🎓 PhD Fellowship Complete Spectrum (2025-26)
Fellowship Range
₹37k - ₹90k
Monthly Stipend
Highest/Lowest Ratio
2.4x
PMRF vs NET JRF
Duration
5 Years
Standard PhD Period
All PhD Fellowships - Complete List
Duration: 5 years
Structure: ₹70,000 (Y1-2) → ₹75,000 (Y3) → ₹80,000 (Y4) → ₹90,000 (Y5)
Research Grant: ₹2,00,000/year
Eligibility: BTech/BS-MS from IITs/IISc/NITs/IISERs/CFTIs, top 0.01%
Objective: Retain India's brightest minds who otherwise would pursue PhD abroad
(compete with US stipends $30k-40k/year = ₹2.1-2.8 lakh/month)
100% (Baseline - Highest PhD)
PMRF Official Portal
~450 selected annually
Duration: 5 years
Range: ₹37,000 (with NET/GATE) up to ₹70,000 (Institute-specific top
fellowships)
Research Grant: ₹50,000 - ₹2,00,000/year
Eligibility: Institute entrance exam or direct admission based on merit
Objective: Institutional funding varies by endowment, IoE (Institute of Eminence)
status, and research priorities. Top-tier institutes provide higher support from their own funds.
IISc Official
IIT Websites
Duration: 5 years
JRF (Years 1-2): ₹37,000 + HRA
SRF (Years 3-5): ₹42,000 + HRA
Contingency: ₹20,000/year
Eligibility: Top 3-4% of CSIR NET exam, Master's in Science
Objective: Science and Engineering PhD support with higher contingency for lab
expenses. Supports ~15,000 scholars annually across universities.
46.7% of PMRF (SRF level)
CSIR-HRDG Official
Revised Jan 1, 2023 (JRF: ₹31k→₹37k; SRF: ₹35k→₹42k)
Duration: 5 years
JRF (Years 1-2): ₹37,000 + HRA + DA
SRF (Years 3-5): ₹42,000 + HRA + DA
Contingency: ₹10,000/year (Humanities), ₹12,000/year (Science)
Eligibility: Top 6% of UGC NET exam, Master's degree
Objective: Support ~30,000 PhD scholars annually across ALL universities nationwide
- prioritizes breadth over peak compensation. Largest PhD funding program in India.
46.7% of PMRF (SRF level)
UGC Official
Revised Jan 1, 2023
Ministry of Education - ₹725 crore additional annual expenditure
Duration: 5 years
JRF (Years 1-2): ₹37,000 + HRA
SRF (Years 3-5): ₹42,000 + HRA
Total Research Grant: ₹7,00,000 over 5 years (₹1,40,000/year equivalent)
Eligibility: Top 1% in BSc/MSc OR INSPIRE-SHE scholars ≥70% in MSc, NO entrance
exam required
Objective: Merit-based direct entry without competitive exams; encourage immediate
PhD enrollment for first-rankers. Removes entrance exam barrier for academic toppers.
46.7% of PMRF (SRF level)
DST INSPIRE Portal
Updated June 2023
Duration: 5 years
JRF (Years 1-2): ₹37,000 + HRA
SRF (Years 3-5): ₹42,000 + HRA
Eligibility: DBT-BET exam qualification
Objective: Biotechnology research capacity building - dedicated funding for biotech
PhD scholars
46.7% of PMRF (SRF level)
DBT Official
Duration: 5 years
JRF (Years 1-2): ₹37,000 + HRA
SRF (Years 3-5): ₹42,000 + HRA
Eligibility: ICMR JRF exam (Top 150 selected annually - highly competitive)
Objective: Medical and health research capacity building - supports future medical
researchers
46.7% of PMRF (SRF level)
ICMR Official
Duration: 5 years
JRF (Years 1-2): ₹37,000 + HRA
SRF (Years 3-5): ₹42,000 + HRA
Eligibility: ICAR AICE-JRF/SRF exam
Objective: Agricultural sciences PhD support - critical for India's agriculture
research needs
46.7% of PMRF (SRF level)
ICAR Official
Duration: 5 years
JRF (Years 1-2): ₹37,000 + HRA
SRF (Years 3-5): ₹42,000 + HRA
Eligibility: GATE qualification (percentile cutoff varies by institution)
Objective: Standard engineering PhD support across IITs, NITs, and other technical
institutions
46.7% of PMRF (SRF level)
Updated Jan 2023
Aligned with NET fellowship rates
Duration: 5 years
Stipend: Equivalent to UGC-NET rates (₹37,000 JRF → ₹42,000 SRF)
Annual Contingency: As per UGC norms
Eligibility: SC/ST candidates enrolled in PhD programs
Objective: Increase SC/ST representation in higher education and research -
addresses historical underrepresentation
46.7% of PMRF (SRF level)
UGC - Social Justice Division
Duration: 5 years
Stipend: JRF/SRF model rates (₹37,000 → ₹42,000)
Eligibility: Six notified minority communities (Muslims, Christians, Sikhs,
Buddhists, Jains, Parsis), NET/equivalent qualification
Objective: Support minority community scholars in PhD programs - enhance diversity
in research
46.7% of PMRF (SRF level)
Ministry of Minority Affairs
Duration: 5 years
Stipend: Following UGC norms (₹37,000 JRF → ₹42,000 SRF)
Eligibility: OBC (non-creamy layer) students enrolled in PhD
Objective: Enhance diversity in research environments through OBC participation -
addresses social stratification in academia
46.7% of PMRF (SRF level)
UGC - OBC Cell
💡 Understanding PhD Fellowship Variations
Why PMRF pays 2.4x more than NET: PMRF (₹90,000 at Year 5) is designed to compete
with US/European PhD programs ($30,000-40,000/year = ₹2.1-2.8 lakh/month). Without this, India's top
students from IITs/IISc would leave.
Why NET pays less but supports more: UGC/CSIR NET
(₹37,000-42,000) supports ~30,000 students annually across ALL universities. Government choice:
"support maximum students adequately" vs. "few students maximally."
Recent Improvement: Ministry of Education increased
stipends Jan 1, 2023 (JRF: ₹31,000→₹37,000; SRF: ₹35,000→₹42,000), costing ₹725 crore annually.
Shows government CAN act.
🔬 Postdoctoral Fellowship Complete Landscape (2025-26)
Fellowship Range
₹36k - ₹1.35L
Monthly Stipend
Highest/Lowest Ratio
3.75x
Range Difference
Typical Duration
2-5 Years
Varies by Program
All Postdoctoral Fellowships - Complete List
Duration: 5 years
Research Grant: ₹7,00,000/year + ₹3,00,000 one-time equipment
Eligibility: Exceptional scientists returning from abroad, age <40 (with
relaxations)
Objective: Reverse brain drain - compete with international postdoc
salaries ($40k-60k/year = ₹2.8-4.2 lakh/month)
SERB Official
ANRF Portal
Duration: 5 years
Research Grant: ₹13,00,000/year + ₹3,00,000 one-time + ₹50,000 overhead
Eligibility: Biomedical scientists returning from abroad, up to ~45 years
Objective: Re-entry fellowship for biomedical sciences - highest research grant
in India
100% (Equal to Ramanujan)
DBT Official
Duration: 5 years
Research Grant: ₹7,00,000/year
Eligibility: PhD with strong research record, age 32-42 (with relaxations for
SC/ST/Women)
Objective: Build independent research careers - 5-year support for establishing
as faculty-track researcher
DST INSPIRE Portal
Max 150 fellowships/year
Duration: 3-5 years (career stage based)
Research Grant: ₹20 lakh - ₹70 lakh/year
Eligibility: High-quality research potential in biomedical sciences
Objective: Build independent research groups - comprehensive support for group
establishment
81-141% (varies by level)
India Alliance Official
Duration: 2-3 years
Research Grant: ~₹8,00,000/year
Eligibility: High-quality PhD record, preferably <32 years (with relaxations)
Objective: IISc IoE (Institute of Eminence) fellowship - highly
selective (50 positions)
IISc IoE Portal
Duration: 2-4 years
Benefits: Access to world-class facilities + Housing support
Eligibility: PhD in biological sciences
Objective: Cutting-edge biological research at premier TIFR facility in
Bangalore
NCBS Official
Duration: 2 years (extendable by 1 year)
For thesis submitted: ₹50,000 + HRA until degree awarded
Research Grant: ₹2,00,000/year + ₹1,00,000 overhead to institution
Eligibility: PhD awarded/submitted, age <35 (with relaxations)
Objective: Initial postdoctoral experience - frontier research in
science and engineering
SERB Official
Revised April 1, 2023 (was ₹55,000)
Duration: Up to 3 years
Research Grant: ₹3,00,000/year
Eligibility: PhD in science/technology, access to CSIR labs nationwide
Objective: Advanced research in CSIR laboratories and recognized
institutions
CSIR HRDG
Duration: 1-2 years
Research Grant: ₹1,00,000/year
Eligibility: PhD in relevant field, preferably <32 years
Objective: Engineering and technology research at premier IIT
IIT Bombay Official
Duration: 1-2 years
For thesis submitted: ₹50,000 + HRA
Research Grant: ₹2,00,000/year
Eligibility: PhD completed, preferably <32 years
Objective: Institutional capacity building at IISc
(separate from elite Raman fellowship)
IISc PDF Portal
Duration: 2-3 years
Research Grant: ₹3,00,000/year
Eligibility: PhD/MD/MS in medical sciences
Objective: Medical and health research advancement in ICMR
institutes
ICMR Official
Duration: 2-3 years
Benefits: ₹80,000 + HRA (institute support)
Eligibility: PhD in neuroscience or related fields
Objective: Neuroscience research at National Brain Research
Centre, Manesar
NBRC Official
Duration: 2 years (can extend to 5 years)
Years 1-2: ₹38,800/month
Years 3-5: ₹46,500/month
Contingency: ₹50,000/year
Eligibility: Unemployed women with PhD, 55%
UG/60% PG marks
Objective: Support unemployed women researchers re-entering
academia
28.7% of highest (71.3% less)
UGC Official
Duration: 3 years
Year 1: ₹43,400/month
Year 2: ₹45,000/month
Year 3: ₹46,500/month
Research Grant: ₹1,00,000/year
Eligibility: PhD in science, age <35
Objective: General postdoctoral support in universities
and colleges
UGC Portal
Duration: 1-2 years
Research Grant: Varies
Eligibility: Leukemia and blood diseases research
Objective: Specialized cancer research fellowship
(leukemia/blood cancers)
26.7% of highest (73.3% less)
Lady Tata Trust Official
💡 Understanding Postdoctoral Stipend Design
Why Ramanujan/Ramalingaswami pay ₹1,35,000: Must compete
with international postdoc salaries ($40,000-60,000/year = ₹2.8-4.2
lakh/month). Set specifically to reverse brain drain.
Why SERB N-PDF pays ₹80,000:
Revised April 2023 from ₹55,000 - entry-level postdoc providing initial
research experience, not designed as competitive salary.
Why institutional variations
(₹47k-₹1L): Reflect institute-specific funding, endowments
(IISc/TIFR have larger resources), and research priorities.
❓ Critical Question: Women-Specific Fellowship Structure
UGC PDF for Women (₹38,800-46,500) vs. gender-neutral
fellowships (₹50,000-₹1,35,000)
Policy Rationale: Designed for
"unemployed women" re-entering research. Targets wider reach (more women
supported) at lower per-person cost.
Equity Question: Recipients
produce identical research as higher-paid postdocs. Same qualifications (PhD
required), same full-time commitment. Does the "unemployed" condition
justify 65-73% lower pay?
Alternative Model Consideration:
Gender-neutral fellowships with reservations for women at equal stipends vs.
separate lower-paid track.
Constitutional Consideration:
Article 39(d) guarantees "equal pay for equal work" - does fellowship
structure align with this principle?
👨🏫 Assistant Professor Salaries - Complete Landscape (2025-26)
Salary Range (In-Hand)
₹28k - ₹1.35L
Monthly (varies by institution)
Highest/Lowest Ratio
4.8x
IISc vs Private Tier-3
Pay Structure
7th CPC
Level 10-12 (Govt)
⚠️ Important: Experience-Based Fair Comparison
Why experience level matters for fair comparison:
- Fresh PhD (0 years post-PhD): Entry at UGC Level 10,
₹57,700 basic pay
- 3+ years post-PhD experience: Entry at Level 12,
₹68,900-₹1,01,500 basic pay
- IITs/IISc typically hire: Level 12 (3+ years experience
OR exceptional research record)
- State/Central Universities: Often hire fresh PhD at
Level 10, promote to higher levels later
Fair Comparison Principle: Must
compare same experience levels (Level 10 vs Level 10, Level 12 vs Level 12),
not just job title "Assistant Professor"
Salary Components (7th CPC): Basic
Pay + DA (Dearness Allowance) + HRA (House Rent Allowance) + TA (Transport
Allowance) = Gross Monthly → In-Hand after deductions
Entry-Level (Fresh PhD, 0 Years) - UGC Level 10
Pay Level: Level 10 (₹57,700 basic)
Gross Monthly: ₹95,000-₹1,10,000
In-Hand: ₹85,000-₹1,00,000 (after deductions)
Benefits: DA (50%), HRA, TA, Campus housing, Medical,
Pension
Context: Central government institution - Direct funding
from Ministry of Education ensures timely salary. Campus infrastructure and
amenities included.
100% (Baseline for Fresh PhD)
FacultyHub NIT
7th CPC Level 10
Pay Level: Level 10 (₹57,700 basic)
Gross Monthly: ₹80,000-₹1,10,000
In-Hand: ₹70,000-₹1,00,000 (typical ₹85,000)
Benefits: DA, HRA (location-dependent), TA, Medical,
Pension
Context: UGC-mandated 7th CPC scale. Implementation is
uniform across all central universities. Salary timely but campus facilities
vary by university.
UGC Official
Testbook Data
Pay Level: Level 10 (₹57,700 basic - on paper)
Official Gross: ₹80,000-₹1,00,000
Actual In-Hand: ₹50,000-₹80,000 (typical ₹65,000)
Benefits: DA, HRA (if released), Medical (varies), Pension
(subject to state budget)
Context: UGC scale mandated but implementation delayed.
Depends on state government budget releases. Arrears common. Some states
implement 7th CPC partially or with delays of 2-3 years.
SelectYourUniversity
State-dependent
Pay Structure: Consolidated pay, no UGC scale
Basic Pay: ₹25,000-₹50,000 (negotiable)
Gross/In-Hand: ₹30,000-₹65,000 (typical ₹45,000)
Benefits: Minimal - often contractual, no pension, limited
medical
Context: No UGC mandate compliance. Market-driven
compensation. Varies significantly by institution reputation, location, and
financial health. Often 11-month contracts.
CollegeDunia
Industry Reports
Experienced Hire (3+ Years Post-PhD) - UGC Level 12
Pay Level: Level 12 (₹68,900-₹1,01,500 basic)
Additional: + ₹25,000/month top-up (first 3 years from IoE
grant)
Gross Monthly: ₹1,20,000-₹1,50,000
In-Hand: ₹1,05,000-₹1,35,000 (typical ₹1,20,000)
Benefits: Young Faculty Fellowship (₹10k/month extra),
Housing, Research support, Medical
Context: Highest compensation in India. Institutional
top-up from IoE (Institute of Eminence) grant + endowment. Requires 3+ years
post-PhD OR exceptional early-career record. Competitive with international
offers.
100% (Highest faculty salary)
IIT Kanpur Data
IISc Official
Pay Level: Level 12 (₹68,900-₹1,01,500 basic)
Gross Monthly: ₹95,000-₹1,35,000
In-Hand: ₹85,000-₹1,20,000 (typical ₹1,00,000)
Benefits: Some IITs provide ₹10-25k/month additional (Young
Faculty/Chair positions), Campus housing, Research grants
Context: Central government Institutes of National
Importance. Requires strong research record + 3 years post-PhD OR
exceptional publications. TA opportunities provide additional income
(₹8-15k/month).
Adda247
IIT Recruitment Pages
Pay Level: Level 11-12 (₹68,900 basic)
Gross Monthly: ₹1,00,000-₹1,20,000
In-Hand: ₹90,000-₹1,10,000 (typical ₹1,00,000)
Benefits: DA, HRA, Campus accommodation, Medical, Research
support
Context: Experienced hire with 3+ years post-PhD. Central
funding ensures regular salary. Strong teaching + research expectations.
FacultyHub
Pay Structure: Market-driven, negotiable
Basic Pay: ₹60,000-₹1,00,000
Gross/In-Hand: ₹75,000-₹1,30,000 (typical ₹95,000)
Benefits: Variable - better private universities offer
housing, medical, research support
Context: Top private universities (Ashoka, BITS, etc.)
compete for talent. Compensation depends on institution reputation, location
(metros pay more), and individual negotiation. No standardization.
CollegeDunia
Private Uni Websites
After 3-4 Years: Promotion to Associate Professor (Level 13A)
Pay Level: Level 13A (₹1,31,400-₹2,17,100 basic)
Gross Monthly: ₹1,60,000-₹1,90,000
In-Hand: ₹1,40,000-₹1,70,000 (typical ₹1,55,000)
Timeline: After 3-4 years as Assistant Professor + API
score requirements
Context: Promotion based on Academic Performance Indicator
(API) - research publications, teaching, administrative contributions.
Significant salary jump at this level.
129.2% of IISc entry (career growth)
UGC API Guidelines
7th CPC Level 13A
💡 Understanding Faculty Salary Variations
Why IISc pays highest (₹1.2L): ₹25,000/month institutional
top-up from IoE (Institute of Eminence) grant + endowment funds. Young
Faculty Fellowship adds ₹10,000/month. Faculty Chair positions provide
additional ₹25,000/month. Total package designed to compete with
international offers.
Why IITs pay well (₹1L): Central
government funding + Institutes of National Importance status. Some IITs
provide additional top-ups from institutional funds (₹10-25k/month). TA
(Teaching Assistant) supervision provides extra income (₹8-15k/month).
Why state universities pay less (₹65k for
fresh PhD): Depend on state budgets which are subject to
political priorities and economic conditions. Implementation of 7th CPC
delayed by 2-5 years in some states. Arrears accumulate. Ad-hoc/contractual
hiring circumvents official scales.
Why private varies wildly
(₹45k-₹95k): No UGC mandate for private institutions.
Compensation purely market-driven based on institution's reputation,
financial health, student fees, and location. Tier-1 private universities
compete with government institutions; Tier-2/3 pay significantly less.
Experience level matters: Fair
comparison requires matching experience - IITs often hire at Level 12 (3+
years post-PhD, ₹1L) while state universities hire fresh PhD at Level 10
(₹65k). After 3-4 years, state university faculty also reach Level 12-13
with promotions.
❓ The Enforcement Gap: Why UGC Standardization Fails
The Problem: UGC mandated 7th Pay Commission scales for ALL
affiliated institutions in 2017-18. Yet in 2025-26, implementation varies
dramatically.
Root Causes of Variation:
- Funding Source Difference: Central institutions
(IITs/NITs/Central Universities) receive direct funding from Ministry of
Education - salary always on time. State universities wait for state
government budget allocations which may be delayed or partial.
- No Enforcement Mechanism: UGC can recommend but cannot
force state governments to release funds on time. No penalties for
non-compliance.
- Contractual Loophole: Ad-hoc and contractual
appointments with consolidated pay completely bypass 7th CPC scales. No
benefits, no pension. Allows institutions to hire at lower cost.
- Additional Allowances (Elite Institutions): IISc/IITs
provide top-ups from endowments, IoE grants, alumni funding - not
government-mandated, purely institutional. Creates legitimate
differential on top of base scale.
- State Budget Politics: Education funding competes with
other priorities (healthcare, infrastructure). In election years or
budget crises, salary revisions are delayed.
Result: Two Assistant Professors
with identical PhDs, identical qualifications, identical teaching loads,
doing identical work can earn 2-3x differently based SOLELY on whether
they're at central vs. state vs. private institution. Not merit, not
research quality - just institutional category.
Question: Is this variation
justified by different contexts, or does it violate the principle of equal
pay for equal work? Both perspectives exist in policy debates.