There are newer employer reviews for Pacific Gas and Electric

 

B

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Former Employee - Electric Distribution Engineer  in  San Luis Obispo, CA
Former Employee - Electric Distribution Engineer in San Luis Obispo, CA

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

Pros

Everyone working there was consistently professional and courteous, always doing what was possible to help a person accomplish their tasks.

Cons

Because PG&E is such a large company, sometimes details would get lost.

Advice to ManagementAdvice

Continue to listen to the least of the employees, not even the supervisors.

Recommends
Positive Outlook
Approves of CEO

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

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  1.  

    Main task data entry, because of program out sourced, the whole group of us has been laid off.

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

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

    Pros

    Very good large company with excellent boss and co-workers.

    Cons

    I worked hard and they realized so I have no comment on downside of working with this company.

    Advice to ManagementAdvice

    Very good management to both employees and contractors.

    Recommends
    Neutral Outlook
    Approves of CEO
  2. 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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