Tequilla
Active poster
@dtd
Part of any decision making process is understanding the potential options available and mitigating against any downside risk
Having an alternative on the table to Jedd is not a trivial topic and informs decision making in two major cases:
Firing Jedd at this point in my mind isn't on the table.
Jedd may leave and I've articulated plenty what likely happens if he leaves.
What would be unknown in that scenario is who gets hired and how that hire would mitigate the roster departures with what gets brought in. I don't see a world where UW net/net is ahead in that scenario going into next year.
The way I see the inevitable end of Jedd's tenure at UW in order of best to worst case scenarios as it pertains to impact to the program:
If you're doing things right as the AD as part of the "extension" I'd build it into heavy incentives, increasing the buyout to further avoid 3, and trying to minimize the payout if you have to do Option 2 either by reducing the % of what gets paid our or ensuring solid mitigation measures (i.e. Jedd has to pursue other jobs and any salary tied to that offsets what UW owes as part of the buyout)
Part of any decision making process is understanding the potential options available and mitigating against any downside risk
Having an alternative on the table to Jedd is not a trivial topic and informs decision making in two major cases:
- If you were to fire Jedd then who is on the short list to hire? Given the $20M+ that you'd be paying Jedd out for for the remainder of his contract, you need to be sure that your option provides a positive return on the decision. If you can't do that, then it's likely to be a reckless decision
- In evaluating what "extension" to offer him and how tight to be with the terms is determinant with the variables that comes from him finding a different landing spot. There's the money that the AD would get (offset by the likely money that would go out the door to hire a replacement), the impact to the roster, and what the coaching market looks like by being reactionary (coach leaving) vs proactive (coach being fired)
Firing Jedd at this point in my mind isn't on the table.
Jedd may leave and I've articulated plenty what likely happens if he leaves.
What would be unknown in that scenario is who gets hired and how that hire would mitigate the roster departures with what gets brought in. I don't see a world where UW net/net is ahead in that scenario going into next year.
The way I see the inevitable end of Jedd's tenure at UW in order of best to worst case scenarios as it pertains to impact to the program:
- Turns the program as his roster builds, increases the talent level, makes an impact in the CFP, gets courted by and accepts a NFL job … will have the least impact to decimating the roster via the portal (assuming a solid hire is made) and should have the best path to making a high caliber hire
- Fisch turns out to be Sark 2.0 and effectively gets fired after Year 4 or Year 5 where he doesn't have a guaranteed job lined up and/or the roster doesn't materially portal as they are able to see that Fisch isn't the man to get to the CFP … this also allows you to likely get ahead of the coaching search and be proactive on the hire
- Fisch leaves to another CFB job on his own accord, takes the balance of the roster with you, you're reactive to the hire in a saturated market where you're likely looking at meh hiring options that sets your program back at least 1-2 years if not a little longer
If you're doing things right as the AD as part of the "extension" I'd build it into heavy incentives, increasing the buyout to further avoid 3, and trying to minimize the payout if you have to do Option 2 either by reducing the % of what gets paid our or ensuring solid mitigation measures (i.e. Jedd has to pursue other jobs and any salary tied to that offsets what UW owes as part of the buyout)
