The Alaska Proposed compensation program for officers and certain key management personnel is a comprehensive system designed to attract and retain top talent in executive positions within the state. This program aims to provide competitive financial incentives and benefits to officers and key management personnel, ensuring their commitment and dedication towards achieving organizational goals and objectives. The compensation program in Alaska is tailored to meet the diverse needs of different positions and recognizes that officers and key management personnel play crucial roles in driving growth and success. 1. Base salary: The program offers a competitive base salary structure that is commensurate with the officer's or key management personnel's qualifications, experience, and job responsibilities. The base salary acts as a foundation for the overall compensation package and ensures a fair and equitable starting point. 2. Performance-based bonuses: To reward exceptional performance and encourage high standards of productivity, the program includes performance-based bonuses. These bonuses are tied to measurable targets and key performance indicators (KPIs), motivating officers and key management personnel to excel in their roles and exceed expectations. 3. Long-term incentives: The compensation program also encompasses long-term incentives to foster loyalty and incentivize the attainment of long-term organizational goals. These incentives may include stock options, restricted stock units, or deferred compensation plans that vest over time. Such incentives align the interests of officers and key management personnel with shareholders and facilitate long-term value creation. 4. Benefits package: To enhance work-life balance and provide comprehensive healthcare coverage, the compensation program includes an attractive benefits package. This package may comprise health insurance, dental and vision coverage, retirement savings plans, life and disability insurance, and various wellness programs. 5. Perquisites: The program may also extend additional perquisites to officers and key management personnel, acknowledging their status and ensuring their comfort and well-being. These perquisites can include company vehicles, executive health club memberships, travel allowances, and other executive privileges. 6. Retirement and pension plans: Recognizing the importance of retirement savings, the compensation program may offer retirement and pension plans, such as 401(k) or pension schemes, with matching contributions. These plans aim to provide financial security to officers and key management personnel during their retirement years. 7. Severance and change-in-control provisions: The compensation program may outline provisions related to severance payments and change-in-control events. These provisions can protect officers and key management personnel in case of unforeseen circumstances or changes in ownership, ensuring a smooth transition and safeguarding their interests. It is important to note that the specific details and types of compensation programs may vary based on the organization, industry, and individual positions held by officers and key management personnel in Alaska. The goal is to balance competitive compensation with the overall financial health and sustainability of the organization.
Alaska Proposed compensation program for officers and certain key management personnel
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Staffing problems at the payroll division are causing many of Alaska's 14,000 state employees to be paid late or for the wrong amounts and have caused the state to temporarily stop using one of its main tools for hiring and retaining workers.
Railroad president and CEO Bill O'Leary's $297,825 compensation would have been 15th. Gov. Mike Dunleavy's salary of $145,002 was No. 862 on the list, just behind the manager of the Bethel airport.
Alaskan wages were about 24 percent above comparable mainland averages. All sampled occupational groups in Alaska earned above the mainland average.
As of , the average annual pay for a State Trooper in Alaska is $75,084 a year. Just in case you need a simple salary calculator, that works out to be approximately $36.10 an hour. This is the equivalent of $1,443/week or $6,257/month.
Dwight Stallman received $415,500 in gross pay during fiscal year 2022, which ran from July 1, 2021 through June 30, 2022. That was the highest figure among 15,484 employees listed. An executive for the Alaska Gasline Development Corp. likely was paid more, but his compensation will not be disclosed until early 2023.
A TDA is also known as a 403(b) account. This account offers employees the opportunity to make additional tax-deferred contributions outside their required contributions to their respective retirement plans (either PERS, TRS, or ORP). All University of Alaska employees are eligible to participate in the TDA.
The State of Alaska 457 Deferred Compensation Plan (DCP) allows you to set aside and invest a portion of your income for your retirement on a voluntary basis. It is designed to complement the Alaska SBS Supplemental Annuity Plan and the Alaska PERS/TRS Defined Contribution Retirement Plan.
The annual salary of the governor is $145,000 (AS 39.20. 010). The annual salary of the lieutenant governor is $115,000 (AS 39.20. 030).