Delivery methods for existing correctional management training are generally sporadic and unsystematic. The goal should be a management training system with essential elements and resources included. Training should be oriented toward the generally-accepted skills desired in correctional administrators, including the skills of management, teamwork, report-writing, decisionmaking, and research and evaluation. Universities can provide the theoretical background, including a specific body of knowledge needed to work with criminal justice clients and operatives. To round out the system, training academies should be competency-based and skill-oriented, with emphasis on the specific techniques needed in the agency. To keep and promote correctional staff, career path sequences should be constructed which include assessment, career exploration, and a career plan of training. Coupling academy and on-the-job training with objective evaluation can provide a basis for promotion and other personnel changes. Seventeen references are provided. (Author abstract modified)