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: .
what was the percent of the entergy corporation cash flow shortfall from the target determined in 2011
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. .