Pacific Gas and Electric - Varied Experience | Glassdoor
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Helpful (3)

"Varied Experience"

StarStarStarStarStar
Former Employee - Anonymous Employee
Former Employee - Anonymous Employee

Pros

-Great location in San Francisco.

-Tuition reimbursement that no one seems to take advantage of.

-Up until 2013, the health care plan was very good, however, that changed.

-Generous pension for people who were with the company before 2013.

Cons

-No respect for higher education. You will have Directors in the Company who have never been college who resent people who have graduate school degrees.

-Sexist company full of older, white men who treated well-educated young women like secretaries from a bad episode of "Mad Men." However, this has to do with the demographics of the company: older white men over 50. It's been referred to as the "silver tsunami."

-Ridiculously small pay raises and bad bonuses: $25 gift cards to Safeway that cause $10 to be deducted from your next paycheck? Seriously??!!

- Forced ranking in performance reviews: they will throw someone under the bus even if everyone is performing. They borrowed this concept from Enron's rank and yank.

-HR department can be ineffective when dealing with complaints of sexual harassment.

-No flexibility with work: telecommuting is like pulling teeth. People clockwatch like nobody's business.

Advice to Management

Join the Year 2013. Stop running the Company like it's 1954. The internal dysfunction is apparent to people on the outside, which is why certain cities want to leave the service territory. No other investor-owned utility in the state has CCA problems.

Other Employee Reviews for Pacific Gas and Electric

  1. Helpful (14)

    "Benefits, yay! Culture, nay!"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    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 Management

    Walk your talk or walk out the door.


  2. "Good well meaning management."

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee
    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO

    Pros

    Good well meaning management and staff. They try hard.

    Cons

    Clueless when it comes to industry and execution. Management is best suited for field work and infrastructure. Bloated IT department with poor management.

    Advice to Management

    Doesn't matter. They have an internal agenda.

There are newer employer reviews for Pacific Gas and Electric
There are newer employer reviews for Pacific Gas and Electric

See Most Recent

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