Our Careers

A civil servant's salary is calculated according to the employment framework under which the employee is hired (corps, grade, rank). Each rank has a salary level defined by a gross index (or career/classification index), to which an increased index (or salary index) is assigned. Salaries may vary in cases of promotion or success in internal competition.

To work out your gross annual salary, multiply the index point by the increased index and divide it by 12. Compulsory deductions from wages (social contributions such as CRDS, CSG, etc.) must be deducted. The last step is to add on the various bonuses and indemnities, along with any social and family benefits.

RIFSEEP (a benefits scheme that takes into account functions, constraints, expertise and professional commitment) now replaces most of the existing bonuses and allowances in the French civil service.

Click here to view the civil servant salary index grids

Remuneration levels for contractual staff are set by the administration according to the functions performed, the qualification required to exercise them and the agent's experience. Click here to view the remuneration grids

Click here for all information related to remuneration

Employees recruited at IRD can progress over the course of their careers by making use of promotion opportunities to move from one category to another (A, B and C).

Through internal mobility, an employee may change job or geographical location, working either in mainland France, the French overseas Territories or several other countries all across the world (link to IRD locations abroad). In terms of structure, employees may be hosted at the headquarters of the Institute, in regional delegations (Marseille, Brest, Bondy and Montpellier) and/or within a joint research unit.

For researchers:

• Promotions, advancements
• Changes of position (research unit / headquarters / regional delegation)
• Geographic mobility (representation in the French Overseas Territories or elsewhere around the world)

For engineers and research support jobs (technicians and administrative):

• Promotions, advancements
• Changes of position (research unit / headquarters / regional delegation)
• Geographic mobility (representation in the French Overseas Territories or elsewhere around the world)

IRD's training policy fosters the maintenance and development of the personal and collective skills of its employees and teams, in line with the Institute's strategic directions.

Under this policy, all employees may embark on a career path and implement a professional development project (individual and collective training actions, skills assessment, etc.).

IRD puts support and advice mechanisms or tools at the disposal of all civil servants and contractual staff (on State subsidy or on research agreement), researchers, post-doctoral students, engineers, technicians, international volunteers and local staff stationed in representations abroad.

Particular care is given to supporting the management teams.

A development plan concerning the quality of work life has been elaborated to support all employees in their life at IRD. Numerous mechanisms are in place to make sure each employee is supported in their day-to-day life, such as "health watch cells", support schemes for employees with disabilities and employees returning from expatriation, measures against harassment and measures to promote gender equality.

As a public research institute that runs operations across the world, IRD takes particular care to support those returning from expatriation, promote gender equality, support career paths and, above all, support researchers (H42RS certification). Instruments such as teleworking and manager training are useful in providing a positive work dynamic.

Through committed efforts such as the "HR Excellence in Research" certification or the social barometer tool, IRD strives daily to continuously improve the quality of work life for its staff.