What does a senior engineer at Dominion Energy earn?

Dominion posts the range itself. A senior engineer at Glen Allen, Virginia is advertised at $90,900 to $118,100 of base with five or more years of experience, and the equivalent Blythewood, South Carolina posting runs $88,700 to $141,700, so South Carolina is not automatically the cheaper market. This report anchors the senior band at about $100,000 of Richmond-area base with a modeled 8 to 12 percent annual incentive, giving roughly $110,000 of cash. There is no routine equity grant at this level: key-contributor restricted stock can reach senior individual contributors, but Dominion publishes neither the eligibility threshold nor the grant size, so treat any equity at this band as possible rather than expected.

Does Dominion Energy give RSUs, options or an ESPP?

None of the three in the form most technology employees expect. There is no employee stock purchase plan in the reviewed disclosures, and the 2026 proxy reported zero options outstanding at 31 December 2025 even though the 2024 Incentive Compensation Plan authorises options and stock appreciation rights. What exists is selective: 2025 Key Contributor Recognition restricted stock for chosen employees, cash-settled performance share units and CEO performance shares for named executives, deferred stock units for non-employee directors, and company stock held inside the 401(k) salaried savings plan. Because the PSUs settle in cash, multiplying units by the share price is an illustration of value rather than a dilution or share-delivery event.

How does Dominion Energy's bonus work?

At executive level it is a formal annual incentive plan scored on corporate, operating-segment and individual performance. The 2025 corporate score was 115 percent and utility operating measures landed in the low-to-mid 90s, producing final payouts of about 108 percent of target for Robert Blue, roughly 110 percent for Steven Ridge and Carlos Brown, 108 percent for Edward Baine and 107 percent for Eric Carr. Targets are 150 percent of base for the chief executive and 80 to 90 percent for the other named executives. Below that layer Dominion discloses only that annual incentive plans include a safety measure except where collective-bargaining agreements restrict it, and that postings state bonus eligibility. No target percentage, payout history or merit matrix is published for ordinary bands.

What was the Dominion Energy CEO paid?

Robert M. Blue, Chair, President and Chief Executive Officer, had a 2025 Summary Compensation Table total of $16,037,850, made up of $1,287,500 of salary, $4,421,318 of non-equity incentive including a $2,105,618 annual incentive, $9,309,830 of stock awards, an $818,742 pension and deferred-compensation change and $200,460 of other compensation. His 2025 target long-term incentive was $9,500,000 delivered as 119,626 target performance share units and 51,269 target performance shares. Against a $149,396 median employee the pay ratio is 107 to 1. The proxy also reports a realized-pay measure of $9,089,038 for the same year, and a 2023 performance-grant cycle paid him at only 46.5 percent of target, so headline totals and cash received diverge materially.

How does Dominion Energy pay in South Carolina compared with Virginia?

Close, and not uniformly lower. South Carolina employment comes from the legacy SCANA and South Carolina Electric and Gas organisation acquired in 2019, and Dominion has never published a harmonisation map between the legacy and current grade tables. This report applies a 0.96 factor to Cayce, Columbia and Blythewood against the Richmond and Glen Allen anchor, but that factor is an analytical placeholder for roles with no direct posting: where South Carolina postings exist they should override it, and a Blythewood senior-engineer posting reaching $141,700 sits above the reviewed Glen Allen high of $118,100. The genuinely higher markets are Fairfax in Northern Virginia and Waterford in Connecticut at 1.12, both modeled rather than disclosed.

All Companies

Dominion Energy

Compensation Insight

How Dominion Energy Pays

Dominion's T0 apprentice through IC5 consulting-engineer ladder and M1 to M3 management route priced across 12 verified US markets, with selective key-contributor restricted stock, cash-settled PSUs and CEO performance shares, a $16.04M CEO package at 107:1, and six H-1B worksite wage records.

~15,200 employees · NYSE: D · Dominion Energy, Inc. · Richmond, Virginia · FY ends 31 December · Combination with NextEra Energy pending

Employees

~15,200

Full-time employees at 31 December 2025 per the Form 10-K, including approximately 3,400 covered by collective-bargaining agreements.

CEO total compensation

$16.04M

Robert M. Blue's 2025 Summary Compensation Table total of $16,037,850. The proxy's separate realized-pay measure for the same year was $9,089,038.

CEO pay ratio

107:1

Against a median employee annual total compensation of $149,396 for 2025, disclosed in the 2026 proxy statement.

Median H-1B base

$113,073

Dominion Energy Services labour-condition-application compilation; a separate FY2026 source put the median at about $106,090.

Represented workforce

~22%

About 3,400 of 15,200 employees were covered by collective-bargaining agreements at year-end 2025, on negotiated wage steps rather than salaried bands.

Options outstanding

Zero

The 2026 proxy reported no options outstanding at 31 December 2025 and 26,153,338 shares still available under shareholder-approved equity plans.

Annual revenue

$16.51B

2025 operating revenue. Dominion also reported $3.00 billion of operating earnings and $3.42 of operating earnings per share for 2025.

Attrition

Not disclosed

No company-wide attrition or voluntary-turnover rate appears in the reviewed annual report or proxy statement.

Locations

United States

1.00× base / 1.00× TC vs Richmond

Band Hierarchy

Dominion does not publish an enterprise-wide numeric grade or band system anywhere in its filings, careers site or plan documents. T0 through E3 is a research taxonomy built from current job-series titles, posted experience thresholds and the statutory salary ranges Dominion is required to advertise, plus the fully disclosed named-executive layer. Only the E2 and E3 rows and the outside-director package carry a company disclosure.

Field and craft entry — apprentice programmes

Trainee / ApprenticeField and craft · variable 2.5% · verified

Line worker apprentice, electrician trainee, entry operations trainee, transmission apprentice

0 to 2 years, usually inside a structured apprenticeship

●○○○○○○○○○○○

Individual-contributor ladder — Associate through Consulting Engineer

IC5

Consulting Engineer / Technical ConsultantEngineering · variable 15% · verified

Consulting engineer, engineering technical consultant, consulting infrastructure analyst, enterprise architect equivalent

Typically 10 or more years

●●●●●●●○○○○○

IC4

Staff Engineer / Program Manager / Technical Specialist IIIEngineering and programme delivery · variable 12.5% · verified

Staff engineer, electric distribution program manager, technical specialist III, senior infrastructure analyst

Typically 8 or more years

●●●●●●○○○○○○

IC3

Senior Engineer / Senior AnalystEngineering and business · variable 10% · verified

Senior engineer, senior business performance analyst, senior financial analyst, senior specialist, senior network analyst

5 or more years, and typically five to six years for the engineering series

●●●●●○○○○○○○

IC2

Engineer / Mid-Level Analyst / Technician IIEngineering, business and technician · variable 8.5% · verified

Engineer, mid-level business performance analyst, facilities technician II, accountant, project engineer

2 to 5 years; technician II postings often require five or more years in trade

●●●○○○○○○○○○

IC1E

Associate EngineerEngineering · variable 6.5% · verified

Associate engineer in electric transmission, distribution, generation or nuclear support; engineering trainee

0 to 2 years, typically straight from an accredited engineering degree

●●○○○○○○○○○○

IC1B

Associate Analyst / Technician IBusiness and technician · variable 6.5% · verified

Associate business performance analyst, facilities technician I, junior accountant, entry customer-operations professional

0 to 2 years; technician roles often require one year of relevant trade experience

●●○○○○○○○○○○

Management ladder — Supervisor through Director

DirectorManagement · variable 27.5% · reported

Director, business-unit director, functional head reporting into an officer

Typically 12 to 18 or more years

●●●●●●●●○○○○

Senior Manager / AdvisorManagement · variable 20% · reported

Senior manager, project advisor, corporate affairs operations advisor, functional lead across multiple teams

Typically 10 or more years

●●●●●●●○○○○○

Supervisor / ManagerManagement · variable 16% · verified

Engineering supervisor, generation development manager, supervisor of power generation engineering, functional manager

Typically 7 or more years plus demonstrated leadership scope

●●●●●●○○○○○○

Executive — Vice President through Chief Executive

Chair, President and CEOExecutive · variable 150% · verified

Chair of the board, President and Chief Executive Officer

Board-appointed

●●●●●●●●●●●●

EVP / Named Executive OfficerExecutive · variable 85% · verified

Executive vice president and chief financial officer, chief administrative and public affairs officer, executive vice president for utility operations, chief nuclear officer

Enterprise executive appointed by the board

●●●●●●●●●●●○

Vice PresidentExecutive · variable 55% · modeled

Vice president, controller and chief accounting officer, regional or functional officer below the named-executive threshold

15 or more years with enterprise scope

●●●●●●●●●●○○

Disclosed executive layer

Chair, President and Chief Executive Officer

Robert M. Blue

Fully disclosed: salary, annual incentive attainment, grant-date equity, target long-term incentive of $9,500,000, target pay mix, ownership guideline of six times salary and the 107 to 1 pay ratio.

Executive vice presidents who are named executive officers

Steven D. Ridge as Chief Financial Officer, Carlos M. Brown as Chief Administrative and Public Affairs Officer and Corporate Secretary, Edward H. Baine as EVP Utility Operations and President of Dominion Energy Virginia, Eric S. Carr as Chief Nuclear Officer and President of Nuclear Operations

Full Summary Compensation Table disclosure plus annual incentive target of 80 to 90 percent of base and target long-term incentive of $1.25 million to $2.0 million.

Officers below the named-executive threshold

Gary G. Ratliff as VP, Controller and Chief Accounting Officer; William Keller Kissam as President of Dominion Energy South Carolina; Regina J. Elbert as SVP, Chief Legal and Human Resources Officer

Compensation is not disclosed. Their existence and their equity participation are visible only through Form 4 award filings, which show share counts but no dollar targets.

Non-employee directors

The independent board including the lead independent director and committee chairs

Disclosed as a $117,500 cash retainer plus a $177,500 stock retainer credited as deferred stock units, with $50,000 for the lead independent director and $20,000 to $25,000 for committee chairs. This is a governance package, not an employment band, and it is excluded from the ladder.

VerifiedOnly E2, E3 and the outside-director package carry a company disclosure. T0 through M1 come from current Dominion job postings with published salary ranges, M2 and M3 are triangulated from employee-reported records, and E1 is a modeled bridge.

Track divergence

T0 field and craft

Apprentices progress through a structured training agreement rather than a corporate grade. Where a collective-bargaining agreement applies, the negotiated wage schedule governs and no salaried band logic applies. Overtime, shift premium and storm-restoration hours can dominate annual cash and are not modeled here.

IC1 to IC5 individual contributor

Associate moves to Engineer or Analyst, then Senior, then Staff or Program Manager, then Consulting Engineer or Technical Consultant. This is a genuine terminal individual-contributor route: the consulting-engineer posting range of $116,300 to $151,100 is identical to the range posted for engineering supervisor and generation development manager.

M1 to M3 management

Supervisor or Manager moves to Senior Manager or Advisor and then to Director. Because the first management step shares its range with the top individual-contributor step, moving into management at Dominion buys scope rather than an immediate pay increase.

E1 to E3 officer layer

Vice President through EVP and Chief Executive. Equity becomes material and formulaic here, and public evidence goes from almost nothing at vice president to complete disclosure the moment an officer becomes a named executive.

Hierarchy qualifications and legacy structures

T0 through E3 is research nomenclature invented for this report. Dominion has never published a Band 1 to N or Grade A to Z structure, and these codes must not be quoted as an internal framework.
IC1 is split into a business and technician stream and an engineering stream because the two enter at materially different pay: the associate analyst and technician I series starts at $52,800 while associate engineer starts at $73,200 for the same nominal years of experience.
The 2019 SCANA acquisition means South Carolina employment carries a legacy organisation. Public sources confirm the transaction and integration context but disclose no legacy salary-grade table and no band-harmonisation map, so observable South Carolina and Virginia posting differences are preserved rather than converted.
M2, M3 and E1 are the least reliable rows on the page. M2 and M3 rest on employee-reported Richmond records rather than postings, and E1 is a modeled interpolation between the reported director band and the disclosed named-executive figures.
Approximately 3,400 represented employees progress through bargained wage steps rather than a corporate ladder. No current Dominion collective-bargaining wage table was located in any public filing, so no union scale appears anywhere in this report.
Equity eligibility does not follow the ladder cleanly. Dominion's award forms use the phrase key contributor without publishing a minimum level, so restricted stock can reach a senior individual contributor while never becoming an expectation at any employee band.

Peer-level mapping

Band	Archetype	Peer mapping	Caveat
T0	Trainee / Apprentice	Equivalent to an apprentice or trainee step at Duke Energy, Southern Company or American Electric Power, where progression follows a training agreement rather than a professional grade.	Many of these roles sit inside a collective-bargaining framework, so the negotiated wage schedule, overtime, shift premium and storm-restoration hours govern actual annual cash rather than the posted annualised rate shown here.Line worker apprentice posting in South Carolina, starting rate near $55,536 annualised against a $51,189 floor.
IC1B	Associate Analyst / Technician I	Maps to an Analyst I or Technician I step at a comparable regulated utility, and to a Grade 5 to Grade 7 entry professional in a graded utility structure.	Dominion publishes no grade code, so the mapping is inferred from posted experience thresholds. The Fairfax technician posting spans two levels in one requisition, which blurs the boundary with the next band.Business performance analyst posting in Richmond and facilities technician posting in Fairfax, $52,800 to $68,600 across the associate step.
IC1E	Associate Engineer	Equivalent to Engineer I at Duke Energy or American Electric Power and to a graduate engineer intake at Southern Company.	Dominion sometimes documents Associate Engineer as a trainee designation rather than a full professional level, so the title does not by itself prove internal grade equivalence with a peer Engineer I.Combined associate, engineer and senior-engineer postings at Glen Allen and Blythewood, associate step $73,200 to $95,000.
IC2	Engineer / Mid-Level Analyst / Technician II	Fully proficient professional, equivalent to Engineer II or Analyst II at a peer utility and to the first level expected to own a work package without supervision.	Experience thresholds vary sharply by discipline. The Blythewood engineer range runs to $127,700 while the reviewed Glen Allen engineer range tops out at $106,400 for the same nominal title.Glen Allen engineer range $81,900 to $106,400 blended with the Richmond analyst and Fairfax technician II series, $65,500 to $106,400 overall.
IC3	Senior Engineer / Senior Analyst	Senior professional or Engineer III at a peer utility. It is the first level where a posting reliably describes independent technical judgement rather than supervised delivery.	This is the band where South Carolina and Virginia diverge most: the Blythewood senior-engineer high of $141,700 sits above the reviewed Glen Allen high of $118,100, so a blanket geographic discount misstates the level.Glen Allen senior-engineer range $90,900 to $118,100 and Blythewood $88,700 to $141,700, blended with the Richmond senior analyst series.
IC4	Staff Engineer / Program Manager / Technical Specialist III	Lead or advanced specialist, comparable to a Staff Engineer or Principal Program Manager at a peer utility and to a Grade 12 to Grade 13 technical step in a graded structure.	Programme managers and staff engineers are posted at overlapping ranges, so this band mixes a technical-depth route with a project-leadership route that have different progression logic beyond it.Glen Allen senior and staff engineer posting to $132,800 and the Richmond electric distribution program manager posting $102,300 to $132,800.
IC5	Consulting Engineer / Technical Consultant	The top individual-contributor rung visible in Dominion postings, equivalent to a Principal Engineer or Technical Fellow track entry at a peer utility.	Principal-equivalent is an analytical peer mapping and not a Dominion title. The band shares its posted range with first-line management, so the individual-contributor and management routes converge in pay rather than separate at this step.Consulting engineer postings at Glen Allen and North Dinwiddie, $116,300 to $151,100.
M1	Supervisor / Manager	First-line manager, equivalent to a Supervisor or Manager I at a peer utility with direct reports and accountability for a defined work programme.	The posted range is identical to the consulting-engineer range, so the first management step is not a pay step at Dominion. Span-of-control rules and any internal manager grade are not published.Generation development manager and supervisor of power generation engineering postings in Richmond, $102,300 to $151,100.
M2	Senior Manager / Advisor	Senior manager or second-line leader at a peer utility, usually managing supervisors or a multi-site programme rather than individual contributors.	Dominion posts far fewer requisitions at this level, so the range is triangulated from advisor postings and employee-reported records rather than read from a single published band.Consulting-engineer and advisor postings blended with employee-reported senior-manager records, $116,300 to $171,200.
M3	Director	Director at a peer utility, the last layer before the officer population and the point at which selective equity participation becomes plausible.	This is the least reliable employee row on the page. Dominion posts almost nothing at director level, so the range comes from employee-reported Richmond records with a ceiling near $271,000 and is a triangulation rather than an observation.Employee-reported Richmond director records, $145,000 to $210,000 of base with a reported total-pay ceiling near $271,348.
E1	Vice President	Officer layer at a peer utility. Form 4 filings confirm that selected vice presidents receive restricted shares, but no vice-president pay matrix is published anywhere in the disclosures.	This row is a modeled bridge between director-level reported records and the disclosed named-executive figures. It is not an observation and must not be quoted as a Dominion range.Modeled interpolation between the reported director band and the disclosed 2025 named-executive officer figures.
E2	EVP / Named Executive Officer	Directly comparable to the named executive officers disclosed by Duke Energy, Southern Company and American Electric Power in the same proxy season.	The figures are the median of the four disclosed non-chief-executive named executives for 2025. Individual totals range from $3,003,597 to $5,050,716 and include pension-value changes that are accounting movements rather than cash.Median of the 2025 Summary Compensation Table rows for Steven D. Ridge, Carlos M. Brown, Edward H. Baine and Eric S. Carr.
E3	Chair, President and CEO	Comparable to the 2025 chief-executive totals at Duke Energy at $13.65 million, NextEra Energy at about $24.2 million, Southern Company at $28.22 million and American Electric Power at $36.60 million.	Peer totals are not equivalent. Pension accounting, retention awards and chief-executive tenure move the headline figure materially, and Dominion's own realized-pay measure for 2025 was $9,089,038 against a $16,037,850 reported total.Robert M. Blue's 2025 Summary Compensation Table row in the 2026 proxy statement.

Critical evidence warning

Dominion Energy publishes no salary bands, no range midpoints, no promotion matrix and no bonus targets for any employee below the named-executive layer. What it does publish, because state pay-transparency law requires it, is a statutory salary range on each job posting, and that is the entire basis for the T0 through M1 rows here. Those ranges are hiring ranges for specific requisitions at specific locations, not company pay bands, and Dominion states plainly that an actual offer depends on qualifications, skills, experience and location. The M2, M3 and E1 rows are weaker still: they are triangulated or modeled bridges to the disclosed executive figures. Use this ladder for orientation and never as a quotation of a Dominion pay structure.

Compensation by Band — Richmond

Low / median / high annual values at 1.00× base and 1.00× total-compensation factors versus Richmond. Total equals base plus bonus plus annualized equity.

Band	Title	Base	Variable	Total TC	Equity
T0	Trainee / Apprentice 0 to 2 years, usually inside a structured apprenticeship · verified	$45K – $61K	2.5%	$55K $46K – $63K	—
IC1B	Associate Analyst / Technician I 0 to 2 years; technician roles often require one year of relevant trade experience · verified	$52K – $70K	6.5%	$65K $55K – $74K	—
IC1E	Associate Engineer 0 to 2 years, typically straight from an accredited engineering degree · verified	$71K – $97K	6.5%	$90K $76K – $103K	—
IC2	Engineer / Mid-Level Analyst / Technician II 2 to 5 years; technician II postings often require five or more years in trade · verified	$73K – $99K	8.5%	$93K $79K – $107K	—
IC3	Senior Engineer / Senior Analyst 5 or more years, and typically five to six years for the engineering series · verified	$85K – $115K	10%	$110K $94K – $127K	—
IC4	Staff Engineer / Program Manager / Technical Specialist III Typically 8 or more years · verified	$100K – $135K	12.5%	$132K $112K – $152K	—
IC5	Consulting Engineer / Technical Consultant Typically 10 or more years · verified	$114K – $154K	15%	$154K $131K – $177K	—
M1	Supervisor / Manager Typically 7 or more years plus demonstrated leadership scope · verified	$108K – $146K	16%	$147K $125K – $169K	—
M2	Senior Manager / Advisor Typically 10 or more years · reported	$122K – $165K	20%	$173K $147K – $198K	—
M3	Director Typically 12 to 18 or more years · reported	$151K – $204K	27.5%	$226K $192K – $260K	—
E1	Vice President 15 or more years with enterprise scope · modeled	$319K – $431K	55%	$1.10M $935K – $1.26M	$519K
E2	EVP / Named Executive Officer Enterprise executive appointed by the board · verified	$680K – $920K	85%	$4.00M $3.40M – $4.60M	$1.94M
E3	Chair, President and CEO Board-appointed · verified	$1.09M – $1.48M	150%	$16.04M $13.63M – $18.44M	$9.31M

Headquarters, confirmed in the Form 10-K and the current careers index · 37 reported band cellsReportedModeledVerifiedAnchor medians are the midpoint of the posted hiring range for the Richmond and Glen Allen market, taken from the specific requisition named in each row's source note. Bonus is the midpoint of the modeled target percentage for that band applied to the anchor base, because Dominion publishes no target percentage below the named executives. Total is base plus bonus plus equity and nothing else: the source bundle added a notional employer benefit load of roughly 10 percent to its total-rewards figures, and that load is employer cost rather than pay, so it has been removed here.

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Total Compensation Range by Band

Total compensation in Richmond across the employee bands. Proxy-disclosed executive cohorts are excluded so the employee bands stay readable.

Global Footprint & Pay Arbitrage

Dominion Energy is a domestic United States regulated utility and contracted-generation operator. The 2025 Form 10-K reports approximately 15,200 full-time employees across regulated operations in Virginia, North Carolina and South Carolina plus generation in New England, and the research verified no material employee presence in any other country. This report therefore models twelve American markets, all in United States dollars, and manufactures no international bands.

~15,200

Full-time employees at 31 December 2025

~3,400

Employees covered by collective-bargaining agreements

US markets modelled across Virginia, South Carolina and Connecticut

$16.51B

2025 operating revenue, with $3.42 of operating earnings per share

Office and market catalogue — calibration factors versus Richmond

Location	Likely office profile	Presence	Base	TC
Richmond United States · USD	Corporate headquarters and the largest single concentration of corporate, customer-operations and generation-development employment. Most of the posting evidence behind the ladder is Richmond or Glen Allen.	Headquarters, confirmed in the Form 10-K and the current careers index	1.00×	1.00×
Glen Allen United States · USD	Electric transmission, engineering and technology hub inside the Richmond metropolitan market. Carries direct associate, engineer, senior, staff and consulting-engineer postings with published ranges.	Official job postings for four consecutive engineering levels	1.00×	1.00×
North Dinwiddie United States · USD	High-voltage testing and specialist technical site south of Richmond. A consulting-engineer posting and the single highest H-1B observation in the dataset both sit here.	Official job posting plus a labour-condition-application record	1.00×	1.00×
Front Royal United States · USD	Northern Shenandoah operations and technology work location. Evidenced only through five labour-condition-application records clustered tightly between $120,720 and $125,721.	Visa work-location evidence only	1.00×	1.00×
Norfolk / Hampton Roads United States · USD	Coastal Virginia service territory covering distribution, customer operations and the offshore-wind construction programme. No direct posting range was captured, so the band figures are modeled.	Operating footprint in the Form 10-K plus visa work-location records	0.98×	0.98×
Surry United States · USD	Surry Power Station, a two-unit nuclear site. Nuclear operations, maintenance and licensed-operator roles dominate; licensed-operator pay is not published and is not modeled here.	Nuclear operations site named in the annual report and careers index	0.98×	0.98×
Mineral / North Anna United States · USD	North Anna Power Station and the associated early site permit and project organisation. One reviewed 2026 visa filing offered about $114,400 for an engineer at this location.	Nuclear operations site plus a labour-condition-application record	0.98×	0.98×
Fairfax / Northern Virginia United States · USD	Northern Virginia service territory including the data-centre load corridor. A facilities technician I or II posting spans $52,800 to $93,500, but no company-wide Northern Virginia differential is disclosed.	Official job posting; the 1.12 factor for other roles is analytical	1.12×	1.12×
Waterford United States · USD	Millstone Power Station in Connecticut, Dominion's contracted-generation nuclear asset and its only material employment outside Virginia and South Carolina. A specialist New England nuclear labour market.	Generation site named in the Form 10-K	1.12×	1.12×
Cayce United States · USD	South Carolina operational headquarters, inherited from the SCANA and South Carolina Electric and Gas organisation acquired in 2019 and named as an operating headquarters in the NextEra transaction materials.	Operating headquarters in the annual report and transaction announcement	0.96×	0.96×
Columbia United States · USD	Columbia metropolitan utility and engineering employment adjoining Cayce. Direct South Carolina engineering ranges should override the city factor wherever the role matches a live posting.	Current utility employment in the careers index	0.96×	0.96×
Blythewood United States · USD	South Carolina engineering site with a combined associate, engineer and senior-engineer posting. Its senior-engineer high of $141,700 exceeds the reviewed Glen Allen high, which is why the 0.96 factor is a placeholder rather than a rule.	Official job posting with a published salary range	0.96×	0.96×

Dominion's careers index lists work locations rather than headcount by site, so no city-level employee count is published for any market in this table. The presence column records what kind of evidence supports each location: a headquarters designation, a live posting with a published range, a named generation site in the annual report, or only a labour-condition-application work-location record.

Richmond anchor medians — the basis of every modeled cell

Band	Base	Stock	Bonus	Other	Total
T0 · Trainee / Apprentice	$53K	$0	$1K	—	$55K
IC1B · Associate Analyst / Technician I	$61K	$0	$4K	—	$65K
IC1E · Associate Engineer	$84K	$0	$5K	—	$90K
IC2 · Engineer / Mid-Level Analyst / Technician II	$86K	$0	$7K	—	$93K
IC3 · Senior Engineer / Senior Analyst	$100K	$0	$10K	—	$110K
IC4 · Staff Engineer / Program Manager / Technical Specialist III	$118K	$0	$15K	—	$132K
IC5 · Consulting Engineer / Technical Consultant	$134K	$0	$20K	—	$154K
M1 · Supervisor / Manager	$127K	$0	$20K	—	$147K
M2 · Senior Manager / Advisor	$144K	$0	$29K	—	$173K
M3 · Director	$178K	$0	$49K	—	$226K
E2 · EVP / Named Executive Officer	$800K	$1.94M	$945K	$313K	$4.00M
E3 · Chair, President and CEO	$1.29M	$9.31M	$4.42M	$1.02M	$16.04M

Richmond is the anchor at 1.00. It is the corporate headquarters and, together with adjacent Glen Allen, the source of most of the posting evidence behind the ladder. Glen Allen, North Dinwiddie and Front Royal also sit at 1.00.
Fairfax in Northern Virginia and Waterford in Connecticut are the only markets priced above the anchor, both at 1.12. Neither factor is a disclosed Dominion differential: they are analytical placeholders for a higher-cost commuting market and a specialist New England nuclear labour market respectively.
Cayce, Columbia and Blythewood in South Carolina sit at 0.96, but this is the weakest factor in the table. A live Blythewood senior-engineer posting reaches $141,700, above the reviewed Glen Allen high of $118,100, so a South Carolina posting should always override the factor where the role matches.
Norfolk, Surry and Mineral sit at 0.98 for roles with no direct posting. All three have verified operational or nuclear employment, and Mineral carries a 2026 visa filing at about $114,400 for an engineer.
City factors are flat across the ladder. A domestic utility shows no evidence of the level-dependent geographic compression seen in offshore delivery models, so no separate top-of-ladder factor is applied to any market.
Locations Dominion no longer employs in are excluded outright rather than shown with a stale factor: Salt Lake City left with the Questar Gas and Wexpro sale to Enbridge in June 2024, and the former North Carolina gas-distribution footprint is now associated with Enbridge.

Model rules

Every location is priced in United States dollars at a 1.00 exchange rate. No local-currency table is generated for any country outside the United States, because a currency formatter is not evidence of a local pay market.
Where a posted salary range exists for the exact role and location, it overrides the city factor entirely. The factors exist only to fill roles at a location that has no live requisition.
Total compensation is base plus bonus plus equity. The source bundle's total-rewards figures included a notional employer benefit load of roughly 10 percent; that load is employer cost rather than pay and has been stripped, so the totals here run below the bundle's published totals at every employee band.
Equity is set to a real zero at every employee band from T0 to M3. Dominion discloses no routine grant programme below the officer layer, and key-contributor restricted stock is selective, undisclosed in size and not an expectation at any band.
Bonus at every band below E2 is the midpoint of a modeled target range, not a disclosed target. The only disclosed targets are 150 percent of base for the chief executive and 80 to 90 percent for the other named executives.
The E1 vice-president row is a modeled bridge and is excluded from the range chart alongside E2 and E3, so the proxy-scale executive figures do not distort the employee ladder.

Benchmark your pay

Variable Pay & Annual Cash Incentive

Dominion discloses its executive annual incentive plan in full and discloses almost nothing about employee bonuses. The 10-K confirms that annual incentive plans for employees include a safety performance measure except where restricted by collective-bargaining agreements, and current postings state that a role is bonus eligible, but no target percentage, payout history or plan mechanic is published for any band below the named executives.

Band	Target	Mechanism	Recent payout
T0 Trainee / Apprentice	0 to 5 percent, modeled	Annual or programme-specific. Where a collective-bargaining agreement applies, the negotiated terms supersede any corporate incentive design.	Not publicly disclosed
IC1B / IC1E Associate Analyst, Technician I and Associate Engineer	5 to 8 percent, modeled	Annual cash incentive. Postings confirm bonus eligibility for these requisitions but state no percentage.	Not publicly disclosed
IC2 Engineer / Mid-Level Analyst / Technician II	7 to 10 percent, modeled	Annual cash incentive scored on corporate and operating results including safety.	Not publicly disclosed
IC3 Senior Engineer / Senior Analyst	8 to 12 percent, modeled	Annual cash incentive scored on corporate and operating results including safety.	Not publicly disclosed
IC4 Staff Engineer / Program Manager	10 to 15 percent, modeled	Annual cash incentive.	Not publicly disclosed
IC5 Consulting Engineer / Technical Consultant	12 to 18 percent, modeled	Annual cash incentive.	Not publicly disclosed
M1 Supervisor / Manager	12 to 20 percent, modeled	Annual cash incentive with a leadership and operating-result weighting.	Not publicly disclosed
M2 Senior Manager / Advisor	15 to 25 percent, modeled	Annual cash incentive.	Not publicly disclosed
M3 Director	20 to 35 percent, modeled	Annual cash incentive plus possible selective equity participation.	Not publicly disclosed
E1 Vice President	40 to 70 percent, modeled	Annual incentive plan plus long-term incentive. The vice-president target matrix is not disclosed anywhere.	Not publicly disclosed
E2 EVP / Named Executive Officer	80 to 90 percent of base, disclosed	Annual incentive plan scored on corporate, operating-segment and individual performance, plus a separate long-term incentive.	About 107 to 110 percent of target across the four disclosed 2025 named executives
E3 Chair, President and CEO	150 percent of base, disclosed	Annual incentive plan on the same corporate, operating and individual framework, plus a $9.5 million target long-term incentive.	About 108 percent of target for 2025, a $2,105,618 annual incentive

ModeledVerifiedThe 2025 named-executive annual incentive plan scored corporate, operating-segment and individual performance separately. The corporate score came in at 115 percent while selected utility operating measures landed in the low-to-mid 90 percent range, producing final individual payouts between about 107 and 110 percent of target. Long-term awards behave very differently: a 2023 performance-grant cycle paid Robert Blue at 46.5 percent of target, which is the clearest available evidence that Dominion's multi-year metrics can miss badly even in a year when the annual plan pays above target.

Executive incentive targets — percent of salary

Chair, President and Chief Executive Officer

150 percent of base salary

Target direct compensation mix is described as 10 percent salary, 15 percent annual incentive and 75 percent long-term incentive.

Executive Vice President and Chief Financial Officer

90 percent of base salary

Paid $799,082 for 2025, roughly 110 percent of target, alongside a separate $150,000 bonus.

Executive Vice President, Chief Administrative and Public Affairs Officer

90 percent of base salary

Reported $1,157,282 of non-equity incentive for 2025, which includes treatment of a separate bonus arrangement.

Executive Vice President, Utility Operations

80 percent of base salary

Paid $557,241 against target for 2025, about 108 percent of target.

Chief Nuclear Officer and President, Nuclear Operations

80 percent of base salary

Paid $677,131 for 2025, about 107 percent of target.

Named-executive outcomes

Executive	Target	Paid	Attainment
Robert M. Blue	$1,931,250	$2,105,618	About 108 percent of target
Steven D. Ridge	$728,813	$799,082	About 110 percent of target
Carlos M. Brown	$728,813	$799,082	About 110 percent of target before separate bonus treatment
Edward H. Baine	$514,830	$557,241	About 108 percent of target
Eric S. Carr	$633,129	$677,131	About 107 percent of target

Employee payout timing and history

No band-by-band payout history exists for the employee population. Dominion has never published a company-wide annual incentive payout percentage for 2023, 2024 or 2025 in a form that can be attributed to a level, and the reviewed sources contain no evidence of standard monthly, quarterly or semiannual bonuses, project incentives or a spot-bonus grid. The one structural fact that is disclosed is that a safety measure sits inside the employee annual incentive plan except where a collective-bargaining agreement restricts it.

Sales and special incentives

Not applicable. Dominion is a regulated utility with no commission-carrying sales force in the reviewed disclosures, and no sales incentive plan, quota structure or variable-commission arrangement appears anywhere in the source bundle.

Negotiate your bonus

Equity — RSUs, PSUs, Options & ESPP

Dominion runs no broad-based employee stock programme. There is no employee stock purchase plan in the reviewed disclosures, and the 2026 proxy reported zero options outstanding at 31 December 2025 even though the governing plan authorises them. What exists is a single omnibus plan feeding selective key-contributor restricted stock, cash-settled performance share units and chief-executive performance shares, plus deferred stock units for non-employee directors and a company-stock holding inside the 401(k) salaried savings plan.

Dominion Energy, Inc. 2024 Incentive Compensation Plan

Active, shareholder-approved 7 May 2024

Verified

Omnibus plan authorising options, stock appreciation rights, restricted stock, stock units, performance grants and other awards. Eligibility is employees and directors selected under plan terms, with no published minimum level. Individual and cash award limits apply.

Reserve: Initial aggregate reserve of 27,000,000 shares less specified prior-plan awards made after 31 December 2023

2024 Incentive Compensation Plan filed as an SEC exhibit

2025 Key Contributor Recognition restricted stock

Granted 14 February 2025

Verified

Service-based restricted stock for selected key contributors, cliff vesting 100 percent on 1 February 2028 in the reviewed award form, with specified acceleration and pro-rata treatment on death, disability, qualifying termination and change in control. The eligibility threshold and the grant matrix are not disclosed.

Reserve: Grant sizes and the number of recipients are not publicly disclosed

2026 proxy statement and the plan award forms

2025 to 2027 performance share units

Active performance cycle, granted 14 February 2025

Verified

Seventy percent of target long-term incentive for named executives. Scored 50 percent relative total shareholder return, 40 percent cumulative operating earnings per share and 10 percent nuclear generation capacity factor, paying 0 to 200 percent of target over a three-year performance period. Settled in cash.

Reserve: 119,626 target units for the chief executive; 15,741 to 25,185 target units for the other named executives

2026 proxy statement

2025 to 2027 CEO performance shares

Active performance cycle, granted 14 February 2025

Verified

Thirty percent of the chief executive's target long-term incentive, settled in stock rather than cash, with a relative total shareholder return target described as more demanding than the general performance share unit design. Payout range 0 to 200 percent.

Reserve: 51,269 target shares and 102,538 maximum shares for the chief executive

2026 proxy statement

2025 non-CEO named executive restricted stock

Granted 14 February 2025

Verified

Thirty percent of target long-term incentive for named executives other than the chief executive. Stock-settled, service-based, three-year cliff. Separate key-contributor awards may also apply.

Reserve: Disclosed rows include 6,297 and 10,794 shares for the Chief Financial Officer and 2,699 and 6,746 shares for the EVP Utility Operations

2026 proxy statement

Non-Employee Directors Compensation Plan

Active

Verified

Cash and stock retainers may be credited as stock units with dividend equivalents into a company trust, generally deferred until board service ends under the director's elections and the plan terms. No director options or restricted stock were granted in 2025.

Reserve: $177,500 annual stock retainer per non-employee director for 2025

2026 proxy statement and director Form 4 filings

Dominion Energy 401(k) salaried savings plan

Active

Verified

A retirement savings plan that may hold company stock. It is not an incentive award. Employee contributions are always vested and company money is fully vested after three years of service.

Reserve: Not an equity award pool

Dominion Energy employee benefits page

The 2024 plan opened with a formula based on 27,000,000 shares reduced by qualifying prior-plan grants made after 31 December 2023, so the true opening reserve is smaller than the headline number.
At 31 December 2025 the proxy reported 26,153,338 shares remaining available under shareholder-approved equity plans and zero options outstanding.
A naive utilisation of 1 minus 26,153,338 divided by 27,000,000 gives about 3.14 percent, but that is only an indicative upper bound: the opening reserve is adjusted for prior-plan awards and shares can be recycled under plan rules, so it must not be presented as an audited pool-utilisation rate.
Because the performance share units settle in cash, a large share of Dominion's long-term incentive value never touches the share reserve at all. Multiplying units by the share price illustrates value but implies neither dilution nor share delivery.
Under the proposed NextEra combination, restricted stock converts to NextEra restricted stock at a 0.8138 exchange ratio retaining service vesting, performance shares and units convert into NextEra restricted stock units at the greater of target or shortened-period actual performance with performance conditions removed, and director stock units convert on the same framework. These are transaction-contingent provisions, not current vesting events.

Share reserve at 31 December 2025

27.0M

Opening formula reserve

Less specified prior-plan awards made after 31 December 2023, so the effective opening figure is lower.

26,153,338

Shares remaining available

Across all shareholder-approved equity plans at 31 December 2025.

Options outstanding

The 2024 plan authorises options and stock appreciation rights, but none were outstanding at year-end 2025.

$9.5M

CEO target long-term incentive

For 2025, split 70 percent performance share units and 30 percent performance shares.

Vesting — common reported employee schedule

Grant

+Award granted 14 February; service and performance conditions begin. · annual tranche

Year 1

+Nothing vests. The disclosed designs are three-year cliffs, not graded annual vesting. · annual tranche

Year 2

+Performance period continues; no guaranteed value accrues to the holder. · annual tranche

Year 3

100%

+Restricted stock cliff vests and performance results are certified at 0 to 200 percent of target, subject to committee determination. · annual tranche

Year 4

100%

+Settlement view only. Performance share units pay in cash and the stock-settled awards have already been delivered. · annual tranche

Every disclosed Dominion award vests on a three-year cliff rather than a graded four-year schedule, which changes the retention arithmetic materially: an employee who leaves in month thirty of a key-contributor award generally forfeits the whole grant rather than three quarters of it, subject to the death, disability, qualifying-termination and change-in-control provisions in the award form.

Eligibility by hierarchy level

T0 to IC2: no routine grant programme is publicly disclosed. Do not assume broad-based stock at these bands.
IC3 to IC5: selected key-contributor awards can reach these levels, but the award forms use the phrase key contributor without publishing a minimum grade, and neither grant size nor frequency is disclosed.
M1 to M2: possible selective restricted stock. Eligibility threshold and grant matrix are not public and no cadence is evidenced.
M3 director: likely selective participation rather than guaranteed. Employee director data is not separately reported by band anywhere.
E1 vice president: Form 4 filings confirm that selected vice presidents receive restricted shares, but no vice-president grant matrix is disclosed by band.
E2 named executives: yes, annually. 2025 target long-term incentive ran $1,250,000 to $2,000,000 across the disclosed non-chief-executive named executives.
E3 chief executive: yes, annually, with a 2025 target long-term incentive of $9,500,000.
Non-employee directors: yes, through a $177,500 annual stock retainer credited as deferred stock units.

Indicative annual grant value by band — Richmond

Band	Annual value (USD)	Median	Shares at $67.05
E1 · Vice President	$389K – $648K	$519K	~5,803–9,671
E2 · EVP / Named Executive Officer	$1.45M – $2.42M	$1.94M	~21,693–36,155
E3 · Chair, President and CEO	$6.98M – $11.64M	$9.31M	~104,137–173,561

Annualized planning value (±25%), not the face value of every new-hire grant. Share equivalents use the $67.05 reference price at 2026-08-26 and ignore plan valuation rules and PSU performance. Highlighted rows are disclosed grant-date stock awards.

Named executive target equity

Executive	Target	Units / structure
Robert M. Blue Chair, President and Chief Executive Officer	$9,500,000	119,626 target performance share units with a 239,252 maximum, plus 51,269 target performance shares with a 102,538 maximum. Grant-date proxy values were $6,656,659 and $2,653,171 respectively.
Steven D. Ridge Executive Vice President and Chief Financial Officer	$2,000,000	25,185 target performance share units with a 50,370 maximum, plus restricted stock including disclosed rows of 6,297 and 10,794 shares. Performance share unit grant-date value $1,475,636.
Carlos M. Brown Executive Vice President, Chief Administrative and Public Affairs Officer	$2,000,000	25,185 target performance share units with a 50,370 maximum, plus restricted stock on a structure comparable to the Chief Financial Officer.
Eric S. Carr Chief Nuclear Officer and President, Nuclear Operations	$1,400,000	17,630 target performance share units with a 35,260 maximum, plus a disclosed restricted-stock row of 7,556 shares.
Edward H. Baine Executive Vice President, Utility Operations; President, Dominion Energy Virginia	$1,250,000	15,741 target performance share units with a 31,482 maximum, plus restricted-stock rows including 2,699 and 6,746 shares.

VerifiedDominion has no employee stock purchase plan in the reviewed disclosures. The only broadly available route to company stock is the 401(k) salaried savings plan, which may hold company stock alongside other investment options. There is also a narrow Executive Stock Purchase Tool Kit visible in Form 4 filings, used by the Chief Financial Officer for a $124,998 purchase of 2,122.8379 shares at $58.8825 on 3 September 2025, but that is an officer programme rather than an employee benefit.

Benchmark your equity

Executive Compensation

Five named executives were disclosed for 2025. The reported totals include grant-date stock accounting values and, for three of the five, a pension and deferred-compensation change that is an actuarial movement rather than cash, which is why Dominion also publishes a separate realized-pay measure that runs well below the Summary Compensation Table total.

CEO total — Robert M. Blue

$16.04M

Stock awards are 58% of the reported total; salary 8% and non-equity incentive 28%

28%

58%

Salary $1.29M

Incentive $4.42M

Equity $9.31M

Salary$1,287,500

Non-equity incentive, including a $2,105,618 annual incentive$4,421,318

Stock awards at grant-date value$9,309,830

Change in pension value and deferred compensation earnings$818,742

All other compensation$200,460

Reported total$16,037,850

Reading the package

Target chief-executive direct compensation is described as 10 percent salary, 15 percent annual incentive and 75 percent long-term incentive, against roughly 25 percent salary, 21 percent annual incentive and 54 percent long-term incentive for the other named executives. Stock-ownership guidelines are six times salary for the chief executive, four times for executive vice presidents and three times for other named executives. The gap between reported and realized pay is the number to hold onto: $16,037,850 reported against $9,089,038 realized for the same year.

CEO-to-median-employee ratio

107:1

Median employee $149,396 · Dominion identified a median employee and reported that employee's 2025 annual total compensation as $149,396 against the chief executive's $16,037,850, giving a ratio of 107 to 1. The median is unusually high for a large employer because roughly a fifth of the workforce is represented craft and operations staff on negotiated wage schedules with significant overtime and shift premium rather than a low-paid retail or service population..

Peer CEO comparison

Dominion Energy · Robert M. Blue · 2025$16.04M

2026 proxy statement; includes a pension-value change, realized pay $9,089,038

Duke Energy · Harry Sideris · 2025$13.65M

2026 proxy statement; a leadership transition affects year-over-year comparison

NextEra Energy · John Ketchum · 2025$24.20M

2026 proxy statement; rounded public-filing figure, and the proposed acquirer of Dominion

Southern Company · Chris Womack · 2025$28.22M

2026 proxy statement; includes a material pension-value component

American Electric Power · Bill Fehrman · 2025$36.60M

2026 proxy statement; includes large stock and retention awards

These are directional comparisons only. Award timing, pension accounting, sign-on and retention arrangements and chief-executive tenure make raw Summary Compensation Table totals non-equivalent across utilities, and two of the four peers carry an identifiable distortion in 2025. Dominion sits at the bottom of the group on reported total and further below it on realized pay.

Named Executive Officers & Board

The disclosed leadership team is a utility operating structure rather than a functional corporate one: two of the five named executives run operating businesses, Dominion Energy Virginia and Nuclear Operations, and the Chief Nuclear Officer carries a president title reflecting the scale of the nuclear fleet.

Robert M. Blue · Chair, President and Chief Executive Officer$16.04M

Salary $1.29M · Cash incentive $4.42M · Stock $9.31M · Other $1.02M · Equity 58%

Carlos M. Brown · Executive Vice President, Chief Administrative and Public Affairs Officer; Corporate Secretary$5.05M

Salary $810K · Cash incentive $1.31M · Stock $2.43M · Other $508K · Equity 48%

Steven D. Ridge · Executive Vice President and Chief Financial Officer$4.32M

Salary $810K · Cash incentive $949K · Stock $2.43M · Other $136K · Equity 56.1%

Edward H. Baine · Executive Vice President, Utility Operations; President, Dominion Energy Virginia$3.67M

Salary $644K · Cash incentive $940K · Stock $1.45M · Other $642K · Equity 39.4%

Eric S. Carr · Chief Nuclear Officer and President, Nuclear Operations$3.00M

Salary $791K · Cash incentive $677K · Stock $1.45M · Other $82K · Equity 48.4%

Carlos M. Brown's $5,050,716 total is the highest of the non-chief-executive group despite an identical salary and identical stock award to the Chief Financial Officer, driven by a larger non-equity incentive line and a $442,802 pension and deferred-compensation change. Eric S. Carr is the only named executive with no pension movement at all, which is why his $3,003,597 total is the lowest of the group even though his salary is close to the two executive vice presidents. Three of the five carried a separate $150,000 bonus for 2025 in addition to the annual incentive plan payout.

Board compensation framework

Element	Amount	Notes
Annual cash retainer	$117,500	May be deferred or elected into stock units under the plan terms.
Annual stock retainer	$177,500	Credited through a deferred stock-unit and company-trust structure with dividend equivalents.
Lead independent director	$50,000	Additional annual cash retainer on top of the standard board package.
Committee chair retainers	$20,000 to $25,000	The amount depends on which committee is chaired.
Director options or restricted stock	None in 2025	Director equity was entirely stock-unit based for the year.

A standard non-employee director package of $295,000 in retainers, roughly 60 percent of it delivered in deferred stock units, is close to twice the $149,396 median employee total compensation. Director units convert on the same 0.8138 exchange-ratio framework as employee awards if the NextEra combination closes.

Regional heads and other officers

Officers below the named-executive threshold are not disclosed at all. Gary G. Ratliff as Vice President, Controller and Chief Accounting Officer, William Keller Kissam as President of Dominion Energy South Carolina and Regina J. Elbert as Senior Vice President, Chief Legal and Human Resources Officer all file Form 4s and all received February 2026 restricted-share awards, but their share counts of 1,227, 2,360 and 2,832 respectively are the only quantitative signal of their pay level anywhere in the public record.

Insider Trades — SEC Forms 3/4/5

The trailing twelve months contained 31 Form 4 transaction lines, with roughly $3.1 million of acquisitions and $692,871 of dispositions when valued as shares multiplied by the reported price. Almost none of it was discretionary trading: the acquisitions are award and retainer lines and the dispositions are overwhelmingly shares withheld to cover tax on vesting.

Date	Person	Transaction	Shares	Price	Value
2026-05-07	Mark J. Kington Director	Award Annual stock and cash retainer credited as units into the company trust, not an open-market purchase.	5,005	$62.95	$315K
2026-05-07	Kristin G. Lovejoy Director	Award Annual director stock-unit award.	4,687	$62.95	$295K
2026-05-05	Robert H. Spilman Jr. Director	Award Largest single director award line in the twelve-month window.	5,084	$62.95	$320K
2026-05-05	Vanessa Allen Sutherland Director	Award Annual director stock-unit award.	4,687	$62.95	$295K
2026-05-05	Joseph M. Rigby Director	Award Annual director stock-unit award.	3,273	$62.95	$206K
2026-05-05	Susan N. Story Director	Award Base director award line; a separate 2,661-unit line was filed on the same date.	2,820	$62.95	$178K
2026-05-05	Susan N. Story Director	Award Additional award line in the same Form 4 digest, reflecting a cash-retainer deferral election.	2,661	$62.95	$168K
2026-05-05	James A. Bennett Director	Award Standard director stock-unit award.	2,820	$62.95	$178K
2026-05-05	Jeffrey J. Lyash Director	Award Standard director stock-unit award.	2,820	$62.95	$178K
2026-05-05	Pamela J. Royal Director	Award Standard director stock-unit award.	2,820	$62.95	$178K
2026-05-05	D. Maybank Hagood Director	Award Standard director stock-unit award.	2,820	$62.95	$178K
2026-02-25	Robert M. Blue Chair, President and CEO	Award Restricted-share award under the 2024 Incentive Compensation Plan, reported at a $0 transaction price because it is a grant rather than a purchase.	47,193	—	$0
2026-02-25	Steven D. Ridge EVP and Chief Financial Officer	Award Restricted-share award under the 2024 plan, exactly one fifth of the chief executive's award.	9,439	—	$0
2026-02-25	Carlos M. Brown EVP, Chief Administrative and Public Affairs Officer	Award Restricted-share award identical in size to the Chief Financial Officer's.	9,439	—	$0
2026-02-25	Edward H. Baine EVP, Utility Operations	Award Restricted-share award under the 2024 plan.	7,079	—	$0
2026-02-25	Eric S. Carr Chief Nuclear Officer and President, Nuclear Operations	Award Restricted-share award under the 2024 plan.	6,607	—	$0
2026-02-25	Regina J. Elbert SVP, Chief Legal and Human Resources Officer	Award Non-named officer award; the only public quantitative signal of this role's equity level.	2,832	—	$0
2026-02-25	William Keller Kissam President, Dominion Energy South Carolina	Award Non-named officer award for the South Carolina operating business.	2,360	—	$0
2026-02-25	Gary G. Ratliff VP, Controller and Chief Accounting Officer	Award Smallest officer award line in the window, at about 2.6 percent of the chief executive's grant.	1,227	—	$0
2026-02-01	Steven D. Ridge EVP and Chief Financial Officer	Withholding Shares withheld to cover tax on vesting, not a discretionary open-market sale.	2,811	$60.17	$169K
2026-02-01	Carlos M. Brown EVP, Chief Administrative and Public Affairs Officer	Withholding Tax withholding on vesting.	2,023	$60.17	$122K
2026-02-01	Edward H. Baine EVP, Utility Operations	Withholding Tax withholding on vesting.	1,315	$60.17	$79K
2026-02-01	William Keller Kissam President, Dominion Energy South Carolina	Withholding Tax withholding on vesting.	1,020	$60.17	$61K
2026-02-01	Regina J. Elbert SVP, Chief Legal and Human Resources Officer	Withholding Tax withholding on vesting.	717	$60.17	$43K
2026-01-30	Steven D. Ridge EVP and Chief Financial Officer	Settlement Goal-based shares earned once performance criteria were determined, under a legacy 2014 plan award.	8,122	$60.17	$489K
2026-01-30	Steven D. Ridge EVP and Chief Financial Officer	Withholding Tax withholding on the goal-based shares settled the same day, about 31 percent of the gross.	2,526	$60.17	$152K
2026-01-30	Eric S. Carr Chief Nuclear Officer and President, Nuclear Operations	Settlement Goal-based award line reported at a $0 transaction price in the reviewed digest.	9,930	—	$0
2025-12-08	D. Maybank Hagood Director	Gift Gift disposition with no transaction price; the only non-compensation transfer in the window.	1,000	—	$0
2025-12-01	Steven D. Ridge EVP and Chief Financial Officer	Withholding Tax withholding on vesting.	872	$60.90	$53K
2025-10-01	Gary G. Ratliff VP, Controller and Chief Accounting Officer	Withholding Smallest disposition in the window.	218	$60.90	$13K
2025-09-03	Steven D. Ridge EVP and Chief Financial Officer	Purchase Purchase of 2,122.8379 shares under Dominion's Executive Stock Purchase Tool Kit, an exempt company programme rather than a normal open-market code P transaction.	2,122	$58.88	$125K

Reading guide

A $0 price is an award, not a bargainEvery February 2026 officer line reports a $0 transaction price because a Form 4 code A grant has no purchase price. Reading those as zero-cost market purchases would overstate insider buying dramatically.

Dispositions are almost entirely tax withholdingOf $692,871 of dispositions in the window, all but a 1,000-share gift are code F lines, shares surrendered to the company to cover tax on vesting. There was no discretionary open-market selling by any named executive.

No option exercisesNo exercise appears anywhere in the reviewed twelve months, consistent with the proxy's report of zero options outstanding at 31 December 2025.

Director awards cluster on two datesTen director lines land on 5 and 7 May 2026 at $62.95, which is the annual retainer credit rather than any signal about the stock.

The one real purchase was programme-basedThe Chief Financial Officer's $124,998 purchase on 3 September 2025 came through the Executive Stock Purchase Tool Kit, so it reflects a standing programme election rather than an opportunistic open-market buy.

Benchmark your package

Benefits & Perks

Dominion runs one United States salaried benefits programme, published in detail on its own careers site, so benefits are better evidenced here than pay is. The regional split below reflects where that single programme is layered over a different employment history rather than a different plan design: Virginia is the reference implementation, South Carolina carries the legacy SCANA organisation acquired in 2019, and New England is a single specialist nuclear site.

Virginia

Medical — Three healthcare plan options. Administered by Anthem Blue Cross Blue Shield with prescription coverage through Express Scripts. Premiums and design vary by annual enrollment. [official]
Medical — HSA and FSA. Health savings account available with the eligible high-deductible plan, plus healthcare and dependent-care flexible spending accounts. Contribution limits follow the annual IRS figures. [official]
Dental and vision — MetLife dental and EyeMed vision. Preventive dental described as covered at 100 percent, with major services and orthodontia subject to plan terms. Vision includes LASIK discounts. [official]
Time off — 120 hours of vacation accrual for new hires. Credited 30 hours quarterly rather than granted up front, with up to 30 hours borrowable in advance under the stated programme rules. [official]
Time off — 26 weeks of paid sick time at hire. Available from the hire date rather than accrued, and includes 40 hours usable for dependent care. Plan terms govern. [official]
Time off — 13 paid holidays. Current published figure on the Dominion benefits page. [official]
Family — Up to 160 hours of paid parental leave. Paid at 100 percent of base pay under the described programme. [official]
Retirement — 401(k) match plus automatic company contribution. A match of up to 4 or 5 percent depending on service, plus a separate automatic contribution of 4 or 5 percent paid regardless of whether the employee defers. Employee money is always vested; company money vests fully after three years. [official]

Global programs

Education — Education assistance up to $7,500 per calendar year. Covers eligible tuition, books and fees subject to policy conditions. [official]
Family — Adoption assistance up to $16,810 per child. Maximum of two adoptions per family under the described programme. [official]
Support — Employee assistance programme and fertility support. Employee assistance programme, fertility and family-planning support, employee discounts, and disability and life programmes. Coverage and eligibility vary by plan. [official]
Military — Guard and Reserve leave with salary differential. Company careers materials describe extra Guard and Reserve leave and a 100 percent salary differential for up to five years for deployed employees. [official]
Represented employees — Collective-bargaining populations may differ. Approximately 3,400 employees were covered by collective-bargaining agreements at year-end 2025. Their pay progression, incentive eligibility and benefit terms may differ from the salaried framework, and no current Dominion agreement is public, so none is inferred here. [npd]
International — No non-United States benefits are attributed. No material Dominion employee presence was verified outside the United States, so Indian provident fund and gratuity, Australian superannuation, United Kingdom pension and equivalent statutory entitlements are deliberately absent rather than omitted by oversight. Statutory law alone does not establish an employer programme. [npd]

Benefit fields not publicly quantified

Premium costs, employee contribution rates, deductible levels, the defined-benefit pension design for legacy participants and the retiree medical arrangement are not published for any population. The service thresholds that decide whether the 401(k) match and automatic contribution are 4 percent or 5 percent are also undisclosed, which matters: the difference between the two tiers on both components is worth two percentage points of pay a year.

Performance Review & Pay Progression

Dominion's performance and progression machinery is one of the least visible parts of its compensation architecture. The company confirms that a safety measure sits inside the employee annual incentive plan and that normal merit and promotion processes continue while the NextEra combination is pending, and discloses nothing else.

Not publicly disclosed

Rating scale and rating labels are not publicly disclosed.

Whether a forced distribution or bell curve is applied is not publicly disclosed.

The percentage of employees landing in each rating bucket is not publicly disclosed.

The merit increase associated with each rating is not publicly disclosed.

A standard promotion increase percentage is not publicly disclosed, and no reliable public evidence exists for a company-wide 2025 or 2026 average salary increase.

The exact company-wide appraisal calendar and salary-effective month are not publicly disclosed.

Probation and confirmation policy is role and employee-class specific and is not published as a uniform rule.

Whether individual contributors and managers are calibrated separately is not publicly disclosed.

No evidence was found for routine mid-year market corrections.

Modeled promotion planning timeline

Band	Years to next scope	Promotion hike	Status
T0 · Trainee / Apprentice	Progression is governed by the apprenticeship agreement, not a corporate ladder	Not disclosed	Modeled planning interval
IC1B · Associate Analyst / Technician I	2 to 3 years to the mid-level step	Not disclosed	Modeled planning interval
IC1E · Associate Engineer	2 to 3 years to Engineer	Not disclosed	Modeled planning interval
IC2 · Engineer / Mid-Level Analyst / Technician II	3 to 5 years to Senior	Not disclosed	Modeled planning interval
IC3 · Senior Engineer / Senior Analyst	2 to 4 years to Staff	Not disclosed	Modeled planning interval
IC4 · Staff Engineer / Program Manager / Technical Specialist III	3 to 6 years to Consulting Engineer	Not disclosed	Modeled planning interval
IC5 · Consulting Engineer / Technical Consultant	Terminal individual-contributor step in the public posting evidence	Not disclosed	Modeled planning interval
M1 · Supervisor / Manager	Variable and vacancy-dependent; no public time-in-grade rule	Not disclosed	Modeled planning interval
M2 · Senior Manager / Advisor	Variable and selective	Not disclosed	Modeled planning interval
M3 · Director	Selective; no public standard	Not disclosed	Modeled planning interval
E1 · Vice President	Selective appointment	Not disclosed	Modeled planning interval
E2 · EVP / Named Executive Officer	Board appointment	Not disclosed	Modeled planning interval
E3 · Chair, President and CEO	Board appointment	Not disclosed	Modeled planning interval

The promotion timings shown on the ladder are read backwards out of the experience thresholds Dominion publishes on its own postings, not out of any company policy. Associate roles ask for 0 to 2 years, engineer roles 2 or more, senior roles 5 or more, staff roles 8 or more and consulting roles 10 or more, which implies roughly two to three years associate to engineer, three to five engineer to senior, two to four senior to staff and three to six staff to consulting. Movement into supervision and above is vacancy-dependent with no public time-in-grade rule at all.

Pay progression evidence

No increase percentage is attached to any of those transitions, deliberately. A modeled promotion timetable does not support a modeled salary-increase promise, and the one place where the ladder does show a step change is visible in the posted ranges themselves: the associate engineer band midpoint of $84,100 rises to $133,700 at consulting engineer, roughly 59 percent across four levels and perhaps ten to twelve years. The first management step buys no increase at all, because the supervisor and manager postings carry exactly the same $116,300 to $151,100 range as the consulting-engineer posting.

Negotiate your raise

H-1B / LCA Visa Footprint — United States

Dominion is a small visa sponsor by the standards of this corpus, with single-digit to low-teens certified labour condition applications a year across the reviewed compilations, concentrated in engineering and infrastructure-analyst roles in the Richmond area. The wage figures are guaranteed base salary on the filing and exclude bonus, equity and benefits.

Median offered base

$113,073

Dominion Energy Services compilation. A separate FY2026 source put the median at about $106,090 and a historical Virginia Electric and Power dataset at $109,697.50.

Average offered base

$115,443

Same Dominion Energy Services compilation as the $113,073 median.

Certification rate

100 percent of reviewed filings

All reviewed Dominion Energy Services filings for FY2023 through FY2026 were certified. Certification is a Department of Labor step, not a USCIS petition approval.

Wage distribution

69 percent between $100K and $150K

Historical Virginia Electric and Power records showed about 26 percent below $100,000, 69 percent between $100,000 and $150,000 and 5 percent between $150,000 and $200,000.

Dataset summary

Dataset	Result	Interpretation
Dominion Energy Services FY2023	13 filings, 13 certified	Largest reviewed year. Certification is not petition approval.
Dominion Energy Services FY2024	10 filings, 10 certified	Entity structure and amended filings can affect the count in either direction.
Dominion Energy Services FY2025	4 filings, 4 certified	Small sample; do not read a trend from a four-filing year.
Dominion Energy Services FY2026	6 filings, 6 certified	Partial year at the time of review, subject to the source's data window.
Virginia Electric and Power city compilation	92 dataset positions across six worksites	Counts are dataset positions rather than a single fiscal year, which is why they exceed the Dominion Energy Services filing counts.

City-level H-1B wage history

City	P25	Median	P75	Records
Glen Allen, VA The engineering and technology hub and by far the deepest sample in the dataset.	$83K	$115,000	$145K	45
Richmond, VA Corporate and customer-operations roles; a lower median than Glen Allen on a similar sample size.	$83K	$96,820	$124K	37
Front Royal, VA Five records clustered inside a $5,000 band, which suggests one role family rather than a market.	$121K	$123,256	$126K	5
Norfolk, VA Three records at a single wage; treat as an anecdote, not a distribution.	$80K	$80,443	$80K	3
Cayce, SC One observation. The only South Carolina record in the compilation.	$120K	$120,000	$120K	1
North Dinwiddie, VA One observation, and the highest wage in the entire dataset, consistent with the specialist high-voltage work at this site.	$172K	$171,848	$172K	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
Construction project manager	Richmond, VA	About $94,000	FY2026 offered base in the reviewed Dominion Energy Services compilation.
Senior network analyst	Richmond area, VA	About $100,000	FY2026 offered base for senior network roles.
Engineer	Mineral, VA	About $114,400	FY2026 offered base at the North Anna site, close to the modeled IC2 to IC3 boundary in this report.
Senior infrastructure analyst	Richmond area, VA	About $121,340	FY2026 offered base.
Consulting infrastructure analyst	Richmond area, VA	About $145,821	FY2026 offered base, sitting near the top of the posted consulting-engineer range of $116,300 to $151,100.

Reading the data correctly

A certified labour condition application establishes a Department of Labor filing, not a USCIS approval of the H-1B petition. No single public dataset linking all Dominion filings to I-129 outcomes was established, so no approval rate is quoted here.
The wage on an LCA is the guaranteed base salary offered. It excludes annual incentive, any equity, employer retirement contributions and every other element of the package.
Different legal entities file separately. Dominion Energy Services and Virginia Electric and Power produce different medians, which is the main reason the $113,073 and $106,090 figures disagree; neither has been averaged away.
Four of the six city rows rest on five records or fewer, and two rest on a single record. Their 25th and 75th percentile columns are minimum and maximum proxies rather than true percentiles.
Fewer than fifteen filings a year across roughly 15,200 employees means the visa population is a rounding error on the workforce. These wages describe a narrow slice of engineering and infrastructure roles, not the company.

Compare onsite vs offshore

Key Nuances & Insights

01The first management step is not a pay step

Dominion posts engineering supervisor and generation development manager at $116,300 to $151,100, exactly the same range it posts for consulting engineer. Moving into people leadership at Dominion buys scope, headcount and a different bonus target, but the base range is identical, so the negotiating leverage sits in the target incentive percentage rather than the salary line.

02South Carolina is not the cheap market

The 0.96 South Carolina factor used across this corpus for legacy-acquisition markets breaks at Dominion. A live Blythewood senior-engineer posting reaches $141,700 against a reviewed Glen Allen high of $118,100. Discipline and requisition matter more than state, and anyone benchmarking a South Carolina offer against a blanket cost-of-living discount is starting from the wrong number.

03The performance share units settle in cash

Seventy percent of every named executive's long-term incentive is a cash-settled instrument. That has three consequences: it never touches the share reserve, it never dilutes shareholders, and multiplying target units by the share price produces an illustration of value rather than any claim about shares to be delivered. It also means the executive's long-term incentive is taxed as ordinary income on settlement rather than carrying any capital treatment.

04There is no employee stock purchase plan at all

No ESPP appears anywhere in the reviewed disclosures, and zero options were outstanding at 31 December 2025 despite the plan authorising them. The only broadly available route to company stock is the 401(k) salaried savings plan. For anyone arriving from a technology employer, this removes a benefit worth several percentage points of pay a year and it cannot be negotiated back.

05Retirement is where the real money hides

A 401(k) match of up to 4 or 5 percent plus a separate automatic company contribution of 4 or 5 percent paid regardless of employee deferral can reach 10 percent of pay from the employer alone. That is unusually strong, it is the single most valuable non-cash element in the package for a mid-level employee, and the service threshold that decides between the 4 and 5 percent tiers is not published anywhere.

06Reported pay and realized pay diverge by 43 percent

Robert Blue's 2025 Summary Compensation Table total was $16,037,850 while the proxy's own realized-pay measure for the same year was $9,089,038. The gap is grant-date accounting value on unvested equity plus an $818,742 pension movement. Any peer comparison built on headline totals is comparing accounting conventions as much as pay.

07Long-term awards can miss badly

A 2023 performance-grant cycle paid Blue at 46.5 percent of target. In the same disclosure the 2025 annual incentive paid about 108 percent. The two instruments behave completely differently: the annual plan clusters near target while the multi-year plan has produced a sub-50 percent outcome within the last three cycles, which is the strongest available argument for weighting cash over long-term incentive when comparing offers.

08Safety is structurally inside the bonus

The 10-K states that annual incentive plans for employees include a safety performance measure except where restricted by collective-bargaining agreements. This is one of the very few disclosed facts about the employee bonus and it is a real design feature: part of an ordinary employee's variable pay depends on an operating outcome they may not individually control.

09About a fifth of the workforce is on a different system entirely

Roughly 3,400 of 15,200 employees were covered by collective-bargaining agreements at year-end 2025. They progress through negotiated wage steps, their incentive eligibility may be restricted by the agreement, and no current Dominion agreement is public. Applying any salaried band on this page to a represented role is a category error.

10The high median employee is a workforce-mix artefact

A $149,396 median employee total compensation is high for a 15,200-person employer and it is why the CEO pay ratio is only 107 to 1 on a $16 million package. It reflects a workforce weighted towards licensed nuclear operators, engineers and represented craft staff with overtime and shift premium, with no low-paid retail or service population to pull the median down.

11Equity eligibility is a hidden boundary, not a level

Dominion's award forms use the phrase key contributor and never publish a minimum grade, a grant size or a cadence. That means equity at Dominion is discretionary recognition rather than a band entitlement, and a candidate cannot verify from any public source whether the role they are being offered has ever received a grant.

12State pay transparency is doing all the work

Almost every employee figure on this page exists because Dominion is required to publish a salary range on the requisition. Those are hiring ranges for a specific job at a specific location, not company pay bands, and Dominion states that an actual offer depends on qualifications, skills, experience and location. Nothing in the public record reveals what incumbents in the same role are actually paid.

13The NextEra combination creates a two-stage pay story

Dominion and NextEra announced a proposed combination in May 2026 that was still pending at the report date. Standalone merit, promotion and incentive processes are expected to continue before closing; 18-month job protection and 24-month compensation and benefit protections for covered non-union employees, a $360 million one-time cash pool at closing and the 0.8138 equity conversion all apply only under the transaction terms if it closes.

14Divested locations still contaminate salary data

Salt Lake City left with the June 2024 sale of Questar Gas and Wexpro to Enbridge, and the former North Carolina gas-distribution footprint went the same way. Salary aggregators still carry those records under the Dominion name. Any Salt Lake City or Charlotte figure attributed to Dominion should be treated as historical unless the specific role can be verified.

Research control

On chief-executive pay Dominion sits at the bottom of its own disclosed peer set: $16.04 million against $13.65 million at Duke Energy, about $24.2 million at NextEra Energy, $28.22 million at Southern Company and $36.60 million at American Electric Power, and lower still on realized pay. On employee pay the picture is different and harder to benchmark, because Dominion is one of the few utilities in this corpus that publishes statutory salary ranges on its own postings while its peers largely do not. The posted engineering ladder from $73,200 at associate to $151,100 at consulting engineer is a credible regulated-utility structure, well below technology-sector pay at every level, with essentially no equity to close the gap and an unusually strong employer retirement contribution partly offsetting it.

Evidence classification

Label	Meaning	Examples and permitted use
Verified	Dominion Form 10-K, 2026 proxy statement, an SEC plan exhibit or Form 4, the company benefits page, or a current Dominion job posting carrying a statutory salary range.	Quotable as fact with the date and the filing named. Covers every executive figure, all benefit terms and the T0 through M1 base anchors.
Reported	Employee-submitted salary records for the Richmond market, or Department of Labor labour-condition-application compilations.	A reasonableness check and a range, never an official band. Carries the M2 and M3 rows and the whole H-1B section.
Modeled	A posted anchor base multiplied by a modeled incentive midpoint, or an anchor figure scaled by an analytical city factor.	Planning envelope only. Covers every bonus figure below the named executives, the E1 vice-president row and any city other than Richmond and Glen Allen.
Not publicly disclosed	No reliable public evidence exists in any reviewed source.	Stated as unknown rather than estimated. Covers the rating system, merit matrix, equity eligibility threshold, union wage tables and attrition.

Explicit “Not publicly disclosed” index

Any enterprise grade or band code. Dominion has never published one.

Target bonus percentage for any band below the named executive officers.

Equity eligibility threshold, grant size and cadence for the key-contributor programme.

Rating scale, rating distribution, merit matrix and standard promotion increase.

The company-wide appraisal calendar and salary-effective month.

Collective-bargaining wage schedules and progression steps for the roughly 3,400 represented employees.

Compensation for every officer below the named-executive threshold, including the Controller, the President of Dominion Energy South Carolina and the Chief Legal and Human Resources Officer.

Company-wide attrition, voluntary turnover and internal-mobility rates.

City-level headcount for any location, and the split of the workforce between Virginia, South Carolina and Connecticut.

Premium costs, deductibles, the legacy defined-benefit pension design and the service thresholds governing the 401(k) contribution tiers.

Allocation methodology for the $360 million one-time cash pool cited in the merger materials.

Licensed nuclear operator pay, which is a distinct and significant population at Surry, North Anna and Millstone.

Known gaps and diligence before relying on a cell

1The source bundle computed its total-rewards figures as base plus modeled variable pay plus a notional employer benefit load of roughly 10 percent. That load is employer cost rather than pay, so it has been stripped and every usTotal here is rebuilt as base plus bonus plus equity. The totals on this page therefore run below the bundle's published totals at every band from T0 to M3.
2The H-1B median is genuinely contested. One Dominion Energy Services compilation reports $113,073, a second FY2026 source reports about $106,090 and a historical Virginia Electric and Power dataset reports $109,697.50. The difference is legal entity and time window rather than error, and all three are shown rather than averaged.
3The executive rows E1, E2 and E3 are excluded from the range chart. E2 and E3 are national proxy disclosures rather than city-scaled pay, and E1 is a modeled bridge, so including them would compress the entire employee ladder into the bottom of the scale. Because every location factor here is flat across the ladder, no top-of-ladder interpolation was applied and the executive rows cannot distort any city's figures.
4Represented craft and operations employees are deliberately excluded from the band ladder except for the T0 apprentice row, which is drawn from a posted annualised starting rate rather than a negotiated schedule. Their wage steps run on a different architecture with material overtime and shift premium, and no current Dominion collective-bargaining agreement is public.
5Equity is recorded as a real zero at every band from T0 to M3. That reflects the absence of any disclosed routine grant programme, not an absence of research. Selective key-contributor restricted stock does reach some of these employees; its size and frequency are simply unknowable from public sources.
6M2, M3 and E1 rest on employee-reported Richmond records and modeled interpolation rather than postings. They are the weakest rows on the page and the director ceiling near $271,348 is a reported total-pay figure rather than a base.
7No non-United States location appears in the table. The research verified no material Dominion employee presence in India, Australia, Canada, the United Kingdom, New Zealand, continental Europe, Singapore or the Middle East, so those markets are absent rather than modelled at a converted rate.
8Salt Lake City, Charlotte and Raleigh are excluded outright. Questar Gas and Wexpro were sold to Enbridge in June 2024 and the former North Carolina gas-distribution footprint went with them, so any current Dominion pay attributed to those cities is stale.
9Only one year of headcount is shown. The 2025 median employee total compensation of $149,396 is not compared with 2023 or 2024 because the median-employee identification methodology can change between proxy years and must be read in each year's filing before any trend is claimed.
10The report is a standalone-Dominion snapshot. The proposed NextEra combination was pending at the report date, and if it closes the equity conversion at 0.8138, the covered-employee protections and the retention pool will all supersede parts of this structure.

Source register — 38 sources

S1	Dominion Energy 2025 Annual Report and Form 10-K · Dominion Energy, Inc. · 17 March 2026. Headcount of approximately 15,200, collective-bargaining coverage of approximately 3,400, operating footprint, 2025 revenue and the annual-incentive safety measure.
S2	Dominion Energy 2026 Proxy Statement · Dominion Energy, Inc. via SEC EDGAR · 19 March 2026. 2025 named-executive and director compensation, pay mix, annual incentive outcomes, long-term incentive design, share reserve and the 107 to 1 pay ratio.
S3	Dominion Energy, Inc. 2024 Incentive Compensation Plan · Dominion Energy, Inc. via SEC EDGAR · 7 May 2024. Plan authorisation, permitted award types, the 27,000,000-share formula reserve and participant limits.
S4	Dominion Energy employee benefits page · Dominion Energy careers site · August 2026. Medical, dental, vision, time off, parental leave, 401(k) match and automatic contribution, education and adoption assistance.
S5	Associate, Engineer and Senior Engineer posting, Blythewood, South Carolina · Dominion Energy careers site · August 2026. South Carolina engineering experience thresholds and published hiring ranges to $141,700.
S6	Electric Transmission Associate, Engineer and Senior Engineer posting, Glen Allen, Virginia · Dominion Energy careers site · August 2026. Virginia engineering ranges from $73,200 to $118,100, hybrid schedule and bonus eligibility.
S7	Business Performance Analyst posting, Richmond, Virginia · Dominion Energy careers site · August 2026. Associate, mid-level and senior analyst progression from $52,800 to $106,400.
S8	Senior Engineer and Staff Engineer posting, Glen Allen, Virginia · Dominion Energy careers site · August 2026. Staff-level experience thresholds and a range to $132,800.
S9	Consulting Engineer posting, Glen Allen and North Dinwiddie, Virginia · Dominion Energy careers site · August 2026. Top individual-contributor range of $116,300 to $151,100.
S10	Generation Development Manager posting, Richmond, Virginia · Dominion Energy careers site · August 2026. First-line management experience threshold and salary range.
S11	Supervisor, Power Generation Engineering posting, Richmond, Virginia · Dominion Energy careers site · August 2026. Confirms that the supervisor range matches the consulting-engineer range.
S12	Electric Distribution Program Manager posting, Richmond, Virginia · Dominion Energy careers site · August 2026. Programme-management experience and a $102,300 to $132,800 range.
S13	Facilities Technician I or II posting, Fairfax, Virginia · Dominion Energy careers site · August 2026. Technician progression from $52,800 to $93,500 and the only direct Northern Virginia range.
S14	Line Worker Apprentice posting, Denmark, South Carolina · Dominion Energy careers site · August 2026. Apprentice starting rate near $55,536 annualised against a $51,189 floor.
S15	Dominion Energy careers index · Dominion Energy careers site · August 2026. Current job-family taxonomy and the verified United States work-location list.
S16	Dominion Energy and NextEra Energy combination announcement · Dominion Energy, Inc. via SEC EDGAR · 18 May 2026. Transaction terms, headquarters arrangements, employee protections and the one-time cash pool.
S17	Dominion Energy employee merger FAQ · Dominion Energy, Inc. via SEC EDGAR · July 2026. Confirmation that normal hiring, promotion, pay-change and annual merit processes continue before closing.
S18	Definitive joint proxy statement and prospectus · NextEra Energy and Dominion Energy via SEC EDGAR · 28 July 2026. Merger-related compensation, approval timetable and the covered-employee protection periods.
S19	Merger equity treatment Form 8-K · Dominion Energy, Inc. via SEC EDGAR · 18 May 2026. The 0.8138 conversion treatment for restricted stock, performance awards and director units.
S20	Questar Gas and Wexpro sale closing announcement · Dominion Energy, Inc. · 3 June 2024. Why Salt Lake City is excluded from the current location table.
S21	Dominion Energy and SCANA merger background · Dominion Energy, Inc. · 2019. Legacy South Carolina entity context behind the current Cayce, Columbia and Blythewood employment.
S22	Dominion Energy 2025 financial results release · Dominion Energy, Inc. · 23 February 2026. $3.00 billion of operating earnings and $3.42 of operating earnings per share for 2025.
S23	Dominion Energy Services H-1B salary compilation · Ellis visa-sponsor database · August 2026. Median of $113,073, average of $115,443, filing counts by fiscal year and the 2026 wage examples.
S24	Virginia Electric and Power H-1B salary compilation · Ellis visa-sponsor database · August 2026. City-level wage distributions for the six worksites in this report.
S25	H1BData Virginia Electric and Power records · H1BData · August 2026. Historical median of $109,697.50 and the wage-band distribution cross-check.
S26	H1BGrader Dominion Energy Services salaries · H1BGrader · August 2026. The competing FY2026 median of about $106,090.
S27	Glassdoor Dominion Energy Richmond salary pages · Glassdoor · August 2026. Employee-reported triangulation for the senior manager and director bands, including the $271,348 director ceiling.
S28	Dominion Energy Form 4 twelve-month digest · Ironstocklab, derived from SEC filings · August 2026. The 31-line insider transaction index; primary filings were checked for the material rows.
S29	Robert M. Blue Form 4 · SEC EDGAR · 25 February 2026. 47,193-share restricted-share award.
S30	Steven D. Ridge Form 4 · SEC EDGAR · 25 February 2026. 9,439-share restricted-share award.
S31	Steven D. Ridge Form 4 · SEC EDGAR · 30 January 2026. Goal-based share settlement of 8,122 shares and the associated 2,526-share tax withholding.
S32	Mark J. Kington Form 4 · SEC EDGAR · 7 May 2026. Director stock-unit retainer mechanics through the company trust.
S33	Steven D. Ridge Form 4 · SEC EDGAR · 3 September 2025. The $124,998 Executive Stock Purchase Tool Kit purchase.
S34	Dominion Energy stock quote · Dominion Energy investor relations · 26 August 2026. The $67.05 reference price used for current-notional equity illustrations only.
S38	Duke Energy 2026 Proxy Statement · Duke Energy via SEC EDGAR · 2026. Harry Sideris 2025 Summary Compensation Table total of $13,652,630.
S39	Southern Company 2026 Proxy Statement · Southern Company via SEC EDGAR · 2026. Chris Womack 2025 Summary Compensation Table total of $28,223,562.
S40	American Electric Power 2026 Proxy Statement · American Electric Power via SEC EDGAR · 2026. Bill Fehrman 2025 Summary Compensation Table total of $36,601,524.
S41	NextEra Energy 2026 Proxy Statement · NextEra Energy via SEC EDGAR · 2026. John Ketchum 2025 compensation of approximately $24.2 million and acquirer context.

Negotiate your offer

Recent News & Workforce Trend

The dominant compensation story of 2026 is the proposed NextEra combination, which sits on top of an otherwise stable standalone pay structure. Everything below either changes what an employee is paid, changes who decides it, or changes the regulatory environment in which those decisions are reviewed.

~15,200

2025 total employees

Full-time employees at 31 December 2025 per the Form 10-K.

~3,400

2025 represented employees

About 22 percent of the workforce covered by collective-bargaining agreements, on negotiated wage schedules rather than salaried bands.

Only the 2025 figure is shown. Dominion's footprint changed materially in 2024 with the sale of Questar Gas and Wexpro to Enbridge, so a raw year-over-year headcount comparison across that boundary would measure divestiture rather than hiring. Company-wide attrition is not disclosed in any reviewed filing, and the 2025 median employee total compensation of $149,396 is deliberately not compared with earlier years because the median-employee identification methodology can change between proxy seasons.

14 Jul 2025

Wage-suppression lawsuit named 26 nuclear operators including Dominion

The complaint alleged a conspiracy to suppress wages across nuclear operators. It is an allegation rather than an adjudicated finding in the reviewed material, but it bears directly on the licensed-operator and nuclear-technician labour market at Surry, North Anna and Millstone.

Public court reporting via Reuters

23 Feb 2026

Dominion reported 2025 results of $3.00 billion operating earnings

Operating earnings per share of $3.42 for the year. Cumulative operating earnings per share carries 40 percent of the weighting in the 2025 to 2027 performance share unit scorecard, so this is a direct executive-scorecard input rather than general financial news.

Dominion Energy 2025 financial results release

25 Feb 2026

Annual officer restricted-share awards granted

Form 4 filings recorded 47,193 shares to the chief executive, 9,439 each to the Chief Financial Officer and the Chief Administrative and Public Affairs Officer, 7,079 to the EVP Utility Operations, 6,607 to the Chief Nuclear Officer, and smaller awards to three officers below the named-executive threshold.

SEC Form 4 filings

19 Mar 2026

2026 proxy statement disclosed a 107 to 1 CEO pay ratio

Robert Blue's 2025 total of $16,037,850 against a $149,396 median employee, alongside a separate realized-pay measure of $9,089,038 and confirmation of zero options outstanding with 26,153,338 shares still available.

Dominion Energy 2026 proxy statement

5 May 2026

Annual non-employee director retainers credited as stock units

Ten director award lines were filed on 5 and 7 May at $62.95 a unit, implementing the $177,500 annual stock retainer and, for at least one director, an elected deferral of the $117,500 cash retainer into units.

SEC Form 4 filings

18 May 2026

Dominion and NextEra Energy announced a proposed combination

The transaction sets a 0.8138 exchange ratio for equity conversion, names Cayce as an operating headquarters and creates retention, bonus-transition and award-conversion questions for every employee holding unvested equity.

Dominion Energy Form 8-K and transaction announcement

15 Jul 2026

Employee protections detailed in the regulatory applications

Covered non-union employees were offered 18 months of job protection and 24 months of compensation and benefit protection under the transaction terms, subject to closing and to stated exceptions. The materials also cite a $360 million one-time cash pool at closing without disclosing any allocation methodology.

Regulatory applications and the definitive joint proxy statement

23 Jul 2026

NextEra Form S-4 declared effective

Advanced the shareholder process for the combination without itself completing it. Award conversion terms remain contingent on closing.

SEC filing

28 Jul 2026

Definitive joint proxy statement and prospectus filed and mailed

Provides the merger-compensation disclosures, including the treatment of restricted stock, performance shares, performance share units and director stock units. Shareholder and regulatory approvals were still outstanding.

SEC filing

6 Aug 2026

Virginia governor intervened in the state review

The intervention sought affordability, jobs and clean-energy commitments, which puts Virginia employment levels and local workforce commitments directly into the regulatory bargain rather than leaving them to the merging companies.

Reuters and Virginia State Corporation Commission materials

19 Aug 2026

Maine governor raised competition and cost concerns

Adds regulatory risk to the transaction timetable, which in turn extends the period during which Dominion runs its standalone merit, promotion and incentive processes.

Reuters

25 Aug 2026

Supplemental merger disclosures filed

Updates the shareholder materials. Any employee reading the compensation-protection terms should read the supplements alongside the definitive proxy rather than relying on the May announcement.

SEC filings

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