18-276 18-276 . . . Director Incentive Compensation Plan under which eligible directors are granted automatic, nondiscretionary annual awards of 100 shares of common stock to each eligible director at no cost to director upon election or re-election by stockholders. The Board may amend award formula to no greater than 500 shares per year per director
Tennessee Director Incentive Compensation Plan
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US-CC-18-276
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The average State of Tennessee salary ranges from approximately $33,161 per year for Senior Clerk to $103,243 per year for Risk Manager. The average State of Tennessee monthly salary ranges from approximately $2,551 per month for Production Technician to $10,636 per month for Employee Relations Manager.
As of , the average hourly pay for a Hourly in Tennessee is $17.66 an hour. While ZipRecruiter is seeing salaries as high as $23.78 and as low as $12.99, the majority of Hourly salaries currently range between $16.06 (25th percentile) to $19.38 (75th percentile) in Tennessee.
How much does State of Tennessee pay? The average State of Tennessee salary ranges from approximately $36,143 per year for a Clerk to $133,603 per year for a Director. The average State of Tennessee hourly pay ranges from approximately $17 per hour for a Clerk to $62 per hour for an Executive Director.
Earlier this year, in January 2023, state employees received one-time bonuses ranging from 1.5% to 3.75% based on their performance ratings. For more information about Pay for Performance or how to calculate your base salary increase and/or one-time cash bonus, please refer to the FAQs, or visit teamtn.gov/hr.
The Department of Human Resources is committed to recruit, retain, and reward a talented workforce for state government through the implementation of a performance and market-based pay system.
The ?pay period? for state employees shall be semimonthly. On or about the last day of every such ?pay period,? all state employees shall be paid for the preceding semimonthly period or any part thereof for which compensation is due.
Classification and compensation plans group positions on the basis of a uniform criteria (i.e. job duties and knowledge requirements). It then allocates positions to salary grades that reflect their relative worth to the organization.