Affirmative action programs in the area of intramural-recreational sports department employment policies may be instituted in a number of areas. In recruiting and hiring of new personnel, a survey of present employees with regard to the status of women and minorities in respect to numbers, types of job, and level of employment will give an idea of the organization's standing as an equal opportunity employer. If a deficiency exists, efforts in searching for new employees should be conducted so that minority groups receive information of available positions. Interviewing teams should be constituted which give representation to women and minority groups, and interviewing procedures developed which reduce as much as possible the personal biases of committee members. Decisions should be made on the basis of: (1) knowledge and experience factors; (2) intellectual factors; (3) motivational factors; and (4) personality factors. Contracts should be the same for all individuals possessing equal qualifications and employed in the same or similar roles within a given institution. Since the individual should be the manager of his/her own career, he/she should examine areas of career advancement such as promotion and educational growth, and career opportunities to ascertain that intramural-recreational sports departments and institutions of higher learning are complying with and promoting affirmative action and equal employment opportunities. An extensive bibliography is included for further reading. (MB)