Salaries at FHDW

At Fachhochschule der Wirtschaft (FHW), salary expectations for academic and administrative staff are typically determined by factors such as role, experience, academic rank, and field of expertise. As a university of applied sciences in Germany, FHW often aligns its compensation structure with public sector pay scales, such as the Tarifvertrag für den öffentlichen Dienst der Länder (TV-L), which governs salaries for many higher education institutions. These scales categorize employees into pay groups based on qualifications and responsibilities. However, specific salary bands or detailed breakdowns for FHW are not widely published or transparently available on official university platforms, making it necessary to rely on general industry standards and public sector guidelines for estimates.

• Professor (W2/W3 Pay Scale): Typically earns between €60,000–€90,000 annually (approximately $65,000–$98,000 USD), depending on seniority and federal state regulations. Additional income may come from research grants or industry collaborations.
• Junior Professor (W1 Pay Scale): Average salary ranges from €45,000–€55,000 per year (about $49,000–$60,000 USD), often tied to temporary contracts with potential for progression to higher ranks.
• Research Associate/Lecturer (TV-L E13): Earnings 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): Salaries range from €25,000–€40,000 per year (approximately $27,000–$43,000 USD), based on job level and years of service.

Salaries at Fachhochschule der Wirtschaft are generally competitive within the German public higher education sector, reflecting standardized pay scales that ensure fairness and predictability. Progression often depends on achieving higher academic qualifications, securing tenure, or taking on additional administrative responsibilities. While these figures are based on typical public sector benchmarks, actual compensation may vary slightly due to regional differences or individual negotiations. For prospective employees, understanding the TV-L framework provides a reliable starting point, though direct confirmation from the university’s HR department is recommended for precise figures.