The challenge for existing police leaders is to create a structured program for developing their own replacements. The challenge for future police leaders is to develop a personal plan for professional development that takes advantage of the various opportunities provided by their agency to pursue a career path. Because of early retirement program incentives, many agencies are replacing veteran leaders with younger candidates who have not had the length of service required for the development of leadership skills. There is a need for agencies to have more focused efforts in identifying leadership traits among young personnel, to create a career development path, and to prepare replacements to be supervisors. Assessment centers have proven their ability to predict long-term success in leadership positions. They can assist an agency in identifying leadership skills among existing personnel. Leadership skills can also be identified, developed, and tested by giving potential managers a few tasks that require leadership, such as planning an event, writing a training bulletin, conducting training, conducting research, writing a proposal, writing a grant, and counseling peers. It is also helpful to rotate officers among assignments for at least brief periods, so they can become familiar with various management tasks. Also, performance evaluations help in developing skills needed in higher positions. Performance appraisals should focus on the development of skills that can be transferred to supervisory positions. Among the activities that can prepare an officer for a leadership position are participation in an academic course on management/leadership, assuming a team leadership role, reading the professional literature, and participating in research and reporting findings.