The Psychometric Needs Assessment (PNA) model was designed to provide a means of describing a target population and various sub-populations contained therein. The specific purpose of such description is to provide a guide to determination of the continuing educational programming needs of professionals. Major attributes of the PNA model are the following: (1) the model emphasizes needs rather than interests in the identification of training programs; (2) PNA is very amenable to rigorous validity testing; (3) the model fits in well with current recruitment practices of middle and senior executives where there is an ever increasing reliance on standardized psychometric evaluation; (4) data collection instruments are standardized, resulting in a greater knowledge of the inherent error factor; and (5) while most characteristics are tested by non-behavioral means (attitudes, etc.), this disadvantage is also a characteristic of more traditional needs assessment strategies. The model was tested in the early 1970s with 677 male junior and senior-level personnel from four occupational categories: sales, engineering, administration and finance. Discriminant analysis was used in analyzing data from a four-test psychological screening battery to provide differentiation between typical characteristics between professional groups and differentiation within groups as a function of seniority or experience. It was concluded that the model offers promise as a reasoned, though complex, approach to the needs assessment process for business professionals. (Statistical data from the test of the model is included.) (DTT)