This paper describes the process of using a chief school administrator as a board resource person in contract negotiations involving the wages, hours, and working conditions of teachers. It describes how an administrator in a Pennsylvania school district supported and advised the board negotiating team by compiling, analyzing, and evaluating relevant data and by preparing counter offers. The paper discusses needs assessment, objectives, role of the superintendent, and an analysis of data. A program evaluation completes the report along with the following recommendations: (1) the board should hire a professional negotiator, (2) efforts should continue to keep salary and fringe benefits within the capacity of the taxpayer, (3) no further erosion of management prerogatives should be allowed, (4) continued attempts should be made to protect the children of the school district from settlements that detract from their educational opportunities, and (5) teachers should be made more aware of the budget process. An extensive appendix containing materials that support the study follows. (Author/LD)