The assessment center program simulates circumstances that measure the job skills and personal capabilities considered important in the management positions for which candidates are to selected. Trained observers evaluate the performances of the candidates. After a brief historical review of police management and promotion practices, the assessment center program is described in detail. Rating methods are discussed, and current psychological testing procedures used in assessment centers are reviewed. Results are reported from an opinion survey administered to about 50 police officers of various ranks to determine participant attitudes toward the process. Study findings show that the assessment center method for selecting management personnel is apparently more effective than other selection methods currently used. Further, the opinion survey showed that a high percentage of participants prefer the assessment center approach to traditional methods of promotional examinations. Future research should include longitudinal studies that will show how management personnel selected through the assessment center function in job situations. Also, the effectiveness of assessment centers should logically be improved as additional 'real-world' exercises are included in the program. Sample exercises used in assessment centers, rating forms, and the opinion survey questionnaire are appended. Tabular and graphic data are provided, along with 150 references. (Author abstract modified)