PJ gets a new deal!

In my world, you rarely get more than 6% for doing what you were hired to do. Yeah there's occasional bumps and position promotions, but doing what you're supposed to do? Now, with that being said, I'm happy for him. If I was DRad, I think I would have waited to see how many season tickets get sold before I gave him more money. D-Rad, I would now like my 'seat licensing' fee refund.
 
gsu_paintballer said:
The only "proven winning" that he has done at this level is the 9 (soon to be 10) wins he has at GT. Navy is not at this level. Georgia Southern is not at this level. YOU, BoR, are the one looking like an idiot mouthing off over nothing.
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Sorry, but what CPJ did at Navy is "at this level", imho. What he did at Navy is crazy, am I the only person to see this? Navy went to 5 bowl games from 1964 to 1996, and CPJ went to 5 straight bowls there. Just look at Navy's stats against BCS teams while he was there. What he did at Navy against BCS schools, given the talent he had, is crazy. I honestly think that a CPJ Navy team could go to a bowl every year playing in the ACC.
 
mmbt0ne said:
Navy had only gone to 10 bowl games in 44 years and Ken Niumatalolo got them to a bowl in his first year!
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Yes he did, with what CPJ left there. Not saying that Niumatalolo isn't a good coach, but it is alot easier when you have something good in place already.
 
PJ also (allegedly) got a $500K bonus for beating Notre Dame last year and ending Navy's losing streak of 40 some odd years.
For beating Georgia - and for one of the great comebacks in Tech history - open up the checkbook, D-Rad.
 
IMO it actually helps the program to infer stability with a long term deal with your coach.

especially at Georgia Tech. Cant you just hear Spurrier and Richt telling the kids that "soon PJ will be gone to a big program and then what.."

so there are benefits on both sides for a long deal as well
 
theShaft said:
In my world, you rarely get more than 6% for doing what you were hired to do. Yeah there's occasional bumps and position promotions, but doing what you're supposed to do? Now, with that being said, I'm happy for him. If I was DRad, I think I would have waited to see how many season tickets get sold before I gave him more money. D-Rad, I would now like my 'seat licensing' fee refund.
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So tell us, what profession are you in that gives you such insight into the negotiating strategies of top executives and their employer's retention strategies?

I hate the middle management mindset that many in our fanbase have.
 
TechSBP said:
So tell us, what profession are you in that gives you such insight into the negotiating strategies of top executives and their employer's retention strategies?

I hate the middle management mindset that many in our fanbase have.
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I sell propane and propane accessories.

So by your reasoning I guess that's the excuse the govt. should give us new shareholders now that we're forced to invest in $700 Billion Bail Out for Wall Street and about to be, the Big 3.

Just shut your ****ing pie hole b/c us big politicians know how to run ****, and your an idiot, even though there's no educational requirement/experience to become an elected official that determine how I spend your hard earned money.

So b/c I'm not a big executive, I don't get a say so? I'm a tax payer and season ticket holder, I get a vote to voice my opinion on the bailout. With GT, I purchase tickets as my 'vote'. I didn't say it was a bad move, I said it was questionable.

Sorry for voicing my opinion that's obviously not appreciated by the almighty executives that patrol these boards. Guess we'll just have to see if we can finally sell out our stadium, I don't think that's going to happen.
 
theShaft said:
...[political bailout rant that belongs in Off Topic]...
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Dude. By your earlier post, you made it sound as if Coaches should get the same slightly higher than cost of living increase that us normal schlubs get. The arguement doesn't wash. And neither is a bonus offered to help retain akin to a bailout.

Compare it to the corporate world, where you have people like Bob Nardelli and Meg Whitman. If they get a proven track record, companies essentially compete to have them come in and lead. Hence they end up making what the market dictates they are worth. Coaches are the same way.

Sometimes CEO's don't live up to expectations and get bought out of their contract (QED: our previous coach). Sometimes CEO's end up sucking, yet get hired by otherwise good companies anyway (QED: Chizik to Auburn). But the bottom line is that at this level a 6%/yr yardstick is the wrong measuring tool.
 
gt7282c@prism said:
Dude. By your earlier post, you made it sound as if Coaches should get the same slightly higher than cost of living increase that us normal schlubs get. The arguement doesn't wash. And neither is a bonus offered to help retain akin to a bailout.

Compare it to the corporate world, where you have people like Bob Nardelli and Meg Whitman. If they get a proven track record, companies essentially compete to have them come in and lead. Hence they end up making what the market dictates they are worth. Coaches are the same way.

Sometimes CEO's don't live up to expectations and get bought out of their contract (QED: our previous coach). Sometimes CEO's end up sucking, yet get hired by otherwise good companies anyway (QED: Chizik to Auburn). But the bottom line is that at this level a 6%/yr yardstick is the wrong measuring tool.
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pretty sure he was referring to the "middle management mindset" comment
 
theShaft said:
In my world, you rarely get more than 6% for doing what you were hired to do.
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In my world, if we hire someone on a limb and give them a much lower salary than they WERE OFFERED elsewhere, on the condition that they get a salary adjustment based on their performance, and then they VASTY OUTPERFORM our expectations, then they most definitely get a raise that is at a MINIMUM what they were offered to go elsewhere.

Yall do realize PJ left a HUGE sum of money on the table at SMU / Duke to come here, right? They were going to pay him over 2 million a year right out of the gate.
 
he deserves it. end of story.
if pj got a hundred bucks for every time a tech fan has replayed that uga game he'd be sittin' pretty. i've watched it at least 5 times.
 
beej67 said:
In my world, if we hire someone on a limb and give them a much lower salary than they WERE OFFERED elsewhere, on the condition that they get a salary adjustment based on their performance, and then they VASTY OUTPERFORM our expectations, then they most definitely get a raise that is at a MINIMUM what they were offered to go elsewhere.
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Beej is correct in this. If you hire someone that is below the market rate, and they become one of your top performers, they will make more than the 6% increase per year - especially once you get to the executive level. If you are the face of an organization, and you are responsible for that organization doing well (in business, $$$ to the shareholders; in college football, wins), then you need to at a minimum get that person to the market level, but depending on your performance, more than likely closer to the 75th percentile. Sometimes this happens over one year, sometimes over several. Personally, I would see him getting to slightly above average right now, and then if (when) he continues to perform at a high level, going higher.

This is an over-simplified example, as there are far too many things that go into it to describe in a short post.

Oh yeah, I do executive compensation...
 
Whatever CPJ's salary increase is, I'm sure the GTAA will see increases in ticket sales, merchandise and donations which will surpass it, especially if he keeps his upward trajectory like he should.

Weis was a complete failure by any yardstick imaginable. He could only do two things, recruit and coach talent which already had football fundamentals down. I imagine him as some guy who thinks of something that works and draws a play up like he's playing Madden. That's fine for the pros and for veteran offenses, like his first two years, but even blue-chip recruits need coaching on the fundamentals when they get to college.

Anyway, PJ does not look to be any of those things. The big question was could his offense work against BCS defenses and that question has certainly been answered. And he certainly could coach new recruits in his offense down the line. The only question that could possibly remain is whether he can recruit, in case we end up with a Ralph Friedgen. Well, he did a great job at GSU in recruiting and so far things are looking pretty good from that perspective, although not quite as good yet as Nesbitt and Dwyer's class.
 
I'm not even sure Weiss can recruit. Have you seen Jimmy Clausen play? He's worse than any ACC QB right now. He just reaps the "stars" from the recruiting services, because lots of Notre Dame fans subscribe to those recruiting services, and they give extra credit to any player which comes to Notre Dame.
 
Wow, lots of really naive comments on here. Hiring and retaining a football coach has little to do with corporate decision making guys. it's a performance driven, high celebrity, high pressure job with a vast amount of information in the market about salaries, bonuses, etc. Trying to relate this to your business, whatever your business is, is a ridiculous exercise.
 
gth816f said:
Hey, don't get me wrong, I love the guy. I think what he's doing is awesome. I just don't think that he deserves a raise for doing what we hired him to do.
Just wait a little bit and see, that's all I'm saying.
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EXhibit #1 in the naive post category. Sounds rational on some levels, but completely ignores the realities of the marekt.
 
There's a whole lot of arguing in this thread over something pretty trivial. The fact is other teams were willing to pay CPJ a lot of money, and we needed to step it up. How is this an issue?
 
ncjacket said:
Wow, lots of really naive comments on here. Hiring and retaining a football coach has little to do with corporate decision making guys. it's a performance driven, high celebrity, high pressure job with a vast amount of information in the market about salaries, bonuses, etc. Trying to relate this to your business, whatever your business is, is a ridiculous exercise.
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My point is if you actually do take the time to relate it to your business in more detail, regardless of what your business is, then the good business decision is to give the guy an extension and a raise. Just like we're doing.
 
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