Individual articles report on the question of whether industrial and clinical psychological principles can be combined to yield valid and defensible psychological screening data for law enforcement officers; suggestions for the development of psychological testing in law enforcement agencies; and the importance of education in police chief selection. They also examine the need of small police departments for human service professionals and the categories of services commonly obtained by law enforcement agencies through contacts with outside consultants. Issues facing women police recruits are discussed, as is a program of group support services in the Southeast Florida Institute of Criminal Justice, designed to respond to the women's needs. The Indiana State Employee Assistance Program, which assists officers or their family members who have alcohol, drug, or emotional problems is profiled. Other articles present a method for evaluating the physical requirements of a police officer in any size jurisdiction; discuss police management considerations of physical capacity screening; and consider the use of the University of Washington's Police Officer Physical Efficiency Battery as an entry level physical screening procedure. The authors suggest a physical training program for police recruits and a physical fitness program created to provide officers with an incentive to keep themselves in good physical condition. Final contributions deal with alternatives to collective bargaining, and promotional procedures, including the assessment center approach and the use of a written essay examination as a promotional tool.