This research examined, through a qualitative grounded theory approach, perceptions of classified, non-instructional staff, and leaders in business and operations on a best practices professional development framework for operational staff. The study also examined the responsibility of leaders to provide professional development opportunities to their staff and touched on how it affects the workplace culture. In the past, studies have examined the benefits of continuous job-embedded training and professional development opportunities for teachers, the administrators' responsibility to provide such opportunities, and the effect professional development has on school culture; but there is limited research about providing consistent professional development opportunities for classified and non-instructional staff. Classified and non-instructional staff in business and operations have both a direct and indirect impact on student learning and achievement. Providing continuous professional development opportunities to this population, to mirror that of teachers, may help increase the knowledge and skill capacity in a school district. This study was conducted using a survey for classified and non-instructional staff, a semi-structured focus group interview of leaders in business and operations, and document reviews from the same leaders. Results from this research supported the existing literature summarized in Chapter Two about professional development for teachers and the theoretical framework that guided the study. The researcher highly recommends that K-12 districts adopt this best practices framework for the continuous development of non-teaching staff. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://www.proquest.com.bibliotheek.ehb.be/en-US/products/dissertations/individuals.shtml.]