Pacific Gas and Electric

  www.pge.com
  www.pge.com
There are newer employer reviews for Pacific Gas and Electric

 

Its an Okay place to work

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

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

Pros

Once you have the job you are oKay

Cons

It can get pretty boring after a little while

Advice to ManagementAdvice

Start Over!

Recommends
Negative Outlook
No opinion of CEO

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

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  1.  

    Lots of people, hard to get through all the red tape to accomplish things

    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee

    I worked at Pacific Gas and Electric

    Pros

    Great benefits, good retirement and they care about employees

    Cons

    Still feels like they are stuck in the 1990s

  2. 11 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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