Models that define career stages, such as Schein's, which describes the progression from the growth and exploration stage through retirement, provide a framework for analyzing the individual's career, career counseling, and the development of human resources practices and policies. An understanding of career typologies, such as the self-investor and the careerist, can provide information about the ends the organization serves for the individual and his or her motivations and self-perceived work-related rewards. The notion of the career anchor, the pattern of self-perceived talents and values that guide, constrain, and integrate a person's career, has practical applications in helping individuals decide how they can be most useful, can provide a guide for assignments, and help establish priorities by which to measure one's success and progress in a career. Using tools such as these, the organizational psychologist can help police departments design policies, practices, and programs to help the organization manage its relationship with its members. In addition, the psychologist can play a role both in assessing candidates for selection and promotion and for evaluating the assessment practices themselves. 17 references.