In response to the problem of developing a comprehensive system of evaluation to improve and reward instructional effectiveness that is acceptable to both the academic and administrative arms of an institution, this paper presents a series of recommendations comprising a possible approach to the problem. After providing a rationale for a comprehensive faculty evaluation system and reviewing current practices, the elements of the proposed system are explored. These include: (1) methods of assessing instructional effectiveness, e.g., student evaluation of teacher performance, instructor self-evaluation, assessment of students' achievement rates, and peer evaluation; (2) methods of providing results to instructors in a manner that allows the easy and accurate identification of instructional problems as well as suggestions for solving such problems; (3) options the instructor should consider based on whether the evaluations are positive or negative, ranging from the placement of positive assessments in departmental files for use in rank, pay, or tenure considerations to the development of instructional improvement plans and strategies; (4) implementation of the instructional improvement proposals for rectifying weaknesses identified during the assessment process; and (5) adminstrative procedures for considering instruction in the institutional reward system with evidence of teaching effectiveness weighted accordingly in a "teaching + research + service" equation for arriving at rank, pay, and tenure recommendations. (Author/HB)