Performance Remuneration (W)

The basis for the granting is the Directive of the Foundation University of Lüneburg on Performance Remuneration (Richtlinie der Stiftung Universität Lüneburg über Leistungsbezüge, RL) in the version of the new announcement of 26.01.2011. The Directive enables a two-track system of performance-related remuneration, namely via the conclusion of target agreements or participation in evaluation rounds.

For further explanation: Target agreements are concluded in the course of appointment and retention negotiations. The continued granting of temporary appointment or retention benefits agreed upon in these agreements is either decided upon in the course of an evaluation round, taking particular account of the target agreement reached, or the continued granting of the benefits takes place outside the evaluation round solely by means of a target agreement.  

In the case of professors whose fixed-term remuneration for special achievements expires at the end of the year, the decision on whether to continue granting the remuneration will be made either in the context of an evaluation round, or the granting of the remuneration will be made outside the evaluation round, exclusively by means of an agreement on objectives.

Both options are also available to professors working at Leuphana University in the W grade with whom no target agreement has (yet) been reached.

This year, an evaluation round will take place on a regular basis. The 2022 evaluation round affects in particular those professors whose fixed-term performance-related remuneration will expire by the end of the year and who now have the option of either submitting an application for the evaluation round (application deadline: September 30, 2022) or negotiating directly with the Presidential Board about continued remuneration and concluding a target agreement without participating in the evaluation round.

A further granting of the fixed-term performance remuneration will not apply as of 01.01.2023 if you do not use either of the two options.  

For professors with existing target agreements beyond 2022, participation in the 2022 evaluation round is not required.

If merit pay for special achievements has already been granted on the basis of an application in an evaluation round, a renewed application for merit pay is generally not permitted until four years have elapsed.

In accordance with the decision of the Executive Board, a person-related average rate of EUR 4,800 per year for four years is available for the current evaluation round 2022 for the awarding of merit pay for special achievements. This average rate will be multiplied by the number of applicants after the end of the application period on September 30, 2022, so that the total amount available for merit pay for special achievements results from the number of professors participating in the evaluation round. Negotiations and decisions on the (further) granting of merit pay for special achievements within the framework of target agreements are not part of an evaluation round.

Previous distribution of performance pay for special achievements pursuant to Section 3 (6) sentence 3 RL:

*combined process

The decision on merit pay for special achievements is made on the basis of a justified application by the professor, which is to be directed to one of the categories according to Artikel 3 and 4 RL. The application must be accompanied by a short, meaningful self-report of no more than 10 pages covering a period of no more than five years.

The application with effect for the year 2023 must be sent together with the self-report to the Department of Personnel and Legal Affairs, Professorships and Civil Servants, Attn: Ms. Holland-Moritz, no later than September 30, 2022. Unfortunately, applications received late cannot be considered.

Falls Sie Fragen haben oder eine Beratung wünschen, steht Frau Holland-Moritz nach Absprache gern zur Verfügung.