Pacific Gas and Electric Reviews

Updated August 4, 2014
Updated August 4, 2014
401 Reviews

3.4
401 Reviews
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Pacific Gas and Electric Chairman, President & CEO Anthony F. Earley Jr.
Anthony F. Earley Jr.
148 Ratings

Review Highlights

Pros
  • Good work-life balance although it's depends on a group you work in (in 38 reviews)

  • Great pay and benefits, support for volunteering (in 21 reviews)


Cons
  • It's hard to get your job done if you're constantly trying to prove your worth to upper management (in 22 reviews)

  • Middle management presents a significant barrier to changing corporate culture (in 10 reviews)

More Highlights

74 Employee Reviews Back to all reviews

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  1.  

    Regional Energy Monopoly

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Analyst  in  San Francisco, CA
    Current Employee - Analyst in San Francisco, CA

    I have been working at Pacific Gas and Electric full-time for more than 3 years

    Pros

    Large number of employees, Large company

    Cons

    Not a small town, small company

    Advice to ManagementAdvice

    It's management

  2. 2 people found this helpful  

    Lots of disfunction in Middle Manangement... many poor managers with no people experience.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Human Resources  in  San Francisco, CA
    Current Employee - Human Resources in San Francisco, CA

    I have been working at Pacific Gas and Electric full-time for more than a year

    Pros

    A pension if you already work there - the new work force has to go to a 401k.

    Cons

    Very poor middle management and virtually no response to the problem. PG&E has hired and promoted too many people with no supervision experience. They do not train them well - leave them to fend for themselves and the result is very poor morale among the rank and file. If you have a high-end position or technical job, there are better opportunities outside of PG&E without the headaches. If you need to learn a trade or a clerical skill, this is a better place to be.

    Advice to ManagementAdvice

    Institue a skip-level review. Don't turn a blind eye to employee complaints about first level supervisors and managers. These are the people who are running the Company. You need to train them and provide support. I am a support person, so I have a bird's eye view to the disfunction. There is no process to remove a Manager who has no business managing people and there are too many of them.

    Doesn't Recommend
    Negative Outlook
    No opinion of CEO
  3. 8 people found this helpful  

    Benefits, yay! Culture, nay!

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee

    I worked at Pacific Gas and Electric full-time

    Pros

    Decent pay. Flexible work schedule.

    Cons

    A little more about the "calibration" process for non-bargaining unit employees which another person mentioned in his 6/11/13 review.

    Annual bonus is referred to as STIP (shot term incentive program).

    STIP pay = annual pay * STIP target * company STIP score * employee rating

    Employee STIP target is a fixed number based on job level. It is 10% for individual contributors. Supervisors can be 10%, 12%, or 15% depending on area. Managers are 20%.

    Company STIP score is calculated annually at the top based on share price performance, safety incidents, customer satisfaction surveys and other factors. It typically falls between 0.5 and 1.5.

    Employee rating is the output of "calibration." Employees are placed into one of three buckets at calibration time. Developing (<1.0 score), meeting expectations (1.0 score), or exceeding expectations (1.0-1.5 score). Upper management hands down guidelines on what percentage of an organization's individual contributors must fall into each bucket. Supervisors and managers hold a series of meetings with each other in which they put names on post-it notes and stick them on a whiteboard in one of the buckets.

    First, the highest ranking manager picks his friends and rates them the highest. These become the untouchables. Then the rest of the participants fight with each other to get as many of their reports and friends as high as they can. Rating is not based on job performance, but on your supervisor's ability or desire to stick up for you when another says you should be rated lower because one of his reports told him that he heard you once responded slowly to some email, or chose to follow the rules instead of doing favors for his people, he just doesn't like you, or whatever else he can make up on the spot. This is done to knock people out of higher brackets to make room for the accusing supervisor's own reports.

    Little to no weight is placed on job performance. Participants focus instead on the company's values of diversity, safety, communication, and other things which cannot be objectively measured and any right or wrong is only opinion. These are collectively referred to as "competencies," despite not in any way fitting the definition of that word. This model gives management a lot of room to create the reality they want, rather than be bound by facts.

    There is no follow up on the veracity of any claims. No individual contributor is permitted to address any supposed issues. Employees are tried, convicted, and sentenced based entirely on hearsay without ever being allowed to face their accuser or the judge. Meeting participants are forbidden to disclose the details of these meetings or tell any individual contributor about anything claimed which affected their rating.

    The company talks big about honesty and integrity, with its president sending out weekly emails containing feel good stories about how PG&E should always do the right thing, but its management culture would make the Obama administration blush.

    Advice to ManagementAdvice

    Walk your talk or walk out the door.

    Doesn't Recommend
    Negative Outlook
    No opinion of CEO
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  5. 1 person found this helpful  

    Not what it used to be...

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Senior Project Manager  in  San Francisco, CA
    Former Employee - Senior Project Manager in San Francisco, CA

    I worked at Pacific Gas and Electric full-time for more than 10 years

    Pros

    Decent compensation, good work/life balance. benefits are not what they used to be, but, are still above average.

    Cons

    Quality and safe work is not valued here anymore. Speed, cost, and profit drive all facets of the business today. Gone are the days where focus on the customer, safety, and quality are top priorities. The company used to be focused on long term success not short term gains, however, today it is more about pulling every last drop out of revenue from customers to make larger profits. The general offices in SF are filled with folks running the business without any exposure of what's going on in the field. Employees used to be valued and not just tossed away every 2-3 years in a continuous cycle of reorganizations of departments.

    Advice to ManagementAdvice

    Return to keeping a solid long term plan in place and truly keep working toward that goal. Value and listen to your experienced employees and truly care about them. Morale is terrible mostly due to constant cutbacks and reorganizations in the same departments every 2 years.

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
  6. 1 person found this helpful  

    Dead Wood

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Project Manager  in  San Ramon, CA
    Former Employee - Project Manager in San Ramon, CA

    I worked at Pacific Gas and Electric as a contractor for less than a year

    Pros

    Good intentions re investments governance and budget forecasting.

    Cons

    Some under-performers continue on year after year. Managers prefer not to go through the process of letting go. This results in demotivating others and compromising on quality and safety.

    Corporate priorities and focus may be misguided - primary investments should be on safety and reliability of power grid/infrastructure; and not on reporting metrics to the Public Utilities Commission.

    Advice to ManagementAdvice

    Some companies go through releasing the bottom performers every couple of years - an enterprise is only as good as its people.

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
  7. 1 person found this helpful  

    Bureaucratic Paradise

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Associate Engineer  in  Walnut Creek, CA
    Current Employee - Associate Engineer in Walnut Creek, CA

    I have been working at Pacific Gas and Electric full-time for more than 3 years

    Pros

    Plenty of opportunity to move around if you don't like your current position. Pretty tough to get fired. Good job security and benefits.

    Cons

    Extremely slow-moving and frustrating company to work for. A nightmarish level of red-tape and bureaucracy. A glut of incompetent managers and executives. Lots of office politics and ladder-climbers. Lack of good standards and procedures, but they have only been around for 100+ years, so maybe I should give them a break. Lots of hypocrisy, management says one thing, but does another. Land of the status quo.

    Advice to ManagementAdvice

    Become competent in the area that you manage. Manage the business as if you were a part-owner. Think about your customers and employees before yourselves. Resist the entitlement mentality.

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO
  8. 6 people found this helpful  

    Beware, external IT candidates. Cronyism reigns supreme.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - IT Personnel  in  San Francisco, CA
    Former Employee - IT Personnel in San Francisco, CA

    I worked at Pacific Gas and Electric full-time for more than 8 years

    Pros

    Decent but declining benefits package.

    Cons

    Interviews for positions in IT above entry level are often shams. No process exists for employees to qualify for promotions. Employees must apply and interview for all advancement opportunities. When managers want to promote an individual, they create a new position and advise the person to be promoted that he or she should apply. To satisfy HR, a minimum number of candidates must be interviewed, so interested external and internal candidates are also accepted, despite the outcome already having been decided.

    During the interview, candidates are scored numerically in two areas; subjectively based on behavioral questions and objectively based on job qualifications (technical questions). These are then averaged together and the highest scoring candidate selected. Though this provides a legally defensible appearance of fairness, the subjective portion is used to skew the scoring towards the preselected candidate. If other candidates score so highly on the objective portion that the overall score does not favor the preselected candidate, the objective score will be thrown out for all candidates so the subjective scoring can be adjusted to justify hiring the preselected candidate.

    Advice to ManagementAdvice

    If there is not a top to bottom house cleaning of IT management within the next few years, you're going to be hard pressed to justify having an internal IT organization due to total lack of competitiveness with outsourcers.

    Doesn't Recommend
    Negative Outlook
    No opinion of CEO
  9. 1 person found this helpful  

    Unstable, run by consultants, no growth. Needs to adapt or will fail.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee

    I have been working at Pacific Gas and Electric

    Pros

    Good people, good pay. Good location.

    Cons

    Need new leadership. Relies on consultants and does not promote growth.

    Doesn't Recommend
    Negative Outlook
    Approves of CEO
  10. 1 person found this helpful  

    Political and Demanding

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee  in  San Francisco, CA
    Current Employee - Anonymous Employee in San Francisco, CA

    I have been working at Pacific Gas and Electric full-time for more than 3 years

    Pros

    The people on my team are great to work with
    Great benefits--you pay only 7 percent of benefit costs and they have a pension

    Cons

    Not much recognition
    My department is not staffed to up with the work
    You make one mistake and you can never overcome it

    Advice to ManagementAdvice

    Open and honest communication is not valued
    Leaders need to do a better job of setting expectations and giving feedback

    Recommends
    Neutral Outlook
    Approves of CEO
  11. 2 people found this helpful  

    Not good

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - IT Systems Administrator  in  San Ramon, CA
    Current Employee - IT Systems Administrator in San Ramon, CA

    I have been working at Pacific Gas and Electric as a contractor for less than a year

    Pros

    Nice people if you are an employee. Great if you are a minority. Promote from within.

    Cons

    Heavy use of but yet distrust of contractors built into culture. Disorganized. In their quest to hire minorities, they've left quality behind to some degree. Some bad management not managing to top notch corperate standards.

    Advice to ManagementAdvice

    Focus on integrity and adhereance to corperate standards and norms.

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

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