The selection and retention assessment process is dynamic. Dipboye, Smith, and Howell (1994) argued that the most influential portion of the final hiring process is the result of the interviewer's impression of the applicants. The Air Force Reserve Officer Training Corps program is responsible for selecting, retaining and ultimately hiring approximately 42% of the future leaders for the United States Air Force. The purpose of this quantitative study was to examine the relationships and differences of four selection and retention variables (cumulative grade point average (CGPA), Scholastic Aptitude Test Equivalency (SAT-R) score, Physical Fitness Assessment (PFA) score, Relative Standing Score (RSS)) assigned at the completion of the Professional Officer Corps (POC) program with the candidates' ranking and completion of the summer field training experience, and completion of the POC, culminating in a commission to second lieutenant in the United States Air Force (USAF). Additionally, the study examined the selection and retention variables that best predicted students' success during field training performance and professional officer completion. The population included 2,037 participants from 145 AFROTC Detachments that catered to roughly 1,000 undergraduate programs in which cadets graduated from in fiscal year (FY) 2011. In addition to the population analysis, the study included a logistic regression analysis of a sample size dataset because the large population dataset would typically yield some level of statistical significance; thus, a sample size analysis would add validity to the logistic regression analysis. Findings of the study indicated cumulative grade point average (CGPA) accounted for the largest contribution in the variance in predicting which cadets would be retained or not retained in the AFROTC program. Furthermore, the four independent variables yielded small effect size differences for most of the dependent variables except for the higher differences noted for race/ethnicity for cumulative grade point average (CGPA). Moreover, the multiple regression analyses indicated that all four predictor variables had significance to the students' Fielding Training ranking percentile scores, while only the students' RSS and PFA scores predicted students' earning Field Training Distinguished Graduate. Albeit not as strong as CGPA, the cadet's RSS was found to be a positive contributor to predicting who would be retained or not retained in the program. Furthermore, the probability of a cadet improving his or her RSS score by one point is more likely than improving his or her CGPA by one point. Additionally, RSS consistently correlated to the dependent variables, contributed to the predictive accountability of being retained in the program, and it garnered the highest weighting in the order of merit (OM) calculation (50%). Moreover because the RSS is a product of the Unit Commander's Ranking (UCR), which is one of the most contested variables in the model both inside and outside AFROTC, AFROTC should integrate a methodology that will improve how cadets' UCR scores are determined. Additionally, other quality predictors should be considered to assess leadership potential. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://www.proquest.com/en-US/products/dissertations/individuals.shtml.]