Junior research group leader
What do junior research group leaders do? And what do they earn?
Junior research group leaders can begin independent research early on. © jakoblund / iStock.com
Similar to junior professorships, a position as junior research group leader provides an early look at what it’s like to be a professor. A tenure track position is not a guarantee, but chances are relatively good. This article explores the qualifications candidates must have and what they can expect.
Published: 2024-04-02
By: Anke Wilde, Maike Schade; Translation: Dacha Media
Contents
What is a junior research group leader?
As the name implies, junior research group leaders head up their own research groups. As a rule, these groups include one or two other doctoral candidates as well as, in some cases, student assistants or technical personnel, all of whom are selected by the group leader. These positions are highly coveted in the areas of mathematics and the natural sciences as a way of amassing the qualifications necessary for a full professorship.
There is good reason for the popularity of these positions: As a rule, junior research group leaders can spend five or six years conducting independent research free of external directives. They often receive a very generous budget, have solid infrastructure at their disposal and can choose their own colleagues. As such, they are extremely well positioned to establish themselves early on in their academic careers and gain visibility through their research. That often puts junior research group leaders in a better position than junior professors, who must finance their projects and staff with third-party funding and often have less time to focus on their research due to a greater involvement in academic self-governance.
The idea for junior research groups originated with scientific research organisations. The Max Planck Society began introducing such groups back in 1969. Since the late 1990s, junior research groups have become increasingly established at all scientific organisations and the number of funded groups is continually climbing.
One of the most important funding programmes is the Emmy Noether Programme offered by the German Research Foundation (DFG). The German Ministry of Education and Research also supports junior research groups and regularly announces field-specific research programmes.
Universities have also increased the frequency with which they establish such groups and solicit applications for group leadership positions. The trend is linked to state-specific programmes and to the Excellence Strategy, aimed to boost the international renown of German universities, but funding junior research groups is also a way for individual universities to establish their own profile.
The duties of junior research group leaders
Junior research group leaders have similar duties to junior professors, especially at universities:
- Research
- Coordination of research, leadership of the group
- Overseeing doctoral dissertations and final theses
- Holding roughly two lectures per semester
In many cases, holders of these positions do not have to submit additional applications for third-party funding because their research project and staff has already received financing. They also don’t have to reserve time for committee activities, though this also means that they are often less involved in internal university processes than junior professors. As a rule, with the focus squarely on research, no lectures are expected at non-university research institutes. It is, however, generally possible to offer lectures at universities to gain valuable experience on the path to a full professorship.
Junior research group leaders and the right to award doctorates
Junior research group leaders are generally not entitled to give doctoral examinations. However, at more and more universities, they are able to apply for this right.
Junior research group leader: pro and con
Pro:
- Good standing
- Independence in research and, if applicable, teaching
- Important experience on the road to a regular professorship
- Good facilities
Con:
- In some disciplines, it does not replace the habilitation
- At universities, it can lead to less involvement in institutional processes
- Unclear status, especially when it comes to awarding doctoral degrees
Qualifications: How does one become a junior research group leader?
The qualifications necessary can vary slightly depending on the programme. Generally, however, applications for a position as junior research group leader require the following:
- a doctorate with an above-average evaluation awarded within the past few years
- relevant publications in peer-reviewed journals
- international research experience
- at least two years of experience as a postdoc or, in some cases, as a junior professor prior to the interim evaluation
- an excellent, innovative research project that evaluators of the programme find convincing
Applicants to the Emmy Noether Programme and to the Starting Grant programme of the European Research Council must also submit a statement from a university or research institution indicating that, should the application be successful, they will hire the applicant and provide that person with the necessary infrastructure.
Applying: What belongs in a successful application?
The following provides an outline for applications to the Emmy Noether Programme, as described in the instructions. For this programme, decisions can take up to eight months. The following documents must be submitted:
- Information about the project and about the participating individuals and existing obligations. The proposal must also be summarised in both German and English
- Project description, which may not exceed 25 pages in minimum 11-point, Arial font and line spacing of no less than 1.2 (template available). The description must include the starting point (current state of research), the anticipated total duration of the project, the objectives and a detailed description of the research project including methodology (in German or English). The proposal must also include information pertaining to the handling of research data and to the diversity of both the researchers themselves and the research topic, if applicable.
- Project- and subject-related list of publications
Applications to the Emmy Noether Programme may only be submitted through the DFG’s elan portal.
Setup and leadership of junior research groups
Junior research group leaders assemble their groups themselves. The programmes generally allow for one to three colleagues, usually doctoral candidates but, depending on the subject area, technicians and student assistants are sometimes included.
There are a few things to consider when assembling a junior research group. For one, subject-matter expertise is not the only decisive factor; chemistry within the group must be positive. In addition, the group should be as diverse as possible. Many programmes make diversity a prerequisite, but for the others, it will, at the very least, be viewed positively.
In order to find appropriate group members, the positions must first be advertised. To do so, group leaders should work together with their institution’s personnel department. The demands that will be placed on staff should be carefully considered. What tasks will they be expected to accomplish and what qualifications must they have? A good network is advantageous since it enables group leaders to directly approach qualified candidates and encourage them to apply.
Cooperative leadership styles are most effective
A junior research group leader is no longer just another colleague for his or her staff members, but also their supervisor. As such, leaders should carefully consider how they want to fulfil their role and think carefully about how they want to organise the work in their group. A timeline for the research project is essential, clearly outlining which tasks must be accomplished when.
Regular team meetings are helpful to identify what specific tasks are looming and where difficulties may be arising. When making decisions, leaders should pay attention to the views of their staff and pursue a cooperative and transparent leadership style – a style that scientific studies have shown to be the most effective.
A classic problem faced by leaders in academia is that they have a hard time delegating certain research activities, such as laboratory work, and get bogged down by the management tasks they must also take care of. Many institutions offer seminars for those who have taken on a new leadership position – seminars that they should take advantage of.
Clear supervisory relationships
Supervisors have a clear responsibility for their staff members. On the one hand, employees require clear instructions regarding the tasks they are expected to perform, but on the other, they also need space – to work on their own doctoral projects, for example. It is helpful to think back to one’s own experience as a staff member following the instructions of a supervisor: What was helpful and supportive? What was bothersome?
It is helpful for supervisors to discuss with their staff members about what their needs are, and to clearly communicate what they, as a supervisor, expect from their staff – since junior research group leaders must also pursue their own projects and, as the supervisor of a project supported by third-party funds, must meet deadlines. As such, group leaders should establish clear, binding targets with their doctoral candidates on staff, keeping in mind that they must also meet their supervisory obligations as staff members work toward completing their tasks.
Junior research group leaders must also clarify their status as advisor with the faculty of their hosting institution. While junior research group leaders are de facto advisors to the doctoral candidates on their staff, they do not have the formal right to give doctoral examinations. Many universities have, however, begun allowing their junior research group leaders (in accordance with strict guidelines and only after a successful interim evaluation) to grant doctorates.
Often, group leaders are only given the right to supervise and examine members of their research group. As such, it is important for group leaders to accumulate all the necessary information regarding their ability to award doctorates before accepting the position. For those taking part in the Emmy Noether Programme, this point is clearly covered in the sample employment contract that must be submitted with the application. Otherwise, junior research group leaders must submit an application to their faculty or elect to provide supervision without the right to award a doctorate.
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The interim evaluation of junior research group leaders
Depending on the programme, most junior research group leaders will face an interim evaluation, usually halfway through, but at the latest in the fourth year of the project. The evaluation determines whether the project will be continued and funding for the rest of the project will be released.
Similar to the case with junior professorships, a report on the work completed and the progress made must be submitted. This will be examined along with the publications that have been produced as part of the research project. A decision as to whether to continue the project will be made on the basis of that evaluation.
As such, group leaders should keep careful records of the work they do and document the progress of the research project – while keeping in mind that the specifications necessary for the interim evaluation vary from programme to programme.
Salary of a junior research group leader
The pay received by junior research group leaders depends on the host institution. Those who are funded by the DFG’s Emmy Noether Programme are generally viewed as public servants with leadership duties, putting them in the salary groups E14 or E15. The basis for these salaries is the federal Wage Agreement for Public Service (TVöD) and the state equivalent, the TV-L. Depending on experience and level of responsibility, gross salaries for a fulltime position range between around 60,000 euros and 80,000 euros per year.
To attract top researchers, some universities give junior research group leaders a position as junior professor, thus putting them in the W1 payment category. ERC Starting Grant recipients are generally ranked higher – as junior professors or as employees in the E15 salary category of the TVöD. The Max Planck Society even employs them as W2 professors, with a status similar to tenure.
TVöD: Junior research group leader salaries in 2024 (gross per month, euros)
| Salary group | Level 1 | Level 2 (after 1 year) | Level 3 (after 3 years) | Level 4 (after 6 years) | Level 5 (after 10 years) | Level 6 (after 15 years) |
|---|---|---|---|---|---|---|
|
E14 |
5,003.84 |
5,329.75 |
5,755.37 |
6,227.68 |
6,754.16 |
7,132.13 |
|
E 15 |
5,504.00 |
5,863.92 |
6,265.40 |
6,813.49 |
7,377.29 |
7,748.20 |
TV-L: Junior research group leader salaries in 2024* (gross per month, euros)
| Salary group | Level 1 | Level 2 (after 1 year) | Level 3 (after 3 years) | Level 4 (after 6 years) | Level 5 (after 10 years) | Level 6 (after 15 years) |
|---|---|---|---|---|---|---|
|
E14 |
4,542.64 |
4,885.93 |
5,167.63 |
5,593.59 |
6,246.27 |
6,433.67 |
|
E15 |
5,017.31 |
5,394.35 |
5,593.59 |
6,301.27 |
6,837.15 |
7,042.26 |
*) valid until Oct. 31, 2024; as of Nov. 1, 2024, all sums will be increased by 200 euros
Source: oeffentlicher-dienst.info
