EXHIBIT 10.18
 
                    SYMANTEC SENIOR EXECUTIVE INCENTIVE PLAN
 
1. PURPOSES       The Symantec Senior Executive Incentive Plan is a component of
                  Symantec's overall strategy to pay its employees for
                  performance. The purposes of this Plan are to: (A) motivate
                  senior executives by tying their compensation to performance;
                  (B) reward exceptional performance that supports overall
                  Symantec objectives; and (C) attract and retain top performing
                  employees.
 
2. DEFINITIONS    "Award" means any cash incentive payment made under the Plan.
 
                  "Code" means the Internal Revenue Code of 1986, as amended.
 
                  "Committee" means the Compensation Committee of Symantec's
                  Board of Directors, or such other committee designated by that
                  Board of Directors, which is authorized to administer the Plan
                  under Section 3 hereof. The Committee shall be comprised
                  solely of directors who are outside directors under Code
                  Section 162(m).
 
                  "Symantec" means Symantec Corporation and any corporation or
                  other business entity of which Symantec (i) directly or
                  indirectly has an ownership interest of 50% or more, or (ii)
                  has a right to elect or appoint 50% or more of the board of
                  directors or other governing body.
 
                  "Senior Executive" means a Symantec employee who holds an
                  executive officer position and is subject to Section 16 of the
                  Securities Exchange Act of 1934 and such other employees as
                  the Committee may designate.
 
                  "Participant" means any Senior Executive to whom an Award is
                  granted under the Plan.
 
                  "Plan" means this Plan, which shall be known as the Symantec
                  Senior Executive Incentive Plan.
 
3. ADMINISTRATION
 
                  A. The Plan shall be administered by the Committee. The
                  Committee shall have the authority to:
 
                      (i) interpret and determine all questions of policy and
                      expediency pertaining to the Plan;
 
                      (ii) adopt such rules, regulations, agreements and
                      instruments as it deems necessary for its proper
                      administration;
 
                      (iii) select Senior Executives to receive Awards;
 
                      (iv) determine the terms of Awards;
 
                      (v) determine amounts subject to Awards (within the limits
                      prescribed in the Plan);
 
                      (vi) determine whether Awards will be granted in
                      replacement of or as alternatives to any other incentive
                      or compensation plan of Symantec or an acquired business
                      unit;
 
                      (vii) grant waivers of Plan or Award conditions (but with
                      respect to Awards intended to qualify under Code Section
                      162(m), only as permitted under that Section);
 
                      (viii) accelerate the payment of Awards (but with respect
                      to Awards intended to qualify under Code Section 162(m),
                      only as permitted under that Section);
 
                      (ix) correct any defect, supply any omission, or reconcile
                      any inconsistency in the Plan, any Award or any Award
                      notice;
 
                      (x) take any and all other actions it deems necessary or
                      advisable for the proper administration of the Plan;
 
                                       1
<PAGE>
 
                      (xi) adopt such Plan procedures, regulations, subplans and
                      the like as it deems are necessary to enable Senior
                      Executives to receive Awards; and
 
                      (xii) amend the Plan at any time and from time to time,
                      provided however that no amendment to the Plan shall be
                      effective unless approved by Symantec's stockholders, to
                      the extent such stockholder approval is required under
                      Code Section 162(m) with respect to Awards which are
                      intended to qualify under that Section.
 
                  B. The Committee may delegate its authority to grant and
                  administer Awards to a separate committee; however, only the
                  Committee may grant and administer Awards which are intended
                  to qualify as performance-based compensation under Code
                  Section 162(m).
 
4. ELIGIBILITY    Only Senior Executives may become Participants in the Plan.
 
5. PERFORMANCE GOALS
 
                  A. The Committee shall establish performance goals applicable
                  to a particular fiscal year (or performance period) prior to
                  its start, provided, however, that such goals may be
                  established after the start of the fiscal year (or performance
                  period) but while the outcome of the performance goal is
                  substantially uncertain if such a method of establishing
                  performance goals is permitted under proposed or final
                  regulations issued under Code Section 162(m).
 
                  B. Each performance goal applicable to a fiscal year (or
                  performance period) shall identify one or more Symantec
                  business criteria and/or any business unit that are to be
                  monitored during the fiscal year (or performance period), such
                  as:
 
                      Net income
                      Stockholder return
                      Earnings per share
                      Revenue
                      Revenue growth
                      Operating income
                      Market share
                      Return on net assets programs
                      Return on equity
                      Return on investment
                      Cash flow
                      New product releases
                      Employee productivity and satisfaction metrics
 
                  C. The Committee shall determine the target level of
                  performance that must be achieved with respect to each
                  criterion that is identified in a performance goal in order
                  for a performance goal to be treated as attained.
 
                  D. The Committee may base performance goals on one or more of
                  the foregoing business criteria. In the event performance
                  goals are based on more than one business criterion, the
                  Committee may determine to make Awards upon attainment of the
                  performance goal relating to any one or more of such criteria,
                  provided the performance goals, when established, are stated
                  as alternatives to one another at the time the performance
                  goal is established.
 
6. AWARDS
 
                  A. Awards may be made on the basis of Symantec and/or business
                  unit performance goals and formulas determined by the
                  Committee. During any Symantec fiscal year, no Participant
                  shall receive an Award of more than $5,000,000.
 
                  B. The Committee, in its discretion, may reduce or eliminate a
                  Participant's Award at any time before it is paid, whether or
                  not calculated on the basis of pre-established performance
                  goals or formulas.
 
                  C. The payment of an Award requires that the Participant be an
                  active employee and on Symantec's payroll on the last day of
                  the fiscal year (or performance period) which such Award
                  relates to in order to receive any portion of the Award. The
                  Committee may make exceptions to this requirement in the case
                  of retirement, death or disability, or in the case of a
                  corporate change in control as determined by the Committee in
                  its sole discretion.
 
                                       2
<PAGE>
                  D. Symantec shall withhold all applicable federal, state,
                  local and foreign taxes required by law to be paid or withheld
                  relating to the receipt or payment of any Award.
 
7. GENERAL
 
                  A. The Plan shall become effective as of April 3, 2004,
                  subject to stockholder approval of the Plan prior to such
                  date.
 
                  B. Any rights of a Participant under the Plan shall not be
                  assignable by such Participant, by operation of law or
                  otherwise, except by will or the laws of descent and
                  distribution. No Participant may create a lien on any funds or
                  rights to which he or she may have an interest under the Plan,
                  or which is held by Symantec for the account of the
                  Participant under the Plan.
 
                  C. Participation in the Plan shall not give any Senior
                  Executive any right to remain in Symantec's employ. Further,
                  the adoption of this Plan shall not be deemed to give any
                  Senior Executive or other individual the right to be selected
                  as a Participant or to be granted an Award.
 
                  D. To the extent any person acquires a right to receive
                  payments from Symantec under this Plan, such rights shall be
                  no greater than the rights of an unsecured creditor of
                  Symantec's.
 
                  E. The Plan shall be governed by and construed in accordance
                  with the laws of the State of California.
 
                  F. The Board may amend or terminate the Plan (i) at any time
                  and for any reason subject to stockholder approval and (ii) at
                  any time and for any reason if and to the extent the Plan's
                  qualification under Code Section 162(m) would not be adversely
                  affected.
 
                                       3
 
</TEXT>
</DOCUMENT>
<DOCUMENT>
<TYPE>EX-10.21
<SEQUENCE>6
<FILENAME>f99544exv10w21.txt
<DESCRIPTION>EXHIBIT 10.21
<TEXT>
<PAGE>
 
                                                                   EXHIBIT 10.21
 
                                                                 [SYMANTEC LOGO]
 
                      FY05 EXECUTIVE ANNUAL INCENTIVE PLAN
 
                           VICE PRESIDENTS - GRADE 16
                           VICE PRESIDENTS - GRADE 15
 
This Annual Incentive Plan ("The Plan") issued by Symantec Corporation
("Symantec") is effective April 1, 2004, until otherwise stated. The Board of
Directors reserves the right to alter or cancel any or all such Plans for any
reason at any time.
 
Symantec Corporation       Proprietary and Confidential                        1
 
<PAGE>
 
                FY05 EXECUTIVE ANNUAL INCENTIVE COMPENSATION PLAN
 
JOB CATEGORY:              VICE PRESIDENTS, GRADE 15 & 16
 
Purpose:                   Provide critical focus on specific, measurable goals
                           and to provide incentive compensation upon their
                           attainment.
 
Bonus Target:              The target incentive for these executive positions
                           are as follows:
 
                           Grade 15: 30% of annual base salary
                           Grade 16: 40% of annual base salary
 
                           The target incentive for this executive position is
                           40% of the annual base salary. Annual base salary
                           will be reviewed and established at the beginning of
                           each fiscal year. Bonuses will be paid based on
                           actual annual base salary earnings from time of
                           eligibility in the Executive Incentive Plan through
                           March 31, 2005.
 
Bonus Payments:            The incentive will be paid once annually. Payment
                           will be made within six weeks of the financial close
                           of the fiscal year. Any payments made under this plan
                           are at the sole discretion of the Board of Directors.
 
Components:                Three metrics will be used to determine the annual
                           bonus payment:
 
<TABLE>
<CAPTION>
METRIC                               WEIGHTING
------                               ---------
<S>                                  <C>
Corporate Revenue                       35%
Corporate Earnings per Share            35%
Individual Objectives                   30%
</TABLE>
 
Achievement Schedule:      Each metric has a minimum performance threshold that
                           must be exceeded before that portion of the metric
                           will be paid. Payment for corporate results is
                           uncapped. The individual objectives portion is capped
                           at 150%.
 
Pro-ration:                The Annual Incentive Plan calculation will be based
                           on all eligible base salary earnings for the year,
                           and will be pro-rated based on the number of weeks of
                           participation.
 
Eligibility:               The Plan participant must be a regular, full-time
                           employee at the end of the fiscal year in order to
                           participate. If the company grants an interim payment
                           for any reason, the participant must be a regular,
                           full-time employee at the end of that performance
                           period in order to receive such payment. A plan
                           participant who leaves before the end of the fiscal
                           year will not receive the end of the fiscal year
                           payment under the Plan or any pro-ration thereof.
 
Exchange Rates:            The Corporate Performance metrics will not be
                           adjusted for any fluctuating currency exchange rates.
                           Actual growth numbers will be used.
 
Acquisition:               In the event of an acquisition or purchase of
                           products or technology, the Revenue Growth and
                           Earnings per Share numbers will be adjusted to
                           reflect the change and are to be approved by the
                           Compensation Committee of the Board of Directors.
 
Plan Provisions:           This plan supersedes any previous incentive or bonus
                           plan that may have been in existence. Those plans are
                           null and void with the issuance of this plan for
                           FY05.
 
                           Participating in the plan for FY05 does not guarantee
                           participation in future incentive plans. Plan
                           structures and participation will be determined on a
                           year to year basis and are guidelines only.
 
Symantec Corporation       Proprietary and Confidential                        2
 
<PAGE>
                           The Board of Directors reserves the right to alter or
                           cancel any or all such Plans for any reason at any
                           time.
 
                           The Board of Directors, acting on behalf of the
                           shareholders in their best interests, reserves the
                           right to exercise their own judgment with regard to
                           company performance in light of uncontrollable events
                           including, but not limited to, currency fluctuations,
                           business goal modification, and management changes.
 
Symantec Corporation       Proprietary and Confidential                        3
 
<PAGE>
 
                         INDIVIDUAL OBJECTIVES WORKSHEET
 
PLEASE FILL OUT THE FOLLOWING WORKSHEET TO RECORD THE EXECUTIVE'S OBJECTIVES BY
WHICH S/HE WILL BE MEASURED AT THE END OF THE FISCAL YEAR. PLEASE ALSO WEIGHT
EACH OBJECTIVE. AT THE END OF THE FISCAL YEAR, THE EXECUTIVE'S PERFORMANCE
AGAINST THEIR OBJECTIVES IS TO BE RATED ON A SCALE OF 0 - 150.
 
<TABLE>
<CAPTION>
             OBJECTIVE                      DESCRIPTION / SUCCESS MEASURES      WEIGHTING
-----------------------------------------------------------------------------------------
<S>                                         <C>                                 <C>
BUSINESS UNIT REVENUE TARGET (IF
          RELEVANT)                                 $ __________                     %
 
                    OBJECTIVE #1
                                                                                     %
 
                    OBJECTIVE #2                                                     %
 
                    OBJECTIVE #3                                                     %
 
      (ADD AS MANY OBJECTIVES AS
                      NECESSARY)
 
                                                                                  100%
</TABLE>
 
Symantec Corporation       Proprietary and Confidential                        4
 
</TEXT>
</DOCUMENT>
<DOCUMENT>
<TYPE>EX-10.25
<SEQUENCE>10
<FILENAME>f99544exv10w25.txt
<DESCRIPTION>EXHIBIT 10.25
<TEXT>
<PAGE>
 
                                                                   EXHIBIT 10.25
 
                                                                 [SYMANTEC LOGO]
 
                      FY05 EXECUTIVE ANNUAL INCENTIVE PLAN
 
                PRESIDENT AND CHIEF OPERATING OFFICER - GRADE 22
 
This Annual Incentive Plan ("The Plan") issued by Symantec Corporation
("Symantec") is effective April 1, 2004, until otherwise stated. The Board of
Directors reserves the right to alter or cancel any or all such Plans for any
reason at any time.
 
Symantec Corporation            Proprietary and Confidential                   1
 
<PAGE>
 
                FY05 EXECUTIVE ANNUAL INCENTIVE COMPENSATION PLAN
 
JOB CATEGORY:              PRESIDENT AND CHIEF OPERATING OFFICER, GRADE 22
 
Purpose:                   Provide critical focus on specific, measurable goals
                           and to provide incentive compensation upon their
                           attainment.
 
Bonus Target:              The target incentive for this executive position is
                           80% of the annual base salary. Annual base salary
                           will be reviewed and established at the beginning of
                           each fiscal year. Bonuses will be paid based on
                           actual annual base salary earnings from time of
                           eligibility in the Executive Incentive Plan through
                           March 31, 2005.
 
Bonus Payments:            The incentive will be paid once annually. Payment
                           will be made within six weeks of the financial close
                           of the fiscal year. Any payments made under this plan
                           are at the sole discretion of the Board of Directors.
 
Components:                Two metrics will be used to determine the annual
                           bonus payment:
 
<TABLE>
<CAPTION>
METRIC                               WEIGHTING
------                               ---------
<S>                                  <C>
Corporate Revenue                       50%
Corporate Earnings per Share            50%
</TABLE>
 
Achievement Schedule:      Each metric has a minimum performance threshold that
                           must be exceeded before that portion of the metric
                           will be paid. Payment for corporate results is
                           uncapped.
 
Pro-ration:                The Annual Incentive Plan calculation will be based
                           on all eligible base salary earnings for the year,
                           and will be pro-rated based on the number of weeks of
                           participation.
 
Eligibility:               The Plan participant must be a regular, full-time
                           employee at the end of the fiscal year in order to
                           participate. If the company grants an interim payment
                           for any reason, the participant must be a regular,
                           full-time employee at the end of that performance
                           period in order to receive such payment. A plan
                           participant who leaves before the end of the fiscal
                           year will not receive the end of the fiscal year
                           payment under the Plan or any pro-ration thereof.
 
Exchange Rates:            The Corporate Performance metrics will not be
                           adjusted for any fluctuating currency exchange rates.
                           Actual growth numbers will be used.
 
Acquisition:               In the event of an acquisition or purchase of
                           products or technology, the Revenue Growth and
                           Earnings per Share numbers will be adjusted to
                           reflect the change and are to be approved by the
                           Compensation Committee of the Board of Directors.
 
Plan Provisions:           This plan supersedes any previous incentive or bonus
                           plan that may have been in existence. Those plans are
                           null and void with the issuance of this plan for
                           FY05.
 
                           Participating in the plan for FY05 does not guarantee
                           participation in future incentive plans. Plan
                           structures and participation will be determined on a
                           year to year basis and are guidelines only.
 
                           The Board of Directors reserves the right to alter or
                           cancel any or all such Plans for any reason at any
                           time.
 
                           The Board of Directors, acting on behalf of the
                           shareholders in their best interests, reserves the
                           right to exercise their own judgment with regard to
                           company performance in light of uncontrollable events
                           including, but not limited to, currency fluctuations,
                           business goal modification, and management changes.
 
Symantec Corporation            Proprietary and Confidential                   2
 
</TEXT>
</DOCUMENT>
<DOCUMENT>
<TYPE>EX-10.26
<SEQUENCE>11
<FILENAME>f99544exv10w26.txt
<DESCRIPTION>EXHIBIT 10.26
<TEXT>
<PAGE>
 
                                                                   EXHIBIT 10.26
 
                                                                 [SYMANTEC LOGO]
 
                      FY05 EXECUTIVE ANNUAL INCENTIVE PLAN
 
                           CHAIRMAN AND CHIEF SALESMAN
 
This Annual Incentive Plan ("The Plan") issued by Symantec Corporation
("Symantec") is effective April 1, 2004, until otherwise stated. The Board of
Directors reserves the right to alter or cancel any or all such Plans for any
reason at any time.
 
Symantec Corporation         Proprietary and Confidential                   1
 
<PAGE>
 
                FY05 EXECUTIVE ANNUAL INCENTIVE COMPENSATION PLAN
 
JOB CATEGORY:              CHAIRMAN AND CHIEF SALESMAN
 
Purpose:                   Provide critical focus on specific, measurable goals
                           and to provide incentive compensation upon their
                           attainment.
 
Bonus Target:              The target incentive for this executive position is
                           100% of the annual base salary. Annual base salary
                           will be reviewed and established at the beginning of
                           each fiscal year. Bonuses will be paid based on
                           actual annual base salary earnings from time of
                           eligibility in the Executive Incentive Plan through
                           March 31, 2005.
 
Bonus Payments:            The incentive will be paid once annually. Payment
                           will be made within six weeks of the financial close
                           of the fiscal year. Any payments made under this plan
                           are at the sole discretion of the Board of Directors.
 
Components:                Two metrics will be used to determine the annual
                           bonus payment:
 
<TABLE>
<CAPTION>
METRIC                               WEIGHTING
------                               ---------
<S>                                  <C>
Corporate Revenue                       50%
Corporate Earnings per Share            50%
</TABLE>
 
Achievement Schedule:      Each metric has a minimum performance threshold that
                           must be exceeded before that portion of the metric
                           will be paid. Payment for corporate results is
                           uncapped.
 
Pro-ration:                The Annual Incentive Plan calculation will be based
                           on all eligible base salary earnings for the year,
                           and will be pro-rated based on the number of weeks of
                           participation.
 
Eligibility:               The Plan participant must be a regular, full-time
                           employee at the end of the fiscal year in order to
                           participate. If the company grants an interim payment
                           for any reason, the participant must be a regular,
                           full-time employee at the end of that performance
                           period in order to receive such payment. A plan
                           participant who leaves before the end of the fiscal
                           year will not receive the end of the fiscal year
                           payment under the Plan or any pro-ration thereof.
 
Exchange Rates:            The Corporate Performance metrics will not be
                           adjusted for any fluctuating currency exchange rates.
                           Actual growth numbers will be used.
 
Acquisition:               In the event of an acquisition or purchase of
                           products or technology, the Revenue Growth and
                           Earnings per Share numbers will be adjusted to
                           reflect the change and are to be approved by the
                           Compensation Committee of the Board of Directors.
 
Plan Provisions:           This plan supersedes any previous incentive or bonus
                           plan that may have been in existence. Those plans are
                           null and void with the issuance of this plan for
                           FY05.
 
                           Participating in the plan for FY05 does not guarantee
                           participation in future incentive plans. Plan
                           structures and participation will be determined on a
                           year to year basis and are guidelines only.
 
                           The Board of Directors reserves the right to alter or
                           cancel any or all such Plans for any reason at any
                           time.
 
                           The Board of Directors, acting on behalf of the
                           shareholders in their best interests, reserves the
                           right to exercise their own judgment with regard to
                           company performance in light of uncontrollable events
                           including, but not limited to, currency fluctuations,
                           business goal modification, and management changes.