The assessment center method incorporates various job- related simulations, including performance tests, structured interviews, job knowledge tests, structured interviews, job knowledge tests, psychological tests, in-basket techniques, and leaderless group exercises. Because most prior studies on the use of assessment centers in law enforcement have been descriptive in nature and few empirical studies have been conducted to assess their validity, a study was conducted to evaluate how the Ocala, Florida, Police Department used the assessment center method to select entry-level police personnel. The sample included entry- level police officers assessed and selected by the Ocala Police Department between 1980 and 1991. Assessment center data were available for 133 police officers, but complete 1-year performance evaluation data were available for only 94 of the police officers. Overall assessment center ratings, as well as ratings on individual assessment center dimensions, were evaluated in terms of their relationship to on-the-job performance 1 year after the probationary period. Results showed decisiveness, judgment, and stress tolerance appeared to be critical areas to focus on when comparing police applicants during the assessment center phase of selection. Further research on police selection standards and procedures is recommended. An appendix defines dimensions used by the Ocala Police Department Assessment Center. 23 references and 4 tables