Exhibit F

Case: 19-30088 Doc# 4686-6 Filed: 11/12/19 Entered: 11/12/19 15:50:31 Page 1

of 8
Corporation Standard: HR-1270S

Publication Date: 05/2019 Rev: 1

Short-Term Incentive Plan Administration Standard

PG&E Internal ©2019 PG&E Corporation. All rights reserved. Page 1 of 7

SUMMARY

The Short-Term Incentive Plan (“the STIP”) is established in 2019 (Plan Year) by the 

Compensation Committee of the PG&E Corporation Board of Directors (“the Committee”) to 

provide eligible employees of PG&E Corporation and Pacific Gas and Electric Company 

(“Utility”) the opportunity to earn quarterly cash awards based on the achievement of specified 

company performance goals during the Plan Year. The Committee has complete discretion to 

determine and pay all STIP awards.

The terms of the STIP are described below. To the extent the terms of STIP awards for 

officers differ from the description below, the terms approved by the Committee will govern.

TARGET AUDIENCE

All STIP-eligible employees and their leaders.

TABLE OF CONTENTS

SUBSECTION TITLE PAGE

1 Plan Administrator............................................................................................. 1

2 STIP Eligibility ................................................................................................... 1

3 Performance Period & Payments ...................................................................... 2

4 Calculation of STIP Awards............................................................................... 2

5 Components of STIP Awards ............................................................................ 2

6 STIP Awards Payment ...................................................................................... 4

REQUIREMENTS

1 Plan Administrator

1.1 The Plan Administrator is the Senior Vice President, Human Resources, or his/her designee. 

1. The Plan Administrator is responsible for implementing the STIP, and defining and

interpreting its terms, subject in all cases to the requirements established by the 

Compensation Committee of the Board of Directors of PG&E Corporation.

2 STIP Eligibility

Case: 19-30088 Doc# 4686-6 Filed: 11/12/19 Entered: 11/12/19 15:50:31 Page 2

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Corporation Standard: HR-1270S

Publication Date: 05/2019 Rev: 1

Short-Term Incentive Plan Administration Standard

PG&E Internal ©2019 PG&E Corporation. All rights reserved. Page 2 of 7

2.1 Employees of PG&E Corporation and the Utility (collectively, “the Company”) who are 

employed in non-represented jobs, except Senior Vice Presidents and above, are eligible to 

participate in the STIP. In addition, employees in some union-represented jobs may be eligible 

to participate in the STIP as defined in the applicable collective bargaining agreement. These

non-represented and union-represented jobs are defined as “STIP-eligible Jobs.”

3 Performance Period & Payments

3.1 The performance period is January 1, 2019 through December 31, 2019. Any payments 

earned, as determined in the sole discretion of the Committee, will be made on a quarterly 

basis. Following the end of each calendar quarter, year-to-date company performance will be 

measured, and awards will be calculated. Earned awards will be paid as soon as practicable 

following the end of the applicable quarter.

3.2 To be eligible for a STIP award for any given quarter, an employee must be an active 

employee in a STIP-eligible Job on the last calendar day of that quarter.

4 Calculation of STIP Awards

4.1 The amount of each quarterly STIP award will be determined according to the formulas below, 

subject to the Board’s discretion to reduce (including to reduce to zero) any part of the formula:

YTD Quarterly 

Eligible 

Earnings 

X

STIP 

Participation 

Rate

X

STIP 

Restructuring 

Target 

Enhancement

Factor* 

=

YTD Quarterly 

Target Award

YTD Quarterly 

Target Award X

YTD Company 

Score X

Individual 

Performance 

Modifier**

(apply at yearend only)

-

YTD Awards 

from Prior 

Quarters 

=

Current 

Quarter STIP 

Award

*Refer to 5.2 “Participation Rates” below

**Refer to 5.3 “Individual Performance Modifier” below

5 Components of STIP Awards

5.1 STIP awards are based on eligible earnings attributed to and paid during the quarter while an

employee is in a STIP-eligible Job. Eligible earnings include: 

1. Base pay, including paid time off

2. Lump sum payment as part of merit increase

3. Temporary assignment pay, including lump-sum payments

Case: 19-30088 Doc# 4686-6 Filed: 11/12/19 Entered: 11/12/19 15:50:31 Page 3

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Corporation Standard: HR-1270S

Publication Date: 05/2019 Rev: 1

Short-Term Incentive Plan Administration Standard

PG&E Internal ©2019 PG&E Corporation. All rights reserved. Page 3 of 7

4. Overtime pay earned while in nonexempt jobs

5. Shift premiums earned while in nonexempt jobs

6. For employees on Paid Family Leave and Short-Term Disability, payments made for 

approved leaves will be added to eligible earnings.

5.2 Participation Rates are determined by the employee’s job

1. For 2019, all job participation rates will be enhanced as follows:

a. For positions below Director/Chief, STIP participation rates will be increased by 

25 percent (e.g., a 10 percent STIP participation rate becomes 12.5 percent 

and 15 percent becomes 18.75 percent). 

b. For Directors/Chiefs and above positions, in lieu of 2019 LTIP grants, the 

quarterly STIP target value will be increased to include one-fourth of 50 percent 

of the position’s LTIP target annual award value.

5.3 For 2019, the Individual Performance Modifier (“IPM”) will be applied on an annual basis at the 

end of the year based on the performance process. IPM will be determined as follows:

1. Leaders of non-officer STIP-eligible employees in non-represented jobs determine 

individual performance modifiers based on a range of percentages that corresponds to 

each employee’s year-end performance rating and the guidelines established by the 

Plan Administrator.

2. Leaders of employees in union-represented STIP-Eligible Jobs assign those 

employees a performance management rating at the end of the Plan Year. Those 

employees receive individual performance modifiers equal to the average of the 

individual performance modifiers provided to employees in non-represented jobs with 

the same performance rating in the following job levels: Professional—Associate 

through Principal, and Leadership—Supervisor through Senior Manager.

5.4 Company Performance Score is determined by the Committee.

1. For the 2019 Plan Year, the Committee approves a set of metrics and targets to be 

used to determine the Company Performance Score.

2. At the end of each quarter, the Committee reviews the outcomes of the metrics against 

the targets, as confirmed by Internal Audit, and proposed year-to-date Company 

Performance Score.

3. The Committee, at its discretion, approves or modifies the outcomes of the STIP 

metrics for the quarter and determines the Company Performance Score. The 

Committee retains the right to zero out the STIP metrics such that the Company 

Performance Score is zero.

Case: 19-30088 Doc# 4686-6 Filed: 11/12/19 Entered: 11/12/19 15:50:31 Page 4

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Corporation Standard: HR-1270S

Publication Date: 05/2019 Rev: 1

Short-Term Incentive Plan Administration Standard

PG&E Internal ©2019 PG&E Corporation. All rights reserved. Page 4 of 7

6 STIP Awards Payment

6.1 STIP awards are paid as soon as practicable following the end of the applicable quarter

following approval by the Committee.

6.2 The Committee has discretion to reduce or eliminate the amount of final STIP awards 

notwithstanding the achievement of specified STIP goals.

6.3 STIP payments are subject to applicable withholding taxes.

6.4 Requests for corrections to STIP awards must be submitted to the Compensation Department.

END of Requirements

DEFINITIONS

Committee – The Compensation Committee of the PG&E Corporation Board of Directors

Company Performance Score – A portion of the STIP calculation based on PG&E’s 

achievement of performance goals and the Committee’s discretion

Eligible Earnings – The components of pay upon which the STIP calculation is based

Individual Performance Modifier – A portion of the STIP calculation based on the employee’s 

performance for the year

Participation Rate – A portion of the STIP target calculation based on the employee’s job

Plan Year – The calendar year beginning January 1 and ending December 31

Restructuring Target Enhancement Factor – STIP participation rates for jobs below the 

director/chief level increased by 25% for 2019

STIP-Eligible Jobs – All non-represented jobs and union-represented jobs eligible to 

participate in the STIP as defined in the applicable collective bargaining agreement

Utility – Pacific Gas and Electric Company

IMPLEMENTATION RESPONSIBILITIES

The Compensation department will share this standard with Human Resources stakeholders 

through the HR Governance Committee, and by email as appropriate

The HR Risk and Compliance department will post this standard to the Guidance Document 

Library

The Compensation department will share this standard in a Daily Digest article

Case: 19-30088 Doc# 4686-6 Filed: 11/12/19 Entered: 11/12/19 15:50:31 Page 5

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Corporation Standard: HR-1270S

Publication Date: 05/2019 Rev: 1

Short-Term Incentive Plan Administration Standard

PG&E Internal ©2019 PG&E Corporation. All rights reserved. Page 5 of 7

The Compensation department will post a link to this standard on the STIP intranet page

GOVERNING DOCUMENT

N/A

COMPLIANCE REQUIREMENT / REGULATORY COMMITMENT

1. PG&E makes pay decisions in compliance with the following citations:

• Labor Code s. 1197.5 (CA Fair Pay Act); Department of Fair Employment and Housing

• Police Code Article 33J, Sec. 3300J.1, 3300J.2, 3300J.3, 3300J.4, 3300J.5, 3300J.6, and 

3300J.7, and 3300J.8 (Parity in Pay); City of San Francisco

• AB 168 (Employers: salary information); State of California

2. PG&E records and maintains employee and payroll records in compliance with the following 

citations:

• 29 CFR s. 516.6 (Fair Labor Standards Act); Department of Labor

• 29 CFR s. 1627.3 (Age Discrimination in Employment Act of 1967); Equal Employment 

Opportunity Commission

• 29 USC s. 201-219 (Fair Labor Standards Act); Department of Labor

• 8 CCR s. 11010-11160 (Wage orders); Division of Labor Standards Enforcement

• Labor Code s. 1174(c) (Wage and hour record requirements); Division of Labor Standards 

Enforcement

• Labor Code s. 1197.5(d) (Discrimination on basis of gender); Department of Fair 

Employment and Housing

REFERENCE DOCUMENTS

Developmental References:

Short-Term Incentive Plan Administrative Guidelines

Supplemental References:

HR-1240S, Compensation Programs Standard

HR-1230S, Compensation Administration Standard

HR-1202S, Compensation Delegation of Authority Standard

Case: 19-30088 Doc# 4686-6 Filed: 11/12/19 Entered: 11/12/19 15:50:31 Page 6

of 8
Corporation Standard: HR-1270S

Publication Date: 05/2019 Rev: 1

Short-Term Incentive Plan Administration Standard

PG&E Internal ©2019 PG&E Corporation. All rights reserved. Page 6 of 7

STIP intranet page

APPENDICES

N/A

ATTACHMENTS

Attachment 1 – Frequently Asked Questions

DOCUMENT RECISION

Short-Term Incentive Plan Administrative Guidelines

DOCUMENT APPROVER

John Lowe, Senior Director, Total Rewards, Pacific Gas and Electric Company

DOCUMENT OWNER

Kevin O’Connell, Director, Compensation, Pacific Gas and Electric Company

DOCUMENT CONTACT

Jyoti Singh, Manager, Compensation Processes and Technology, Pacific Gas and Electric 

Company

REVISION NOTES

Where? What Changed?

Rev 0 New Standard

Rev 1 Throughout Updates from annual to quarter when referencing eligible earnings, 

calculation, awards, board approvals

1.1 Removes HR Solution Center as contact for STIP questions

2.1 Excludes eligibility for Senior Vice Presidents and above

3 Updates eligibility to be based on active in STIP-eligible job on last 

calendar day of quarter 

4 Updates the STIP award calculation, including additional Restructure 

Target Enhancement factor and Individual Performance Modifier at yearend

5 Clarifies eligible earnings based on earnings attributed to and paid 

during the quarter

5.1.6 Defines eligible earnings for employees on Paid Family Leave and 

Short-Term Disability will be based on payments made for approved 

leaves 

Case: 19-30088 Doc# 4686-6 Filed: 11/12/19 Entered: 11/12/19 15:50:31 Page 7

of 8
Corporation Standard: HR-1270S

Publication Date: 05/2019 Rev: 1

Short-Term Incentive Plan Administration Standard

PG&E Internal ©2019 PG&E Corporation. All rights reserved. Page 7 of 7

Where? What Changed?

5.2 Updates participation rate for positions at Director/Chief and below 

levels enhanced by 25% for 2019

Adds an LTIP component of STIP award for Directors/Chiefs and above

positions in lieu of 2019 LTIP grants

5.3 Describes how individual performance modifier is determined annually 

at the end of the year for non-represented and represented STIP eligible 

employees 

Case: 19-30088 Doc# 4686-6 Filed: 11/12/19 Entered: 11/12/19 15:50:31 Page 8

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