A police chief should be honest and accurate in all communications, since credibility is the foundation for eliciting confidence and trust. Since turnover can be devastating to the operations of a small department, police chiefs should hire only the best applicants who fit the agency's needs, preferably those who know the community and are attracted to the agency's policing style and community expectations. A thorough management audit of the agency by on outside firm can provide a reference point for the chief to rally officers to improve agency operations. An in-house audit can also be valuable. Setting an agency goal that is both high and attainable provides an incentive and direction for agency operations. Also, the use of public praise and rewards, along with private critiques of officer performance can improve morale and performance. The chief must be a role model for agency values and commit to agency goals. Other officers and the community must believe that the chief epitomizes the stated goals and values of the agency. Other priorities for the chief are to monitor the maintenance of equipment and facilities; systematically and regularly share information about agency work and trends in public safety issues; minimize chaos and uncertainty in agency operations; participate in continuing education; be attentive to employee needs and attempt to match the person to the job; seek small gains quickly; be a part of city planning and problem-solving; listen to the concerns of others; develop political skills; pick "fights" carefully; and commit to good personal health practices.