Company: PCG-PB
Filing Date: 2025-04-10
Form Type: DEF 14A
Source: 0001004980-25-000073
Chunk: 43

Company: PG&E Corp
Filing Date: 2025-04-10
Form: DEF 14A
Chunk 43
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 metric weighting was reduced from 15% to 10%, enabling an increase in the operating cash flow metric weighting from 5% to 10%. This change resulted in the aggregate weighting of financial metrics in the STIP increasing to 30%.

• The aggregate weighting of customer-related metrics was held constant at 10%. The two emergency response metrics were removed, in favor of increasing the focus on customers experiencing multiple interruptions (CEMI-5 and CEMI-10).

These changes continue to promote the alignment of our executive compensation program with operating safely and providing affordable reliable services to customers, while promoting long-term financial stability and performance.

PG&E Corporation | Pacific Gas and Electric Company 2025 Joint Proxy Statement 50

#### Compensation design

#### Compensation Objectives
Our companies’ primary purpose is to deliver safe, reliable, affordable, and clean electricity and gas to our customers. Our focus on customer welfare, prioritizing both public and coworker safety, is central to how we operate and reflected in our executive officer compensation program design. We believe that focusing on those attributes of our business will lead to long-term value creation for our shareholders. This focus also aligns with the criteria under AB 1054 and our commitments under the POR OII.

To be successful, we need to attract, motivate, and retain executives with the necessary skills and experience, who are aligned with our vision and who can deliver on our commitments to all stakeholders. Four fundamental objectives form the foundation of our compensation program.

| Objective                      |     |   |                                                                                                                                                                             |     |   | How we achieve this                                                                                                                                                                                                        |
| Pay for performance            |     |   |                                                                                                                                                                             |     | • | At-risk performance-based pay represents a significant proportion of total target compensation, accounting for approximately 91% of Corporation CEO target compensation and an average of 74% for other NEOs in 2024.      |
|                                |     | • | Short- and long-term incentives are earned based on performance reflecting safety, customer, operational, and financial goals, including shareholder returns.               |     |   |                                                                                                                                                                                                                            |
|                                |     | • | Metrics and goals are designed so as not to promote excessive risk-taking.                                                                                                  |     |   |                                                                                                                                                                                                                            |
| Align with shareholders        |     |   |                                                                                                                                                                             |     | • | Annual equity-based compensation, the value of which reflects movements in our stock price, accounted for more than 75% of Corporation CEO target compensation and an average of approximately 56% for other NEOs