About Symantec

Managers have dedicated intranet resources available to them including sections of the corporate intranet SymInfo, dedicated management training and online resources on Performance Manager, the company's performance management system. The company has a Tuition Reimbursement policy which encourages employees to continue their education and recognises that organisational and individual excellence are best attained by forward-looking training, development, and educational activities which build upon individual strengths. This reimbursement is for job-related courses leading to a formally recognised qualification, for example, Diploma, Graduate Diploma and Degree from accredited and recognised college/university and/or learning institutions and that directly relate to the employee’s career development within Symantec. They also use 360 feedback which provides direct feedback on performance, allowing the employee to maximise strengths and address weaknesses and to make mid-course corrections. It also allows the employee to see his/her behaviour through the eyes of others ands broadens the employee's perspective of the impact of his/her behaviour and/or performance on co-workers and also allows the employee and the manager to exchange perspectives on the employee's role and performance. Symantec has a global mentorship programme in the Sales function which they feel builds a stronger community through individual development and relationship-building.

There are various opportunities available for employees. These include employee development opportunities, both guided and self-directed programmes on a variety of topics for all levels of employees and employee training. Symantec supports the professional development of all employees’ levels by offering a developmental curriculum, tools and services that apply globally, across all functions and focus on improving business skills. Knowledge sharing is encouraged. Launched in 2008, SymCity is Symantec’s internal social network, a forum for sharing best practices, exchanging knowledge and discussing issues important to the company. They manage talent through their online Performance and Talent Management system called Performance Manager. As part of the annual performance reviews, managers rate employees on a scale for both performance and potential, creating a so-called "P2 matrix" from the results. The P2 Matrix is a tool used to measure an employee's potential and evaluate their performance against goals and objectives. It is used to chart actual results which will determine career planning, skill development and a true pay-for-performance practice.

Symantec’s Total Rewards programess are designed to drive their success as a market leader in the information technology industry. In structuring and overseeing these programs, they focus on the achievement of corporate and individual performance objectives, attracting and retaining highly-qualified employees, and maximising long-term shareholder value. Symantec’s Total Rewards philosophy is comprised of several key offerings including various stock programs, competitive benefits, attractive incentive pay programmess, market priced salary structures, and indirect compensation components such as work-life balance programmes, career growth and training opportunities, diversity programmes, and many others.