IN RESPONSE TO CIVIL RIGHTS ACT TITLE VII ANTIDISCRIMINATION REQUIREMENTS, THE STATE OF WASHINGTON SOUGHT TO DEVELOP SELECTION DEVICES AND PROCEDURES TO PREVENT ILLEGAL ADVERSE IMPACT AGAINST PROTECTED CLASSES, TO ESTABLISH JOB-RELATED STANDARDS ENSURING QUALITY PERSONNEL SELECTION, AND TO CREATE STATEWIDE STANDARDS, THUS REDUCING THE COST OF SELECTION PROCEDURES. ANALYSIS WAS STRUCTURED BY THE EEOC'S TESTING AND SELECTING EMPLOYEE GUIDELINES AND OTHER PUBLICATIONS. A PRELIMINARY JOB INVENTORY FOR ENTRY LEVEL POLICE OFFICERS WAS PREPARED BY CONSULTANTS BASED UPON A PREVIOUSLY CONDUCTED STUDY OF POLICE DUTIES IN A LARGE NUMBER OF DEPARTMENTS. WORKSHOPS WERE CONDUCTED TO VERIFY RELEVANCE OF THE MATERIALS. BASED ON WORKSHOP RESULTS, A 289-ITEM TASK QUESTIONNAIRE FOR PATROL OFFICERS WAS DEVELOPED AND ADMINISTERED TO 351 SUBJECTS. THE QUESTIONNAIRE ASKED OFFICERS TO RATE EACH LISTED TASK OR DUTY A TASK WAS CONSIDERED TO BE MOST IMPORTANT IF THE CONSEQUENCES OF MAKING AN ERROR OR PERFORMING POORLY WERE SEEN AS DETRIMENTAL TO EFFECTIVE LAW ENFORCEMENT. IN ADDITION, A PERSONAL CHARACTERISTICS QUESTIONNAIRE MEASURING SUCH QUALITIES AS APPEARANCE, DEPENDABILITY, INTEGRITY, AND INITIATIVE WAS DEVELOPED AND IMPLEMENTED. SITUATIONAL REASONING AND ORAL AND WRITTEN COMMUNICATION WERE MOST IMPORTANT IN THIS REGARD. BECAUSE FEDERAL GUIDELINES AND STANDARDS MANDATE A HEAVY BURDEN TO THE EMPLOYER, IT IS DEEMED IMPORTANT TO CONFINE THE SELECTION SYSTEM FOR POLICE OFFICERS EXCLUSIVELY TO THOSE PERSONAL CHARACTERISTICS WHICH WERE JUDGED TO BE IMPORTANT FOR PERFORMING THE MOST CRITICAL ASPECTS OF A POLICE OFFICER'S JOB. TABLES OF INFORMATION ARE INCLUDED IN THE DESCRIPTION. (LWM)