The NBA studied employment practices in eight cities across the United States to gather information on minority employment and upward mobility in criminal justice. Data were obtained through (1) document review (equal opportunity documents, official reports, etc.) (2) information requests to criminal justice agencies, (3) agency questionnaires requesting employment information by year, (4) workshops, (5) interviews with criminal justice representatives, and (6) field visits to the target cities. The results indicated that minorities continue to be seriously underrepresented within the personnel of local criminal justice systems. Racial/ethnic underrepresentation is particularly acute in policy-oriented executive level positions. The major factors which hinder minority employment in local criminal justice systems are (1) reliance on informal recruiting mechanisms involving personal contacts and influence, (2) lack of uniformity in applying qualification standards, (3) lack of commitment (especially by top management) to equal employment opportunity programs, and (4) the effects of past discrimination against minorities in hiring by criminal justice agencies. The NBA recommends that top executives of criminal justice agencies publicly express their commitment to affirmative action principles, that minority organizations participate in the assessment of affirmative action procedures, and that agencies not having previously adopted affirmative action procedures (e.g., court and ancillary court agencies) immediately adopt and implement such procedures. The report is supported by statistical data, with footnotes included.