Salaries at HSB

At Hochschule Bremerhaven, a university of applied sciences in Germany, salary expectations for academic and administrative staff are typically determined by the public sector pay scale known as the Tarifvertrag für den öffentlichen Dienst der Länder (TV-L). This system categorizes salaries based on role, experience, academic rank, and qualifications. Salaries are generally transparent due to the standardized pay bands under TV-L, which are publicly accessible and applied across many German universities. However, specific individual salaries or additional bonuses may not always be disclosed, as they can depend on factors like research grants or performance-based incentives.

• Professor (W2/W3 Pay Scale): Typical salary range is approximately €60,000–€85,000 per year (around $65,000–$92,000 USD), depending on seniority and federal state adjustments. Additional funding for research projects may supplement income.
• Junior Professor (W1 Pay Scale): Average salary ranges from €48,000–€55,000 annually (about $52,000–$60,000 USD). This role often includes a temporary contract with potential for progression to a full professorship.
• Research Associate/Lecturer (TV-L E13): Salaries typically fall between €40,000–€50,000 per year (roughly $43,000–$54,000 USD), influenced by experience and contract duration. Part-time positions may earn less.
• Administrative Staff (TV-L E5–E9): Earnings range from €25,000–€40,000 annually (approximately $27,000–$43,000 USD), based on job grade and years of service. Roles include support staff in student services or facilities management.

Salaries at Hochschule Bremerhaven are generally competitive within the German public sector, aligning with national benchmarks for higher education institutions. Progression often depends on achieving higher pay grades through experience, additional qualifications, or transitioning to senior roles like full professor. As a public institution, salary structures are less flexible compared to private sector positions but offer stability and benefits such as pension schemes. While exact figures for specific roles may vary slightly due to individual circumstances, the adherence to TV-L ensures a level of predictability and fairness in compensation across the university.