Statement on Management Principles

The Statement on Management Principles is effective January 24, 2005.


Managers are the representatives and agents of Princeton University in their relationships with the people they supervise, and they are responsible for exemplifying and maintaining the highest ethical standards and integrity of the University in those relationships. They also represent the University in their dealings with staff and managers in other departments, faculty, students, alumni and other friends, and members of the public.
Managers should always seek to advance the long-term interests of the University, and to maximize the quality, effectiveness, and productivity of their departments and the employees for whom they are responsible.


The purpose of this statement is to encourage commitment to University mission and the community while providing a set of guidelines for appropriate leadership conduct in pursuit of those activities. Managers at Princeton are charged with deploying the human, financial, and physical resources for which they are responsible or which are under their supervision to support the teaching and research mission of the University today and in the future.
Within the resource base available, managers should strive to optimize the quality, efficiency, and productivity of their department and the University as a whole, and they should always be seeking better ways to do their work.
It is the managers’ responsibility to establish a working environment that reflects the dignity and respect due all employees and that encourages all employees to make intelligent and responsible decisions, to set and maintain priorities, to identify creative alternatives and to take prudent risks. At the same time, standards used in employment and supervision must be applied firmly and equitably.


This statement applies to the following members of the University community:
  1. University officers
  2. office heads
  3. managers
  4. those who supervise others
  5. other professional administrative staff
This statement refers to all these persons collectively as “managers.”

Institutional Expectations

Managers are expected to comply with federal, state and local laws, and with the policies and procedures of the University. In order to optimize the productivity of their office or department and to satisfy institutional stewardship obligations, managers are expected to
Management of Human Resources
Managers are expected to create a workplace environment that is collaborative and flexible in which employees' ideas are encouraged and heard, the work of the department and the mission of the University are clearly understood, and high professional standards are fostered for all employees.
Managers are expected to communicate expectations clearly, provide periodic feedback on achievements and problem areas and coach and provide training to staff for professional development and improved performance.
Managers should be knowledgeable about their own strengths and weaknesses as supervisors and must take responsibility for improving their skills and performances.
Management of Financial, Physical & Technological Resources
University resources should be used only to meet departmental and University objectives. Managers are expected to operate their department within their budget. University officers, managers and supervisors should treat all funds and other resources with the same care as their own.
Managers are expected to make optimal use of available technology.
Managers are expected to have a good working knowledge of how their peers operate in other departments and at other colleges and universities, and should seek to identify and learn from organizations that excel in the delivery of comparable services.
Managers are expected to have a good working knowledge of the needs and expectations of the University's many constituencies, including importantly faculty and students, as those needs and expectations pertain to their department or office.
Managers are expected to work to preserve and protect University resources against losses. They should always safeguard the University's reputation and cultivate goodwill in the larger community.