Salaries at BBS

At Brest Business School, located in France, salary expectations for faculty and staff are typically determined by a combination of role, academic rank, years of experience, and field of expertise. As a French higher education institution, salaries often align with national guidelines for public or semi-public institutions, which may include standardized pay scales for academic and administrative positions. While Brest Business School does not publicly disclose detailed salary bands or individual compensation data on its official website, general trends in French business schools suggest a structured approach to remuneration, often influenced by collective bargaining agreements and government regulations.

• Professor (Full-Time): Typical salary range is approximately €40,000–€60,000 per year (around $43,000–$65,000 USD), depending on seniority and research output. Additional bonuses or funding may be available for published research or international projects.
• Associate Professor: Average salary range is around €30,000–€45,000 annually (approximately $32,000–$48,000 USD), with variations based on experience and teaching load.
• Lecturer/Adjunct Faculty: Salaries often range from €20,000–€30,000 per year (about $21,000–$32,000 USD), frequently on a part-time or contract basis with fewer benefits.
• Academic Dean or Director: Compensation typically falls between €60,000–€80,000 yearly (around $65,000–$86,000 USD), reflecting leadership responsibilities and institutional impact.
• Administrative Staff (e.g., Admissions Officer): Salaries generally range from €25,000–€35,000 per year (approximately $27,000–$38,000 USD), depending on role complexity and experience.

Salaries at Brest Business School are generally competitive within the French higher education sector, particularly when benchmarked against other regional business schools. Progression often depends on academic achievements, such as publications or securing grants, as well as contributions to the institution’s reputation. As with many French institutions, compensation may reflect public sector standards, which prioritize stability and benefits over high-end private sector salaries. While specific data remains limited, prospective employees can anticipate a structured pay system with opportunities for incremental increases based on tenure and performance.