Phase 1 of the evaluation procedure involves a job element assessment by three supervisors who have worked closely in a field capacity with the candidate for promotion. Supervisors participating in the candidate evaluation are instructed in the procedure by being required to evaluate hypothetical profiles of promotional candidates. With these training sessions, supervisors evaluated profiles similarly without collaborating. Similarity in evaluations of actual candidates affirmed the reliability of phase 1 evaluations. Phase 2 of the evaluation ensures some objectivity in the candidate assessment by using an assessment board composed of persons outside the department. Officers of the same rank for which the candidates are applying submit descriptions of situations they have encountered that required supervisory or other job-related skills. Candidates, separated into groups of four or five, analyze these problematic situations and devise impromptu solutions. Assessment board members view videotapes of officers' participation and grade each according to several elements. Comparative scores are used to narrow the field of eligible candidates. From the final pool of candidates, the chief selects those to be promoted. The chief may use all sources of information for assessments, including grading sheets used by assessors in phases 1 and 2. Forms used in the evaluation are appended.