How CenterPoint Energy Pays
CenterPoint Energy's CPE-01 to CPE-11 ladder from apprentice lineworker to the officer layer, priced across 11 United States utility markets alongside RSU and PSU equity with no stock options since 2004, a $12.09M CEO package at 93:1, and two Houston H-1B wage records.
Band Hierarchy
CenterPoint publishes job titles, reporting relationships, experience requirements and officer roles, but no enterprise grade codes, no salary structures and no promotion ladder. CPE-01 through CPE-11 is a research taxonomy created to make the available evidence comparable; only the CPE-10 and CPE-11 rows and the outside-director package carry a company disclosure.
Field and craft ladder — CPE-01 through CPE-03
Professional ladder — CPE-02 through CPE-05
Management ladder — CPE-06 through CPE-09
Executive — CPE-10 and CPE-11
Disclosed executive layer
Track divergence
Hierarchy qualifications and legacy structures
- CPE-01 through CPE-11 is research nomenclature invented for this report. CenterPoint has never published a Band 1 to N or Grade A to Z structure, and the taxonomy must not be quoted as an internal framework.
- The 2019 combination with Vectren explains persistent regional job and benefit differences, particularly in the Indiana and Ohio bargaining populations. The former Vectren grade codes, the current CenterPoint codes and any harmonisation timetable are all undisclosed.
- CPE-08 and CPE-09 are interpolation bands between director-level posting evidence and disclosed executive compensation. They are the least reliable rows on the page and should be read as a planning envelope only.
- Represented field roles progress through bargained wage steps rather than through a corporate grade. The current collective bargaining wage tables were not located in any public CenterPoint filing, so no union scale is shown here.
- CPE-01 shows a higher base than CPE-02 because apprentice craft pay starts above entry professional pay. That is a real feature of utility pay structure, not a sorting error.
- The proxy states that long-term incentives cover named executives and certain other management-level employees without naming the minimum level, so the equity boundary inside management is genuinely hidden rather than merely unresearched.
Peer-level mapping
| Band | Archetype | Peer mapping | Caveat |
|---|---|---|---|
| CPE-01 | Field apprentice / operations entry | Apprentice, helper or trainee at a comparable investor-owned utility | Apprentice steps are normally set by a collective bargaining agreement, so an identical peer title can sit on a very different wage step.Company-quoted entry pay of about $60,000 inside a $55,000 to $92,000 base envelope from apprentice-lineman submissions. The $14,000 above base is overtime, shift and call-out cash rather than an incentive target. |
| CPE-02 | Associate / entry professional | Associate, Engineer I or Analyst I at a comparable investor-owned utility | High confidence on scope, but utilities differ on whether an associate title is exempt or nonexempt, which changes whether overtime is payable.Triangulated from a live Evansville Associate Dispatcher posting and entry-role records on Levels.fyi, Glassdoor and Indeed. Base sits below CPE-01 because apprentice craft pay starts higher than entry professional pay. |
| CPE-03 | Professional II / experienced craft | Engineer II, journeyman or system specialist | Medium-high. A journeyman wage is a bargained step and an Engineer II is a salaried grade; the two only resemble each other on annual cash.Company-quoted journeyman pay of about $113,000 after three years sits at the top of a $65,000 to $113,000 base envelope. Overtime above $200,000 was quoted for some lineworkers and is deliberately excluded from this row. |
| CPE-04 | Senior professional / senior engineer | Senior Engineer, Senior Analyst or Consultant | High confidence in engineering and information technology, weaker in regulatory, customer and corporate functions where equivalent scope is graded differently.Triangulated from senior-engineer records on Levels.fyi, Glassdoor and Indeed against a PayScale company average of about $86,642 across all roles and tenures. |
| CPE-05 | Lead / staff / principal / architect | Lead, Staff, Principal or Architect | Medium-high. CenterPoint uses lead and senior architect titles for both senior individual contributors and small-team leaders, and no public source separates the two.Anchored on live Senior IT Architect and Lead Compensation Analyst postings and the upper end of the Levels.fyi sample, which tops out near $141,191 of reported total compensation. |
| CPE-06 | Supervisor / manager | Supervisor or first-line Manager | High confidence on scope, but a utility supervisor carries on-call rotation and storm-duty obligations that a peer manager title may not.Anchored on the Houston Manager, Customer Service Learning posting and Comparably's estimated $126,219 average total pay. Base sits below CPE-05 because senior individual contributors out-earn first-line managers in the observed sample. |
| CPE-07 | Senior manager / director | Senior Manager or Director | High on title and low on equity. The proxy never states the minimum level at which long-term incentives begin, so director equity is possible rather than guaranteed.Modeled bridge between director-level posting evidence and disclosed executive pay. The $10,000 equity figure is a low expected value drawn from a modeled $0 to $150,000 grant range, because eligibility below the officer layer is not disclosed. |
| CPE-08 | Vice President | Vice President at a comparable investor-owned utility | Medium and modeled. CenterPoint discloses no compensation at all for officers below the named-executive threshold.Interpolation between director posting evidence and disclosed executive compensation. The bundle also carries a $150,000 to $750,000 modeled grant range for this level that cannot be reconciled with its own $500,000 total median; this row follows the total median and treats equity as the residual. |
| CPE-09 | Senior Vice President | Senior Vice President or non-named executive officer | The lowest-confidence row on the page. No CenterPoint disclosure exists anywhere between director pay and named-executive pay.Modeled from the disclosed officer framework. The bundle's separate $400,000 to $1.30 million grant range is not reconcilable with its own $950,000 total median, and this row follows the total median. |
| CPE-10 | EVP / named executive officer | Named executive officer at a comparable investor-owned utility | Disclosed rather than modeled, but a four-person median is a small sample and one-time buyout awards distort any single year.Median 2025 target total direct compensation across the four non-CEO named executives, built from a $725,000 target base, an 80 percent short-term incentive target and a $1.978 million long-term incentive target. It excludes Jesus Soto's one-time $6 million buyout award. |
| CPE-11 | Chair, President and Chief Executive Officer | Utility chief executive; Atmos, NiSource, Xcel, Entergy and CMS form the comparison set used here | Grant-date accounting values, one-time awards and differing fiscal calendars make cross-company chief executive totals directional only.Jason Wells's 2025 Summary Compensation Table actual rather than target: $1,226,923 of salary, $2,583,750 of non-equity incentive, $7,625,023 of stock awards at grant-date value and $656,645 of all other compensation. His 2025 target total direct compensation was $10,500,000. |
Critical evidence warning
CenterPoint Energy publishes no salary bands, no range minimums or midpoints and no promotion matrix for ordinary employees. Every figure below the named-executive rows is either a triangulated third-party observation or a model built around one, and the vice president and senior vice president rows are interpolations between two disclosed points rather than observations. Use the ladder for orientation and never as a quotation of a CenterPoint pay band.
Compensation by Band — Houston
Low / median / high annual values at 1.00× base and 1.00× total-compensation factors versus Houston. Total equals base plus bonus plus annualized equity.
| Band | Title | Base | Variable | Total TC | Equity |
|---|---|---|---|---|---|
| CPE-01 | Field apprentice / operations entry 0–3 years on an apprenticeship progression · reported | $58K – $78K | 5% | $82K $70K – $94K | — |
| CPE-02 | Associate / entry professional 0–2 years · reported | $47K – $63K | 5% | $60K $51K – $69K | — |
| CPE-03 | Professional II / experienced craft 2–5 years; journeyman status after approximately three years · reported | $72K – $98K | 8% | $98K $83K – $113K | — |
| CPE-04 | Senior professional / senior engineer 5–8 years · reported | $89K – $121K | 10% | $120K $102K – $138K | — |
| CPE-05 | Lead / staff / principal / architect 7–12 years · reported | $115K – $155K | 13% | $158K $134K – $182K | — |
| CPE-06 | Supervisor / manager 7–12 years, commonly with 3–5 years of leadership · reported | $106K – $144K | 16% | $150K $128K – $173K | — |
| CPE-07 | Senior manager / director 10–18 years, typically with five or more years of leadership · modeled | $157K – $213K | 27% | $245K $208K – $282K | $10K |
| CPE-08 | Vice President 15–22 years · modeled | $268K – $362K | 40% | $500K $425K – $575K | $60K |
| CPE-09 | Senior Vice President 18–25 years or more · modeled | $404K – $546K | 60% | $950K $808K – $1.09M | $190K |
| CPE-10 | EVP / named executive officer 20–30 years or more · verified | $616K – $834K | 80% | $3.28M $2.79M – $3.78M | $1.98M |
| CPE-11 | Chair, President and Chief Executive Officer 25 years or more · verified | $1.04M – $1.41M | 130% | $12.09M $10.28M – $13.91M | $7.63M |
Total Compensation Range by Band
Total compensation in Houston across the employee bands. Proxy-disclosed executive cohorts are excluded so the employee bands stay readable.
Global Footprint & Pay Arbitrage
CenterPoint Energy is a domestic United States regulated utility. The 2026 proxy identified approximately 8,830 employees at 7 November 2025, all in the United States, so this report models eleven American markets and manufactures no international bands. Houston is the pay anchor and every other city is calibrated against the Houston median.
Office and market catalogue — calibration factors versus Houston
| Location | Likely office profile | Presence | Base | TC |
|---|---|---|---|---|
Houston United States · USD | Headquarters and the largest disclosed operating and leadership hub, covering Houston Electric, corporate functions, IT and the executive layer | Corporate headquarters; multiple current job postings | 1.00× | 1.00× |
Baytown United States · USD | Houston-area field and operations market inside the Houston Electric service territory | Service territory operations | 0.98× | 0.98× |
Beaumont United States · USD | Texas Gulf Coast field market with a heavy storm-restoration workload | Service territory operations | 0.95× | 0.95× |
Galveston United States · USD | Coastal Houston Electric service territory and field market | Service territory operations | 0.98× | 0.98× |
Evansville United States · USD | Indiana operating hub inherited from the 2019 Vectren combination, with live dispatcher and utility roles observed | Current job postings observed | 0.90× | 0.90× |
Indianapolis United States · USD | Indiana professional and regulatory market; CenterPoint does not disclose headcount for the city | Regional coverage | 0.95× | 0.95× |
Terre Haute United States · USD | The lowest-cost Indiana field and service market in the model | Service territory operations | 0.87× | 0.87× |
Minneapolis United States · USD | Minnesota natural gas utility and the only market in the model that prices above the Houston anchor | Service territory operations | 1.04× | 1.04× |
Bloomington United States · USD | Twin Cities operating and professional market adjacent to the Minneapolis hub | Service territory operations | 1.02× | 1.02× |
Columbus United States · USD | Ohio natural gas market under an agreed $2.62 billion sale expected to close in the fourth quarter of 2026 | Pending divestiture | 0.94× | 0.94× |
Dayton United States · USD | Ohio field and service market inside the same pending gas-business divestiture as Columbus | Pending divestiture | 0.90× | 0.90× |
CenterPoint does not publish employee headcount by city, so this catalogue makes no claim about which market is largest after Houston. Presence is evidenced by service territory, by current job postings in Houston and Evansville, or by the disclosed pending divestiture in Ohio.
Houston anchor medians — the basis of every modeled cell
| Band | Base | Stock | Bonus | Other | Total |
|---|---|---|---|---|---|
| CPE-01 | $68K | $0 | $14K | — | $82K |
| CPE-02 | $55K | $0 | $5K | — | $60K |
| CPE-03 | $85K | $0 | $13K | — | $98K |
| CPE-04 | $105K | $0 | $15K | — | $120K |
| CPE-05 | $135K | $0 | $23K | — | $158K |
| CPE-06 | $125K | $0 | $25K | — | $150K |
| CPE-10 | $725K | $1.98M | $580K | — | $3.28M |
| CPE-11 | $1.23M | $7.63M | $2.58M | $657K | $12.09M |
- Houston is the anchor at 1.00. It is the headquarters, the largest disclosed operating and leadership hub and the source of most of the job-posting evidence used in the ladder.
- Minneapolis at 1.04 and Bloomington at 1.02 are the only markets in the model that price above Houston. Terre Haute at 0.87 is the lowest.
- City factors are flat across the ladder. Unlike an offshore delivery model, a domestic utility shows no evidence of geographic compression that narrows at senior levels, so no separate top-of-ladder factor is applied.
- CPE-10 and CPE-11 are national proxy disclosures. They are not local pay ranges and should not be read as city-scaled figures in any selected market.
- Louisiana and Mississippi were sold on 1 April 2025 and are no longer CenterPoint pay locations, so Shreveport and Jackson are excluded from the table entirely rather than shown with a stale factor.
- Columbus and Dayton remain in the table because employees are still there, but the Ohio natural gas business is under an agreed $2.62 billion sale expected to close in the fourth quarter of 2026.
Model rules
- Every modeled cell is the Houston median multiplied by the city factor. There is no foreign-exchange step because every CenterPoint salary evidenced in this report is denominated in United States dollars.
- A total compensation cell is base plus target incentive plus annualised equity. It excludes sign-on payments, relocation and one-time retention or buyout awards.
- No employer benefit load is added anywhere. The 401(k) match and the 3 percent company retirement contribution are employer cost, not pay, and total compensation is rebuilt from the components so that it reconciles.
- Overtime, shift premium, call-out and storm-restoration pay are real cash for field roles but are not an incentive target. Where the observed total exceeds base plus target incentive at CPE-01 and CPE-03, the residual is that field cash and is labelled as such on the row.
- City factors are an analytical normalisation layer built for this report. They are not disclosed CenterPoint salary zones and should never be presented as such.
- Disclosed executive rows are never multiplied by a city factor in the underlying research model; the ladder view applies factors uniformly, so treat CPE-10 and CPE-11 as national values wherever the city selector sits.
Variable Pay & Annual Cash Incentive
CenterPoint describes short-term incentive targets as a percentage of base salary and publishes them only for named executives. In 2025 the executive and non-executive scorecards were consolidated, which points to a single companywide framework, but no target percentage by non-executive level has ever been disclosed, so every band target below CPE-10 is modeled.
| Band | Target | Mechanism | Recent payout |
|---|---|---|---|
CPE-01 Field apprentice / operations entry | 0% to 5% of base | Modeled annual target as a percentage of base. In practice the larger variable component at this level is overtime, shift premium and call-out pay rather than the incentive plan. | Not publicly disclosed |
CPE-02 Associate / entry professional | 0% to 5% of base | Modeled annual target as a percentage of base; the broad employee formula is undisclosed. | Not publicly disclosed |
CPE-03 Professional II / experienced craft | 5% to 8% of base | Modeled annual target as a percentage of base. Journeyman craft cash is dominated by overtime and emergency-restoration hours, which are not an incentive target. | Not publicly disclosed |
CPE-04 Senior professional / senior engineer | 7% to 12% of base | Modeled annual target as a percentage of base; the broad employee formula is undisclosed. | Not publicly disclosed |
CPE-05 Lead / staff / principal / architect | 10% to 15% of base | Modeled annual target as a percentage of base; the broad employee formula is undisclosed. | Not publicly disclosed |
CPE-06 Supervisor / manager | 12% to 20% of base | Modeled annual target as a percentage of base; the broad employee formula is undisclosed. | Not publicly disclosed |
CPE-07 Senior manager / director | 20% to 35% of base | Modeled annual target as a percentage of base, bridging observed director evidence to the disclosed 80 percent executive target. | Not publicly disclosed |
CPE-08 Vice President | 35% to 50% of base | Modeled officer target; CenterPoint discloses nothing below the named-executive threshold. | Not publicly disclosed |
CPE-09 Senior Vice President | 50% to 70% of base | Modeled officer target; CenterPoint discloses nothing below the named-executive threshold. | Not publicly disclosed |
CPE-10 EVP / named executive officer | 80% of base | Annual short-term incentive on the company scorecard, with an individual or discretionary adjustment that can be paid as a separate bonus line. | 159% of target for Foster and Soto; 191% for Karuturi and Ryan once their discretionary bonus lines are included |
CPE-11 Chair, President and Chief Executive Officer | 130% of base | Annual short-term incentive on the company scorecard with no individual modifier applied for 2025. | 159% of target, paying $2,583,750 against a $1,625,000 target |
Executive incentive targets — percent of salary
Named-executive outcomes
| Executive | Target | Paid | Attainment |
|---|---|---|---|
| Jason P. Wells | $1,625,000 | $2,583,750 | 159% of target |
| Christopher A. Foster | $608,000 | $966,720 | 159% of target |
| Monica Karuturi | $600,000 | $1,144,800 | 191% of target including a $190,800 discretionary bonus line |
| Jesus Soto, Jr. | $580,000 | $922,200 | 159% of target |
| Jason M. Ryan | $428,000 | $816,624 | 191% of target including a $136,104 discretionary bonus line |
Employee payout timing and history
CenterPoint consolidated the executive and non-executive scorecards for 2025, so the 159 percent company result is the best available proxy for a broad-employee outcome, but no enterprise-wide payout percentage has ever been published for 2023, 2024 or 2025 and no target percentage by non-executive level exists in any reviewed source. The annual lump-sum cadence is the supported executive interpretation; a monthly or quarterly broad incentive cadence is not disclosed. Overtime, shift and call-out pay, emergency-response hours, spot recognition and union premiums sit outside the incentive plan and, for field roles, are usually the larger number.
Sales and special incentives
CenterPoint is a regulated utility with no meaningful commissioned sales force, and no quota, commission rate, accelerator or draw structure appears in any reviewed source. The nearest analogue is the field overtime and call-out economy, which is genuinely large: the company quoted more than $200,000 of annual earnings for some lineworkers once storm and restoration hours are counted.
Equity — RSUs, PSUs, Options & ESPP
CenterPoint is a United States issuer, so employee equity means restricted stock units and performance share units rather than an Indian-style employee stock ownership plan. The 2022 Long-Term Incentive Plan authorises options, but the company states it has not granted a stock option since 2004, and no employee stock purchase plan was found in any reviewed source.
- Outstanding rights represent 29.27 percent of outstanding plus available shares. That is a current commitment ratio, not cumulative utilisation of the original 2022 reserve, and it will move as performance units settle above or below target.
- Performance share units are 4,390,229 of the 5,609,194 outstanding rights, so roughly 78 percent of the outstanding commitment is contingent on three-year performance rather than on service alone.
- At the $38.93 share price snapshot the outstanding rights carry an illustrative market value of about $218.4 million and the remaining reserve about $527.7 million. Grant-date accounting value is not realised value and performance units can settle at zero.
- CenterPoint publishes no burn rate, no grant count by level and no share of the workforce receiving equity, so the reserve tells you about company capacity rather than about an individual employee's odds of a grant.
Equity plan capacity at 31 December 2025
Vesting — common reported employee schedule
Standard restricted stock units vest one third on each of the first three grant anniversaries, conditional on continued employment and a positive operating income result. Performance share units are a single three-year measurement rather than an annual step, settling on relative total shareholder return and cumulative adjusted earnings per share. Jesus Soto's one-time $6,000,000 buyout award is the exception: 155,561 units vesting 25 percent a year over four years. Outside-director stock vests immediately on grant.
Eligibility by hierarchy level
- The proxy says long-term incentives cover named executives and certain other management-level employees. It never states the minimum level, so director-level equity has to be treated as possible rather than guaranteed and no routine grant is evidenced at or below supervisor level.
- The 2025 named-executive mix was 70 percent performance share units and 30 percent restricted stock units. Performance units split evenly between relative total shareholder return against a utility peer group and cumulative adjusted earnings per share, each on a three-year period.
- Relative total shareholder return pays nothing below the 25th percentile except through modifier mechanics and reaches 200 percent at or above the 85th percentile, so half the executive equity carries genuine zero risk.
- Long-term incentive targets as a percentage of base run from 200 percent at the lowest-paid named executive to 290 percent at the chief financial officer and 610 percent for the chief executive.
- Modeled grant ranges for the officer bridge levels are $0 to $150,000 at director, $150,000 to $750,000 at vice president and $400,000 to $1.30 million at senior vice president. None of these is a CenterPoint disclosure.
Indicative annual grant value by band — Houston
| Band | Annual value (USD) | Median | Shares at $38.93 |
|---|---|---|---|
| CPE-07 | $8K – $13K | $10K | ~193–321 |
| CPE-08 | $45K – $75K | $60K | ~1,156–1,927 |
| CPE-09 | $143K – $238K | $190K | ~3,660–6,101 |
| CPE-10 | $1.48M – $2.47M | $1.98M | ~38,107–63,511 |
| CPE-11 | $5.72M – $9.53M | $7.63M | ~146,899–244,831 |
Annualized planning value (±25%), not the face value of every new-hire grant. Share equivalents use the $38.93 reference price at 25 August 2026 market-data capture and ignore plan valuation rules and PSU performance. Highlighted rows are disclosed grant-date stock awards.
Named executive target equity
| Executive | Target | Units / structure |
|---|---|---|
Jason P. Wells Chair, President and Chief Executive Officer | $7,625,000 for 2025 | 610 percent of target base, delivered as 70 percent performance share units and 30 percent restricted stock units. The regular grant included 70,212 restricted units with the balance in target performance units. The proxy's maximum grant-date scenario for the 2025 awards was about $12.963 million. |
Christopher A. Foster Executive Vice President and Chief Financial Officer | $2,204,000 for 2025 | 290 percent of target base as 20,295 regular restricted stock units plus target performance units on the standard three-year design. Maximum grant-date scenario about $3.747 million. |
Monica Karuturi Executive Vice President and Chief People Officer | $2,025,000 for 2025 | 270 percent of target base as 18,646 regular restricted stock units plus target performance units. Maximum grant-date scenario about $3.442 million. |
Jesus Soto, Jr. Executive Vice President and Chief Operating Officer | $1,885,000 regular target plus a $6,000,000 buyout | 260 percent of target base as 14,662 regular restricted stock units plus performance units, alongside 155,561 buyout restricted stock units vesting 25 percent a year over four years. The combined 2025 grant-date stock value was $7,884,981 and the maximum scenario about $9.204 million. |
Jason M. Ryan Executive Vice President, Regulatory Services and Government Affairs | $1,070,000 for 2025 | 200 percent of target base as 9,853 regular restricted stock units plus target performance units. Maximum grant-date scenario about $1.819 million. |
Executive Compensation
Fiscal 2025 Summary Compensation Table values from the 2026 proxy statement filed on 13 March 2026. Stock is grant-date fair value rather than cash realised, and the two diverge sharply for a package that is roughly 63 percent equity. The bonus column, where it appears, is a discretionary or individual adjustment separate from the scorecard-funded incentive.
Reading the package
Salary was about 10.1 percent of the chief executive's 2025 reported total and grant-date stock value about 63 percent, with the scorecard-funded cash incentive making up a further 21.4 percent. On a target basis the package was a $1,250,000 base, a 130 percent short-term incentive target and a 610 percent long-term incentive target for $10,500,000 of target total direct compensation, so roughly 88 percent of the target package sits outside fixed salary and about 73 percent of it is equity.
CenterPoint's chief executive total sits fourth of six in this set. The pay ratios tell a different story from the absolute totals: CenterPoint at 93 to 1 is below Atmos at 106 to 1, NiSource at 106 to 1 and Xcel at 108 to 1, and above Entergy at 88 to 1 and CMS at 56.1 to 1, largely because median employee pay ranges from $94,123 at Atmos to $189,374 at Entergy. Cross-company ratios are directional only, because companies use different fiscal calendars and different median-employee methodologies.
Named Executive Officers & Board
CenterPoint reshaped its operating leadership during 2025. Jesus Soto, Jr. joined as Executive Vice President and Chief Operating Officer on 11 August 2025 with a $6,000,000 buyout restricted stock unit award, which is why his 2025 total exceeds that of longer-serving executives despite less than five months of salary.
Two named executives received a separate bonus line in 2025: Monica Karuturi at $190,800 and Jason M. Ryan at $136,104. Those lines are the difference between the 159 percent scorecard-funded result and the 191 percent outcome reported for them, and they are discretionary or individual adjustments rather than a second incentive plan. Jesus Soto's $9.13 million total is dominated by a one-time buyout award: $7,884,981 of the stock column is a $1,885,000 regular long-term incentive target plus $6,000,000 of buyout restricted stock units vesting 25 percent a year over four years. Recurring target total direct compensation for the named executives, which excludes that buyout, runs from $2,033,000 to $3,572,000.
Board compensation framework
| Element | Amount | Notes |
|---|---|---|
| Annual cash retainer | $130,000 | Paid to each eligible non-employee director; the employee chair receives no director pay. |
| Annual stock award | $175,000 | 4,534 shares granted in 2025 at $38.60 per share, vesting immediately with no performance condition. |
| Lead Independent Director | $40,000 | The largest single supplement, additive to the standard cash retainer. |
| Audit Committee chair | $25,000 | The highest committee-chair supplement, reflecting the workload. |
| Governance Committee chair | $20,000 | Additive supplement on the same basis as the other non-audit chairs. |
| Human Capital and Compensation Committee chair | $20,000 | This is the committee that approves the executive incentive design and equity mix. |
| Safety and Operations Committee chair | $20,000 | A committee that exists because safety is a weighted measure in the short-term incentive scorecard. |
| Easy Match charitable match | Up to $50,000 | A charitable matching allowance rather than personal compensation. |
A non-chair director's baseline annual cash-plus-stock value was approximately $305,000 in 2025 before charitable matching, with committee-chair and lead-director supplements additive on top. Because the stock award vests immediately, a CenterPoint director's package carries none of the forfeiture or performance risk that an executive grant carries.
Regional heads and other officers
The proxy provides compensation only for named executive officers. Pay for regional gas and electric presidents, the General Counsel, chief technology and chief risk roles and every other senior officer below the named-executive threshold is not publicly disclosed, and will only become visible if one of them later becomes a named executive or an individual employment arrangement is filed. Section 16 filings show share movements for insiders but never salary, target or grant value in isolation.
Insider Trades — SEC Forms 3/4/5
CenterPoint is a New York Stock Exchange issuer, so the governing record is SEC Forms 3, 4 and 5 rather than any Indian exchange filing, and BSE, NSE and SEBI substantial-acquisition reporting is not applicable. Because the company has granted no stock options since 2004, almost every acquisition line is a restricted or performance unit settling into shares, and the disposal line immediately after it is usually shares surrendered to cover the tax.
| Date | Person | Transaction | Shares | Price | Value |
|---|---|---|---|---|---|
| 2026-05-05 | Christopher A. Foster Executive Vice President and Chief Financial Officer | Withholding Shares withheld to cover tax when previously awarded restricted stock units vested. Not an open-market sale. | 5,867 | $43.53 | $255K |
| 2026-02-19 | Jason P. Wells Chair, President and Chief Executive Officer | Settlement Restricted and performance units acquired on vesting. The value is shown at the same-day withholding price for scale, not as transaction consideration. | 173,594 | — | $7.40M |
| 2026-02-19 | Jason P. Wells Chair, President and Chief Executive Officer | Withholding Shares withheld for taxes on the same-day vesting. Not a discretionary disposal. | 64,813 | $42.64 | $2.76M |
| 2026-02-19 | Jason P. Wells Chair, President and Chief Executive Officer | Withholding A second tax-withholding line tied to the same vesting event, covering a separate award tranche. | 29,215 | $42.64 | $1.25M |
| 2025-08-11 | Jesus Soto, Jr. Executive Vice President and Chief Operating Officer | Award One-time buyout restricted stock unit award granted on appointment, vesting 25 percent a year over four years. | 155,561 | — | $6.00M |
| 2025-02-12 | Jason P. Wells Chair, President and Chief Executive Officer | Award Regular annual time-based restricted stock units vesting one third in 2026, 2027 and 2028 subject to conditions. | 70,212 | — | $2.29M |
| 2023-11-09 | Jason P. Wells President and Chief Operating Officer at the time | Purchase An unambiguous open-market purchase through a family trust, and the clearest voluntary buy signal in the record. | 10,000 | $26.91 | $269K |
Reading guide
Benefits & Perks
CenterPoint quantifies its retirement programme in detail through the Savings Plan Form 11-K and describes the rest of the package only by category on its careers pages. The most important structural fact is that benefits are not uniform: the Savings Plan filing sets out different contribution, auto-enrolment and vesting provisions for certain represented employees, so a single companywide headline understates the variation between the salaried population and the bargaining units concentrated in the legacy Vectren states.
Texas
- Retirement — Dollar-for-dollar 401(k) match on up to 6 percent plus a 3 percent company contribution. The 3 percent is paid regardless of whether the employee contributes, so the eligible employer commitment can reach 9 percent of pay. Bargaining-unit rules can differ, but the Houston headquarters population is predominantly non-represented. [official]
- Wellness — On-site wellness centre at the Houston headquarters. The only location-specific facility identified anywhere in CenterPoint's public benefit material, alongside fitness discounts available more broadly. [official]
- Eligibility — Benefits begin on the first day of employment. Current careers language for Houston postings. Eligibility can still vary by employee class, and no waiting-period schedule is published. [official]
- Mobility — Transit subsidies and flexible work schedules. Role and location dependent, and most visible on Houston corporate postings. Field and operations roles are shift-bound and will not carry the same flexibility. [official]
- Health and welfare — Medical, dental, vision, life and disability categories supported. The carrier, employer premium share, deductible, coverage amounts and plan tiers are not disclosed in any reviewed source. [npd]
Global programs
- Retirement — CenterPoint Energy Savings Plan holding about $3.171 billion of net assets. For 2025 the plan recorded $97.124 million of employee contributions and $72.293 million of employer contributions, which is the clearest quantification of what the retirement benefit actually costs the company. [official]
- Retirement — Deferral limits of 50 percent pre-tax or Roth and 16 percent after-tax. Auto-enrolment is generally 6 percent with one percentage point annual escalation to a 10 percent ceiling, and 3 percent for some bargaining populations. [official]
- Equity — Company stock fund capped at 25 percent of participant investment elections. This is a concentration control inside the 401(k), not an equity grant and not a discounted purchase right. No employee stock purchase plan was found. [official]
- Eligibility — Benefits begin on the first day. Stated in current careers material. Eligibility can vary by employee class and by collective bargaining agreement. [official]
- Field work — Overtime, shift premium, call-out and emergency-response pay. Not a benefit in the usual sense, but for represented field roles it is the largest variable component of annual cash and CenterPoint quoted more than $200,000 of annual earnings for some lineworkers. [official]
Benefit fields not publicly quantified
The exact medical carrier and employer premium share, health plan coverage amounts, health savings account seeding, the paid time off day schedule, sick leave days, maternity and paternity weeks, pension formulas for each legacy group, relocation amounts, phone and internet allowances, commuter caps, certification reimbursement caps, sabbatical policy and the employee assistance provider are all undisclosed in the reviewed public sources. International statutory benefits are not applicable: no material CenterPoint employee population exists outside the United States, so no country-specific statutory package is displayed as though CenterPoint offered it.
Performance Review & Pay Progression
CenterPoint discloses the executive review calendar and the equity vesting conditions and discloses nothing about how ordinary employees are rated or how a rating turns into money. There is no public rating scale, no forced distribution and no merit matrix, so the progression figures below are explicitly a user-interface model rather than company policy.
Not publicly disclosed
Modeled promotion planning timeline
| Band | Years to next scope | Promotion hike | Status |
|---|---|---|---|
| CPE-01 | 3–4 years to journeyman through the apprenticeship programme | Not disclosed | Modeled planning interval |
| CPE-02 | 2–3 years to CPE-03 | Not disclosed | Modeled planning interval |
| CPE-03 | 3–4 years to CPE-04 or to a lead craft step | Not disclosed | Modeled planning interval |
| CPE-04 | 3–5 years to CPE-05 or a move across to CPE-06 | Not disclosed | Modeled planning interval |
| CPE-05 | 4–6 years to CPE-06 or CPE-07 | Not disclosed | Modeled planning interval |
| CPE-06 | 3–5 years to CPE-07 | Not disclosed | Modeled planning interval |
| CPE-07 | 4–7 years to the officer layer, with no reliable public norm | Not disclosed | Modeled planning interval |
| CPE-08 | No reliable public norm; a board and committee succession decision | Not disclosed | Modeled planning interval |
| CPE-09 | No reliable public norm | Not disclosed | Modeled planning interval |
| CPE-10 | Board appointment | Not disclosed | Modeled planning interval |
| CPE-11 | Board appointment | Not disclosed | Modeled planning interval |
The only strongly evidenced time-to-level fact at CenterPoint is the field one: apprentice to journeyman lineworker takes approximately three years, after which the company quoted pay of about $113,000. Everything on the salaried side is modeled. Executive compensation opportunities were reviewed in February 2025 with salary adjustments generally effective in early to mid-March, and standard restricted stock unit vesting carries both a continued-employment condition and a positive operating income condition, with retirement, death and disability provisions. Union and craft wage progression may be governed by collective bargaining agreements whose current wage tables were not located in public filings.
Pay progression evidence
Modeled progression, not CenterPoint policy: CPE-01 to CPE-03 takes about three to four years and runs on apprenticeship and safety milestones with bargained wage steps rather than a percentage increase; CPE-02 to CPE-03 takes two to three years for a modeled 6 to 12 percent increase; CPE-03 to CPE-04 takes three to four years for 6 to 12 percent; CPE-04 to CPE-05 takes three to five years for 6 to 12 percent; CPE-05 to CPE-06 or CPE-07 takes four to six years for 8 to 15 percent; CPE-06 to CPE-07 takes three to five years for 8 to 15 percent; and CPE-07 to the officer layer takes four to seven years with no reliable public norm on the increase. Above vice president there is no norm at all, because the move is a board and committee succession decision rather than a promotion.
H-1B / LCA Visa Footprint — United States
H-1B sponsorship is immaterial at CenterPoint. Only two labour condition application salary records were found under CenterPoint Energy Service Company, LLC, both in Houston and both for the same job title. With one observation per year the 25th percentile, median and 75th percentile are necessarily identical, so the distribution below is a record listing rather than a wage curve.
Dataset summary
| Dataset | Result | Interpretation |
|---|---|---|
| H1Bdata.info employer extract | Two Houston labour condition application salary records, 2022 and 2025 | Filed under CenterPoint Energy Service Company, LLC rather than under the parent company name. |
| MyVisaJobs employer profile | One continuing H-1B petition approval in the 2026 view and no denial | Historical aggregator totals also show three filings in 2019 averaging $130,318 and one in 2018 at $124,611. |
| Fiscal-year reconciliation | Aggregators classify the 2022 filing under different fiscal years | One view places it in the 2023 cycle. The two salary records are the same underlying filings either way. |
City-level H-1B wage history
| City | P25 | Median | P75 | Records |
|---|---|---|---|---|
Houston, Texas — 2025 filing Consultant Developer Applications, certified. A single record, so all three quantiles are the same number. | $150K | $149,718 | $150K | 1 |
Houston, Texas — 2022 filing Consultant Developer Applications, certified record observed. Again a single record with identical quantiles. | $134K | $134,328 | $134K | 1 |
All-years aggregates. P25/P75 are rounded reconstruction values marked modeled; medians and record counts are the stronger fields.
Selected title / worksite records
| Title | Worksite | Proffered wage | Notes |
|---|---|---|---|
| Consultant Developer Applications | Houston, Texas | $149,718 in 2025 | The only certified 2025 record and the highest CenterPoint labour condition application wage on file. |
| Consultant Developer Applications | Houston, Texas | $134,328 in 2022 | The same title three years earlier, showing that sponsorship is repeat-specialist rather than programmatic. |
| Historical aggregator total | All CenterPoint worksites | $130,318 average across 3 filings in 2019 | The busiest year in the record and still a rounding error against an 8,800-person workforce. |
| Historical aggregator total | All CenterPoint worksites | $124,611 across 1 filing in 2018 | Consistent with isolated specialist information technology sponsorship rather than a staffing channel. |
Reading the data correctly
- Labour condition application wages are proffered base salary. They exclude any incentive payout and any equity, though at this level CenterPoint evidences no routine equity anyway.
- A labour condition application is a filing, not a hire. Certified applications exceed actual petitions and petitions exceed actual employees.
- With one record per year the quantiles carry no statistical meaning. They are shown because the table requires them, not because a distribution exists.
- Aggregators classify fiscal years differently, so the same two filings can appear under 2022, 2023 or 2025 depending on the source.
- These records sit above the modeled CPE-04 Houston median of $105,000 and near the CPE-05 median of $135,000, which is consistent with a senior specialist contractor-to-employee conversion rather than an entry-level sponsorship programme.
Key Nuances & Insights
The 2026 proxy measured approximately 8,830 employees, all in the United States. Any India, Australia, United Kingdom or Singapore salary band for CenterPoint would be fabricated, and a global pay multiplier cannot be calculated because there is no CenterPoint population abroad to compare against.
A journeyman lineworker working major storm restoration can out-earn salaried professionals and some managers. CenterPoint quoted roughly $60,000 at entry, about $113,000 after three years and more than $200,000 with overtime for some lineworkers. Reading the base-pay ladder alone will understate field compensation by a wide margin.
The observed supervisor and manager base of $125,000 sits below the lead, staff and architect base of $135,000. Moving into people leadership at CenterPoint buys scope and a higher incentive target, not an immediate base increase.
The proxy covers named executives and certain other management-level employees without naming the minimum level. Director-level equity has to be treated as possible rather than guaranteed, and nothing at or below supervisor shows a routine grant.
Options remain authorised under the 2022 plan but none has been granted in more than two decades. Current equity economics run entirely on restricted unit vesting, performance unit settlement and share withholding for tax, so option-strike reasoning simply does not apply here.
No discounted purchase programme, lookback or payroll-deduction share purchase appears in the proxy, the Form 10-K, the Savings Plan filing or the careers pages. The only broad share access is the 401(k) company stock fund, capped at 25 percent of a participant's elections.
Three of the seven Form 4 lines reviewed here are shares surrendered to cover tax at vest. A transaction feed that treats every disposal as a bearish signal would badly misread an issuer whose executives receive units rather than options.
A dollar-for-dollar match on 6 percent plus a 3 percent company contribution regardless of employee contribution means the eligible employer commitment can reach 9 percent of pay before any tax-deferred growth. For a mid-band professional that is worth more than the modeled annual incentive target.
The Savings Plan filing records different contribution, match, auto-enrolment and vesting provisions for certain represented employees, including 3 percent auto-enrolment and 20 percent annual vesting over five years for some groups. Indiana and Ohio carry the largest represented populations from the Vectren combination.
Louisiana and Mississippi left on 1 April 2025 and Ohio is under an agreed $2.62 billion sale expected to close in the fourth quarter of 2026. Historical salary submissions tagged to Shreveport or Jackson describe a footprint that no longer exists, and Columbus and Dayton may follow.
CenterPoint consolidated its executive and non-executive scorecards in 2025, so the 159 percent company result is the only companywide performance signal that exists. It is not a published employee multiplier, and the 191 percent outcomes for two executives came from separate discretionary bonus lines rather than from the scorecard.
CenterPoint's 93 to 1 ratio is below most of its utility peers not because the chief executive is paid modestly but because the $130,189 median employee is high, driven by an all-United States workforce whose median measure includes overtime. Atmos, with a $94,123 median, reports a higher ratio on a smaller chief executive package.
Performance units are 70 percent of the named-executive grant and half of that is relative total shareholder return, which pays nothing below the 25th percentile and up to 200 percent at or above the 85th. The grant-date value in the proxy is therefore an accounting figure, not an entitlement.
The 0.87 to 1.04 spread across CenterPoint's eleven markets is a normalisation layer built for this report from a Houston anchor. CenterPoint publishes no salary zones, and the factors should never be quoted as though it did.
Research control
CenterPoint sits in the middle of its utility peer set on chief executive pay and at the low end on pay ratio. Its $12.09 million chief executive total is fourth of six behind Entergy, Xcel and NiSource and ahead of CMS and Atmos, while its 93 to 1 ratio is below Xcel at 108, NiSource and Atmos at 106 and above Entergy at 88 and CMS at 56.1. On the employee side the structure is characteristic of a regulated utility rather than a technology employer: no routine equity below the officer layer, modest incentive targets that only reach 20 to 35 percent at director, and a field population whose overtime economy is large enough to move the companywide median employee figure to $130,189.
Evidence classification
| Label | Meaning | Examples and permitted use |
|---|---|---|
| Verified | A CenterPoint or SEC filing, an official CenterPoint careers or benefit page, or a government rule. | Executive and director compensation, the pay ratio, equity plan terms and reserve, the 401(k) and Savings Plan mechanics, headcount, the divestitures and the capital plan. |
| Reported | A named third-party dataset with observable records, chiefly Levels.fyi, Glassdoor, PayScale, Comparably, Indeed and the labour condition application aggregators, plus company-quoted pay figures carried in journalism. | The Houston anchor medians for CPE-01 through CPE-06, the lineworker apprentice, journeyman and overtime figures, and the two H-1B wage records. |
| Modeled | The Houston anchor multiplied by a city calibration factor, or an interpolation between two disclosed points, inside a planning envelope. | Every non-Houston city cell, the CPE-07 through CPE-09 bridge rows, all non-executive incentive targets and the progression timeline. |
| Not publicly disclosed | No source in the research bundle supports a figure. | Recorded as such rather than estimated. Attrition, the rating system, the merit matrix, benefit cost sharing and union wage tables all fall here. |
Explicit “Not publicly disclosed” index
Known gaps and diligence before relying on a cell
- 1The bundle's own vice president and senior vice president rows are internally inconsistent. It states a $500,000 total median and a $150,000 to $750,000 grant range at vice president, and a $950,000 total median with a $400,000 to $1.30 million grant range at senior vice president; neither pair reconciles. This report follows the total medians and treats equity as the residual, so equity at those two rows reads lower than the bundle's grant range implies.
- 2CPE-10 and CPE-11 are national proxy disclosures. The research model deliberately does not scale them by city, but the shared ladder view applies location factors uniformly, so those two rows should be read as national figures regardless of the selected market. They are also marked as excluded from the range chart because a $12 million cohort flattens the employee scale.
- 3No top-of-ladder location factors are used. A domestic regulated utility shows no evidence of the junior-to-senior geographic compression that offshore delivery models produce, so inventing a separate senior factor would have misstated every city.
- 4No employer benefit load is added to any total. The 401(k) match and the 3 percent company contribution are employer cost rather than pay, and every total compensation figure is rebuilt from base plus incentive plus equity so that it reconciles.
- 5At CPE-01 and CPE-03 the observed total exceeds base plus the modeled incentive target. The residual is overtime, shift and call-out cash, which is real money but is not an incentive plan; it is carried in the bonus component and labelled on the row rather than being dropped.
- 6Negotiated union scale is kept out of the band anchors entirely. The current collective bargaining wage tables were not located in any public CenterPoint filing, so the field rows are triangulated salary evidence and the bargained steps behind them remain undisclosed.
- 7Shreveport and Jackson are excluded from the location table rather than shown with a stale factor, because the Louisiana and Mississippi businesses were sold on 1 April 2025 and are no longer CenterPoint pay locations. Columbus and Dayton are retained but flagged as pending divestiture.
- 8CPE-11 uses the actual Summary Compensation Table total of $12,092,341 while CPE-10 uses a target total direct compensation median of $3,283,000. The bundle presents them that way because there is one chief executive and four other named executives; the CPE-11 target equivalent is $10,500,000 and is noted on the row.
- 9Summary Compensation Table component sums differ from the reported totals by one dollar for Monica Karuturi, Jesus Soto and Jason Ryan. That is proxy rounding, and the reported totals are used.
- 10No companywide salary freeze, salary cut, published average merit increase, campus-offer reduction, delayed joining programme or off-cycle market correction was located in the last two years. That is a negative search result and should not be read as proof that none occurred.
Source register — 16 sources
| DEF 14A 2026 | CenterPoint Energy 2026 Definitive Proxy Statement · United States Securities and Exchange Commission · 2026-03-13. Executive and director compensation, the 93 to 1 pay ratio, workforce measurement, short- and long-term incentive design, the equity reserve and the no-options-since-2004 statement. |
| 10-K 2025 | CenterPoint Energy 2025 Annual Report on Form 10-K · United States Securities and Exchange Commission · 2026-02-19. Operations, revenue, employee count and the geographic footprint of the utility businesses. |
| 11-K 2025 | CenterPoint Energy Savings Plan Form 11-K for 2025 · United States Securities and Exchange Commission · 2026-06-23. 401(k) match, the 3 percent company contribution, deferral limits, auto-enrolment, vesting variation by bargaining group, plan net assets and the 25 percent stock fund cap. |
| Q2 2026 | CenterPoint Energy second-quarter 2026 results release · United States Securities and Exchange Commission · 2026-07-28. The $66.7 billion 2026 to 2035 capital plan and the current employee population description. |
| Q4 2025 | CenterPoint Energy fourth-quarter and full-year 2025 results release · United States Securities and Exchange Commission · 2026-02-19. FY2025 non-GAAP earnings per share of $1.76 and the then-current capital plan. |
| Forms 4 | Section 16 filings for Wells, Foster and Soto · United States Securities and Exchange Commission · 2026-05-05. Restricted and performance unit settlements, tax withholding lines, the 2025 annual grant, the Soto buyout award and the 2023 open-market purchase. |
| Soto award | CenterPoint preliminary proxy and appointment disclosure for Jesus Soto, Jr. · United States Securities and Exchange Commission · 2026-02-06. The $6 million buyout restricted stock unit award of 155,561 units vesting 25 percent a year over four years. |
| Careers | CenterPoint Energy careers postings for Houston and Evansville · CenterPoint Energy · 2026-08-26. Job titles, experience requirements, first-day benefit eligibility, transit and wellness provisions and the tuition reimbursement category. |
| Workforce release | CenterPoint lineworker workforce announcement · CenterPoint Energy Investor Relations · 2025-07-25. The plan to add 200 lineworkers in 2025 and nearly 800 by 2030 and the Energy Expressway training programme. |
| Lineworker pay | Houston Chronicle report on CenterPoint lineworker training and pay · Houston Chronicle · 2025-11-22. Company-quoted apprentice pay of about $60,000, journeyman pay of $113,000 after three years and overtime above $200,000. |
| LA/MS sale | Completion of the Louisiana and Mississippi natural gas sale · CenterPoint Energy Investor Relations and SEC filing · 2025-04-01. The 380,000-customer and 12,000-mile scope of the divestiture and the resulting legacy status of Shreveport and Jackson. |
| Ohio sale | Announcement of the Ohio natural gas business sale · CenterPoint Energy Investor Relations · 2025-10-21. The $2.62 billion transaction value and the expected fourth-quarter 2026 close. |
| Salary platforms | Levels.fyi, Glassdoor, PayScale, Comparably and Indeed CenterPoint records · Third-party salary platforms · 2026-08-26. The Houston anchor medians for CPE-01 through CPE-06, including a $52,260 to $141,191 reported total range, a PayScale average of about $86,642 and a Comparably estimated average of about $126,219. |
| H-1B extracts | H1Bdata.info and MyVisaJobs extracts for CenterPoint Energy Service Company, LLC · Third-party Department of Labor aggregators · 2026-08-26. The two Houston labour condition application salary records, the historical filing counts and the petition outcome. |
| Peer proxies | Atmos Energy, NiSource, Xcel Energy, Entergy and CMS Energy proxy statements · United States Securities and Exchange Commission · 2026-04-06. Peer chief executive totals, median employee pay and pay ratios for the utility comparison set. |
| Market snapshot | CNP share price and reference foreign-exchange capture · Market data capture · 2026-08-25. The $38.93 share price used for illustrative equity valuation. Every CenterPoint salary in this report is denominated in United States dollars, so no currency conversion is applied. |
Recent News & Workforce Trend
CenterPoint's compensation story over the last two years is a portfolio story and a field-hiring story rather than a salary-action story. No companywide pay freeze, pay cut or published merit increase was found in any reviewed source.
Headcount has been broadly flat at roughly 8,800 while the shape of the workforce changes underneath it: two gas businesses sold or being sold, and the most visible expansion in field craft rather than in corporate or technology roles. CenterPoint publishes no attrition rate and no city or state headcount, so the only reliable workforce signal in the filings is the total and the fact that it is entirely domestic.
The 2026 to 2035 investment programme increases sustained demand for engineering, field and project-delivery talent, which is the main structural support for the lineworker hiring plan.
Approximately $3.171 billion of net assets at 31 December 2025, with $97.124 million of employee and $72.293 million of employer contributions for the year, plus the bargaining-unit variations in match, auto-enrolment and vesting.
5,867 shares withheld at $43.53 to cover tax when previously awarded restricted stock units vested. It is a withholding line rather than an open-market sale.
Chief executive total compensation of $12,092,341 against a $130,189 median employee for a 93 to 1 ratio, a 159 percent short-term incentive funding result and a 70 percent performance unit and 30 percent restricted unit long-term incentive mix.
173,594 shares acquired on restricted and performance unit vesting, with 94,028 surrendered across two lines at $42.64 to cover tax.
Non-GAAP earnings per share of $1.76 for FY2025 and a capital plan then exceeding $65 billion. Adjusted earnings per share carries a 70 percent weight in the short-term incentive scorecard.
Company-quoted entry pay of around $60,000, journeyman pay of $113,000 after approximately three years, and total earnings above $200,000 with overtime for some lineworkers.
A $2.62 billion transaction expected to close in the fourth quarter of 2026. Columbus and Dayton remain CenterPoint pay locations until then, with no disclosed benefit-continuity or retention terms.
155,561 buyout restricted stock units vesting 25 percent a year over four years, on top of a $1,885,000 regular long-term incentive target. It is the clearest evidence in the record of what a senior external hire can command.
A plan to add 200 lineworkers in 2025 and nearly 800 by 2030, supported by a new Energy Expressway training programme. This is the company's most visible hiring commitment.
About 380,000 customers and 12,000 miles of pipeline left the company. Shreveport and Jackson stopped being CenterPoint pay locations, so historical salary submissions tagged to them describe a footprint that no longer exists.