THE MODEL APPLIES TO ANY MANPOWER SYSTEM WHERE EMPLOYEES ARE RANKED ACCORDING TO SENIORITY AND WHERE WASTAGE RATES AND PROMOTION-DEMOTION RATES ARE ASSUMED TO BE DEPENDENT ON LENGTH OF SERVICE. IN VIEW OF THE NATURE OF WASTAGE FROM DANISH AND ENGLISH POLICE FORCES, AN ATTEMPT IS MADE TO ASCERTAIN WHAT EFFECT RESIGNATIONS HAD ON EXPECTED LENGTH OF SERVICE. THIS IS DONE BY USING THE THEORY OF COMPETING RISKS IN WHICH RESIGNATION IS ELIMINATED AS A CAUSE OF LOSS FROM POLICE FORCES. DATA WERE OBTAINED FOR THE 1968-72 PERIOD. REASONS FOR LEAVING POLICE FORCES WERE RETIREMENT, DEATH, MEDICAL STATUS, RESIGNATION, DISMISSAL, AND TRANSFER. ONCE PROMOTION WAS ACHIEVED, UNNATURAL LOSSES DUE TO RESIGNATION WERE NEGLIGIBLE, POSSIBLY BECAUSE OF THE INCREASED SALARY, ADDED INCENTIVES, AND IMPROVED WORKING CONDITIONS. DANISH RESIGNATION RATES WERE MUCH LOWER THAN ENGLISH RATES. ON RECRUITMENT INTO THE ENGLISH POLICE FORCE, AN OFFICER HAS A SERVICE EXPECTANCY OF 10.35 YEARS IN RANK 0 (CONSTABLE) AND 4.83 YEARS IN RANK 1 (ALL OTHER RANKS COMBINED). THIS MEANS THAT A NEW RECRUIT, IN VIEW OF FORCE WASTAGE EXPERIENCE, CAN ONLY EXPECT TO COMPLETE 15.18 YEARS OF SERVICE. IN THE DANISH FORCE, HOWEVER, THAT SAME RECRUIT CAN EXPECT TO COMPLETE 33.34 YEARS, WITH 22.12 YEARS IN RANK 0 AND 11.23 YEARS IN RANK 1. THE SUBSTANTIAL DIFFERENCE IN FAVOR OF THE DANISH FORCE APPEARS DUE ENTIRELY TO THE HIGH LEVEL OF UNNATURAL WASTAGE IN THE ENGLISH FORCE. SUPPORTING DATA ARE PROVIDED, AND REFERENCES ARE CITED. (DEP)