Teacher salary schedules are essentially an automatic device establishing pay in terms of degrees, credits earned, and number of years teaching. An alternative solution is the use of position classification, a systematic method to evaluate and pay work forces equitably. It involves gathering accurate information about each job, choosing a process for determining similarities and differences among jobs, determining the equity of existing salaries, and devising a salary guide permitting competitive hiring rates, consistency in salary increases, and promotional opportunity. To reform salary schedule procedures for teachers, two new approaches are needed: (1) job description--define the various positions in the school district by describing in detail the essential requirements of each position, and (2) job evaluation--establish the value of each position by reviewing job descriptions and determining evaluative factors. The addition of performance appraisal can add further refinements to this new salary sturcture. Accompanying the article are a model job description, a teacher salary schedule, and an outline of procedural steps in teacher position evaluation. (MD)