Salaries at HR

At Hogeschool Rotterdam, a prominent university of applied sciences in the Netherlands, salary expectations for academic and administrative staff are typically determined by factors such as role, experience, and seniority. Salaries often align with the collective labor agreement (CAO) for higher professional education in the Netherlands, which provides standardized pay scales based on job classification and years of service. While Hogeschool Rotterdam does not publicly publish specific salary bands for individual roles on its official website, the CAO framework offers transparency through defined salary scales that are accessible to employees and prospective candidates. Additional considerations, such as performance bonuses or research funding, may also influence total compensation depending on the position and department.

• Lecturer (Docent): Typical salary range is €3,000–€4,500 per month (approximately $3,300–$4,950 USD), depending on experience and scale level within the CAO. Seniority and teaching load can impact placement on the pay scale.
• Senior Lecturer/Researcher (Hoofddocent): Average salary range is €4,500–€6,000 per month (approximately $4,950–$6,600 USD). Additional research funding or project grants may supplement income.
• Professor (Lector): Salary typically ranges from €5,500–€7,500 per month (approximately $6,050–$8,250 USD), often tied to leadership in research groups and external funding opportunities.
• Administrative Coordinator: Salary range is €2,500–€3,500 per month (approximately $2,750–$3,850 USD), varying based on role complexity and years of service.
• Department Manager: Typical range is €4,000–€5,500 per month (approximately $4,400–$6,050 USD), with potential for bonuses based on performance metrics.

Salaries at Hogeschool Rotterdam are generally competitive within the Dutch higher education sector, particularly due to their alignment with the national CAO framework, which ensures benchmarking against public sector standards. Career progression often involves moving up pay scales through experience, additional qualifications, or taking on leadership roles. While specific salary data for individual employees is not publicly disclosed, the structured pay scales provide a reliable guide for prospective staff. This system also reflects the university’s commitment to fairness and transparency in compensation, though total earnings may vary with additional benefits or project-based funding.