The evaluation consisted of a demographic study, a review of correctional training literature, contacts with departmental administrators, and the identification of State educational and training resources. The results demonstrated that training should begin during the induction of new personnel, that the general educational level of staff requires that initial training be geared to the high school level or below, that the distribution of personnel throughout the State calls for training on a regional basis, and that a career ladder with opportunities for advancement in position and salary is needed. Furthermore, training in the social sciences and related fields is recommended, as are the hiring of additional training officers within the system, the development of college level curriculum, and expanded recruitment efforts. The development of a comprehensive training program should take place through seven phases. First, program content and instructional methods must be developed after a review of available materials. A direct training program should be instituted to include orientation, job skill development, and core content knowledge useful to all departments. The formation of a self-improvement program for all personnel resources. Step increases in staff positions should be introduced to encourage staff development, and an intern program for State universities should be initiated as a source of training for potential personnel. The developing plan should be evaluated to assure its effectiveness. Finally, coordinated efforts of all departments should be encouraged through the establishment of a plan administration group. Maps, charts, diagrams, and footnotes are included.