General information is provided on the sequence of new officer selection proceedings from 33 responding departments. The reviews of background investigation processes included typical domains of focus, how checks are conducted, by whom, and areas that commonly constitute automatic disqualification. Psychological screening information included a review of the Texas Commission on Law Enforcement Officer Standards and Education standards, a listing of the most frequent tests used, problems encountered with testing, and attributes most often given priority in determining candidate desirability. The most significant change in selection that has resulted from the ADA is that most candidates now receive a conditional offer of employment prior to background investigations, psychological testing, and medical exams. A small number of examiners and officers expressed disappointment and concern about the effect the ADA is having on selection; however, most psychologists and police administrators welcome the changing trend toward more job- related, job-specific characteristics and tests, so as to predict more accurately future behavior based on current attitudes, mental health, and behaviors. 8 tables and 13 references