Salaries at THD

At Technische Hochschule Deggendorf (TH Deggendorf), located in Germany, salary expectations for academic and administrative staff are typically determined by a combination of role, experience, academic rank, and field of expertise. As a public university in Bavaria, salaries often adhere to the standardized pay scales set by the German public sector, such as the TV-L (Tarifvertrag für den Öffentlichen Dienst der Länder) for non-professorial staff and the W-Besoldung scale for professors. These scales factor in seniority and qualifications, ensuring a structured and predictable compensation framework. While TH Deggendorf does not publicly publish specific salary bands for individual roles on its official website, general transparency is maintained through adherence to these widely recognized public sector guidelines, which are accessible to employees and prospective candidates.

• Professor (W2/W3): Typical salary range is €60,000–€85,000 per year (approximately $65,000–$92,000 USD), depending on the W-level and years of service. Additional income may come from research grants or industry collaborations.
• Junior Professor (W1): Average salary range is €48,000–€55,000 annually (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 typically range from €45,000–€55,000 per year (around $49,000–$60,000 USD), influenced by experience and project funding.
• Administrative Staff (TV-L E5–E9): Earnings vary between €30,000–€45,000 annually (approximately $32,000–$49,000 USD), based on job grade and responsibilities.

Salaries at TH Deggendorf are generally competitive within the German public university sector, reflecting the standardized pay structures that prioritize fairness and predictability. Progression often depends on academic achievements, years of service, and successful evaluations, particularly for professorial roles. As a public institution, compensation is benchmarked against national and regional standards, ensuring stability but sometimes limiting flexibility compared to private sector roles. For prospective employees, these structures provide clarity, though specific figures for individual positions may require direct consultation with the university’s human resources department due to the lack of publicly detailed data for every role.