Opportunities
The University provides opportunities for professional and personal development through programs, resources, classes, and encouragement. A holistic learning approach is emphasized and built upon how individuals internalize and apply what they learn based on how they acquire the knowledge. This learning philosophy follows the 70/20/10 formula, developed by Morgan McCall, Robert W. Eichinger, and Michael M. Lombardo, which describes learning experiences:
- 70% from real life and on-the-job experiences, tasks, and problem solving. This is the most important aspect of any learning and development plan.
- 20% from feedback and from observing and working with role models
- 10% from formal training
Learning Programs & Certificates
Princeton University supports lifelong learning and provides employees with a variety of opportunities to grow and develop skills. Attend department-sponsored classes, participate in a certificate program, or receive financial educational assistance to help realize your personal and professional goals. Also, refer to the Employee Learning Center.
- Career Development
As an educational institution, Princeton encourages employees to grow personally and professionally throughout one’s career by offering many educational opportunities and benefits to acquire new skills and knowledge. HR is committed to supporting and guiding employees’ personal and professional development, their abilities, skills, and contributions to provide essential support for the University’s teaching and research activities.
Learn More- Excelling at Princeton Boot Camp
Excelling at Princeton is a skill-enhancement program designed for University staff, many of whom work in Facilities, Building Services, University Services, the Library, and Public Safety. Through active, engaging, in-person classes, participants gain information and practice skills to increase on-the-job performance and overall professional development.
Learn More- Inclusion & Diversity Certificate Program
The path to an inclusive Princeton University begins with each individual. The Inclusion & Diversity Certificate Program (I&DCP) emphasizes the core competencies of inclusion and diversity, effective and open communication, appreciation of and respect for differences, and emotional intelligence, in an effort to nurture a workplace culture where University staff members are respected, supported, and valued.
Learn More- Management Development Certificate Program
The Management Development Certificate Program (MDCP) provides learners with a structured, holistic learning experience that targets the key skills and competencies needed to manage effectively.
Learn More- New Manager Orientation
Princeton University values and supports its managers who are charged with leading staff and creating an inclusive environment that will carry forward the work and mission of the University. To understand the scope of responsibilities, new managers should review Policy 1.1.4 Responsibilities of Supervisors within their first week and meet with their manager to discuss job responsibilities, onboarding, and opportunities to learn more about the University. In addition, there are several classes that can help new managers learn more about their leadership role and Princeton University’s mission and values.
Learn More- Princeton Deconstructed
Princeton Deconstructed is a series of sessions designed to help staff members at all levels become familiar with key University operations, mission, and goals as well as have the opportunity to hear from senior leaders.
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Performance Management & Merit Increase Program
Princeton University acknowledges the impact of staff performance that supports University values, such as excellence, diversity, inclusion, service, engagement, teamwork, respect, flexibility, innovation, fiscal responsibility, management, and leadership. The University's Performance Management Program encourages ongoing communication between supervisors and employees in order to understand and align individual performance goals that support the mission of the department and the University. Annual performance appraisals normally occur in the first quarter of the year.
The University acknowledges the impact of staff performance is achieved through annual Merit Increase Program, year-round Tiger and Spot Award program, and other unique annual award programs.
Recognition Programs & Awards
Princeton University is committed to recognizing employees who are valued for their accomplishments, performance, commitment, and years of service. Toward that goal, the Office of Human Resources provides several programs to enable managers to recognize, develop, motivate and reward staff members.
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Donald Griffin '23 Management Award
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The Donald Griffin ’23 Management Award offers an annual opportunity for professional development for managers and administrators whose experience and current responsibilities indicate potential for leadership or the expansion of leadership skills and continuing contribution to the University.
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President's Achievement Award
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The President’s Achievement Award recognizes outstanding staff members for their exceptional dedication, outstanding contributions, and exemplary service.
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Service Recognition Program
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Through their Service Recognition Program, the Office of Human Resources annually honors employees who have attained service milestones beginning at 10 years of employment and continuing in succeeding five-year increments.
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Tiger & Spot Awards
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Tiger and Spot Awards recognize one-time exceptional achievements or contributions to the University mission above and beyond one’s normal job responsibilities. They are not intended to recognize efforts that happen annually or periodically throughout the year on a recurring basis.