An important component of staff development is performance appraisal or evaluation, for development must be appraised, and appraisal makes development measurable. Professional development of college and university administrators should be evaluated within the context of the institutional framework by an upward, downward, and parallel evaluation process. The major impact would be to assist administrators in developing professional and personal talents and skills, which in turn benefits the institution. Experts disagree on the exact skills necessary for effective leadership in higher education and have developed various lists of qualities, behaviors, results, methods, and character traits of effective leadership. Implementation of a performance appraisal system must involve several steps: establishing performance goals, collecting data, choosing an evaluator, selecting the proper time, analyzing and reviewing the data, providing for an appeal process, and reestablishing performance goals. The Evaluation Seminar, a model for staff evaluation, has shown great potential for overcoming some difficult aspects of implementing an effective program. Use of an outside facilitator eliminates confrontive aspects of evaluation and induces staff to be more candid and objective in self appraisals and co-worker evaluation. The model stresses parallel and upward evaluation to offer greater dimension and more perspectives to the performance review process. (YLB)