THE SFPD'S INVOLVEMENT WITH QUOTA HIRING BEGAN IN APRIL 1973 WHEN PUBLIC ADVOCATES, INC., BROUGHT A CIVIL RIGHTS SUIT IN U.S. DISTRICT COURT AGAINST THE SAN FRANCISCO POLICE COMMISSION AND THE SAN FRANCISCO CIVIL SERVICE COMMISSION. THE COURT WAS PETITIONED TO ENJOIN THE SFPD'S FURTHER USE OF ENTRANCE EXAMINATIONS; THESE EXAMS CONSISTED OF MULTIPLE CHOICE QUESTIONS DESIGNED TO MEASURE THE APTITUDE AND INTELLIGENCE OF APPLICANTS FOR RECRUIT POSITIONS. THE SUIT ALSO SOUGHT TO NEGATE SIMILAR TESTS USED IN SCREENING APPLICANTS FOR PROMOTION TO SERGEANT, LIEUTENANT, AND CAPTAIN. THE COURT WAS ALSO ASKED TO IMPOSE SPECIFIC QUOTAS OF MINORITY GROUP MEMBERS ON ALL HIRING AT THE ENTRANCE AND PROMOTIONAL LEVELS, AND TO MONITOR THE DEVELOPMENT AND USE OF NEW EXAMINATIONS. THE PLAINTIFFS PREVAILED IN BOTH OF THEIR REQUESTS. IN NOVEMBER 1973, THE COURT ANNOUNCED A PRELIMINARY DECISION PROHIBITING FURTHER USE OF THE VARIOUS TESTS AND PLACING QUOTAS ON HIRING AND PROMOTIONS TO SERGEANT. BECAUSE DATA WERE LACKING, QUOTAS ON PROMOTIONS TO LIEUTENANT AND CAPTAIN WERE DELAYED. ON MAY 2, 1975, THE COURT MODIFIED THIS PRELIMINARY DECISION, ABOLISHING THE ORIGINAL ETHNIC MINORITY QUOTAS AND SUBSTITUTING AN EXPERIMENTAL QUOTA OF 60 WOMEN OFFICERS, 15 WOMEN PER 60-MEMBER CLASS OF RECRUITS. THIS MODIFIED DECISION WAS BASED ON THE RESULTS OF NEWLY DEVELOPED ENTRANCE EXAMINATIONS. THE ARTICLE DETAILS SOME OF THE ISSUES RAISED BY THIS SUIT AND PLACES THE SUIT IN A BROADER SOCIAL PERSPECTIVE. THE PARTIES TO THE SUIT, AND THEIR VARIOUS INTERESTS, ARE OUTLINED, AS ARE THE SCOPE OF THE APPLICABLE FEDERAL LAW AND THE DETAILS OF THE SFPD COUNTERPROPOSAL. THE ARTICLE PROPOSES SIX STEPS THAT CAN BE TAKEN IN ORDER TO RECONCILE THE APPARENTLY CONFLICTING GOALS OF MAINTAINING STANDARDS OF EXCELLENCE IN THE PERFORMANCE OF POLICE SERVICES, AND HIRING AND PROMOTING INCREASING NUMBERS OF WOMEN AND MEMBERS OF ETHNIC MINORITIES. IN IMPLEMENTING THESE STEPS, THE SFPD WOULD CONDUCT A DETAILED JOB ANALYSIS TO IDENTIFY DESIRABLE PERSONAL ATTRIBUTES AND ABILITIES; DEVISE A SCHEME FOR MEASURING THESE ATTRIBUTES AND ABILITIES IN COMPETING CANDIDATES; CONDUCT A TRAINING PROGRAM TO HELP THESE PARTIES OVERCOME INITIAL DEFICIENCIES; ENGAGE IN A PROGRAM OF MINORITY RECRUITMENT; EXPAND THE CADET PROGRAM TO PROVIDE INTERIM PART-TIME EMPLOYMENT WHILE CANDIDATE DEVELOP QUALIFICATIONS; AND ENGAGE IN A CONTINUING PROCESS OF POSTVALIDATING ALL EXAMINATIONS FOR 'PREDICTIVE VALIDITY.' FOOTNOTES AND REFERENCES ARE PROVIDED. (KBL)