The rationale for and obstacles to faculty development are considered, and recommendations for administrators to follow in initiating and implementing programs are offered. Faculty development is needed for at least three important reasons: knowing a subject does not mean an individual can effectively teach it; faculty need to learn how to teach and counsel adult students; and low enrollment and retrenchments result in heavily tenured faculty with few if any new faculty members added. Traditional faculty development has involved instructional development, personal development, and organizational development. Popular current approaches to faculty development include faculty growth contracts, instructional improvement centers focusing on human rather than material resources, and the auditor-consultant program. The following recommendations to administrators who are responsible for faculty development are considered: involving the faculty in planning the program, attaining administrators' support, making the program comprehensive, and establishing a reward system. A comprehensive faculty development program will offer faculty opportunities to improve as teachers, to develop a supportive environment, and to develop personal values as a professional. A bibliography is appended. (SW)