The first step in the promotion process is a job analysis of all the constable, sergeant, detective, staff sergeant, and inspector positions within the agency. The purpose of the analysis is to describe the nature of the agency's 70 positions. This step is essential to the development of the recruit selection system, the evaluation system, and the promotion system. An analysis of the old promotion system notes its failure to emphasize personalized career development. The new system attempts to rectify this weakness by requiring officers to apply for all promotions. Applicants for promotions are rated in three ways: noteworthy events, candidate ratings, and promotion examinations. A review of candidates and a series of interviews conducted by the candidate review committee follows. Committee members recommend two candidates for each vacancy; those candidates are then interviewed by each of the three committee members, who ultimately recommend a single candidate for each position. Although the system is found to have its weaknesses, the Calgary Police Service is nonetheless praised for giving a high priority to personnel career development.