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hand, screening in applicants refers to the process whereby organizational goals, values, and tasks are clearly articulated, and procedures are employed to identify the best qualified applicants. Selections are made from this more restricted pool. The difference between the two philosophies is that the former selects applicants from a pool of minimally qualified and the latter selects applicants from a pool of highly qualified applicants. Therefore, when a police department adopts a policy of screening in applicants, it will select the best qualified for the department. Recruitment and selection must be part of the strategic plmming process. In the City of Eugene, entry-level police officer positions are not continuously open. Rather, when the police department is granted authority to fill vacant or newly allocated positions, they are posted by Human Resource Services. Since actual hiring authority rests with the police department, HR representatives feel theirs is a consulting role. At the request of Human Resource Services, the police patrol captain assigns two sergeants to recruitment responsibilities on a part-time basis. However, because police involvement is typically rotational and veterans to the process are frequently transferred or promoted, those selected to participate are often inexperienced. Therefore, it is HR department personnel who bring consistency to the process. In advance of each hiring cycle, Human Resource Services develops a list of tasks which focuses largely on where recruitment activities should take place. Historically, the list includes minority law enforcement officer associations; local newspapers, minority-interest publications, and websites where advertisements can be placed; and area colleges and universities. These part-time recruiters make contacts with criminal justice department heads to schedule opportunities to address classes. 3O