Workshops, conferences, clinics, seminars, and training sessions are examples of "temporary systems," in which participants suspend their usual roles and responsibilities and concentrate on a few short-term objectives. One mechanism of a temporary system is the use of feedback to determine the extent to which the project objectives are being achieved and the impact that the project is having on the participants. Typically, two evaluation methodologies are used: (1) formative or process, and (2) summative. This paper describes five evaluation processes that provide an evaluation model for staff development programs. The first model--of a formative and process evaluation--is designed to help in the identification of the type of activities that a staff development director might plan. Model two illustrates a more summatively oriented instrument for judging which selected preconference mailings, brochures, etc. were perceived to be most helpful to the participant. The third model illustrates an easy to use form after each major presentation. Model four is one example of "testing" any selected process element of a workshop or a longitudinal inservice education project. The fifth model provides an opportunity for participants to evaluate their perceptions of the over-all experiences offered by the staff development program. (JD)