Salaries at EHN

At Evangelische Hochschule Nürnberg, located in Germany, salary expectations for academic and administrative staff are generally determined by factors such as role, academic rank, years of experience, and field of expertise. As a university with ties to public sector frameworks, salaries often align with standardized pay scales like the German Tarifvertrag für den öffentlichen Dienst der Länder (TV-L), which categorizes employees into pay groups based on qualifications and responsibilities. While specific salary bands for individual roles may not always be publicly disclosed by the university, transparency is often maintained through adherence to these collective agreements, ensuring predictability for employees.

• Professor (W2/W3 Pay Scale): Typically earns between €60,000–€90,000 annually (approximately $65,000–$98,000 USD), depending on seniority and research output. Additional bonuses or funding may be available for exceptional research contributions.
• Junior Professor (W1 Pay Scale): Average salary ranges from €48,000–€55,000 per year (about $52,000–$60,000 USD), often tied to temporary contracts with potential for progression to higher ranks.
• Research Associate/Lecturer (TV-L E13): Salaries generally fall between €40,000–€50,000 annually (around $43,000–$54,000 USD), influenced by experience and whether the position is full-time or part-time.
• Administrative Staff (TV-L E5–E9): Earnings range from €25,000–€40,000 per year (approximately $27,000–$43,000 USD), based on the specific role and level of responsibility within the university structure.

Salaries at Evangelische Hochschule Nürnberg are generally competitive within the German higher education sector, particularly due to their alignment with public sector pay scales, which offer stability and periodic adjustments based on inflation or collective bargaining outcomes. Career progression often depends on academic achievements, publications, and securing research grants, especially for faculty roles. For administrative staff, salary increases are typically tied to years of service and internal promotions. While exact figures for specific positions may not always be publicly available, the adherence to standardized pay frameworks ensures a level of fairness and predictability for prospective employees.