The purpose of the administrator evaluation program for the Lake Washington School District Number 414, Kirkland, Washington, is to improve motivation, increase understanding of administrator responsibilities, foster communication, establish documented performance as a decision base for personnel actions, and ensure the compatibility of administrator objectives and district goals. The evaluation process is threefold and involves a general evaluation of performance, staff/peer performance evaluation, and management by objectives. Indicators of administrative effectiveness include seven task areas: curriculum and instruction, staff personnel, pupil personnel, finance and business management, school buildings and equipment, school community relations, and professional growth. The author cautions that, while every evaluation system should be stabilized, the tendency toward system stagnation should be avoided. (Author)