I understand what you’re saying, and I’m telling you that because of our current financial situation it will not work. In order to do what you are suggesting you would have to find somebody willing to accept the HC position at a P5 school with significant financial, institutional, and other limitations at well below market value, which would probably be somewhere in the $1.5-2M range. The only person who would accept that much responsibility at that far below market level would be someone who is not close to qualified for the job. That means you’re looking at someone like a G5 coordinator with no HC experience, a very young P5 position coach with no HC experience, or an old coach who has spent most of his career below the FBS level and has never even sniffed a P5 HC job before. How are you going to convince quality coordinators and position coaches to come work under someone like that? Even if you do pay the HC $1M less than what we are now, you only have an additional $1M there to spend. Chip Long is making $400k more than CDP, and if you brought in a DC to replace Thacker who made an additional $400k, you only have $200k left to spread between 8 more assistants. I’m not sure you’ll find quality assistants willing to take a job with the many challenges that exist here for slightly more cash, and work under a HC who’s severely under-qualified.
Like I said, your plan may work at a school who has the resources and ability to put more money into their program, and is already paying in the middle tier of market level. They could potentially drop their HC payment structure into the bottom tier and still find a reasonable candidate while saving money to spend on quality assistants.
Thanks for reply.
I disagree with you on what type of HC we would get to take the job at a reduced salary. When we built our private engr company from 5,000,000 a year to 1,500,000 a day we found that we very senior retired PManagers to come in and guide the efforts of highly qualified and performance bonused project team.
How would i do this at Gt.
I would make this offer to CGC - we and you are beginning to look for quality position coaches that we both can agree are going to hire and retain by appropriate contracts. We are going after position coaches that love their work and are not trying to climb the oc to head coach big bucks road. Cgc will help fund this out of his contract ( refundable if we win big)
To get chc to accept we also agree to significantly up the budget for oc and dc who we both agree will come in as a short stepping stone to a top p5 . This offer is an offer cgc is one he cant refuse to take.
The cycle of blow it up is not viable unless money comes out of the air.
I looked on Knights and we see that gtaa has increased the debt to 385,000,000 from 225,000,000. Yea, we have tapped our gtaa donors to be on the hook for more buildings ( i think) .
If we have good loyal position coaches, $$ for coordinators, and a guiding HC that can recruit and market, we have a sustainable organization that doesnt collapse when one part fails.
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We are in sad $$ $$'shape relative to the rest of P.
