In a recent issue of the "AASA Journal of Scholarship and Practice," Hilling (2004) described procedures for obtaining a fair compensation process for principals, and the thrust of this work was on establishing internal consistency for salaries among administrators. This article addresses similar concerns, but differs in several important ways. First, the focus of this article is on salaries of teachers instead of principals, and second, the emphasis is on external equity (labor markets) rather than on internal consistency as addressed by Hilling. Indeed, a major responsibility for all superintendents is to advise their school boards about external market parameters influencing teacher salaries. Unlike their CEO counterparts in the private sector, superintendents must do so without a profit factor on which to gauge salary data. As such, many superintendents have had typically little information on which to base their advice, and this manuscript fills this void. It does so by recasting recent research from an experimental context to an applied setting. According to this research (Young, Delli, Miller-Smith & Buster, 2004), the salary advising process for teachers should be deconstructed at the school board level to focus on two related points of discussion. One point is the relative value of salaries, while the other point is the absolute value of salaries.