The three major study components are the validity of psychological testing techniques, implementation of an organizational development effort to "match" candidates to the environment of their organization, and legal issues. Futures research techniques were used to synthesize accumulated information. They included a literature search, two surveys, interviews, nominal group technique, trend identification/forecasting, event, cross-impact analysis of trends/events, and the development of futures scenarios. The study analyzed the legal, psychological, personnel- management, and law-enforcement elements of using psychological profiling as part of a promotional process. Although the study shows that there are viable and job- relevant testing procedures that can be tailored to the needs of any law enforcement agency, additional study is needed due to the scarcity of historical data regarding psychological profiling for the promotion of supervisors in California law enforcement agencies. Current psychological screening conducted at the entry-level background investigation is insufficient to identify leadership traits relevant to promotion. The psychological profiling of candidates for first-line supervisor is useful for agencies committed to promoting supervisors with leadership and interpersonal skills that best match the department's philosophy. This implies that psychological evaluation for promotion requires that agencies first define their operational philosophy. Some recommendations are that the promotion decision not depend totally on the psychological profile, that all candidates be aware of the process through inclusion on the job announcement and an orientation session, that a one-on-one clinical interview be conducted by an evaluating psychologist, and that the psychologist provide feedback to the selector and the candidate. In addition to a futures study this report contains a strategic management plan to assist agencies in the implementation of psychological profiling in the promotional process. A transition management plan shows how to manage the transition from the traditional supervisory promotional process to one that uses state-of-the-art psychological profiling resources. 6 figures, 3 tables, appended tools and supplementary information, and a 34-item bibliography