POLICE PROMOTIONAL EXAMINATIONS GIVING CREDIT FOR SENIORITY OFTEN LEAD TO PROMOTING UNFIT PERSONS TO LEADERSHIP POSITIONS. HOWEVER, PROMOTIONAL TESTS SEEKING MERELY THE BEST QUALIFIED LEADERS ARE CRITICIZED FOR BEING UNFAIR. A BALANCE BETWEEN SENIORITY AND TALENT IS THUS RECOMMENDED FOR POLICE LEADERS AND THESE ASSETS SHOULD BE TESTED. HOWEVER, WRITTEN TESTS ARE DIFFICULT TO MAKE UP FAIRLY AND DO NOT MEASURE SKILLS; ORAL TESTS, ON THE OTHER HAND, ARE CRITICIZED FOR BEING TOO SUBJECTIVE. IN ADDITION, TOO FEW QUALIFICATIONS ARE GENERALLY REQUIRED OF POLICE TAKING PROMOTION EXAMINATIONS SO THAT UNDERQUALIFIED EMPLOYEES RECEIVE THE SAME OPPORTUNITIES AS SOLID, DEPENDABLE EMPLOYEES; THIS DESTROYS WORK INCENTIVE. HOWEVER, STRUCTURED ORAL BOARD EXAMINATIONS OFTEN SOLVE MANY OF THE AFOREMENTIONED PROBLEMS IN MEDIUM-SIZED POLICE DEPARTMENTS. THE STRUCTURED ORAL BOARD EXAMINATION INCORPORATES WRITTEN AND ORAL EXAMINATIONS INTO ONE, 90-MINUTE ORAL INTERVIEW DESIGNED TO EVALUATE TECHNICAL AND CONCEPTUAL KNOWLEDGE, COMMUNICATION SKILLS, AND AN OFFICER'S COMMAND POTENTIAL. BOARD MEMBERS EACH HAVE EXPERTISE IN ONE SUBJECT AND MUST BE CAREFULLY SELECTED. IN ADDITION, EACH EXAMINEE BRIEFLY DESCRIBES HIS EDUCATION AND EXPERIENCE BEFORE THE BOARD DURING THE EXAMINATION. TEST SCORES ARE AVERAGED FOR FAIRNESS; QUESTION AREAS SHOULD INCLUDE LAW, TRAFFIC PROBLEMS, INVESTIGATIONS, MANAGEMENT PRINCIPALS, PATROL PROCEDURES, AND LOCAL GOVERNMENT FACTS. (PAP)