The focus is on reports that police departments, merit boards, or fire/police commissions would receive from the providers of psychological services. The most appropriate type of report would depend on number of applicants per hiring slot, concern over litigation, amount of weight being given to psychological testing in the hiring process, and the department's view of psychological assessment. The two models discussed here include a simple yes/no recommendation without a written report, and a psychological report that would comment on the applicant's interview style, job stability and performance history, arrests and driving problems, antisocial behavior history, substance abuse, and family and peer relationships. 11 references