HISTORICAL DISCRIMINATION, LACK OF ADEQUATE INFORMATION, LIMITED RESOURCES, AND MASSIVE AND SOMETIMES CONFUSING LAWS ARE CITED AS PROBLEMS WITH WHICH THE ADMINISTRATOR MUST DEAL IN SEEKING TO INCREASE MINORITY EMPLOYMENT. RECOMMENDATIONS FOR MANAGEMENT ACTION ARE AS FOLLOWS: GIVE PRIORITY RATING TO MINORITY EMPLOYMENT; ASSIGN THE POLICE DEPARTMENT RATHER THAN THE CITY PERSONNEL DEPARTMENT TO THE RESPONSIBILITY OF MINORITY EMPLOYMENT; CONDUCT A THOROUGH ASSESSMENT OF THE PROBLEM WHICH SHOULD LEAD TO SPECIFIC SHORT-TERM AND LONG-TERM PLANS; PROVIDE TRAINING FOR ADMINISTRATIVE PERSONNEL AND LINE OFFICERS WHICH WILL FACILITATE THEIR SUPPORT AND LEADERSHIP IN MINORITY EMPLOYMENT; AND POLICE PERSONNEL POLICIES AND PRACTICES REGARDING HIRING AND PROMOTION SHOULD BE MADE MORE FLEXIBLE.