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II. 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 2013. 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
align our senior executives’ incentive awards with key drivers of the Company’s financial performance, all
named executive officers earn incentive compensation based on performance against pre-determined corporate
goals described below. The Compensation Committee typically measures the achievement of named executive
officers (other than our CEO) against 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 the
various inputs described below. The following table presents each named executive officer’s target bonus oppor-
tunity (on an actual and percentage of base salary basis) for fiscal 2015:
Name of NEO
FY15 Target
% of Base
FY15 Target
($)
Michael A. Brown ............................................. 150 1,500,000
Thomas J. Seifert .............................................. 100 720,000
Balaji Yelamanchili ............................................ 125 875,000
Scott C. Taylor ................................................ 70 402,500
Francis C. Rosch .............................................. 80 352,000
Former officer
Stephen E. Gillett .............................................. 125 1,093,750
In general, the award opportunities for fiscal 2015 were determined based on the relevant market data,
desired market positions, the desired mix between cash and equity-based incentive pay, internal pay equity goals,
and the role of the named executive officer.
At the time award opportunities are established, there is no assurance that the amount of the target awards
will be realized. As explained below, each named executive officer must achieve threshold performance for each
metric established in the named executive officer’s executive annual incentive plan to receive any payment for
such metric. The payout under the Executive Annual Incentive Plan is also capped at different levels based on the
relevant performance metric.
Executive Annual Incentive Plan Performance Measures and Target Setting: Executive Annual
Incentive Plan performance targets are established within the first 90 days of each plan year. Our management
develops goals to propose to the Compensation Committee, after taking into account a variety of factors, includ-
ing our historical performance, internal budgets, market and peer performance, and external expectations for our
performance. The Compensation Committee reviews, adjusts as necessary, and approves the goals, the range of
performance to be rewarded, and the weighting of the goals. Following the end of each fiscal year, the
Compensation Committee reviews our actual performance against the performance measures established in the
fiscal year’s Executive Annual Incentive Plans (after making any appropriate adjustments to such measures for
the effects of corporate events that were not anticipated in establishing the performance measures), determines
the extent of achievement and approves the payment of annual cash incentives, if warranted.
For fiscal 2015, the Executive Annual Incentive Plan was funded by two primary measures: non-GAAP
operating income and non-GAAP revenue. We used the above performance metrics because:
‰Over time, we believe that non-GAAP operating income and non-GAAP revenue measures have strongly
correlated with stockholder value creation for Symantec;
‰the non-GAAP operating income and non-GAAP revenue measures are transparent to investors and are
included in our quarterly earnings releases and supplemental materials;
40