Secret of German IT payment
“All about working, age, position, experience, city, and nepotism to talk about wages are all hooligans! ” – Freud
In general, IT industry companies have qualifications that are graded. The higher the level, the greater the power and responsibility of the employees, and the more they receive the rewards. When employees are at a certain level, they will have the opportunity to advance to a new level.
German IT companies will of course have a hierarchy, but in addition to a few specific salary levels in German and American companies such as Google, Microsoft, Amazon, etc., in general, there is no publicly available, such as the above-mentioned US companies. Or domestic Ali or Tencent qualification level table (with exceptions detailed later). For example, Microsoft employees have a rating of 59 to 80, Amazon employees have a rating of L4 to L10, Facebook employees have a rating of E3 to E9, domestic Ali employees have a rating of P4 to P14, and Tencent employees have a rating of 4 to 17, Baidu employees. The rating is from T5 to T9.
Of course, there is a lot of room for regulation between Chinese and American IT companies. You can complain that this is still opaque. But in Germany’s IT practitioners, pay transparency can be said to be even worse, because there is no trace of reference between each other. This led to the mysterious secrets of programmers in the German forum or circle of friends, such as my friends, my neighbors, my husband, my colleagues, my classmates, how much salary and so on.
This article will attempt to open the German IT industry salary veil, to graduates who plan to work in Germany, in the German IT counterparts who want to work in Germany, or friends interested in the German IT industry, a rough reference.
Where can I find out the salary?
Two unfamiliar IT practitioners in China met. In addition to technology, the most talked about may be wages. And maybe it’s very straightforward: how about salary, how many monthly salary? How much is the total package, how much was the bonus last year?
Two people in Germany who meet with each other are in a hurry and are not likely to talk about wages unless they are very familiar and familiar friends. The Germans regard salary as a very private matter. It is almost impossible for colleagues to disclose each other. If a colleague volunteers to tell you, then you should not be moved to spit. This is a routine.
Some friends who came to Germany on business trips from China often asked German colleagues for their salary without talking a few words. This is very rude and violates company regulations. Even if you don’t ask the Germans and ask your compatriots to ask them privately, do you think that the other party will tell lies?
Therefore, remember to follow the customs in Germany, do not rush to ask the other party’s salary, unless you are more familiar with the relationship. If you are a colleague of the current company, the other party is a German. If you don’t want to be very embarrassed in the future, please kill your curiosity directly, even if you usually talk high.
Before investing in resumes, Germans usually go to the websites of Glassdoor.com, Gehalt.de, and Gehaltsreporter.de to see the company’s comments and check the company’s average salary. The salary data on the website is mostly submitted anonymously from users who have worked or are working in the company, and the credibility is still very high.
Why is the credibility high? Take Glassdoor as an example. As shown in the small picture, the submitter must first be a registered user. When submitting anonymously, you must also indicate the position, length of service, company name, salary, bonus, etc. in the database. It will not take effect immediately after submission, and will not be entered until after the background review. Therefore, there are few cases of random submissions.
When looking at the data, you also need to pay attention to the data submitter’s own position and length of service. For example, you can’t compare the Junior level with the Senior level, and you can’t compare the sales and software development. Because it is the data of former employees or current employees, not all companies have enough data to refer to, such as small IT companies or some medium-sized enterprises, it is not easy to find the corresponding salary data. Because a small IT company or an IT department of a medium-sized company may not have many people, you can guess who submitted it by looking at the title and then rubbing your finger.
Take SAP as an example, search for the salary of software development programmers in Berlin in Glassdoor:
1. At the top of the search results is the average salary of the programmers in the Berlin area of 52,893 euros, a total of 149 authors, the last data updated on September 19, 2019, the right side shows “very high credibility”, indicating the source of the results A large amount of newer data.
2. Then click on SAP under the search results to view the details. There are 11 data in Berlin.
3. The picture below shows the average annual salary of SAP’s Berlin area of 55,191 euros, and the right side of 4,108 euros is the average amount of bonus benefits. The final comprehensive data, SAP software programmers in Berlin can refer to the per capita package of 60,591 euros. You can also make more detailed enquiries based on the length of service (Jegliche Erfahrung).
Now that you have some information about the salary level of a certain city or a certain company, where can you learn about the overall salary level of the German IT industry? That is the annual per capita salary survey published by various survey agencies, professional websites, professional agencies or related organizations in Germany.
First of all, we must emphasize the position of the IT industry in Germany. Since there is no large-scale Internet-based enterprise in Germany, at the same time, Germany is a traditional country with leading technology in the traditional fields of automobile, machinery and chemical industry. Therefore, the IT industry is not in Germany. For example, in China and the United States, IT is leading and even leading the industry, but has always served as a supporting role for other major industries. Similar to the three men and four women in the idol drama, they can’t afford the girders alone, and there is no ta and can’t stand the plot.
Some people may ask: Isn’t there a SAP in Germany? In recent years, it has been the middle of the top 10 software companies in the world; there is also a Siemens digital industrial software company, which is also very powerful. You have to know that the main revenue of these two companies comes from the industry, and they are dedicated to serving the industrial enterprises and are the strong backing of digital (how to say it is still auxiliary). However, the low status does not mean that the German IT industry has low wages. After all, the boss has meat, and the younger brother always has soup.
The relatively flat level of software development and the lack of IT talent have in turn clamped down the industrial digitalization process in Germany. This situation is reflected in the salary of the software industry, and there are very few packages like the Google, Facebook and other American Internet companies that make people feel heart beat. According to the Microsoft internal salary anonymous survey form leaked a while ago, a working experience of about 5 years, working for Microsoft for 3 years, the basic salary of the 62-level programmer is: 150,000 / year, bonus 20,000, stock 15,000, the total annual income is 185,000 US dollars (about 167,400 euros). With a 5-year experience of nearly 170,000 Euros, it is estimated that the vast majority of German programmers are very concerned.
Some insiders laughed that Germany is raising the most cost-effective software engineer with cheap wages. This has led many local IT talents to be directly hired by American or Swiss companies with high salaries. However, with the emphasis of the German government and traditional industry management on industrial informationization, it is proposed to moderately intervene in key industrial fields through the state to continue to maintain the competitiveness of German industry in Europe and the world. The IT industry has not been salty before. The situation is slowly moving in a more favorable direction.
Graduate starting salary
Let me talk about the starting salary of graduates.
The previous section mentioned the complementary status of German IT, which caused most of the IT industry’s compensation to be attached to its leading industry. For example, front-end development with the same level of experience, there are significant differences in pay in the banking, construction and energy industries.
The following statistics are derived from the starting salary survey data of graduates of Bachelor or Master’s degree in the Absolventa website in Germany in 2019, taking into account factors such as occupation, major, industry and geography. Unless otherwise noted, the salary is the pre-tax income (Brutto):
- In 2018, the average starting salary for German graduates was 44,310 euros.
- The average starting salary for master’s degree graduates is 46,199 euros, and the average starting salary for a bachelor’s degree is 40,553 euros, an average of 12 percentage points higher.
- The three states with the highest starting salaries are: Baden-Württemberg, Hessen and Bayern.
- The highest paying industries are banking, automotive, and pharmaceutical and health care.
- The profession of engineers took the first place in the professional direction with an average starting salary of 48,930 euros.
- The starting salary of German graduates is at the upper-middle level in Europe.
First, according to occupation statistics
If the IT general direction is proposed separately, and then divided into several technical directions in the following figure, hardware development ranks first with an average starting salary of 47,000 ohms, where hardware development includes and embedded, software and hardware combined development; Software development ranked 45400 in Europe, followed by economic information development (Wirtschaftsinformatik) with a slight difference in third place.
Graduate starting salary – by occupation
Economic information development, to put it simply, is related to the development of SAP systems that many hardcore software programmers despise. Despising contempt, people are pressing on the head of the fourth-generation general software development (44404 euro), SAP Global Top10 software company does not deceive me.
Web development bottom, because Web or front-end development is not very important in Germany, as the bottom of the scorn chain, PHP is often used in the German Developer Conference.
Let us look at the starting salary of other occupations in the engineering field.
What? The mid-level economic engineering Wirtschaftsingenieurwesen starting salary (47116 Euro) can directly kill the highest-skilled hardware development in the IT industry (47,000 Euros)?
Graduated from the IT industry in Germany, if you leave the traditional pillar industry in Germany, the starting salary can usually only be hesitant.
Second, according to professional statistics
Here are some starting points for MINT related majors, what is MINT:
- Mathematik Mathematics
- Informatik Informatics
- Naturwissenschaften Natural Science
- Technik Technology
MINT is also a lack of professionalism for the talents required to work for a blue card in Germany.
It is not wrong to learn computer science in Germany. The starting salary is appropriate, but if you want to have greater development, it is best to stay close to the industrial industry.
Third, according to industry statistics
The table below shows the top ten starting salaries in the German industry in 2019. Note that the statistics in the table are quartiles, not averages, and the following data will be used multiple times:
- The smaller quartile Q1 is equal to the number in which all values in the sample are 25% from small to large.
- The median Median is equal to the number in which all values in the sample are 50% from small to large.
- The larger quartile Q3 is equal to the number of 75% in all samples in the sample from small to large.
Take the banking industry as an example. 25% of graduates have a starting salary of less than 43,000 euros, 50% of graduates have a starting salary of more than 5,000 euros, and 25% of graduates have a starting salary of more than 58,000.
Fourth, according to company size statistics
- For small companies with less than 100 employees, the starting salary for graduates is 36,000 Euros.
- Small and medium-sized companies with less than 1,000 employees have a starting salary of 38,000 euros.
- For medium-sized companies with less than 5,000 employees, the starting salary for graduates is 41,000 Euros.
- For large companies with more than 5,000 employees, the starting salary for graduates is 50,000 Euros.
In general, big companies still earn more, the world is the same.
Fifth, give a detailed example
In summary, the starting salary of the graduate IT industry is affected by various factors.
Take the system administrator as an example. The starting salary of the master’s graduate is 45,478 euros, the bachelor’s degree is 42,468 euros, and the average starting salary of the industry is 43,973 euros. Among them, security experts are among the industry leaders, rising from 63,000 euros in the previous year to 71,100 euros. It is obvious that the master’s degree is only a little more earned than the bachelor’s degree. This is because in the systems management industry, work experience is more important than school training.
At the same time, the workplace has a great influence, and South Germany earns the most. Hessen ranks first with a starting salary of 45,128 euros because of the prosperity of the banking industry.
Another factor is the industry and the size of the company. The maximum possible gap is 5,000 euros, because the larger the company, the more complex the system and the greater the responsibility. System management is better served in the following three industries: banking, machine building, and chemical industry; but it is poorly treated in retailers and the public administration industry.
If you are a system administrator, please try to get the security field qualification certificate, then go to Hessen (Frankfurt), enter the banking and financial industry, and try to choose a big company, then you will beat most of your peers.
IT compensation report
Now it is beginning to uncover the salary of the German IT industry.
The salary statistics that can be found online are mostly the overall salary of various industries in Germany. For example, the average value of all ages in various industries, and there are not many statistics for the IT industry, so only a little reference can be provided. More reference value is the employment introduction agency, the salary statistics report issued by the headhunting company, the data are from the salary of all the recommended persons of these companies, the referees are generally those who have worked for several years (there are not many graduates) ), so the statistics are more informative. But not all companies are willing to take out the dry goods, such as the following salary report on the IT industry from an intermediary company, it is pretty good, but the data is a bit too general.
However, there is a salary report for an international large headhunting company. The author has been paying attention to and subscribing for 5 years (who was a client of this company and successfully obtained a position through its headhunter). The company specializes in the following industries in Germany: financial accounting, IT and business. Its salary statement is not limited to the salary itself, but also contains some relevant analysis, such as:
- The trend of the German IT industry (which is the easiest job to find)
- IT industry employee turnover reasons
- What kind of benefits do employees like best?
The salary report data is derived from:
- Daily salary data for each German division
- A lot of talks with job providers and job seekers
- Years of experience of the company’s senior management
- Company’s annual salary database
Headhunting companies generally only contact job seekers with work experience, so the report is highly credible. It has been seen by colleagues who have experienced job-hopping experience. The salary in the report is indeed in line with the actual level.
First, the German IT employment environment
Here we use the company’s three IT compensation reports in 2017, 2018 and 2019 to make an overview of the employment environment in the IT industry.
76% of CIOs and CTOs are worried or very worried, and their employees are migrating to competitors. To meet growing demand, many companies plan to create new IT positions and fill vacancies, with 87% of CIOs and CTOs planning to hire new IT staff. But there are huge challenges in recruiting in the following areas: security, software development, application development, database management, and digitization.
The top three reasons for job-hopping are: pursuing a higher salary (61%), pursuing a better corporate culture and working atmosphere (12%), and pursuing a better work-life balance (12%).
60% of CIOs find it difficult to find an expert in the security field. Although 56% of IT professionals have been employed in the company for ten years or more, employee turnover has increased over the past three years, which was confirmed by 43% of the management interviewed. There are many reasons: IT experts are very popular on the market today, and they are free to choose areas of interest and better salaries. However, the attractive factor is that salary is not the only one, and the new generation of IT practitioners who are pursuing are constantly looking for more exciting professional challenges. If the company does not provide training and development opportunities, then it is impossible to retain employees.
The top five reasons for job-hopping are: pursuing better industry development opportunities (44%), pursuing multi-faceted professional experience (43%), encountering bottlenecks in the company’s personal development (27%), low salary and not being Accreditation (27%), pursuing a better work-life balance (27%).
I have had three or four colleagues, not because of poor salary, but to pursue a better technical environment, or a better company work atmosphere. Now is the buyer’s market, and IT practitioners have more room to choose.
The IT industry’s labor market continues to heat up, and more online surveys through XING or LinkedIn. If the IT practitioners apply very positively, they may end up receiving several contracts. However, 40% of human resources management personnel revealed that many applicants’ salary requirements are too high.
The following IT areas are relatively lacking: customer service, software development, system/network management, project leadership/management, and IT security.
Second, salary data 2017-2018
The salary level in the report is divided by position and length of service: 0-2 years, 3-5 years, 6-9 years, more than 10 years.
Look at the most detailed positions in this category. Each segment has an increase of several thousand euros in 2017 compared to 2017. The software engineer here refers to an engineer who does not define a certain development language, such as a full-stack development engineer, or an engineer who is a software-software-to-eat.
2. Network & (Electric) Communication
3. Database Management
Data warehousing management with years of experience has a good income.
4. Application development
Application development refers to the development of an enterprise-level application in the enterprise.
5. Internet e-commerce
It seems that there is a reason for product managers in the Internet to attract people: they are not seen by programmers and earn more than programmers.
6. Quality and safety management
IT auditors are sulking and making big money.
7. Software Consulting
Software consulting is still very popular in German companies.
8. IT management
The above salary is dwarfed by the total salary package that Microsoft leaked out. So what about management positions? It seems that only the German management team has the capital to fight with Microsoft mid-level engineers.
9. Geographical factors
Don’t forget the uneven pay in the German region mentioned earlier. The salary data listed here is an average, but if you need a more precise category, please see this map. If you are a programmer in Frankfurt, you need to multiply the salary figures in the above table for your working age by 110%, which is your closest salary. Finally, if you are in a big company, multiply the result by 107%.
Third, salary data 2019
It is worth noting that since 2019, the report does not mention the length of service, but is divided according to experience: very little experience, years of experience, years of experience and qualifications above average, expert level.
This change is very important, based on the sentence in the report: “40% of HR managers revealed that many applicants’ salary requirements are too high”, indicating that headhunters no longer simply evaluate an IT practitioner based on years of work. Qualifications, after all, if you do a single job repeatedly in a decade, it does not mean that this employee is experienced. This also means that the headhunting company will be more professional and strict.
In addition to replacing wages with years of experience, the 2019 report is quite different from the previous one:
- Combine many sub-positions into a general set of positions for statistics
- Cancel the previous salary interval data and replace it with the average
I speculate that this change is because: unlike traditional industries, the IT industry is a “cross-level” phenomenon with frequent occurrences. Cross-level phenomenon refers to software engineers. As the heat in the field is increased at a certain time, it is likely that at that point in time, the salary of the job or job-hopping is higher than that of the engineer who worked longer in the same field. This phenomenon has led to the fact that in the IT industry, the lower limit and upper limit wages between different empirical value areas become very vague, but they cannot give the correct reference value.
As before, these data also need to be combined with the pay area map. If you are a programmer in Frankfurt, you need to multiply the salary figures in the above table for your working age by 112%, which is your closest salary. Finally, if you are in a big company, raise the result to 107%.
The salary standard in 2019 is obviously higher than that in the previous two years. It may be that German companies pay more and more attention to digital reform and are willing to invest more in IT field experts. As for you who are reading this article, do you think you are an expert level?
Fourth, the length of service and salary comparison
There is a way to quickly and roughly estimate whether your salary has reached an average level. The author has developed a small program based on some historical data published on the Internet. A reader with a master’s or doctoral degree can do a quick check on the length of service and pay, and see what level of salary is in German employees. However, these data sources are not limited to the IT industry, but to all industries in Germany.
A male employee, graduated from the UNI master’s degree in 2012, with an annual salary of 75,000 euros, then his salary is high in the salary level of the corresponding degree level in Germany, the level is at 97%, and the employee compensation level in Germany is 91.05%.
Of course, this is only a rough estimate. Everyone is still based on the IT compensation report in the above section.
There are many programmer friends working in the IT field in the German traditional industrial industry. The German trade unions are familiar to everyone. Once they enter such trade union-protected enterprises, the wages must be linked to the wage plan Tarif. For example, the machinery manufacturing industry, the electronics industry, car companies and upstream and downstream suppliers can all join the Metal Industry Union (IG Metall), and the wage plan is implemented according to the standards negotiated by trade unions and enterprises. Every few years, there will inevitably be a wage saw negotiation between the trade union and the enterprise. Generally, after the first talk, there will be different levels of strikes until the company accepts some salary increases.
Because each state’s price and living standards are different, this standard is not the same in Germany. The standards in each state are slightly different, but the wages are not too different. However, in the same state, the wages of all IG Metall companies are implemented in accordance with a basic standard.
The following table is part of the latest IG Metall salary base rating table for 2019, including the three standards of Baden-Württemberg (Baju), Bayern, and Berlin/Brandenburg (orange-yellow rounded frame) ). In the red box, Entgeltgruppe refers to the salary level, and the red box Stufe ABC refers to the level within the same salary level. Because the state standards are different, the bold numbers in the green box represent the same level of wages in different states when compared horizontally. For example, the EG 7 of the Bavarian State is about the same as the EG 5 StufeB of Bayern, which is equivalent to the EG 5 Hauptstufe of Berlin.
Note: The standard in the table is set by the working hours of 35 hours per week. The working time can be chosen by yourself, ranging from 32-40 hours, and there are other special cases.
First, give an example
Take the IG Metall wage basic standard of Ba Fuzhou as an example, a total of 17 EG levels are divided. Bachelor’s degree graduates are generally EG 10-11, graduates of master’s degree are generally EG 12-13, and doctoral graduates are generally EG 14-15. The graduates here have no work experience, and they are talking about the vast majority of cases. If the paper is sent to the soft, the big cow graduates may have special treatment. By the way, Bayern State, graduates of bachelor’s degree are generally EG 9, graduate students are generally EG 10.
Graduates or job-hopping companies, usually set your target level Zielgruppe, usually EG 15, this level is mostly experienced engineers. EG 16 is generally a senior engineer, architect or expert level, and EG 17 usually involves high-level work such as part management and project management. The management of the upper management, such as the department management, is not in this table. It is outside the salary standard (Außertarif, referred to as AT), and it is necessary to talk about the salary separately with the personnel department of the company.
The upgrade of IG Metall mid-level is not automatically upgraded over the years of work. Changes at each level require a certain change in job title, such as from Junior to Senior, because each level of IG Metall is scored based on the complexity of the tasks being processed by the current job. One or two opportunities a year and a performance discussion with the superior to decide if you are upgrading. For example, a master’s graduate from EG 12 to level 3 to EG 15, the best one is also 2-3 years, normally takes 5-6 years, and may take more than ten years.
However, the small level within the hierarchy may be automatically upgraded according to state standards, such as Bayern, within the same level, automatically from level A to level B for 18 months.
Second, how to calculate?
This table looks very complicated, how do you calculate the salary?
Take EG 14 for example. The basic monthly salary is 5,071.50 Euros and 35 hours of working hours per week. Employees at this level may be graduates who are upgrading or may be migrating to the company.
First recognize a few German words and remember for the time being:
Grundentgelt basic salary (remuneration)
Leistungsentgelt performance pay (reward)
Leistungsbeurteilung performance appraisal
Leistungszulage Performance Bonus
Bonus year-end bonus
Weinachtgelt Christmas Bonus
Urlaubsgeld Holiday Gold
First make a multiple choice question, the employee is at the level EG 14, then which of the following is his annual salary?
- 50000 – 60000 Euro
- 60000 – 70000 Euro
- 70000 – 80000 Euro
- 80000 – 90000 Euro
- 90000 – 100000 Euro
- > 100000 Euro
Answer a, correct.
Answer b, correct.
Answer c, it is correct.
Answer d, it is correct.
Answering e is equally true.
Answer f, still correct.
So, abcdef all the above options are all correct, will you be crazy?
Let’s calculate one by one.
a. 50000 – 60000 Euro
If the employee is in a business, choose to work 32 hours a week, and there is no performance pay, performance bonus, no year-end award, no other benefits:
Annual salary = (5071.50 / 35) * 32 * 12= 55642
b. 60000 – 70000 Euro
If the employee is in a business, choose to work 35 hours a week, no performance pay, performance bonus 14%, no year-end award, no other benefits:
Annual salary = 5071.50 * 12 * 114% = 69378 Euro
If the employee is in a certain business, choose to work 35 hours a week, no performance pay, performance bonus 8%, year-end bonus is 50% monthly salary, no Christmas gold, no holiday gold:
Annual salary = (5071.50 * 12 + 5071.50 * 50%) * 108% = 68465 Euro
c. 70000 – 80000 Euro
If the employee is in a certain company, choose to work 35 hours a week, no performance salary, no performance bonus, year-end bonus based on the company’s performance in the current year (assuming 4500 euros), Christmas gold is 50% monthly salary, holiday gold is monthly salary 50 %:
Annual salary = (5071.50 * 12 + 5071.50 * (50% + 50%)) + 4500 = 70429.5
If he chooses a 40-hour contract, then:
Annual salary = (5071.50 * 12 + 5071.50 * (50% + 50%)) /35 * 40+ 4500 = 79848
If the employee is in a business, choose to work 35 hours a week, no performance pay, performance bonus 8%, year-end bonus is 50% monthly salary, Christmas gold is 75% monthly salary, holiday gold is 50% monthly salary:
Annual salary = (5071.50 * 12 + 5071.50 * (50% + 75% + 50%)) * 108% = 75312 Euro
d. 80000 – 90000 Euro
If the employee is in a certain business, choose to work 40 hours a week, no performance pay, performance bonus 14%, no year-end award, Christmas gold is 75% monthly salary, holiday gold is 50% monthly salary:
Annual salary = (5071.50 * 12 + 5071.50 * (75% + 50%)) /35 * 40 * 114% = 87548
e. 90000 – 100000 Euro
If the employee is in a certain company, choose to work 38 hours a week, performance salary 7%, performance bonus 14%, year-end bonus is 30% monthly salary, Christmas gold is 75% monthly salary, holiday gold is 50% monthly salary:
Annual salary = (5071.50 * 107% * 12 + 5071.50 * 107% * ( 30% + 75% + 50% ) ) /35 * 38 * 114% = 91008
If he chooses a 40-hour contract, then:
Annual salary = (5071.50 * 107% * 12 + 5071.50 * 107% * ( 30% + 75% + 50% ) ) /35 * 40 * 114% = 95798 Euro
f. > 100000 Euro
At this point, you should not need to give examples. As long as you fine-tune performance bonuses, performance bonuses and other bonuses (of course, don’t overshoot too much), you can get the corresponding annual salary.
What? The company has a deep set of roads, I want to go back to the countryside! At the same level, how can there be such a big difference? !
Note that the above examples are not all regular pay, but the exceptions always exist, which is why there are a lot of big gods around us. However, companies of different sizes, even different departments of the same company, may have subtle differences in performance or bonus parameters. Performance bonuses will also be related to whether or not the expected task is completed at work.
Therefore, it is very Naive to infer the annual salary of people with work experience through the salary level (but it is inferred that the salary of graduates is more reliable, because performance is basically fixed).
Because these algorithms are as complicated as the German tax laws, many Germans working at IG Metall are not necessarily clear, and newcomers are often asked in various forums.
If you are a person with work experience, quit job and pass the interview of such a company, when you talk about salary, don’t directly tell HR which salary level you want, but talk about your expected annual salary and working time. HR will fine-tune these parameters according to your expected annual salary and according to the company’s regulations, and finally give you a contract that best meets the requirements of a certain salary level.
As for your expected annual salary, please refer to the salary section in Section 4, combined with your own qualifications.
Public service department
There are also many friends who work in schools or various research institutes, or read blogs, who belong to scientific research workers. The salary standard adopts the standard salary scale of the public service department from the government agencies ( Tarifvertrag für den Öffentlichen Dienst, TVöD for short).
With the same qualifications, the salary of the scientific research institution is generally less than that of the employees working in the enterprise. The author of this content has limited information and will have the opportunity to add it later.
to sum up
If we have to thoroughly compare the German salary with the salary of China and the United States, it is necessary to take the German tax, as well as social welfare and other factors for discussion. This topic is too big. Here is just one factor: time cost.
I have a programmer friend in Germany, passed the layer of interviews in the domestic Ali, got the position of P7. Below are the salary levels and number of shares from the online Alibaba system:
According to the P7 salary in the table, all take the median, 600,000 RMB annual salary plus four years and 1000 shares, 60W + 250 shares per year * 172 (today’s stock price) * 7.12 (today’s US dollar exchange rate) about 900,000 RMB, equivalent to the euro before tax 115,500 euros. He didn’t get the annual salary at the time, but he refused the contract in the end. Because I heard that the department I was going to was 996 working hours.
Every week, nearly 70 hours of overtime work, 3 weeks of holiday (including public holidays, leave), the cost of rough calculation is about 35 Euro / hour.
At that time, he was counted in German wages, 8 weeks a week (including public holidays, leave), 40 hours a week without overtime, the rough calculation time cost is about 45 Euro / hour.
Let’s look at the Silicon Valley programmers in the United States. When they get a high salary, they also have to go through the PIP (Performance Improvement Plan) system, which is a performance improvement plan. The company will require employees of PIP to improve their performance over a period of time, and if not, will be fired. In fact, this standard is difficult to achieve, PIP into the unspoken rules of understanding employee workers, online Amazon 15% per year, Facebook 10% of employees per year are PIP, almost no possibility left. Although the company does not mandate 996, the invisible competitive pressure between colleagues is very large.
Therefore, we can’t just see the thief eating meat, not seeing the thief beaten. As for the time cost, this criterion is too simple and rude. I believe that everyone will have their own ideas and find the best way for them. Also, don’t forget that all the wages from the age, rank, position, experience, city, and nepotism are all hooligans!
Because the data is constantly changing every year, the information that is received is inevitably biased, and the author’s cognitive blind spot. This article will be errata and updated from time to time. It is currently V1.0.
About the author: The public number [the German IT thing] from time to time to publish the IT circle of the country of potato beer, record the IT people who struggle in Germany, the tears and laughter in the Ta people’s workplace, the sadness and joy in Ta’s life, Ta The sultry or lovely German colleague we met tells the story of the German program and the program.