The Ultimate Guide to State of Tennessee Salary Lookup: A...

Scenic view of the Nashville, Tennessee skyline at dusk, representing career opportunities in the state.

Are you contemplating a stable, rewarding career in the heart of the Volunteer State? Perhaps you're a current state employee aiming to chart your financial future, or maybe you're a prospective applicant trying to understand the earning potential of public service. The query "State of Tennessee salary lookup" is more than just a search; it's the first step toward unlocking a comprehensive understanding of compensation, career progression, and the immense value of working for the State of Tennessee.

A career in public service offers a unique blend of stability, purpose, and competitive benefits that are often unparalleled in the private sector. For State of Tennessee employees, the average salary serves as a strong foundation, but the true financial picture is a mosaic of pay grades, benefits, and long-term growth opportunities. While salary aggregators often place the average state employee salary in the range of $50,000 to $65,000 per year, this figure merely scratches the surface. An entry-level administrative professional will have a different starting point than a senior-level IT security analyst or a seasoned engineer with the Tennessee Department of Transportation (TDOT).

I once advised a mid-career professional who felt stuck in the private sector, constantly worried about market volatility and the next round of layoffs. We sat down and mapped out a potential career path within state government, using the official salary schedules and benefits calculators. The transparency was a revelation for them; for the first time, they could see a clear, predictable path to retirement, complete with a pension and robust health benefits. It's this power of clarity and security that makes a career with the State of Tennessee so compelling.

This guide is designed to be your definitive resource, moving beyond simple salary numbers to provide a full-spectrum analysis of what it means to build a career in Tennessee's public sector. We will dissect the salary structures, explore the factors that dictate your pay, and provide a step-by-step roadmap to getting hired.

### Table of Contents

[What Does a State of Tennessee Employee Do? An Overview of Public Sector Roles](#what-does-a-state-of-tennessee-employee-do-an-overview-of-public-sector-roles)
[Average State of Tennessee Salary: A Compensation Deep Dive](#average-state-of-tennessee-salary-a-compensation-deep-dive)
[Key Factors That Influence Your State of Tennessee Salary](#key-factors-that-influence-your-state-of-tennessee-salary)
[Job Outlook and Career Growth for State of Tennessee Employees](#job-outlook-and-career-growth-for-state-of-tennessee-employees)
[How to Get a Job with the State of Tennessee: A Step-by-Step Guide](#how-to-get-a-job-with-the-state-of-tennessee-a-step-by-step-guide)
[Conclusion: Is a Career with the State of Tennessee Right for You?](#conclusion-is-a-career-with-the-state-of-tennessee-right-for-you)

What Does a State of Tennessee Employee Do? An Overview of Public Sector Roles

Before diving into the numbers, it's crucial to understand the sheer breadth and depth of roles available within the State of Tennessee government. A state employee isn't one type of person; they are the backbone of the services that millions of Tennesseans rely on every day. The common thread that unites a park ranger at Fall Creek Falls, a budget analyst in Nashville, and a registered nurse at a state health facility is a mission of public service.

The State of Tennessee is a massive employer with over 43,000 employees spread across dozens of departments, agencies, and commissions. Their responsibilities are as diverse as the state itself, encompassing everything from infrastructure and public safety to healthcare and environmental conservation.

Core Responsibilities and Job Categories:

State government functions can be broadly categorized into several key areas, each containing hundreds of specific job titles:

Administrative and Clerical Support: These are the operational gears of the government. Roles include Administrative Assistants, Office Managers, and Program Assistants who handle correspondence, manage schedules, process paperwork, and ensure departments run smoothly.
Health and Human Services: This is a vast and critical sector. It includes Social Workers, Case Managers, Registered Nurses, Public Health Educators, and Mental Health Professionals working for departments like the Department of Health, the Department of Human Services (DHS), and TennCare.
Information Technology (IT): As government services become increasingly digital, the need for skilled IT professionals is soaring. This includes roles like Cybersecurity Analysts, Network Engineers, Software Developers, IT Project Managers, and Helpdesk Support Specialists within the Strategic Technology Solutions (STS) division.
Finance, Accounting, and Auditing: These professionals are the stewards of taxpayer dollars. They work as Accountants, Budget Analysts, Financial Managers, and Auditors, ensuring fiscal responsibility and transparency in agencies like the Department of Finance & Administration.
Law, Law Enforcement, and Public Safety: This category includes State Troopers with the Tennessee Highway Patrol, Correctional Officers, Probation/Parole Officers, Attorneys, and Legal Assistants working for the Attorney General's office or as departmental counsel.
Engineering and Infrastructure: Employees at the Tennessee Department of Transportation (TDOT) and other agencies include Civil Engineers, Transportation Planners, and Project Managers who design, build, and maintain the state's roads, bridges, and public buildings.
Environmental and Conservation: These employees protect Tennessee's natural beauty. They are Park Rangers, Wildlife Officers, Environmental Scientists, and Geologists working for the Department of Environment and Conservation (TDEC) and the Tennessee Wildlife Resources Agency (TWRA).

### A Day in the Life: "Administrative Services Assistant 3" at the Department of Health

To make this tangible, let's imagine a day for an "Administrative Services Assistant 3" working at the Department of Health headquarters in Nashville. This is a common, mid-level administrative role that illustrates the daily functions of state government.

8:00 AM: Arrives at the office, logs into the state network. The first task is to review emails and the director's calendar. She identifies an urgent request for data from another division and flags it for follow-up. She prepares a daily briefing folder for her director, including meeting agendas and relevant background documents.
9:00 AM: Attends a weekly team meeting to discuss ongoing projects. She is responsible for taking minutes, tracking action items, and ensuring they are entered into the state's project management software, Edison.
10:30 AM: A citizen calls with a complex question about a public health program. Instead of just transferring the call, she uses her knowledge of the department to identify the correct subject matter expert, provides the citizen with their direct contact information, and sends a follow-up email to ensure the connection was made.
12:00 PM: Lunch break. She might eat with colleagues in the building's cafeteria or take a walk around the Bicentennial Mall State Park, located right next to many state office buildings.
1:00 PM: Spends the afternoon processing travel expense reports for team members returning from a conference. This requires meticulous attention to detail and adherence to state travel policies, using the official state financial system.
2:30 PM: The director asks her to help prepare a PowerPoint presentation for a stakeholder meeting next week. She pulls data from a recent report, creates visually appealing charts, and ensures the formatting aligns with the department's branding guidelines.
4:00 PM: Works on a procurement request to order new office supplies, navigating the state's procurement portal and ensuring all justification and coding are correct.
4:30 PM: Finishes her day by tidying her workspace, sending out the minutes from the morning meeting, and prepping her to-do list for tomorrow.

This example highlights the blend of customer service, technical skill (using state software), attention to detail, and organizational prowess required in many state government roles. The work is structured, process-oriented, and directly contributes to the effective functioning of the state.

Average State of Tennessee Salary: A Compensation Deep Dive

When you perform a "State of Tennessee salary lookup," you are tapping into one of the most transparent compensation systems available. Unlike many private sector employers, the state government operates on a structured pay plan where salaries are public information. This transparency is a cornerstone of public trust and a powerful tool for career planning.

The compensation for a State of Tennessee employee is much more than just a monthly paycheck. It's a comprehensive package that includes a base salary determined by a pay grade, plus an exceptional suite of benefits that significantly enhances the overall value.

### Understanding the State of Tennessee Pay Plan

The foundation of state compensation is the State of Tennessee Pay Plan, managed by the Department of Human Resources (DOHR). Most state jobs are assigned a specific pay grade within the "Statewide" or "Executive" pay schedules. Each pay grade has a defined salary range with three key anchor points:

Minimum: The starting salary for a new employee who meets the minimum qualifications for the job.
Midpoint: A target salary for an experienced employee who is fully proficient in their role. It represents the market rate for the job.
Maximum: The highest possible salary for a given pay grade, typically reserved for employees with extensive experience and a long tenure in that role.

As of the 2023-2024 fiscal year, the state has 113 distinct pay grades in its primary schedule. An employee's progression from the minimum to the maximum of their pay grade is determined by performance, time in the role, and general salary increases approved by the legislature.

*Source: [State of Tennessee Department of Human Resources, "Statewide Pay Plan (Effective July 1, 2023)"](https://www.tn.gov/content/dam/tn/hr/documents/2023_Statewide_Pay_Plan.pdf)*

### Salary by Experience Level: From Entry-Level to Senior Executive

To provide a concrete look at earning potential, let's examine salary ranges for representative job titles at different career stages. The following data is based on the official 2023-2024 state pay plan.

| :--- | :--- | :--- | :--- | :--- |

| | Human Services Case Mgr 1 | 91 | $40,320 - $64,512 | Manages a caseload, determines eligibility for state programs, provides client support. |

| | IT Technologist 1 | 92 | $42,348 - $67,752 | Provides basic helpdesk support, installs software, troubleshoots hardware issues. |

| | Program Coordinator | 95 | $49,068 - $78,504 | Manages a specific state program, oversees daily operations, coordinates with stakeholders. |

| | Civil Engineer 2 (TDOT) | 98 | $56,868 - $90,996 | Works on transportation project design, conducts site inspections, manages project components. |

| | Information Systems Director 1 | 104 | $78,504 - $125,604 | Directs IT operations for a small-to-midsize agency, manages IT staff and budget. |

| | Attorney 4 (Senior Counsel) | 105 | $82,464 - $131,952 | Handles complex litigation, provides high-level legal advice to state officials. |

As this table illustrates, the salary progression is clear and substantial. An employee can more than double or even triple their starting salary over the course of a long and successful career with the state.

### The Total Compensation Package: Beyond the Salary

A critical error in any salary analysis is to ignore the value of benefits. The State of Tennessee's benefits package is a significant part of total compensation and is often far more generous than what is offered in the private sector.

1. Retirement - The TCRS Pension:

The crown jewel of the state's benefits is the Tennessee Consolidated Retirement System (TCRS). This is a defined-benefit pension plan, which has become increasingly rare. Employees contribute a percentage of their salary (e.g., 5%), and the state contributes a much larger amount on their behalf. After a vesting period (typically 5 years), an employee is guaranteed a lifetime monthly benefit upon retirement, calculated based on their years of service and average final salary. This provides a level of long-term financial security that a 401(k) alone cannot match.

2. Health Insurance (ParTNers for Health):

The state offers a variety of high-quality health, dental, and vision insurance plans for employees and their families. The state covers a significant portion of the premium costs, making healthcare highly affordable. According to the DOHR, the state's contribution can be worth thousands of dollars annually, a value that must be factored into any salary comparison.

3. Paid Leave:

State employees enjoy generous leave policies:

Annual Leave (Vacation): Accrues monthly, with the rate of accrual increasing with years of service. A new employee starts by earning one day per month, increasing up to over two days per month for long-tenured employees.
Sick Leave: Accrues at a rate of one day per month, which can be used for personal illness, family illness, or medical appointments. Unused sick leave can often be credited toward retirement service time.
Holidays: Employees receive pay for all official state holidays, typically 11-12 per year.

4. Longevity Pay:

After three years of service, employees receive an annual "longevity pay" bonus. This bonus is calculated as $100 for each year of service, up to a maximum of $3,000 per year (for 30+ years of service). It's a direct financial reward for loyalty and experience.

5. Other Benefits:

Additional perks include access to deferred compensation plans (401(k) and 457b) to supplement the pension, tuition assistance programs for continuing education, employee assistance programs (EAP) for mental health support, and various employee discount programs.

When you combine the base salary with the financial value of these benefits, the "total compensation" for a State of Tennessee employee is often 20-35% higher than their stated salary. This is a critical point to remember when comparing a state job offer to a private sector one.

Key Factors That Influence Your State of Tennessee Salary

While the state's pay plan provides a structured framework, several key factors determine where an individual falls within that framework and their potential for future earnings. A savvy job seeker or current employee understands these levers and can use them to maximize their career and compensation trajectory. This section is the core of a sophisticated "State of Tennessee salary lookup," moving beyond the tables and into strategic career management.

### ### Level of Education: The Foundation of Qualification

Your educational background is often the first gatekeeper for a state job. It determines the types of roles you are eligible for and can directly impact your starting salary and long-term earning potential.

Minimum Qualifications:

Every state job posting lists "Minimum Qualifications," which almost always include a specific level of education, experience, or an acceptable combination of the two.

High School Diploma/GED: Qualifies you for many entry-level administrative, clerical, and operational roles (e.g., Administrative Assistant 1, Correctional Officer Trainee).
Associate's Degree: Can be a requirement for technical roles like certain IT support positions or paraprofessional jobs. It can also sometimes substitute for a year or two of required experience.
Bachelor's Degree: This is the standard requirement for most professional-track positions, including Accountants, Case Managers, Program Coordinators, and Analysts. The field of study is critical; a Bachelor's in Accounting is required for an Accountant role, while a degree in social work or a related field is necessary for a Case Manager.
Master's Degree: An advanced degree is often required or preferred for senior-level management, policy-making, and specialized professional roles. A Master of Public Administration (MPA) or Master of Business Administration (MBA) is highly valued for leadership positions. A Master of Science in a specific field is essential for roles like senior-level Environmental Scientist or Psychologist. A master's degree can often substitute for several years of required experience and may allow you to start at a higher step within your pay grade.
Juris Doctor (JD) / Doctorate (Ph.D.): A JD is mandatory for all attorney positions. A Ph.D. is typically required for top-level research scientist and certain executive public health roles. These terminal degrees command the highest starting salaries and place individuals in the upper echelons of the state pay plan.

Certifications and Licenses:

Beyond degrees, professional certifications and state-issued licenses are critical and can significantly boost pay.

PMP (Project Management Professional): Highly sought after for IT and general Project Manager roles.
CPA (Certified Public Accountant): A requirement for many higher-level accounting and auditing positions, often coming with a higher pay grade.
PE (Professional Engineer): Essential for senior engineering roles at TDOT and other agencies.
RN (Registered Nurse): A mandatory license for all nursing positions.
CISSP (Certified Information Systems Security Professional): A key certification for high-paying cybersecurity roles.

Having these credentials not only makes you a more competitive candidate but can also qualify you for "hard-to-recruit" designations, which sometimes come with salary supplements or higher starting pay.

### ### Years of Experience: The Path to Mastery and Higher Pay

Experience is arguably the most significant factor in salary growth within the state system. The pay plan is explicitly designed to reward employees for developing expertise and for their long-term commitment.

Entry-Level (0-3 years):

New employees with a bachelor's degree and little to no professional experience will typically start at or very near the minimum of the assigned pay grade. The first few years are focused on learning the state's systems, policies, and procedures. Annual performance-based increases and any general salary increases approved by the legislature are the primary drivers of salary growth during this period.

Mid-Career (4-10 years):

As an employee gains experience and proves their proficiency, their salary should move steadily towards the midpoint of their pay grade. This is also the stage where promotional opportunities become critical. Moving from an "Analyst 1" to an "Analyst 2," or from a "Case Manager 2" to a "Case Manager 3," means a jump to a higher pay grade and a significant salary increase. For example, promoting from an Accountant 2 (Grade 93, max $71,172) to an Accountant 3 (Grade 95, max $78,504) opens up a higher ceiling for future earnings.

Senior/Expert Level (10+ years):

Employees with over a decade of dedicated service are the state's subject matter experts. Their salaries should be at or above the midpoint, progressing towards the maximum of their pay grade. These individuals often move into supervisory and management roles (e.g., Program Manager, Director 1), which carry higher pay grades and greater responsibility. Furthermore, longevity pay becomes a meaningful part of their annual compensation, providing an extra bonus each year. An employee with 20 years of service would receive a $2,000 bonus annually, a direct reward for their loyalty.

### ### Geographic Location: Cost of Living Across the Three Grand Divisions

While the State of Tennessee's primary pay plan is standardized statewide, the *value* of that salary can differ significantly depending on where you live and work. The state does not currently have a formal locality pay system like the federal government, but the impact of geography is a real and important factor.

Middle Tennessee (Nashville and surrounding counties): This region has the highest cost of living in the state, driven by the booming Nashville metro area. A salary of $60,000 in Nashville will not go as far as the same salary in other parts of the state due to higher housing, transportation, and general living costs. However, the largest concentration of state government headquarters and high-level positions is in Nashville, offering the most significant number of opportunities.
East Tennessee (Knoxville, Chattanooga, Tri-Cities): This region offers a more moderate cost of living. Major state offices in Knoxville and Chattanooga provide numerous employment opportunities. A state salary in this region can afford a very comfortable lifestyle. The key is that the salary is the same, but the purchasing power is greater. According to Payscale's Cost of Living Calculator, the cost of living in Knoxville is about 15% lower than in Nashville, meaning a $60,000 salary in Knoxville has the same local buying power as a $70,500 salary in Nashville.
West Tennessee (Memphis, Jackson): West Tennessee generally has the lowest cost of living among the state's major metro areas. State jobs are available in regional offices, particularly in fields like human services, law enforcement, and transportation. Here, a standard state salary can provide an excellent standard of living due to significantly lower housing costs.

Prospective employees should use a cost-of-living calculator to compare their potential state salary against the realities of their desired location.

### ### Company Type & Size: State Government vs. The Private Sector

The "Company" here is the State of Tennessee itself, which has its own unique compensation philosophy compared to private businesses.

State Government: The state prioritizes stability, transparency, and benefits. Base salaries for some highly specialized roles (like elite software developers) may lag behind top-tier private tech companies. However, the state compensates for this with near-unbeatable job security, a defined-benefit pension, excellent health insurance, and a better work-life balance. There are no stock options, but there is also no threat of a sudden private equity buyout or a market downturn leading to mass layoffs.
Large Corporations: Large private companies (e.g., FedEx in Memphis, HCA Healthcare in Nashville) may offer higher base salaries for top talent and potentially lucrative annual bonuses or stock options. However, their benefits, particularly retirement plans (typically a 401k with a match, not a pension), may be less secure in the long run. Job security is also subject to market forces.
Startups: Startups may offer the allure of equity and rapid growth, but they come with the highest risk, lower starting salaries, and minimal benefits. This is the polar opposite of the state government model.
Non-Profits: Non-profits often align with the public service mission of state government but typically have tighter budgets, resulting in lower salaries and less comprehensive benefits.

The choice depends on an individual's risk tolerance, career goals, and

The Ultimate Guide to State of Tennessee Salary Lookup: A Career & Compensation Deep Dive

Table of Contents

What Does a State of Tennessee Employee Do? An Overview of Public Sector Roles

Average State of Tennessee Salary: A Compensation Deep Dive

Key Factors That Influence Your State of Tennessee Salary