Following the doctorate, the next career step is often a position as a postdoc. The following is a summary of the most important information on how this career phase can be structured.
The early postdoc phase is designed to complete ongoing projects, start new ones and gain a foothold in the scientific community. For this, networking is just as important as expanding one's own teaching experience or attending conferences. In addition, experience should be gained in acquiring third-party funding and the step abroad should be considered. In the late postdoctoral phase (4-6 years after the doctorate), there are various ways to become eligible for a professorship. The classic path is the habilitation, i.e. writing a second qualifying thesis. As a rule, this is written in a temporary position as a research assistant. With the successfully completed habilitation, the venia legendi is awarded, which qualifies for appointment to a professorship. In addition, other paths to a professorship have emerged over the years. For example, the qualification can also be acquired via a junior research group leadership or a junior professorship (with and without tenure track). In many disciplines, however, the habil-itation is still widespread. Which career path is sensible and promising in one's own depart-ment should therefore be discussed with experienced academics in one's own department.
Postdocs are not only employed at chairs, in research groups, within the framework of third-party funded projects or scholarships at universities, but also at research institutes (such as the Helmholtz Association, the Max Planck Society, the Leibniz Association or the Fraunhofer Society). Even companies regularly advertise positions for postdoctoral researchers. The task profiles vary depending on the integration: While postdoctoral researchers are often involved in teaching at a university chair, hold tutorials, take exams and take on academic self-admin-istration, in externally funded projects and fellowships, their own research work predominates. In non-university research institutions, postdocs are usually integrated into (junior) re-search groups and often work in an internationally oriented working environment. In compa-nies, on the other hand, application- and project-related activities predominate, in which in-novative solution strategies for processes or technical requirements are paramount. However, the strong practical orientation in companies usually prevents a return to higher education, although a professorship at a university of applied sciences is not ruled out.
For employment at state universities and research institutions, the Act on Temporary Employ-ment Contracts in Science (Wissenschaftszeitvertragsgesetz - WissZeitVG, https://www.gesetze-im-internet.de/wisszeitvg/BJNR050610007.html) applies. Young scientists may be employed at state universities and non-university research institutions for a maximum of twelve years. As a rule, this is six years up to the doctorate and a further six years after the doctorate, although exceptions apply. In medicine, the fixed-term period after the doctorate is about nine years. In addition, temporary contracts can be awarded beyond the time limit if the po-sition continues to be financed predominantly through third-party funding. Further exceptions exist in the case of a disability or a serious chronic illness, which extends the fixed-term period by two years. If children under the age of 18 live in the household, the fixed-term period is extended by two years per child.
The exact application modalities are specified in the job advertisements and are comparable at least at universities and research institutes: As a rule, a good to very good doctorate is expected. In addition, relevant publications, stays abroad or specific methodological skills are advantageous. In the case of employment in a company, internships can also round off the application profile.
Employees at German universities are paid according to the collective agreement for the public service of the states. The scale can be viewed online and may vary from state to state (https://lbv.landbw.de/service/gehaltstabellen). As a rule, third-party funders and research institutions follow these scales. The situation is different for companies, which often agree on other salary regulations and sometimes offer additional financial incentives.
