Company: POR
Filing Date: 2025-03-05
Form Type: DEF 14A
Source: 0000784977-25-000055
Chunk: 30

Company: PORTLAND GENERAL ELECTRIC CO /OR/
Filing Date: 2025-03-05
Form: DEF 14A
Chunk 30
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 | PGE 47th Percentile |     |     |
| 0                     |     | 25 |     | 50 |     | 75 |                     |     | 100 |
| Market Capitalization |     |    |     |    |     |    | PGE 53rd Percentile |     |     |
| 0                     |     | 25 |     | 50 |     | 75 |                     |     | 100 |

The Role of Internal Equity. The Compensation, Culture and Talent Committee uses internal pay equity principles to determine the compensation for positions that are unique or difficult to benchmark against market and peer data. Internal equity is also considered in establishing compensation for positions considered to be equivalent in responsibilities and importance, especially where precise external data is not available.

In addition to internal equity, the Compensation, Culture and Talent Committee's executive compensation philosophy is to manage total target direct compensation around the market 50th percentile, with individual differentiation that considers factors such as individual performance, experience, scope and impact of each role and individual skills and competencies.

#### 2024 EXECUTIVE COMPENSATION

#### Compensation Elements
The three components of the total direct compensation delivered in our program are: 1) Base Salaries; 2) Annual Cash Incentive Awards; and 3) Long-Term Equity-Based Incentive Awards. The following table describes the principal elements of our 2024 compensation program.

|                                      |     |                                         |     | Element          |     |                                                                                                                                                                                                  |     | Form |     |                                                                                                                                                                        |     | Key Objective and Characteristics                                                                                                                                                                |
| Fixed                                |     |                                         |     | Base Salaries    |     |                                                                                                                                                                                                  |     | Cash |     |                                                                                                                                                                        |     | Establish a market-competitive pay foundation that reflects each executive's experience, skills and performance and is intended to attract and retain executives                                 |
| Performance Conditioned and Variable |     |                                         |     | Annual Cash      
 Incentive Awards |     |                                                                                                                                                                                                  |     | Cash |     |                                                                                                                                                                        |     | Focus executive's attention on achievement of relatively short-term financial, operating and strategic goals that we believe will increase long-term shareholder value and benefit our customers |
|                                      |     |                                         |     |                  |     | Based on Financial Performance (Net Income) (weighted at 40%), Operational Performance (weighted at 25%), Strategic Initiative Performance Goals (weighted at 25%) and Culture (weighted at 10%) |     |      |