FAQ: Emmy Noether Programme
The DFG’s website contains links to programme information and contacts.
Please clarify detailed questions on proposal submission, subject-specific questions or review status with the respective division.
Which date is relevant for calculating the 4-year deadline: the oral examination or the date on the doctoral degree?
The date depends on the individual timing of your doctorate. The date on the doctoral degree is the determining date if less than one year has passed between when you were presented with the certificate and when you took the viva voce examination. Otherwise, it is the date of the oral examination. If in doubt, please contact the DFG staff members listed for Emmy Noether procedural issues.
Can an independent junior research group within the scope of the Emmy Noether Programme be based abroad?
No, Emmy Noether independent junior research groups may only be based at universities or research institutions in Germany.
There is no financial upper limit for funding from the Emmy Noether Programme. In addition to your own position as group leader, you can apply for all the staff funding and direct project funding required to carry out your project.
Can I apply for funding from the Emmy Noether Programme without requesting a position as junior group leader for myself?
Normally, requests for funding from the Emmy Noether Programme must include your own position. An exception is made in the case of junior professors or those at a similar qualifying stage, to whom the Emmy Noether Programme is open as group funding.
Clinician scientists may apply for a temporary substitute position instead of a position as junior research group leader. This option is designed to enable them to retain their clinical position and make their clinical expertise available for the purposes of research in the Emmy Noether Programme on either a full-time or a part-time basis (at least 49% of a full-time position).
You must include an employer’s statement in the proposal. If the institution is willing, this statement should be in the form of the sample contract (see DFG form 41.025).
The contract must be signed by the president, chancellor or personnel department of the university or by the director of the non-university research institution (with an official stamp) as well as by the leader of the independent junior research group.
Provided the contract grants you the right to act as a supervisor for doctoral researchers, you should also contact the responsible department as early as possible to clarify the details.
At present, the funding rate for proposals in the Emmy Noether Programme is approximately 20%. This applies for all subject areas.
In the DFG's view, Heads of Junior Research Groups in the Emmy Noether Programme satisfy the prerequisites for classification within Salary Group 15 TV-L. The decision on classification is a matter for the employing university or research institution in the particular case, however.
What are the arguments in favour of my classification within Salary Group 15 TV-L, in the DFG’s view?
Your classification is performed on the basis of the work assigned to you, and is governed by the work characteristics in the salary schedule. Accordingly, the following persons are to be classified in Salary Group 15: “Employees who have completed their academic higher education and corresponding work in research, whose work is distinguished from Salary Group 14 Case Group 1 by requiring high-level performance when completing difficult research tasks.” According to the case law of the Federal Labour Court, the concept of “high-level performance” refers to the academic value of the work, which in consequence demands special academic qualifications, which must also be required for the particular research work.
In the DFG's view, these prerequisites are regularly satisfied in the project work of a Head of a Junior Research Group. A project in the Emmy Noether Programme is only funded if the academic standard is excellent and the applicant is in a position to carry out the research work successfully, thanks to his or her special academic qualifications. This is also assessed as part of DFG’s review, evaluation and decision-making processes.
In a specific case, the level within Salary Group 15 determined by the university may result in your income being lower than it was previously.
Example: An applicant in the Emmy Noether Programme has previously been employed within Salary Group 14, Level 3. After approval has been granted, the host institution agrees to employ her in Salary Group 15, but only at Salary Level 1. This results in a lower income than previously.
In order to understand this seemingly contradictory result, it is necessary to briefly explain how collective bargaining law functions. The system distinguishes between salary groups and salary levels. The salary group depends on the nature of the work assigned, and not on professional experience. More professional experience does not in itself justify a higher classification. Professional experience is taken into account within the framework of the salary levels. The more professional experience one acquires in a particular position, the higher the level assigned in the relevant group. This is where overlaps do occur. The high levels of a lower salary group can result in a higher income than the low levels of a higher salary group (as in the example). The higher classification does not in itself necessarily result in an immediate increase in salary; however salary prospects are better with the corresponding professional experience. In order to prevent the salary level from dropping despite a higher classification, collective bargaining law specifies that for higher classifications with the same employer, the level must be assigned in such a way as to ensure that income does not drop as a result. In principle, this “protective provision” does not apply when changing employer.
A further consideration is that professional experience is judged according to the subject matter of the work. Professional experience with another employer is only counted if it is “relevant”. Hence, professional experience in one salary group is not necessarily professional experience for a higher salary group, because from an abstract point of view, this involves performing a different, higher-value task, for which no job experience exists at present.
If this involves a move to another institution, and classification into a higher salary group, the level assigned will generally be the first level, since “relevant” job experience as defined by collective bargaining law is not present. It is a matter for the employing university to determine whether the professional experience gained, is relevant in the specific case.
However it should be noted at this point that when assigning a level, Section 16(2)(6) of the TV-L (Research) provides the option of taking into account in individual cases professional experience that is not relevant when assigning a level, if it is “beneficial to the proposed work”. It is likely that this will often be the case for Heads of Junior Research Teams in the Emmy Noether Programme. However, this option only applies to new appointments to cover personnel requirements. In this instance, also, the binding assessment is a matter for the employing university.
The TV-L (Research) also provides the option to award performance-based allowances or bonuses.
We strongly urge you to contact the host institution as soon as possible with respect to your specific level.
How should I prepare the interim report after the third funding year and when must I submit it to the DFG?
To prepare your interim report for the Emmy Noether Programme, please refer to the guidelines for final reports in the general funding guidelines (DFG form 2.00, C Annex I). Please note that the interim report must be submitted before the second stage of funding can be approved. It should therefore be submitted to the DFG 6 months before the end of the third year.
If you hold a DFG-funded post as a junior research group leader (or have applied for a temporary substitute position for clinicians) and are offered a professorship at a German university during the funding period, the project funding remains available for the remainder of the funding period; however, the ad-personam funds approved for your position as junior research group leader (or for the temporary substitute position) will be cancelled.
If you leave the German research system, the funding provided from the Emmy Noether Programme will come to an end.
I began to receive funding before the changes to the Emmy Noether Programme implemented on 1 January 2018. Can I submit a separate proposal for a sixth funding year and the family allowance?
Yes, funding recipients from the Emmy Noether Programme who have not yet been offered a permanent professorship can submit a renewal proposal for a sixth year. The proposal may be submitted at the earliest after the third year of funding – together with the interim report – and no later than six months before the end of the fifth year. The proposal should comply with the Proposal Preparation Instructions – Project Proposals (form 54.01) and requires an up-to-date employer’s statement (form 53.12) from your university or research institution.
As of 1 August 2017, current funding recipients can also apply informally to the DFG for the family allowance for the remainder of the funding period using form 41.46.
Additional information on the proposal process can be obtained from the relevant programme staff
Queries on programme eligibility can be addressed to
- Anita Benner
- Birgit Gemein
- Marco Steffes
- Mondays, Tuesdays and Thursdays,
9:00 am to noon, at 0228/885-3008.