An agency can train personnel for Compstat by first preparing a sample Compstat book that matches the one it will produce every week. Next, the agency should conduct a plenary session with all required attendees and chaired by the chief and the facilitators, to be held at the facility where future Compstat meetings will be held. During the plenary session, the agency should describe the purpose, rationale, techniques, anticipated organizational change, and expectations. The agency may also send participants to an actual Compstat session in a practicing community to observe the process. Regarding Compstat meeting protocols, the agency must first identify the day and time for Compstat meetings, which should be the same each week. Other protocols that should be developed are the seating arrangement, which should be configured in a square; the dress code (preferably dress uniform); and the agenda. The interaction at the meeting involves the facilitator asking a series of direct, probing questions about current investigations, quality-of-life conditions, and crime-control strategies. At times the questioning may become adversarial. A sample line of questioning is provided in this article; it pertains to a hypothetical robbery pattern that involves two suspects who use a blue vehicle. Commanders must expect a variety of questions that are pertinent to each investigation being reviewed. As with any other portion of Compstat, the commander must state why performance has increased or decreased, what action plans have been created, and how strategies are to be adjusted when warranted. The last portion of Compstat is the roundtable discussion, during which the chief polls all the commanders to determine whether they have anything to discuss. Commanders can then debate training issues, announce other city or department initiatives, or review budget issues or procurement problems. When properly organized and conducted, Compstat can reduce personnel complaints while reducing corruption and increasing integrity. Compstat's constant review and assessment of performance deters inefficiency and procrastination while establishing a structure for developing strategies and measuring progress. 22 notes