Researchers are employed by a university or research organization and their salary is determined on the basis of a collective agreement. The salary of researchers depends on the corresponding work experience. Public service collective agreements offer levels of experience in this area. If you are considering moving to another institution, you should check whether this change would have a negative impact on your salary. When researchers change universities or research institutions, they do not go back to the beginning in terms of the level of experience. Professional experience and, therefore, the time already spent at the relevant level are recognized. However, this must be requested. If the new employer is particularly interested in hiring a particular researcher, they may even negotiate a higher salary group or even move to a higher level of experience than expected. Nevertheless, researchers can experience a pay cut by alternating collective agreements and experience levels. It is therefore important to consider the impact of this change on your salary before moving to another public employer. Like all unoccupied university positions in Germany, post-doc salaries are quite rigid. They are based on the same federal TV-L salary contract as doctoral salaries. Wages are also set in the same way, taking into account the scale of wages, the wage level, working time and the state.
You can find the pay calculators for each state here. Post-docs are paid at the E13 level or (less frequently) the E14, the exact level of the entry level being a function of how their years (bachelor, master and doctorate) are counted. The salary range for a 100% postdoc E13 is `3,438.27-`4.962.10 and the salary range for an E14 Postdoc is €3.891.16-`5,517.62. Within each salary category, a distinction is made between the different levels of work experience. Since 2018, all collective agreements have been subject to six levels of experience at each level as time increases. Experience level 1 is reserved for beginners in the payroll. Researchers reach Level 2 after only one year, but this period must be within the framework of a single employment contract. On the other hand, it takes researchers ten years to reach level 5. The research officers are public servants and their collective agreement provides for a special annual payment. This replaces previous paid leave and Christmas bonuses. It varies between 33% and 60% of his average monthly salary, depending on the salary bracket and level of experience. There are also differences between the old and the new states.
Additional benefits are also paid to scientific staff, for example. B if they do particularly well with the acquisition of third-party funds. However, these additional payments are not as common in some states. Only the TV-H agreement provides for child benefit – a remnant of the federal BAT work rate, which has been replaced by TVoeD and TV-L. Research often requires researchers to spend some time abroad or to be funded by scholarships. In general, relevant work experience in a research institution abroad is generally recognized in this sector, provided they have an employment contract while working abroad. On the other hand, periods financed by a scholarship are considered only “useful.” They may be considered work experience, but this is not guaranteed. Maternity leave, paid leave and inability to work up to 39 weeks are not considered interruptions to the duration of collective agreements.
Junior professorships provide young researchers with the opportunity to conduct research on research, coaching, administration and teaching experiences on an equal footing with other university professors. Junior teachers are usually three to four years old and can be renewed for a total of six years. This is often a temporary position, but some universities offer a tenure track option.