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initiation of a public relations campaign to encourage blacks to <br />become police officers. Plaintiffs' counsel suggested affirmative <br />action under the supervision of a special master. There was no <br />challenge to the adequacy of the affirmative action plans <br />defendants already have i.i pl*ce, which were not even reviewed by <br />plaintiffs' counsel. In a.ny case, the evidence demonstrates that <br />the MPRS and defendant ci; ^es are already engaged in affirmative <br />action efforts. The mean jcore of white applicants who pass the <br />MPRS testing process is 65.28, while the mtean score of the white <br />applicants who pass t.he test and are hired is 74.35. The <br />corresponding scores for blacks are 60.87 for those who test and <br />'^8.10 for those who are hired. Ex 2086. Obviously the cities are <br />"reaching down" lower into the test scores to hire black applicants <br />for affirmative action or to achieve greater diversity in the <br />workforce. <br />If the percentage of black applicants applying to defendant <br />cities does not matc.h the percentage of blacks in the total <br />workforce, there may be many explanations. MPRS communities cannot <br />reasonably be e-xpected to remedy all of the impediments to blacks <br />becomiing POST Board certified and eligible under state law to <br />become police officers. To the extent reasonably possible within <br />their .means, these cities are already attempting to encourage the <br />qualification of potential candidates through cadet or CSO <br />progra.ms . Any re.medy, if cne is to be ordered, should be linked to <br />he e:npic>cr.ent practice which is at issue. That practice is the <br />MPRS testing process, not defendants' other hiring practices. <br />25