Well established methods are available for estimating the monetary value of tools used to predict job performance in personnel selection. However, similar methods for estimating the value of tools used to predict counterproductive work behaviors (CWB) have been less well researched. This article presents two possible approaches for studying the latter issue. These approaches are based primarily on rational estimates of SDy for CWB, and on selection tools’ true positive rates. Anecdotal validity evidence is then used to demonstrate each approach. While more comprehensive research is still needed in this area, methods such as these may already begin to facilitate better informed personnel decisions for managing counterproductive behaviors in the workplace.