Public school collective bargaining will not work unless management approaches negotiations as a two-way street and demands from the union what it requires to protect its own interests. With today's surplus of available teachers, management has the opportunity to reclaim prerogatives it has abdicated through past negotiations. In particular, school officials should use the collective bargaining process to make significant improvements in the areas of disciplinary procedures for school employees and negotiated productivity agreements. New York now permits school districts to negotiate discipline procedures for noninstructional personnel as an alternative to existing statutory requirements. School officials should seek similar legislation covering instructional personnel and then take advantage of the opportunity to negotiate simple, effective procedures for employee evaluation and discipline. Similarly, collective bargaining can contribute importantly to gains in productivity. However, effective productivity bargaining requires careful preparation and technical expertise on both sides of the bargaining table and a complete commitment to the concept by both management and the union. (Author/JG)