From the negotiating room

[LookingForResults]

I don't disagree with anything you said up there, except the bold part.

I can think of a few reasons it makes good sense.

1. We are showing CUSA or any other conference that we value our athletic programs and want to reward success. Putting our money where our mouth is, and quickly.
2. This will keep him from being poached by a school with worse prospects, but more money (IE Tulane.)
3. Raising a coach's salary is also an automatic hedge in case he does leave. Future candidates that may have been off our radar before may become more receptive to a school that is willing to pay for success.
4. He did one hell of a job this year, and where I'm from, you reward those that do well, especially when they exceed expectations.
5. Retention of high talent employees is just plain good business. Whether successful or not, TRYING to retain Dykes by any means possible is better than just giving up and letting AQ schools come and take him.

1. CUSA already wants Tech for reasons far removed from the salary of our HC. Further, the salary of the HC is not a criterion used to evaluate conference candidacy worthiness. Overall athletic budget is evaluated, but not specifics. Money would be far more wisely spent improving facilities than increasing a salary.

2. Raising the salary at this time does not raise the interest level of future potential candidates. Only what is being offered at the time that the job becomes available is all that matters.

3. All HC's want money and prestige. But they know that if they don't win they'll get neither. Dykes would be foolish to, and won't, leave for money alone if it means going to a Tulane or similar situation where it will be difficult to win. That's of no concern so remove that argument.

4. Increase his salary because he had a good year? Because he did what he was hired to do? Because he did his job? Well then, let's have that street run both ways. Let's deduct from his salary for underperforming last year, or deduct from his salary if he should unexpectedly stumble next year. His reward should be a discussion with the AD and being informed that at the end of the contract term, IF he continues to perform well, that he can THEN expect a very generous new contract.