Company: POR
Filing Date: 2025-03-05
Form Type: DEF 14A
Source: 0000784977-25-000055
Chunk: 45

Company: PORTLAND GENERAL ELECTRIC CO /OR/
Filing Date: 2025-03-05
Form: DEF 14A
Chunk 45
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 Strategic Metrics, which are performance measures important to our business operations, in addition to the corporate financial performance measure

• Providing the Compensation, Culture and Talent Committee with negative discretion over certain incentive plan payouts

#### Annual Independent Compensation Risk Assessment
In 2024, as in prior years, the Compensation, Culture and Talent Committee engaged FW Cook to perform a comprehensive risk assessment of our compensation policies and practices. The assessment covered executive and non-executive plan design and oversight as well as other aspects of our compensation practices, as summarized below:

| 2025 Proxy Statement |     | Portland General Electric|63 |

#### Compensation Discussion and Analysis
| Equity Award Program                             |     | Cash Incentive Programs              |     | Other Compensation Practices    |
| •Equity grants                                   
 •Payment timing and adjustments                  
 •Grant policies                                  
 •Stock ownership guidelines and trading policies |     | •Pay mix                             
 •Performance metrics                 
 •Performance goals and payout curves 
 •Payment timing and adjustments      |     | •Incentive mix                  
 •Succession planning            
 •Severance                      
 •Role of the Board of Directors |

The finding of the report was that our programs do not encourage excessive risk taking and are not reasonably likely to have a material adverse effect on the Company. The report noted the following risk-mitigating features of our program, among others:

• Independent Board Oversight. The Compensation, Culture and Talent Committee oversees incentive pay programs. The CEO’s pay is set by all of the independent directors, acting as a group.

• Balanced Pay Elements. Our compensation program includes an appropriate balance in fixed and performance-conditioned pay, cash and equity, formulas and discretion, and short-term and long-term measurement periods.

• Robust Governance Policies. Policies are in place to mitigate compensation risk such as stock ownership guidelines, insider-trading prohibitions, and compensation clawbacks.

• Incentive Mix. Incentive awards cover multiple overlapping time frames, ranging from one-to-three years, dampening the impact of stock price and financial performance volatility in rewards. Multiple financial goals prevent an over-emphasis on any single metric.

• Risk-Adjusted Incentive Targets. Incentive award targets encourage improvements but not at levels that would encourage imprudent risk-taking.

#### Insider Trading Policy
Under our Insider Trading Policy adoptedon March 14, 2006 and last amended in December 2024, our directors, officers and employees are prohibited from trading or engaging in any other transactions in the Company's securities or securities we do business with while aware of