Document:

Exhibit
10.3

ASSIGNMENT
OF

HEDGE PROCEEDS

This
Assignment of Hedge Proceeds (this “Assignment”) dated as of
January 24, 2007 is between MV Partners, LLC, a Kansas limited liability
company (successor by conversion to MV Partners, LP, a Kansas limited partnership)
(“Assignor”) and The Bank of New York Trust Company, N.A., acting not in
its individual capacity but solely as trustee of the MV Oil Trust, a Delaware
statutory trust (“Assignee”). 
This Assignment is entered into in connection with the execution and
delivery by the Assignor to the Assignee of that certain Conveyance of Net
Profits Interest dated of even date herewith (the “Conveyance”).  Capitalized terms used but not defined in
this Assignment shall have the meaning given to such term in the Conveyance.

For
and in consideration of $10 and other good and valuable consideration, the
receipt and sufficiency of which is hereby acknowledged, Assignor does hereby
ASSIGN, SET OVER and TRANSFER unto Assignee all of Assignor’s right, title, and
interest, indirectly and directly, in and to 80% of any and all revenues,
monies, proceeds and payments payable to Assignor and to which Assignor is or
might be entitled (such percentage of such revenues, monies, proceeds and
payments is referred to herein as the “Hedge Proceeds”) under, by virtue
of, or arising as a result of the settlement of those certain hedge and/or swap
agreements (the “Hedge Agreements”) described on Exhibit
A attached hereto.

This
Assignment is not, and shall not be construed as, an assignment of the Hedge
Agreements in violation of any of the terms thereof and Assignee is assuming no
duties and obligations under the Hedge Agreements.  This Assignment is solely an assignment by
Assignor of its right, title, and interest in and to the Hedge Proceeds.

Assignee
shall have the right to the receipt of all sums and amounts so paid to it in
accordance with the terms and provisions of this Assignment.  Assignor shall pay all Hedge Proceeds
received during each Payment Period to Assignee on the fifth Business Day
following the Quarterly Record Date for such Payment Period.

As collateral security for the prompt and
complete payment and performance when due (whether at the stated maturity, by
acceleration or otherwise) of the obligations of the Assignor under this
Assignment, the Assignor hereby pledges, assigns and transfers to the Assignee,
and hereby grants to the Assignee, a first priority continuing security
interest in, lien on and right of setoff against, all Hedge Proceeds, whether
now owned or at any time hereafter acquired by the Assignor or in which the
Assignor now has or at any time in the future may acquire any right, title or
interest and whether now existing or hereafter coming into existence.

This Assignment (a) may not be amended,
altered, or modified except pursuant to a written instrument executed by
Assignor and Assignee, (b) shall be governed by and construed in accordance
with the laws of the State of Kansas, (c) shall inure to the benefit of
Assignee and its successors and assigns and shall be binding upon Assignor and
its successors and assigns, and (d) may be executed in multiple originals which
constitute but one and the same instrument.

Assignor
and Assignee shall from time to time do and perform such further acts and
execute and deliver such further instruments, assignments, and documents as may
be required or

reasonably
requested by the other party to establish, maintain, or protect the respective
rights and remedies of Assignor and Assignee and to carry out and effectuate
the intentions and purposes of this Assignment, provided in each case the same
does not conflict with any provision of this Assignment.

 2

EXECUTED
TO BE EFFECTIVE as of the 24th day of January, 2007.

	
   

  	
  ASSIGNOR:

  
	
   

  	
   

  
	
   

  	
  MV PARTNERS, LLC

  
	
   

  	
   

  
	
   

  	
  By:

  	
  MV Energy, LLC,

  
	
   

  	
   

  	
  its Manager

  
	
   

  	
   

  	
   

  
	
   

  	
  By:

  	
  Murfin, Inc.,

  
	
   

  	
   

  	
  Member

  
	
   

  	
   

  	
   

  
	
   

  	
   

  	
   

  
	
   

  	
  By: 

  	
  /s/ David L. Murfin

  	
   

  
	
   

  	
  Name:

  	
  David L. Murfin

  
	
   

  	
  Title:

  	
  Chairman and Chief Executive Officer

  
	
   

  	
   

  	
   

  
	
   

  	
  ASSIGNEE:

  
	
   

  	
   

  	
   

  
	
   

  	
  MV OIL TRUST

  
	
   

  	
   

  	
   

  
	
   

  	
  By its Trustee, The Bank of New York

  
	
   

  	
  Trust Company, N.A.

  
	
   

  	
   

  
	
   

  	
   

  
	
   

  	
  By: 

  	
  /s/ Mike J. Ulrich

  	
   

  
	
   

  	
  Name:

  	
  Mike J. Ulrich

  
	
   

  	
  Title:

  	
  Vice President

  
					

 

Signature
Page to Assignment of Hedge Proceeds

EXHIBIT
A

HEDGE
AGREEMENTS

 A-1Exhibit 10.1 PNFP 2007 Annual Cash Incentive Plan

    Exhibit
      10.1

    

     

    PINNACLE
      FINANCIAL PARTNERS, INC.

     

    2007
      Annual Cash Incentive Plan

    

    PLAN
      OBJECTIVES:

    

    The
      overall objectives of the 2007 Annual Cash Incentive Plan (the “Plan”) are
      to:

    

    - 
      Motivate participants in order to ensure that important corporate soundness
      thresholds and corporate profitability objectives for 2007 are achieved,
      and

    

    - 
      Provide a reward system that encourages teamwork and cooperation in the
      achievement of firm-wide goals.

    

    

    EFFECTIVE
      DATES OF THE PLAN:

    

    The
      Plan
      is effective from January 19, 2007 (Effective Date) through December 31,
      2007.

     

    ADMINISTRATION:

    

    The
      Human
      Resources and Compensation Committee of the Board of Directors (the “HRC”) is
      responsible for the overall administration of the Plan and shall have the
      authority to select the associates who shall be eligible for participation
      in
      the Plan. The CFO, with the oversight of the CEO, provides periodic updates
      as
      to the status of the Plan as follows:

    

    -
       Produces status reports on a periodic basis to Plan participants, the
      Leadership Team and the HRC in order to ensure the ongoing effectiveness of
      the
      Plan.

    - 
      Makes recommendations for any Plan modifications (including target performance
      or payout awards) as a result of substantial changes to the organization or
      participants’ responsibilities to ensure fairness to all Plan
      participants.

    

    At
      the
      end of the Plan period, prepares, verifies, approves and submits the appropriate
      award calculations and payout authorizations to the CEO and, ultimately the
      HRC,
      for approval and distribution.

    

    The
      HRC
      is authorized to interpret the Plan, to establish, amend and rescind any rules
      and regulations relating to the Plan and to make any other determinations that
      it deems necessary or desirable for the administration of the Plan. The HRC
      may
      correct any defect or omission or reconcile any inconsistency in the Plan in
      the
      manner and to the extent the HRC deems necessary or desirable. Any decision
      of
      the HRC in the interpretation and administration of Plan, as described herein,
      shall lie within its sole and absolute discretion and shall be final conclusive
      and binding on all parties concerned. 

     

    ELIGIBILITY:

    

    All
      associates which are compensated via a predetermined salary or hourly wage
      are
      eligible for participation in the Plan. Additionally, in order to be eligible
      for incentive awards, participants
      shall
      achieve a rating of at least “Meets Expectations” for overall performance for
      2007. Participants who are not eligible for an award due to their performance
      evaluation shall be notified by their Leadership Team member as soon as possible
      prior to distribution of awards. 

    

    Associates
      that are compensated via a commission schedule or commission grid have an
      opportunity to achieve significant variable pay compensation due to escalating
      payouts pursuant to the commission scheduled or grid based on their individual
      performance. As a result, such commission-based associates are not eligible
      for
      participation in the Plan.

    

    FORFEITURE
      OF AWARDS:

     

    Any
      participant who terminates employment for any reason (e.g., voluntary separation
      or termination due to misconduct) prior to distribution of awards in January
      2008 will not be eligible for distribution of awards under the
      Plan.

    

    ETHICS:

    

    The
      intent of this Plan is to fairly reward individual and team achievement. Any
      associate who manipulates or attempts to manipulate the Plan for personal gain
      at the expense of clients, other associates or Company objectives will be
      subject to appropriate disciplinary action.

    

    PLAN
      FUNDING:

     

    The
      Plan
      assets will be funded from the results of operations of the Company with all
      assets being commingled with the assets of the Company. 

     

    TIMING
      OF AWARDS:

     

    During
      January 2008, the HRC will review all proposed awards pursuant to the Plan.
      Any
      awards to be distributed pursuant to the Plan shall be distributed prior to
      January 31, 2008 or as soon as possible thereafter, but in no event later than
      March 15, 2008. No award will be distributed prior to January 1,
      2008.

    

    TARGET
      AWARD:

    

    Each
      participant will be assigned an “award tier” based on their position within the
      company, their experience level or other factors. Each participant’s Leadership
      Team member is responsible for notifying each participant of his or her “award
      tier.” The “award tier” will be expressed as a percentage ranging from 10% to
      100%. In order to determine the “target award,” participants will multiply their
“award tier percentage” by their annualized base salary as of December 31, 2007
      (e.g., monthly salary times 12) or, for hourly paid associates, their hourly
      compensation as of December 31, 2007 multiplied by 2,080 hours (52 weeks x
      40
      hours per week). Overtime or other wage components are not considered in these
      calculations.

    

    Participants
      that join the company during the period from January 1, 2007 through December
      31, 2007 will be assigned a pro rata target award based on the number of days
      in
      the calendar year they were employed by the Company divided by the total number
      of days in the calendar year. 

    

    Example:
      An
      associate joins the firm on July 1, 2007. As a result, this associate is
      employed for 184 days of a 365-day year or 50.4% of the year. Assuming their
      award tier is the 10% tier, for 2007, the award amount for this associate would
      be 10% x 50.4% or 5.04% of their annualized base salary on December 31,
      2007.

    

    AWARDS

    

    Awards
      under the Plan shall be conditioned on the attainment of one or more written
      performance goals which may be recommended by the Chief Executive Officer and
      shall be determined and approved by the HRC for the 2007 fiscal year. The HRC
      shall determine whether and to what extent each performance goal has been met.
      In determining whether and to what extent a performance goal has been met,
      the
      HRC may consider such matters as the HRC deems appropriate. 

     

    DISCRETIONARY
      INCREASES AND REDUCTIONS:

     

    The
      CEO
      may award up to an additional 10% of base pay based on extraordinary individual
      performance. Likewise, the CEO may reduce a participant’s award by up to 20% of
      the calculated award for individual performance which may have “met
      expectation,” but whereby the participant did not exhibit a strong commitment to
      Pinnacle’s mission or values or the participant did not achieve certain
      individual performance commitments for the year.

    

    Discretionary
      awards outside these parameters shall be approved by the HRC prior to
      distribution; however any discretionary awards to the Company’s executive
      officers shall be approved by the HRC prior to distribution. 

    

    

    AMENDMENTS,
      TERMINATIONS AND OTHER MATTERS:

    

    The
      HRC
      retains the right to amend or terminate this Plan in any manner they may deem
      necessary at any time including the ability to include or exclude any associate
      or group of associates from participation in the Plan. Additionally, should
      the
      firm enter into any merger agreement or significant market expansion, the HRC
      retains the right to amend the Plan as they may deem appropriate under the
      circumstances. Furthermore, this Plan does not, nor should any participant
      imply
      that it shall, create a contractual relationship between the Plan, the Company
      or any associate of the Company. No associate should rely on this Plan as to
      any
      awards that the associate believes they might otherwise be entitled to receive.
      This Plan shall be governed by and construed in accordance with the laws of
      the
      State of Tennessee, without regard to any conflicts of laws or
      principles.

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