The first step in developing the assessment process was to complete a comprehensive job analysis. Several job dimensions were identified: problem solving, communication, initiative, adaptability, judgment, interpersonal sensitivity, and maturity. Exercises designed to elicit the appropriate behaviors to be observed and analyzed included group discussions, situational responses, oral presentations, background/achievement reports, and observational responses. Departmental assessors were trained to review the job dimensions, role-play the exercises, and evaluate the candidates. The operational phase of the process included specific timetables for exercise completion, orientation meetings, observation of candidate participation, document and materials processing, dimension worksheets to be completed by assessors, team meetings of assessors, final debriefing of the candidates, integration of exercise results, and final report preparation. Each assessor reports to the assembled team of assessors on each candidate's strengths and weaknesses; candidate decisions are then made by consensus. The Appleton police department has hired 28 of 209 applicants for entry-level positions using the assessment center process; 4 officers left voluntarily and 1 did not complete probation. This process allows neophyte candidates to compete on equal footing with experienced officers and gives selected candidates additional inferred support from the department.