Career development programs (CDPs) are a rather recent area of study in organizational and industrial psychology. The present study investigated the nature and evaluation of CDPs in Fortune 500 firms. Data were obtained by a mailed questionnaire completed by the firms' human resources directors. Of the 500 companies surveyed, only those 50 that had CDPs in place were analyzed. Results indicated that CDPs were targeted at middle-to-upper-level managers and that the programs were rated as being quite helpful. CDPs were usually of short duration (workshops lasting several days) and conducted by professionals from within the organization. Some of the implications of these findings parallel those suggested by Hall and Lerner in their review article "Career Development in Work Organizations: Research and Practice": (1) very little evaluation research is being conducted on career programs in industry, and (2) the efficacy of CDPs has yet to be widely accepted by company executives in large industries. Undoubtedly, much more research will be needed in the area, and some creative approaches should facilitate the design and positive outcome of CDPs and related career counseling/management interventions in large firms. (Author/KC)