A study of appointments of academic administrators in higher education is discussed. Its goals were: to identify the success rate of women relative to the proportion of their representation in higher education; to identify and characterize any emerging alternative career pathways in colleges and universities; to compare the success rate for position types of internal candidates with external candidates; and to determine if the hiring procedures reflect changing policies. In this study, 1,610 administrative positions were categorized according to type of position, type of institution, and sources of appointee. Results indicate that hiring committees review candidates' papers in search of credential rather than competence, and this is a disadvantage for anyone who has not had the accumulated time-in-line experience. Data indicate there has been no significant change in the percent of successful female candidates for employment in mainline administration over the past decade, though there is evidence that females are increasingly successful in entering higher education administration via alternative routes. Administrative mobility through accrued responsibility is an emerging phenomenon within higher education. Females are particularly successful with the process among private institutions of higher education. The implications of this practice for professionals attempting to enter higher education administration through alternative routes is less than positive. Tables are included. Contains 23 references. (Author/SM)