BECAUSE OF VACANCIES CREATED IN THE RANKS OF INSPECTOR AS THE RESULT OF POLICE FORCE REORGANIZATION IN 1972, A PLAN WAS DEVISED TO SELECT THE BEST CANDIDATES FOR THE POSITION IN ORDER TO AVOID PROMOTING PEOPLE WHO WERE NOT YET READY TO ASSUME HIGHER RESPONSIBILITY. THE FIRST STEP INVOLVED THE ADOPTION OF THE 'FIVE POINT ASSESSMENT PLAN,' WHICH WAS DESIGNED TO ACHIEVE A MAN-JOB MATCH THROUGH THE ANALYSIS OF FIVE FACTORS: (1) IMPACT ON OTHERS, (2) QUALIFICATIONS, (3) INTELLIGENCE AND ABILITIES, (4) MOTIVATION, AND (5) EMOTIONAL ADJUSTMENT. THE FIRST STEP IN THE ACTUAL SELECTION PROCESS CONSISTED OF COMPILING A 'SHORT LIST' OF THE MOST PROMISING ASPIRANTS ON THE BASIS OF EVALUATION OF FORMAL APPLICATIONS BY A SELECTION PANEL CONSISTING OF TOP POLICE OFFICIALS. THE SECOND STAGE CONSISTED OF TESTING THE REMAINING CANDIDATES IN A SERIES OF SIMULATED PROBLEMS THAT ARE HANDLED BY SECTOR INSPECTORS. AT THE COMPLETION OF THE SECOND STAGE, ANOTHER 'SHORT LIST' OF CANDIDATES WAS SELECTED FOR PARTICIPATION IN A 6-MONTH TRAINING PROGRAM, WHICH CONSISTED OF SEVEN PHASES OF INSPECTOR TRAINING. THE SELECTION BOARD THEN RANKED EACH CANDIDATE ACCORDING TO SPECIFIED JOB FACTORS. A MINIMUM SCORE WAS REQUIRED ON EACH JOB FACTOR FOR SUCCESSFUL COMPLETION OF THE TRAINING. PRELIMINARY RESULTS INDICATE THIS THIS PROGRAM FOR MEETING AN IMMEDIATE NEED FOR QUALIFIED INSPECTORS WAS SUCCESSFUL. A LONG-TERM CAREER DEVELOPMENT SYSTEM IS NOW BEING PLANNED. (DEG)