IN THIS SECOND OF A TWO-PART INTERVIEW, THE DIRECTOR DISCUSSES THE IMPORTANCE OF ENTRY-LEVEL ASSESSMENT IN POLICE OFFICER RECRUITMENT. HE MENTIONS NECESSARY OFFICER CHARACTERISTICS, INCLUDING FLEXIBILITY, SELF-CONFIDENCE, ABILITY TO WITHSTAND PRESSURE, AND A LACK OF NERVOUSNESS, ANXIETY, AND IRRITABILITY. IN ADDITION, HE NOTES THAT OFFICERS ARE SEEN AS HAVING TO RESPOND SPONTANEOUSLY AND DECISIVELY TO SITUATIONS. POLICE BACKGROUNDS ARE SIGNIFICANT AS THE CONCEPT OF RESPONSIBILITY ABSORPTION (ESTABLISHING ONE'S OWN SECURITY BY CARING FOR OTHERS) HAS A RELATION TO POLICE WORK. CALIFORNIA POLICE, THE SPEAKER BELIEVES, ARE YOUNG, INTERESTED IN FURTHER EDUCATION, AND HAVE GREAT OPPORTUNITIES TO WORK IN NEWER CITIES THAT CAN TAILOR A POLICE FORCE TO COMMUNITY NEEDS. MINORITY GROUP MEMBER RECRUITMENT IS IMPROVING POLICE SERVICE ADMINSTRATION TO THE COMMUNITY, BUT THE RECRUITMENT OF WOMEN IS PROBLEMATIC IN TERMS OF STANDARDS REQUIRED FOR STREET WORK. FINALLY, THE DIRECTOR COVERS SPECIFIC PROBLEMS SUCH AS DIVORCE, MEDIA DISTORTION OF PUBLIC EXPECTATIONS AND ADJUSTMENT TO RETIREMENT. HE SUGGESTS INCLUDING WIVES IN CAREER PLANNING, COUNTERACTING THE COMMERCIAL MEDIA IMAGE, AND PLANNING AN ALTERNATE CAREER PATH BEFORE RETIREMENT TO HELP ALLEVIATE THESE PROBLEMS. SEE ALSO NCJ 65714. (AOP)