Salaries at HSRM

At Hochschule RheinMain, a university of applied sciences located in Germany, salary expectations for academic and administrative staff are generally determined by factors such as role, experience, academic rank, and field of expertise. Salaries often align with public sector pay scales, specifically the German Tarifvertrag für den öffentlichen Dienst der Länder (TV-L), which categorizes employees into pay groups based on qualifications and responsibilities. While the university does not publicly publish specific salary bands for individual roles on its official website, transparency is maintained through adherence to these standardized pay scales, which are accessible through broader German public sector resources.

• 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 adjustments. 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): 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 Hochschule RheinMain are generally competitive within the German public higher education sector, as they adhere to structured pay scales that ensure fairness and predictability. Progression often depends on achieving higher academic qualifications or transitioning to senior roles, with periodic salary adjustments based on collective bargaining agreements. As a public institution, benchmarking against other universities in the region or within the TV-L framework is common, providing staff with a clear understanding of earning potential relative to peers in similar positions across Germany.