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In 2008, state and local law enforcement agencies hired 61,000 new full-time sworn personnel. To develop a sufficient applicant pool, organizations may use a variety of attraction strategies, including financial inducements, especially when broader factors lessen the appeal of a job. Using data from the 2007 and 2013 Law Enforcement Management and Administrative Statistics survey, the present study tests whether unfavorable contingencies (e.g., high cost of living, rigorous application standards) are related to officer compensation-pay, supplemental incentives, and reimbursements-within a sample of large metropolitan police agencies. Results are generally consistent with contingency theory, at least with respect to salaries. Departments offer higher salaries to offset more rigorous hiring standards, high costs of living, and other unfavorable contingencies. The implications of the findings for police officer recruitment are discussed.

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The term prevention implies that some act will be halted before it is ever begun. As this relates to instances of domestic violence, both scholars and practitioners in the criminal justice system have fallen behind the research that needs to be conducted and the programs to be implemented. Forward‐moving initiatives need to include programs that connect with youths in elementary, middle, and high school. The data that does exist regarding domestic violence prevention initiatives indicates that waiting until college or adult life to intervene is too late. It has been shown through the use of interventions such as Shifting Boundaries that a theory of reasoned action will assist in changing attitudes as well as behaviors.