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z9 be too small to yield reliable or meaningful numbers for many years to come. It is only by • accumulating data for all 36 cities for 17 years that a sufficient number of .African American applicants (47) come into the system to generate statistics that are even arguably meaningful or representative. Even using the entire MPRS data base, the trial evidence shows that the number of African Americans testing was three or fewer in 8 of 15 years through 1993. The most accurate picture of the applicant pool is derived from the largest data base. That data base is the MPRS applicant pool which includes applicants for all MPRS cities and covers a time period of 17 years. This experience involves approximately 7,000 applicants. Moreover, the use of these numbers for the 17 year period, is related to the employment practice which is the subject of this case. Hiring goals based on statistics which do not include this MPRS testing experience will be unrelated to the employment practice which was the subject of this case, particularly in cities which no longer use the MPRS testing process. Additionally, it is not practical to combine applicant pool statistics from the MPRS members because there will be significant overlap in these different applicant pools. Therefore, the defendant cities propose that the number of African American applicants and the number of white applicants be taken from the MPRS testing statistics. A separate question is how to determine the numerator of the two ratios, i.e., the number of African Americans hired and the number of whites hired. Defendants submit the proposal that these numbers be determined by the numbers of • African American and white hirings in all of the defendant cities from the inception of the MPRS testing process to the date of the determination whether the commitment has been met. Only by accumulating data on hirings from all defendant cities is it possible to relate the hiring commitment to the effects of past discrimination. The number of African Americans in the total applicant pool is only a very small percentage of the number of whites. Therefore if a hiring commitment were to apply to each individual city, each city which hired one African American would have a selection rate of African Americans which exceeded the selection rate of whites. Each city which had not hired an African American would have a selection rate of African American's which fell short of the selection rate of whites. If each individual city were required to have an African American selection rate which equalled or exceeded the selection rate of whites, 36 African Americans would have to be hired, one for each of the defendant cities. This would be an overall selection rate for African Americans which is over five times the selection rate for whites. Nothing in the record suggests that a race conscious remedy of that magnitude is Justified. The participating cities would be required to continue all efforts described in the propo-,al submittal herewith (in response to Order No. 4 as it relates to Findings 14a and b of the Order of November 6, 1995), until this commitment is met. • CLL99571 2 MP110-2