THE PRIMARY REFERENCE SOURCE FOR THE REVIEW WAS THE NATIONAL CRIMINAL JUSTICE REFERENCE SERVICE. GROWTH IN THE AMOUNT AND QUALITY OF POLICE TRAINING AND IN THE AMOUNT OF RESEARCH ON POLICE PERSONNEL ADMINISTRATION WERE TRACED. FORMAL EVALUATION TECHNIQUES AND DESIGNS IN TWO AREAS WERE ANALYZED: (1) PERSONNEL RECRUITMENT, TESTING, SELECTION, PERFORMANCE RATING, PROMOTION, AND CAREER DEVELOPMENT; AND (2) SPECIALIZED TRAINING PROGRAMS SUCH AS POLICE-COMMUNITY RELATIONS, CRISIS INTERVENTION, DRUG ABUSE, AND CRIMINAL INVESTIGATION. STATE AND LOCAL ACTION GRANT PROJECTS WERE ALSO EXAMINED. PERSONNEL EVALUATION INVOLVED ASSIGNMENT, FORECASTING, RECRUITMENT, RETENTION, ALTERNATIVE ACTION, SELECTION CRITERIA, SCREENING TECHNIQUES, PERFORMANCE APPRAISAL, AND JOB ANALYSIS. POLICE TRAINING FOCUSED ON ENTRY-LEVEL TRAINING, TRAINING DELIVERY SYSTEMS, PERFORMANCE OBJECTIVES AND FIELD TRAINING, INSTRUCTIONAL STAFF AND TECHNIQUES, ROLE LEARNING, INSERVICE TRAINING, SUPERVISORY AND MANAGEMENT TRAINING, SPECIALIZED TRAINING, AND EDUCATION. EVALUATION REVIEW FINDINGS DEMONSTRATE THE NEED FOR A NATIONAL CLEARINGHOUSE TO COLLECT, CLASSIFY, AND DISSEMINATE EVALUATION MATERIALS TO PERSONS AT ALL LEVELS OF THE CRIMINAL JUSTICE SYSTEM. SUGGESTED EVALUATED METHODOLOGIES AND A REPORTING, ABSTRACTING, AND INDEXING MECHANISM FOR EVALUATION RESULTS SHOULD BE INCORPORATED IN THE DEVELOPMENT OF NATIONAL EVALUATION STANDARDS AND GUIDELINES FOR POLICE PERSONNEL AND TRAINING, NOTES ARE INCLUDED.