Faculty compensation consists of:

  • a base salary,
  • functional allowances,
  • and incentive bonuses.

Base Salary

The base salary remunerates the teaching and research duties defined in the faculty member’s job description. These duties include:

  • Teaching activities
  • Indirect teaching hours
  • Hours dedicated to research activities
  • Office hours
  • Participation in promotional events: SPO, Open Days, conferences

Each IONIS TECH School establishes a coherent salary scale for the three faculty ranks mentioned in §3.2, in line with its employment market. This scale takes into account seniority, performance, and strictly ensures gender equity.

Functional Allowances

These are additional payments linked to temporary delegations or mandates (pedagogical, administrative, representational), or coordination duties assigned by the School or (with its agreement) by IONIS TECH. Each School defines, based on its context, the list of functions eligible for such allowances and sets their compensation level.

Incentive Bonuses

These bonuses are linked to publications, research contracts, patent filings, or notable achievements. A publication bonus is awarded to any IONIS TECH faculty member who publishes in a peer‑reviewed journal and explicitly mentions their affiliation with the relevant IONIS TECH School. The amount depends on:

  • the ranking of the journal (Q1 or Q2) or conference (A or B),
  • the importance of the faculty member’s contribution to the published work.

Each School defines its own policy for scientific publication incentives. In line with the development strategy of the shared IONIS TECH Research Labs, bonuses for publications co‑authored by faculty members from multiple Schools are paid in full at the level of each involved School. An annual bonus may also be awarded for partnership‑based research and the acquisition of external funding, in the form of a percentage—set by each School—of the budget generated directly or indirectly by the faculty member.

Teaching Load Reductions

To support faculty members in their career development and/or new responsibilities, specific reductions in teaching duties (direct teaching and indirect teaching hours) may be granted. This includes, for example:

  • preparation of an HDR,
  • involvement in a major research project requiring substantial availability,
  • additional significant pedagogical responsibilities.

These reductions are formalized during the annual faculty evaluation meeting, held at the end of each academic year with the School’s pedagogical and research leadership. Each School defines its own teaching‑load reduction policy (eligible situations, reduction levels, duration of validity). It is recommended that the cumulative volume of reductions does not exceed 75% of the contractual teaching load.