This paper describes the Administrators' Needs Assessment Model (ANAM) intended to determine needed elements of staff development and administrator training. The model correlates three areas: value (the priority assigned to a particular area of knowledge by the school district), gaps (weaknesses in the individual administrator's competencies, as he or she perceives them), and affect (the individual's desire for training in particular areas). By varying the weights assigned to each of these three components of the model, the specific needs of individual school districts can be met. This model may be criticized on two grounds. First, self-evaluation is not subject to external verification, and second, the definitions of the knowledge areas are weak. But the model can assist in charting and monitoring personal growth of administrators and can help spot problem areas, as well as specify training needs, according to the author. (Author/DS)