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9 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

411 Other Employee Reviews for Pacific Gas and Electric (View Most Recent)

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  1. 1 person found this helpful  

    Very political, not so rewarding career

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

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

    Pros

    You get to know how to play politics! Few positives otherwise.

    Cons

    Politics and seniority are everything. Your career will be dead in 3 years. No new technology tried out. Still working with Windows 7. And the pay is very average.

    Advice to ManagementAdvice

    Not sure where to start. Top talent will never look at PGE unless there are dramatic changes. Outsourcing is the right way to go for now.

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
  2.  

    Good people working hard

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

    I have been working at Pacific Gas and Electric full-time for more than 8 years

    Pros

    The line and gas workers as well as the other folks (engineers, environmental scientists) I meet try hard to give good customer service and to do their best job on a daily basis.

    Cons

    I have met some unscrupulous managers - but I have met some awesome conscientious managers as well.

    Advice to ManagementAdvice

    Take some risks for your customers. The State of California should be opposed sometimes, because they don't have your customers best interests at heart. I give to you the example of energy alerts, where they tell the customers to cut their power use. So people have to "suffer" because you can't tell the CPUC that you need more base load (NG power plants)? There shouldn't be blackouts because there isn't enough energy, and the customers shouldn't be paying $0.31 per kWh - the highest in the nation so that the politicians can make their green constituents feel good about themselves.

    Recommends
    Positive Outlook
    Approves of CEO
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