Three sub-issues are addressed: what financial incentives, other than promotion, can increase pay without a rank change; what nonfinancial incentives, other than promotion, can enhance job satisfaction; and what status changes, other than promotion, can enhance job satisfaction. A number of tools and techniques are used to address these issues. A review of related literature and discussions with line-level officers and subject-matter experts established a foundation. From that foundation, eight panels were convened. Those panels ranged from the sub-issue subcommittee to the Nominal Group Technique panel to the Modified Policy Delphi panel. Regarding the central issue of the nature of alternative career paths to be available by the year 2004, the study concludes that career paths will be "plotted out" by the employees themselves based on the incentives provided by their city and the status allotted by departmental management. Employees will have the opportunity to pursue the goal of using their interests and abilities to the maximum by specializing in those aspects of policing that match those interests and abilities. Employees at every level will be able to increase their benefits and status by improving their performance without the requirement that they receive a promotion. The proposed system would ensure that candidates for promotion have no incentive for seeking promotion other than their desire to have the increased responsibility that those positions provide. A transition management plan is proposed for moving toward such a system of "success" in alternative career paths. 46 references and a 19-item selected bibliography