1. The University must identify the recruitment of Hispanic faculty as a major priority, and dedicate resources that can be used to attract and retain excellent Hispanic faculty to all departments. The situation is so severe that the loss of even one potential or current Hispanic UC faculty member to another institution's better offer is a serious failure.

2. Departments that are successful in recruiting Hispanic faculty members should be rewarded by the campus administration.

3. The Target of Opportunity Program must immediately be clarified so that it is absolutely clear that departments will not suffer from it in any way, and particularly from the loss of other FTE. In a time of increasing enrollments and accompanying faculty Fm, this should not be difficult to accomplish.

4. The University should abandon some of its old notions of academic wisdom and cease their application to appointment and promotion decisions. Hiring our own graduates and postdoctorals is wise, not evil. The importance of new areas of work, such as ethnic and women's studies, should be recognized and evaluated on their own merits. when so few faculty members at UC are doing such work, particular effort needs to be taken to secure appropriate review from outside the department.

5. Where affirmative action procedures are found to obstruct the appointment of qualified minority faculty, new procedures must be set in place which facilitate "affirmative" employment decisions.

6. The University must concentrate also upon the appointment of administrators who are sensitive to, and experienced with, UC's need for increased diversity. Trends toward outside recruitment of academic administrators are exacerbating the lack of opportunity for advancement to such positions by Hispanics already at the University. Here, too, the University can "grow its own."