The Los Angeles Police Department (LAPD) is in the middle of a five-year hiring plan to increase the number of sworn officers in the department by 1,000 and achieve a force strength of more than 10,000 officers for the first time in its history. Thus far, working together with the City of Los Angeles Personnel Department's Public Safety Bureau (PSB), the LAPD is on track to achieve this ambitious goal. However, the personnel department and the LAPD have been operating close to the margin, often meeting their hiring quota at the very end of the month. In addition, the LAPD is under consent decrees that stipulate greater diversity in hiring its officers. This book assists the LAPD in achieving its recruiting and diversity goals by offering ways to improve productivity and efficiency in the recruiting process. It begins by identifying potential untapped local recruiting markets. It also provides a model of viable candidates that the LAPD and the personnel department can use to target its recruitment and to prioritize applicants while still maintaining its diversity hiring goal. Finally, it recommends ways to improve productivity of the PSB Background Investigation Division.

"This report discusses the initial steps that DoD should take in developing a department-wide plan to achieve greater diversity within its active duty and civilian leadership. To create a strategic plan for diversity, the authors explain, DoD leaders must articulate a vision for where they want the organization to go, and this vision statement must clearly define what type of diversity DoD wants to achieve. The next step is to set specific goals for the various components of DoD and to develop strategies for meeting those goals. Finally, Lim, Cho, and Curry emphasize that the strategic plan will fail unless there are ways to both measure the progress toward the plan's goals and hold leaders accountable for such progress."--BOOK JACKET.

Although the existence of racial disparities within the Department of the Air Force military justice system has been well established, the causes of these disparities have not yet been determined. This report uses a mixed methods approach to identify how disparities in the military justice system can arise, at what stages of the system the disparities occur, and what factors can explain the disparities.

Develops a fact-based approach to modeling diversity management in U.S. corporations, analyzes the strategies pursued by 14 large U.S. companies recognized for their diversity or human resource achievements, and compares a number of company characteristics. Firms recognized for diversity are distinguished by a core set of motives and practices, but best practices per se may not enable a company to achieve a high level of diversity.

Issues of military spouses in the labor market are critical ones for retention of military members. As part of the continuing research on the quality of life of military families, the Department of Defense asked RAND researchers to help develop reliable employment statistics for military spouses that would address inadequacies of traditional Bureau of Labor Statistics measures, which may not represent the impact of military life on military spouses' employment conditions. We determined (1) valid measures of labor market conditions for military spouses and (2) the sufficient sample size to allow generalization to the population of military spouses.

Hispanics are less represented in the U.S. Department of Defense (DoD) civilian workforce than in the federal civilian workforce and the civilian labor force. This report assesses what factors might account for Hispanic underrepresentation in DoD. It includes assessments of trends in Hispanic employment and analyses of job applicant data. It also presents findings from interviews with representatives of DoD and of Hispanic-serving institutions.

Almost 12 million out-of-status aliens currently reside in the United States, and it is estimated that it will take 15 years and more than $5 billion for the Department of Homeland Security's Immigration and Customs Enforcement to apprehend just the current backlog of absconders. One proposed solution to this enforcement problem is for federal agencies to partner with state and local law-enforcement agencies to apprehend and deport fugitive aliens. Currently, the federal government does not require state and local agencies to carry out specific immigration enforcement actions; however, comprehensive immigration reform may address this issue in the near future. Before such legislation is drafted and considered, it is important to understand all the potential impacts of a policy incorporating immigration enforcement by nonfederal entities. As there is very limited evidence about the effects of involving state and local law enforcement in immigration enforcement duties, the authors seek to clarify the needs and concerns of key stakeholders by describing variations in enforcement approaches and making their pros and cons more explicit. They also suggest areas for research to add empirical evidence to the largely anecdotal accounts that now characterize discussions of the involvement of state and local law enforcement in immigration enforcement efforts.

Reviews the Los Angeles Fire Department’s hiring practices as of June 2014 and outlines a recommended new firefighter hiring process that is intended to increase efficiency of the hiring process, bolster the evidence supporting the validity of it, and make it more transparent and inclusive.

This report documents research focused on helping the Department of Defense build a more-systematic approach to hazing prevention and response. The report documents theory and research on the root causes of hazing and findings and recommendations regarding how best to define hazing, practices to prevent and respond to incidents of hazing, and how the armed forces can improve the tracking of hazing incidents.

Previous studies have shown that military wives-women married to U.S. military service members-are more likely to be unemployed and earning less than their civilian counterparts. But these studies rely on information that is somewhat dated, and they have little to say about military husbands. This study revisits the gaps in employment and earnings between military and civilian wives using the 2000 census, and extends these analyses to include military husbands. Military spouses continue to be at a relative disadvantage in the labor market compared with civilian spouses. Even though policies that target demographic disparities such as mobility, location, and child care may reduce the gaps to a certain extent, they will not affect the portion attributable to unobserved factors that are not captured in the census data, such as employer's attitude.