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AbstractThe objective of this experiment was to test the efficacy of providing prioritized warrant lists to patrol officers. A field experiment was carried out with the Greensboro (NC) Police Department. Warrant risk profiles were calculated from an analysis of historical offending; historical risk factors were used to implement prospective risk assessment for committing a violent crime while having an outstanding warrant issued during the field experiment. During the period from March 01, through July 31, 2019, people with warrants were randomly allocated to treatment or control. Outcomes included: number of warrants served, time to service, and average risk score of warrants served. Prioritization was not effective in promoting additional warrant service. No differences were found in the risk scores of people served. However, assessment of time to service suggested that warrants were served more quickly during the experimental period. Implementation of warrant prioritization had limited impacts; the process evaluation demonstrated the difficulty in modifying police patrol behaviors.

Abstract
Law enforcement agencies are struggling to meet recruitment goals and are rarely representative of the communities they serve. In particular, women make up just 12% of sworn officers despite the fact that women officers act in ways that are more consistent with community-oriented policing and use less force. Despite this, there are few evidence-based strategies that agencies can use to improve outreach and messaging efforts focussed on improving candidate diversity. The current study experimentally explored the effectiveness of job advertisements formatted similarly to popular social media platforms (Facebook Ads and short-form videos) and variations on law enforcement officer job descriptions. Results indicated that women-focussed recruitment material significantly improve perceptions of motivation to apply, relevance, and positive perceptions of the material for women participants and that diversity-focussed job descriptions improved perceptions of task and skill variety and diversity climate. These results, however, were only found for video advertising. Agencies should consider tailoring marketing material to meet the needs of different potential applicants and be sensitive to differences in marketing channels.

Abstract
Active bystandership (AB) training in the Baltimore Police Department (titled Ethical Policing is Courageous, (EPIC)) was designed to (1) prevent misconduct, (2) avoid mistakes, and (3) promote healthy officers. AB training promotes an organizational culture where officers feel empowered to intervene when noticing their colleagues are or are about to, engage in dangerous, unwanted, or inappropriate behaviour. It focuses on direct intervention in an informal capacity rather than formalized reporting. Self-report surveys (n = 1,753) were collected immediately post-completion of EPIC training. Survey domains included perceived impact of the training on behaviour, application to the job, confidence in ability to intervene, and ability to address ethical challenges. A large majority of respondents indicated greater likelihood of intervening after the training and having confidence in their ability to intervene with peers and supervisors; write-in responses suggested that the biggest perceived challenge was in intervening with supervisors.