The need for a valid and reliable job analysis of each police position is cited, and the three components of the process -- interviews, direct observations, and task analysis -- are identified. The role that the timely and sufficient posting of examination announcements for available positions plays in the effectiveness of the promotion process is examined. Additionally, the testing components for the ranks of sergeant, lieutenant, and captain are listed, and the minimum requirements necessary for officers to be eligible for each position are delineated. Attention focuses on the testing components; the written tests, for example, are constructed to evaluate the applicants' mastery of the subjects, including social ethics, supervision, investigation procedures, and community relations. Oral interviews are conducted to determine the applicants' communications skills, problemsolving abilities, self-confidence, commitment to agency objectives, and management style. Assessment centers consist of a variety of exercises structured to evaluate job-related behavior, and promotional potential ratings are conducted to assess the applicants' ability to perform successfully in the position. The appointment of officers on the basis of test scores, performance ratings, and service records are discussed. Finally, the probationary period after an officer's appointment to the position of sergeant or lieutenant is described.