The high priority placed on staff development by business and industry has not been shared by the community college which has tended to seek talents outside the institution rather than to develop those within. Community college staff development programs are usually designed to improve job performance rather than to enhance employee growth and flexibility. Drawing upon business/industry models for personnel development might help community colleges to meet employees' professional goals within the institution. The three components of an industrial model (hiring, developing, promoting) are present within most community colleges. Hiring refers to the recruitment, screening, selection, and initial classification of employees. Developing refers to a three-dimensional process including orientation, understanding institutional goals, and preparing to meet them. Promoting involves increasing the variety of on-the-job experiences employees might have to equip them to move easily to other positions in the institution. This model assumes an affirmative action plan, also patterned after industry (i.e. establishing position requirements, recruiting through personnel contacts, allowing time for recruitment, and establishing strong review procedures). A simplified version of the model (i.e. employment, goal-setting, evaluation, staff development) is appropriate for most community colleges and can apply to each employee, although institutions may wish to target groups if funds are limited. (KL)