the target awards for the other named executive officers were set as follows : joseph f . domino , ceo - entergy texas ( 50% ( 50 % ) ) ; hugh t . mcdonald , ceo - entergy arkansas ( 50% ( 50 % ) ) ; haley fisackerly , ceo - entergy mississippi ( 40% ( 40 % ) ) ; william m . mohl ( 60% ( 60 % ) ) , ceo - entergy gulf states and entergy louisiana ; charles l . rice , jr . ( 40% ( 40 % ) ) , ceo - entergy new orleans and theodore h . bunting , jr . - principal accounting officer - the subsidiaries ( 60% ( 60 % ) ) . the target awards for the named executive officers ( other than entergy named executive officers ) were set by their respective supervisors ( subject to ultimate approval of entergy 2019s chief executive officer ) who allocated a potential incentive pool established by the personnel committee among various of their direct and indirect reports . in setting the target awards , the supervisor took into account considerations similar to those used by the personnel committee in setting the target awards for entergy 2019s named executive officers . target awards are set based on an executive officer 2019s current position and executive management level within the entergy organization . executive management levels at entergy range from level 1 thorough level 4 . mr . denault and mr . taylor hold positions in level 2 whereas mr . bunting and mr . mohl hold positions in level 3 and mr . domino , mr . fisackerly , mr . mcdonald and mr . rice hold positions in level 4 . accordingly , their respective incentive targets differ one from another based on the external market data developed by the committee 2019s independent compensation consultant and the other factors noted above . in december 2010 , the committee determined the executive incentive plan targets to be used for purposes of establishing annual bonuses for 2011 . the committee 2019s determination of the target levels was made after full board review of management 2019s 2011 financial plan for entergy corporation , upon recommendation of the finance committee , and after the committee 2019s determination that the established targets aligned with entergy corporation 2019s anticipated 2011 financial performance as reflected in the financial plan . the targets established to measure management performance against as reported results were: .

minimum: earnings per share ( $ ): 6.1
operating cash flow ( $ in billions ): 2.97
target: earnings per share ( $ ): 6.6
operating cash flow ( $ in billions ): 3.35
maximum: earnings per share ( $ ): 7.1
operating cash flow ( $ in billions ): 3.7

operating cash flow ( $ in billions ) in january 2012 , after reviewing earnings per share and operating cash flow results against the performance objectives in the above table , the committee determined that entergy corporation had exceeded as reported earnings per share target of $ 6.60 by $ 0.95 in 2011 while falling short of the operating cash flow goal of $ 3.35 billion by $ 221 million in 2011 . in accordance with the terms of the annual incentive plan , in january 2012 , the personnel committee certified the 2012 entergy achievement multiplier at 128% ( 128 % ) of target . under the terms of the management effectiveness program , the entergy achievement multiplier is automatically increased by 25 percent for the members of the office of the chief executive if the pre- established underlying performance goals established by the personnel committee are satisfied at the end of the performance period , subject to the personnel committee's discretion to adjust the automatic multiplier downward or eliminate it altogether . in accordance with section 162 ( m ) of the internal revenue code , the multiplier which entergy refers to as the management effectiveness factor is intended to provide the committee a mechanism to take into consideration specific achievement factors relating to the overall performance of entergy corporation . in january 2012 , the committee eliminated the management effectiveness factor with respect to the 2011 incentive awards , reflecting the personnel committee's determination that the entergy achievement multiplier , in and of itself without the management effectiveness factor , was consistent with the performance levels achieved by management . the annual incentive awards for the named executive officers ( other than mr . leonard , mr . denault and mr . taylor ) are awarded from an incentive pool approved by the committee . from this pool , each named executive officer 2019s supervisor determines the annual incentive payment based on the entergy achievement multiplier . the supervisor has the discretion to increase or decrease the multiple used to determine an incentive award based on individual and business unit performance . the incentive awards are subject to the ultimate approval of entergy 2019s chief executive officer. .

Questions:
in the year of 2011, by what amount did the operating cash flow fall short from the target one?
and what was that target cash flow?
what percentage, then, did that amount represent in relation to it?
and in that year, what can be concluded to have been the actual operating cash flow?

Answers:
221
3.35
6.6%
3.129