Using the normative future as a model, a mission statement is developed. It emphasizes the critical nature of police recruitment and emphasizes diversity in ethnic and cultural backgrounds, in languages, in educational fields, and in work experience as a desirable strength of an agency. This report recommends the marketing of law enforcement not only as an honorable and well-compensated career, but as a "first career" for persons preparing for other professions, especially those that require lengthy educational preparation. The recruitment plan developed and presented includes recruiting in all grade levels of public schools, in all colleges/universities, and through large company outplacement coordinators from the private sector. It emphasizes recruiting qualified candidates who have not expressed an interest in law enforcement as a career. For such people, law enforcement may be marketed as a "first career," emphasizing high salary and personal development. A strategic-management plan is described, using a modified policy Delphi for alternative policy development. A number of specific policy recommendations are offered. A transition-management plan for implementation in a California law enforcement agency is presented, based on an expansion of the policies developed. The plan includes establishing a personnel office reporting directly to the chief executive, involving the entire department in recruiting, improving the image of the law enforcement profession, and targeting the alternative applicant pool. 37 references and a 25-item bibliography