In Defense of Greg McGarity – It’s Not His Fault Bobo Left


Put yourself in the following situation:

You’re 40 years old and a divisional vice president at a successful company.  Much of that company’s success is a reflection of your hard work and competence, but you are who you are (in no small part) because of the company itself and its senior-most leadership.  You interned with this company in college, you accepted a full time gig there shortly after graduation.  You’ve groomed yourself to be successful and you are recognized by peers as one of the best in your particular line of work.

You’re recognized internally as well.  While there are other divisional vice presidents who make more money than you do within the company and folks with your same job at other companies who make more, you’re compensated in the top quinitle of your peer group.  Further, you’re probably due for a raise.  Everyone knows it and it goes unsaid, but a sizable pay increase is likely coming.  I say sizable in this instance, because your last pay increase took your annual salary from $58k to $100k.

Now, let’s pretend that another company—not necessarily a competitor, but a company with a similar operating model—is looking for a CEO.  They’re impressed with your track record, ability to work with others and youth.  They know that you have higher career ambitions.

After a round of extensive interviews (multiple qualified candidates are involved), they come back with an offer.  They offer you $260k to come on board as the CEO of the company.  Financially speaking, this represents a pay increase of 160% and on a relative basis you will make more money than any divisional vice president (your current role) in the industry.  Further, they offer you the freedom to select your own divisional vice presidents and a lot of autonomy in operating the business.

As if the deal wasn’t sweet enough, you do some digging and find that the last CEO of this company left for an even better gig at an even larger company after just three years.  He left the program in good condition and with a host of resources and serious upward momentum.

You take that job, right?  You’d be crazy not to.

What on earth could the management team at your old job say to keep you on as divisional vice president?  Could they offer you more money?  Of course they could, but the money in front of you is higher than any regional vice president’s compensation in the industry.  Could they offer you the title of “CEO-in-Training?”  Yes, but why be a future CEO when you can be a CEO?  Could they sell you on loyalty to the firm?  Sure they could.  But you have been loyal and that loyalty is now be rewarded elsewhere.

 

If you haven’t caught on yet, this scenario is congruent to Mike Bobo’s move to Colorado State.

Bobo played at Georgia before coming back in a full-time capacity as a coach.  He’s coached well and moved from QB Coach to Offensive Coordinator.

In 2013 he received a pay increase from $335K to $575k.  He was probably underpaid in his last year at Georgia and was going to get more money, but even as an underpaid coordinator he ranked 40th in the nation in assistant coach compensation.  With roughly 125 FBS programs with offensive and defensive coordinators, that puts Bobo in the top 16th percentile in compensation.

Now, he’s been offered a chance to be a head coach (something he’s always wanted) at a program on the rise where the last coach bounced to even bigger things, and he’s being paid more than any assistant coach in the country (per 2014 data).

I don’t know that Mark Richt and Greg McGarity jumped through hoops to keep Bobo, but I don’t know that there were any hoops to begin with.  Practically speaking, Bobo would have needed significantly more money than his deal at Colorado State (believed to be in the $1.5 million range) to make up for the opportunity cost of turning down a head coaching job.  Would it really have been prudent to to throw damn-near $2 million at Bobo to keep him as an offensive coordinator?  I don’t think so.  The highest paid offensive coordinator in the country was paid $1.3 million in 2014.

Could Bobo have been paid more in 2014?  Probably.  But nobody was getting a massive raise after a 5-loss campaign in 2013 and Bobo got a raise after the 2012 season.  Further, he didn’t leave because he felt slighted by a stingy administration.  He left because he was offered a better job, with more responsibility, more pay and a higher ceiling.  That’s nobody’s fault.  It’s a credit to Bobo and the program at Georgia.

Please don’t act like you wouldn’t have done exactly the same thing.  And please don’t pretend that you would have held a grudge or blamed your old company for not keeping you around.  Georgia made Mike Bobo a head coaching candidate.  That’s not a bad thing in and of itself.

Bitch and moan about a lack of spending if Georgia doesn’t pony up for the next guy.  If the indoor practice facility never comes to fruition, complain about the lack of spending.  But don’t put the blame on Bobo’s departure on McGarity, because there’s no blame to be passed around.

 

 

That’s all I got/

Andrew

 

For highlights of Mike Bobo as a player and coach, download The UGA Vault for FREE on Android or iOS.

About dudeyoucrazy

College Football Writer

Posted on December 23, 2014, in Blog, Georgia Bulldogs, The UGA Vault. Bookmark the permalink. 2 Comments.

  1. Excellent read and very good points.

  2. Nice Job Andrew !

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