The study focused on a sample of 1,092 officers who were psychologically screened and hired between November 12, 1984, and July 29, 1985, with a probationary year completion range between November 1985 and July 1986. A sample of 3,965 officers from a prior civil service list who had not been psychologically screened comprised the group on which the base rate of terminations was computed. Psychologically screened officers with higher psychological ratings were rated better on job performance measures than officers with lower scores. Officers with high screening scores were more punctual, absent less often, had better relationships with coworkers, had higher work quality, and were more willing to accept responsibility than officers with low screening scores. The psychological screening thus is apparently fulfilling its intention of producing higher quality corrections officers. 4 data tables.