Salary scales
Under the TVöD system, gross pay is largely set by two parameters: the job activities and qualification requirements for the position, which determine the Entgeltgruppe (scale) (E) number; and job experience, reflected in the incremental Stufe (level) numbers.
The salaries are frequently under renegotiation (e.g., by employee unions), and typically rise by small amounts at least every two years. You will not normally be separately informed of these rises, but will simply see a change in your salary statement. The German-language website oeffentlicher-dienst.info provides further up-to-date information on remuneration for all jobs connected to the German government.
At the MPI for Psycholinguistics, new research staff with a doctorate typically enter at E13.3, that is, scale E13, level 3. In their fourth year of employment, they automatically proceed to level 4.
Salaries for doctoral candidates are determined as 65% of the E13.1 salary for the first year, and 65% of the E13.2 salary for the following three years. You will not normally be separately notified of a standard salary level progression, but will simply see the change in your salary statement.
In the scientific sector in Germany, E14 and E15 usually apply to junior research group leaders only (or comparable positions involving leadership/budget/personnel responsibility); job descriptions will usually specify this. Department chairs, full university professors, and MPG directors are usually treated as civil servants and follow a different, civil service payscale (‘W’).
By default, the Stufe (level) number (job experience) for scientific and non-scientific staff is determined by “length of exposure” to a job in the respective field with a German public service employer. That is, employees start at level 1 when first hired, advance to level 2 after one year at level 1, advance to level 3 after two years at level 2, advance to level 4 after three years at level 3, and so on. The legal requirement is that relevant experience in the same job be recognised by the same employer. Under current regulations, it is ultimately at the discretion of the individual employer whether relevant previous experience that has been acquired elsewhere is recognised or not.
If you do not understand how your current salary level has been determined, or how the progression rules are being applied in your case, speak to your supervisor and/or HR in Operations. You should also speak to HR if you have questions concerning salary determinations for special contract extension periods, or following breaks in a contract.