earnings are not
preferential or above-market.
In fiscal 2011, certain management employees on our U.S. payroll with a base salary of $150,000 or greater,
including each of the named executive officers, are eligible to participate in the Symantec Corporation Deferred
Compensation Plan. The plan provides the opportunity for participants to defer up to 75% of base salary and 100%
of variable pay each year. Variable pay includes all bonus and commission payments. Deferral elections must be
made prior to the beginning of a calendar year and cannot be revoked as of the day immediately prior to
commencement of that year. The plan is “unfunded” and all deferrals are general assets of Symantec. Amounts
deferred by each participant under the plan are credited to a bookkeeping account maintained on behalf of each
participant. The bookkeeping account under the plan will then be adjusted based on the performance of the
measurement funds that have been selected by the participant. The measurement funds available under the plan are
substantially identical to the investment funds available under our 401(k) plan. Each participant may change their
measurement fund selections on a daily basis. The plan requires that benefits accumulated in the bookkeeping
accounts for each participant not meeting a 5-year service requirement to be distributed to the participant following
his or her termination of employment with us for any reason. If a 5-year service requirement has been met,
accumulated benefits will be distributed according to the participant’s designated payment election. The plan
permits us to terminate the plan and make such a distribution in the event of a change in control of Symantec. We
intend to take such action in the event of a change in control of Symantec.
Potential Payments Upon Termination or Change-In-Control
Set forth below is a description of the plans and agreements (other than the Deferred Compensation Plan) that
could result in potential payouts to the named executive officers in the case of their termination of employment
and/or a change in control of Symantec. For information regarding potential payouts upon termination under the
Deferred Compensation Plan, in which Rebecca Ranninger participates, see “Non-Qualified Deferred Compen-
sation in Fiscal 2011” above.
Symantec Executive Retention Plan
In January 2001, the Board approved the Symantec Executive Retention Plan, to deal with employment
termination resulting from a change in control of the Company. The plan was modified by the Board in July 2002,
April 2006 and June 2007. Under the terms of the plan, all equity compensation awards (including, among others,
stock options and restricted stock units) granted by the Company to the Company’s Section 16(b) officers (including
the named executive officers) would become fully vested and, if applicable, exercisable following a change in
control of the Company (as defined in the plan) after which the officer’s employment is terminated without cause or
constructively terminated by the acquirer within 12 months after the change in control.
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