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      Portland General Electric

      Engaged Employer

      Portland General Electric reviews

      4.3

      82% would recommend to a friend

      (415 total reviews)
      avatar

      Maria Pope

      86% approve of CEO

      80% positive business outlook

      Ratings by demographic groups

      Portland General Electric has an employee rating of 4.3 out of 5 stars, based on 415 company reviews on Glassdoor which indicates that most employees have an excellent working experience there. The Portland General Electric employee rating is in line with the average (within 1 standard deviation) for employers within the Energy, Mining & Utilities industry (3.7 stars).

      Reviews by job title

      415 reviews
      2.0
      Nov 12, 2025

      Becoming unstable quickly - at least for Salary Employees

      Anonymous employee
      Recommend
      CEO approval
      Business Outlook

      Pros

      Average industry salary, benefits, and some flexibility for Salary employees. All things considered, I am grateful to work here, as it really is better than most non-tech companies. My team is wonderful, and my manager is top-notch. I love the work, I just wish the company would stop playing games with the stability (job), and would focus CAC cuts where they really belong- on the operations side of this business. The union has a strangle-hold on this place. I will illustrate below:

      Cons

      Recent instability- wondering whether this job will be cut in the CAC new year (for Non-union folks). There's huge disparity between engineering and CBA employees. Union Technician (Head)-(SCADA, COMMS, MR, Special Tester): $78.61 currently (2025), slated to rise to $84.11 (2026)- that's 7% raise. They received 45 in 2024, 6% in 2025, 7% in 2026, and another 6% in 2027. All OT is a minimum of double time, and it goes up on the hourly increment. The same career level (Principal Engineer) in these crafts have a midrange salary of $171200. This sounds good, but realize that the company moves the range to match the market, but doesn't change the pay of current employee into the new range. For example, if you were hired a few years ago when the midrange was $145k, and it moves to $160k, the company still only gives you a 3% cola, moving you to 145 + 3%. They do not adjust to the market for current employees at all- only COLA. By the time you pay the increased insurance premiums, the raise is a wash. This has left many of us under the pay range of hourly employees that we are supposed to be SMEs for. No OT for us. They have a PPO Health option that is covered 90/10, and the CDHP that's offered to salary employees is paid entirely by the company. Salary folks will pay $230 per check (bi-weekly x26) in 2026. They also get more in their HSA than we do (if they elect CDHP). Our retirement is pretty solid- there's get's an additional 1%. Union folks drive company vehicles home, and their pay begins when they start the engine in their driveway, then stops when they park in their driveway. We commute to various PDX locations on our dime, in our personal vehicles, including site visits that cover paid mileage, minus our normal commute. We all get a power discount- they dropped it from 25% to 15%. For the first time in history, we are losing folks to the only other adjacent utility. PGE used to be a funny acronym for "PPLs Good Employee". It's starting to go the other way.

      avatar
      Portland General Electric Response
      7mo
      Thank you for sharing your perspective and for your years of service at PGE. We’re glad to hear you value your team, your manager, and the meaningful work you do, that’s something we strive to make consistent across the company. We understand that stability and pay equity are important concerns, and we take this feedback seriously. While we can’t comment on individual compensation decisions, we regularly review our pay practices and pay equity to ensure they remain competitive and fair. We also want to highlight some of the benefits and opportunities available to all employees. Our retirement program is among the strongest in the industry, with a 6% automatic company contribution plus a 100% match on up to another 6%—that’s up to 18% toward your future. We are also committed to career growth: 73% of our leaders were promoted internally, and we continue to invest in development programs to support advancement. Beyond compensation, our focus on customer affordability is part of a broader effort to align our work with long-term sustainability, and we deeply value the contributions of everyone who helps move that mission forward. Your feedback helps us improve, and we would welcome the opportunity to learn more about your concerns and any specific suggestions you might have. Please reach out to our HR department directly at 503-464-7250 if you would like to have a more in-depth conversation. You can also report your observations confidentially online to Ethics Point https://secure.ethicspoint.com/domain/media/en/gui/7710/index.html at any time or by calling their hotline at 866-384-4277. This website and hotline are managed by a third-party vendor. Thank you for being part of PGE and for the work you do to keep our system strong. -Sequoia
      2.0
      Nov 5, 2025

      Misaligned Leadership, Poor Accountability, and Eroding Employee Trust

      Engineer
      Recommend
      CEO approval
      Business Outlook

      Pros

      Working at PGE has been a mixed experience. On one hand, it had offered the benefits of a steady utility employer — relatively stable employment, solid (though not outstanding) benefits, and formerly good remote-work flexibility for salaried employees. Those aspects once made it a desirable place to build a long-term career.

      Cons

      Unfortunately, that stability is undermined by major issues in management and organizational direction. Business leaders struggle to accurately track key performance metrics and have limited visibility into how their decisions affect employees or customers. This has resulted in repeated budget shortfalls and misguided initiatives, yet the same individuals responsible remain in charge of the “fixes,” perpetuating a cycle of poor decision-making. Leadership accountability is virtually nonexistent. Poor management choices carry no consequences, while employee feedback gathered through Glint surveys goes largely ignored. Despite numerous employee concerns, little to no tangible change has been implemented to address systemic problems. There’s a noticeable disparity between union and salaried employees in terms of work-life balance and compensation parity. Leadership publicly emphasizes equality between the two groups, but the lived experience of salaried staff tells a different story. Adding to the frustration, the company continues costly building remodels while simultaneously freezing hiring or eliminating positions — a contradiction that sends the wrong message to employees and customers alike. Rate increases have become frequent and steep, leaving many employees, who are also customers, feeling disillusioned and ethically conflicted about the company’s direction.

      avatar
      Portland General Electric Response
      7mo
      Thank you for sharing your feedback and for your long tenure with PGE. We truly appreciate your perspective and the time you’ve invested in the company. Your comments about leadership accountability, decision-making transparency, and work-life balance are important to us. We’ve intentionally expanded opportunities for employees to engage directly with our officer team through new and enhanced communication channels. This includes more frequent Let’s Connect Live sessions, Maria’s Small Group Manager meetings, and the Officer in Your Neighborhood series. Each forum provides space for open dialogue, real-time Q&A, and transparent updates from senior leaders. These touchpoints are helping build greater visibility, accessibility, and trust in leadership across the organization. Our Culture and Engagement team is actively working to strengthen how we review and act on survey results, including building a more robust process for exploration and follow-up action plans. We’re committed to sharing updates with employees as these improvements take shape. Your insights help us identify where we can do better, and we’re committed to creating a workplace that values both employees and customers. Please reach out to our HR department directly at 503-464-7250 if you would like to have a more in-depth conversation. You can also report your observations confidentially online to Ethics Point at any time or by calling their hotline at 866-384-4277. This website and hotline are managed by a third-party vendor. -Sequoia
      1.0
      Mar 2, 2025

      Misogynist cesspool

      Analyst
      Recommend
      CEO approval
      Business Outlook

      Pros

      Discount on your exorbitant electric bill

      Cons

      Toxic workplace full of terrible men

      Viewing 55 - 57 of 415 Reviews
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      ReviewsPortland General Electric reviews

      Glassdoor has 483 Portland General Electric reviews submitted anonymously by Portland General Electric employees. Read employee reviews and ratings on Glassdoor to decide if Portland General Electric is right for you.