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contentious, acrimonious, and adversarial, creating an us-versus-them mentality within the police family~ However, the leadership of the Eugene Police Department has the opportunity to work in partnership with the Police Employees Union to improve relations not only with the community, but also within the department. During discussions with the executive board of the union, the review team was pleasantly surprised with the union's assertion that they would welcome an external review board; that they wanted to improve the quality of policing in Eugene; and that they were tired being negatively viewed by the community. The union wants change and wants it now. When focus group members and other interviewees were asked if they would be surprised to hear that the union supported the external review board, they indicated their disbelief that this was possible. This is clearly a case of the right and left hands wanting the same thing, however, neither knows about the other. It is time to meet with the union to find areas of agreement and to work collectively toward meaningful change. Recruitment and Selection Acknowledging that any police department should select only those who are qualified and capable, administrators should embrace a philosophy which ensures that only qualified personnel are selected. Personnel systems should be designed to screen in applicants as opposed to screening out applicants. Personnel systems that screen out applicants attempt to identify those who are unqualified and remove them from consideration. Once this is accomplished, employees are selected from the remaining applicant pool. Some have observed that in this process, "survivors are not necessarily the 'cream of the crop.' They merely represent applicants the agency has found no reason to reject" (Doerner and Nowell, 1999:343). On the other 29