An institution of higher education requires an evaluation scheme that measures program and service quality and value and justly recognizes and evaluates faculty efforts. The department chairperson assumes a leadership role in planning and implementing an academic promotion and faculty recognition system and in evaluating the success of the department and faculty in attaining their corporate and individual objectives. Faculty members make major contributions in determining the purpose, goals, and direction that the department will take in teaching, research, and service. They then assume the responsibility of participating in and actively supporting departmental efforts in these areas. Individually, faculty members plan their activities to meet departmental needs and attain their individual career and professional goals. The academic promotion and professional recognition process suggests a performance-based approach tailored to accomplish the department's mission and its faculty members' needs. The following instruments are among the components used to implement the academic promotion and faculty recognition process: (1) a comprehensive departmental personnel plan; (2) an annual professional development plan for individual faculty members; (3) a form for making semester/quarter faculty assignments; and (4) summary instruments for the final completion and reporting of faculty performance for purposes of evaluation, promotion, and professional recognition (these include a summary of professional activities, a curriculum vitae, and a promotion dossier). (YLB)