A sample of 4,502 airmen assigned to the security police career field were administered a test battery consisting of biographical, attitudinal, and interest measures. Using a criterion of in/out of service after a minimum period of one year on the job, regression analyses were accomplished to determine the effectiveness of the predictor composites. Efforts were made to decrease the magnitude of the selection composite by eliminating one or more of the experimental test measures or minimizing the overall number of test items. Three selection composites containing different numbers of test items were developed and evaluated for practical utility in identifying individuals most likely to separate from service. The multiple correlations ranged from .46 to .37. Cross-application analyses resulted in multiple correlations of .20 to .19. Recent changes and improvements in this career field were reviewed. It was concluded that a screening procedure comprised of aptitudinal, interest, and personal history data has some practical utility but is limited in its usefulness in a recruiting climate of decreasing manpower availability. (Implications for recruitment or for implementation of new screening methodology are discussed.) (Author/BM)