While the validity, reliability, and expense of psychological screening have been advanced as arguments against the use of psychological techniques, such programs can serve as insurance against claims that agencies have not used all available resources to safeguard their officers and their communities. Standardized psychological tests can be used to assess police candidates' suitability for policing, can gauge changes in applicant populations, and can provide information for making policy decisions. The American Psychological Association has developed guidelines for psychological testing. These standards describe the need and means for psychologists to document their test results, provide evidence of the results (i.e., predictability or job-relatedness), and provide clear statements as to the limitations and proper use of test results. A survey of 27 police psychologists indicated strong agreement that psychological tests in conjunction with clinical interviews should be used as one component of the overall police selection process. Commonly used tests include the Minnesota Multiphasic Personality Inventory, the California Psychological Inventory, the Inwald Personality Inventory, and vocational preference tests (such as the Strong-Campbell Interest Inventory). In addition to selection, police psychologists play a role in evaluating recruits and providing training in such areas as communication, stress management, and supervision. 39 references.