EIGHT FEDERAL LAWS AND EXECUTIVE ORDERS REQUIRING EQUAL EMPLOYMENT OPPORTUNITY IN CRIMINAL JUSTICE AGENCIES ARE SUMMARIZED. AGENCIES ARE ENCOURAGED TO REMOVE ARTIFICIAL BARRIERS TO WOMEN AND MINORITY JOB APPLICANTS AND TO IMPLEMENT JOB ANALYSIS, REDEFINED JOB SPECIFICATIONS, AND FLEXIBLE, INNOVATIVE WORK SCHEDULING TO BROADEN THE RANGE OF POTENTIAL EMPLOYEES. MANPOWER PLANNERS SHOULD CONSIDER FUNDAMENTAL ORGANIZATIONAL TRENDS, ANTICIPATED ATTRITION, TURNOVER RATES, GENERAL ECONOMIC FORECASTS, TECHNOLOGICAL BREAKTHROUGHS, GOVERNMENTAL TRENDS, AND RELATED LEGISLATIVE POLICY. POSSIBLE SOURCES OF RECRUITS ARE LISTED IN VIEW OF AGENCIES' NEED TO ACTIVELY SEEK OUT CANDIDATES. MOREOVER, RECORDKEEPING AND EVALUATION OF RECRUITMENT STRATEGIES ARE SUGGESTED TO MEASURE THE SUCCESS OF AFFIRMATIVE ACTION PROGRAMS AND INDICATE PROBLEMS OF EXCESSIVE TURNOVER. ALSO FEATURED IN THIS PAMPHLET ARE A TABLE PROJECTING CRIMINAL JUSTICE MANPOWER NEEDS THROUGH 1985, A FLOW CHART SHOWING A MODEL MINORITY RECRUITMENT PROCESS FOR POLICE AND SHERIFF'S DEPARTMENTS, AND A LIST OF AGENCIES PROVIDING TECHNICAL ASSISTANCE. SOME PHOTOGRAPHS ARE INCLUDED.