Exploring the problem of high turnover rates for counselors at a therapeutic camp reveals that low job satisfaction--specifically lack of advancement and educational opportunities--is one frequent factor influencing resignation. This study examines the possibility of increasing agency support of personal advancement by creating individual development plans with each staff member. Plans include a needs assessment, a 1-year goal, several objectives and the strategies by which to achieve them. Job satisfaction is judged by means of pre- and post-implementation surveys. The results indicate an increase in staff perception of agency support, but no overall perception of increased job satisfaction. The relationship between support of career advancement and job satisfaction is explored, with the conclusion there is no link between the two, or that it is only one of several factors in job satisfaction. Other factors could include salary, communication and relationship to supervisor, responsibility, achievement and recognition. It is suggested that each of these factors be explored. With the short length of stay for counselors at most camps, there is not a strong emphasis on development outside of agency training. A final recommendation is that individual staff development should be explored as a permanent part of the agency's personnel programming. Contains 25 references and 5 appendices. The survey instruments are appended. (KW)