Chief of Staff

I was fortunate to have an excellent chief of staff, without whom I would have been a less-effective President. There are a few models for chief-of-staff positions, some considerations for how you wish to structure the position, and perhaps a few ways I think you can help your chief become more effective.

At smaller institutions, the chief of staff is often a very experienced executive assistant, while my sense is that at larger institutions one is likely to see a higher-level professional as well as at least one executive assistant in a president’s office. The University of Idaho is mid-size, and my model was the chief was a very experienced assistant who, herself, had assistance in the office. Her main job was to insure that I used my time effectively-that those who needed to see me were able to do so, that I was contacting people I needed to contact like the Board or donors, to help coordinate the work of Vice Presidents and others, and to manage staff in the office who took care of other details (such as specific scheduling, correspondence, events). At larger institutions, I think you would see greater participation in actual policy development, and perhaps representation of the president.

The direct office staff at Idaho, in addition to the chief, included a financial person (who served the office and some smaller offices, such as Diversity, that reported directly to the President), and a staff assistant (reception, phone, scheduling details, correspondence). Originally, the office also had an events coordinator, but during a budget cut, we distributed this role primarily to other offices, particularly Advancement and Marketing and Communication, though the President’s Office retained some of the less-formal and occasional events, like meetings with student organizations. I also had a Communications Director assigned primarily to me, as well as several Special Assistants-one for Legislative Relations and one for Special Projects/Principal Gifts.

In addition to the formal roles of the Chief of Staff in my office, my Chief also was a sounding board, and a source of information for me about the University as she had served there for many years and I was new to the institution. She was my eyes and ears at meetings-I know that I tend to talk too much, listen too little, and focus on one person at a time. She was very good at recapping for me what might be unexpressed, but important opinions. She also interacted informally with the VP’s, who felt that they could bring issues to her confidentially and assess whether or not they should be brought to me. I am not sure how she did it, but she maintained their confidence, yet also informed me of things I needed to know.

Chief is such an important, but personal, position that it’s hard to advise you on selection or how to work with your chief. I suspect you will develop a close professional relationship, if you choose well. One resource of which I was originally unaware, but feel is very helpful is NAPAHE, the National Association of Presidential Assistants in Higher Education. Encourage attendance, as well as use of their listserv and publications. The NAPAHE meetings usually precede the ACE meetings, and you can attend sessions with your Chief (and the Chief can stay after at ACE), which I think enhances the value of these meetings for both.

Story telling

Though I love data, I’ve finally become convinced that most of us operate on a more emotional level, and the best communicators recognize this and they are great storytellers. I would encourage you to have specific stories at your fingertips, ready to trot out. These may change depending on the audience, the year, the challenges you face-I just encourage you to spend specific time and energy developing these stories.

What are some examples? Know the name of that great first generation student (and clear with her the use of it) the story of how she had not realized that college was within her reach, and that this young Hispanic woman from, say, Jerome Idaho is now becoming a doctor, and plans to serve her community. Sincere stories, moving stories. You will probably find yourself talking to boosters-be sure you know the name of a football player or a track athlete whose scholarship enabled them to come to school, to excel on the field and academically, and now those boosters have not changed just that student’s lives, but those the student will touch. A successful alumnus. A faculty member who changed the lives of a student or had an extraordinary research success. A startup industry from a university invention or entrepreneur.

You may have the advantages of being a natural storyteller, or having a great communications aide…but even if not, there is great advice about storytelling out there-from TED talks to YouTube videos. Some TED talk advice gems:

  1.       Immerse your audience in the story.
  2.       Tell a personal story.
  3.       Create suspense.
  4.       Bring characters to life.
  5.       Show. Don’t tell.
  6.       Build up to S.T.A.R. moment.
  7.       End with a positive takeaway.

Keep a lookout for great stories, keep a list, practice telling them. And, though you may get bored with the same story-it is surprising how much the same story can be used in different contexts.

Stats at your fingertips

I may be TOO attracted to knowing stats-and I think that sometimes, using stats makes one appear cold-so be sure to at least complement stats with personal stories-anecdotes about students, faculty, alumni, community members that also illustrate the point. Nevertheless, I think that there are stats you should know-about your university, about your community (region or state), and about higher education. The list below is probably most relevant to public universities-please ignore those irrelevant to your mission.

Some university stats will depend on the mission and nature, but for almost all universities, I think you should have at your fingertips:
*Your retention and graduation rates (4 year, 6 year)
*Cost of attendance, in-state and out-of-state
*Enrollment (undergraduate and graduate), in-state and out of state
*Ethnic diversity of your students
*Research expenditures (if relevant)
*US News & World Reports or other relevant ranking
*Approximate revenue and expenses (tuition, state appropriation, research grants…personnel (typically 80% and all other)
*Endowment (if relevant)
Sure, it is great to know other items, like percentage Pell grants, change (improvement) in some stat over time, postgraduation employment data, ratings relative to peers. And there are likely to be some items specific to your institution (law school, med school…etc) as well as stats you need in a particular context, like salary benchmarks when talking to faculty and staff-but I think this list can get you started…whether you are a sitting president or an aspirant.

I think it is worth knowing some items about your state, as well.
*Per capita income of residents/primary industries in state
*Educational attainment and attainment goal
*Rate of college progression
*State population and ethnic diversity

With respect to higher education, you should know the general rates for the US of:
*4, 6-year graduations (35% and 58%, which includes people who transfer, not just one institutional rate)
*Educational attainment (~35% have bachelor’s or higher)
*Lifetime wage differential, high-school vs college (~$1M)

Reading List

If you don’t have time to read…you don’t have time to lead.

Of course, as President…you don’t have alot of time. So, just a few suggestions of books that I have found, over the years, very informative or influential.

On the general business/management side, some obvious choices:
Bolman and Deal and reframing present several classics, but the shorter version focused on education is: Reframing Academic Leadership, Bolman and Gallos. There is a version of Good to Great that recognizes the differences between education and business: Good to Great and the Social Sectors, Collins. Not as popular, but influential to me is Drive: The Surprising Truth About What Motivates Us, Pink. Short, and I think very applicable to academics in particular. More recent, and excellent, is Start with Why, Sinek. I know there are many other excellent choices…and I’d love to hear your recommendations.

On the higher ed side, I have some favorites:
Designing the New American University, Crow, Dabars is a vision that does not fit all universities, but I think is particularly appropriate to research universities and gives a great picture of the role of higher education and how we can meet our country’s needs.
The Innovative University: Changing the DNA of Higher Education from the Inside Out, Christensen, Eyering is a great comparison of Harvard and BYU-Idaho that will stimulate you to think about your mission rather than just trying to be Harvard.
Locus of Authority: The Evolution of Faculty Roles in the Governance of Higher Education: Bowen, Tobin provides a better understanding of faculty governance…but I wish that Faculty Senates would read it as I think they have abdicated, at many universities their important and appropriate roles of overseeing the curriculum and establishing professional expectations of faculty to wanting to run the mundane details for which we hire folks like our VP Finance.

Don’t forget to do your recreational reading…be sure to read the university’s Common Read, for example as well as some impactful or best sellers…your public and donors expect you to be well-read and well-spoken!

Personal fitness

I admit; I did a very poor job of keeping fit while serving as President.  I too easily let myself eat that cookie at the reception, work late on email, and skip the gym.  I don’t think that there is one magic way to ensure fitness…but I know that if I have the opportunity to serve again as President that I will make time for fitness, at least multiple days per week and be more disciplined about my diet. 

Schedule activities-even if it is just riding the exercise bicycle 4 times per week.  My assistant even offered to do this, and I foolishly felt I needed to simply keep a more flexible schedule.  If you do that, be sure to get your favorite exercise machine at home and USE IT!

And, be sure to push away from that donor meal, leaving half the entrée at every dinner.  The cookies at the reception generally are not worth the calories.  The wine at the reception is not worth it, and will just impair your judgement…and may lead to even more difficulties.

I admit, all of this is gratuitous advice from a reformed “sinner”.  Try your best, you will feel better!

PS-I have lost almost 30 pounds since stepping down, and feel fitter and healthier…but I would still love to serve as President.

Indemnification and risk in research contracts

Early in my presidency, we found ourselves unable to contract with a major regional industry because they would not accept indemnification of all risks.  Now, in many ways, that was far too conservative on their part, but also too demanding on our part. 

The research we were considering was basic research on semiconductor chip design.  I asked that General Counsel develop the worst possible risk scenario they could imagine.  The scenario was that a method we developed might be used, in part, to make a chip for a critical application like a self-driving car.  If such a chip failed, resulting in a traffic death, the claimant might argue that we were responsible for the failure.  I found this possibility so remote as to be laughable…I frankly was more worried that the company would never use our technology and seek help elsewhere!

Now, my attitude would be very different if were developing the formulation for an infant vitamin to be immediately put into a major market.  My point is that universities must, at times (if allowed by Boards and state laws) accept some risk.  And, while remaining careful about the nature of those risks…a president can use discretion and judgement and should do so to establish and sustain research relationships.

Coronavirus readiness

Predicting the path and impact of the coronavirus on US colleges is impossible today.  Nevertheless, the emergence of hotspots in South Korea, Iran, and Italy have moved the world closer to potential pandemic.  The US government is responding by asking for $2.5 billion for prevention and response and the CDC has just warned Americans that an outbreak is likely, without a prediction of place or time.  Though we are clearly not in an emergency state on US college campuses, it is time to recognize risk and to prepare.

Colleges have several risk factors for epidemics.  We often house large numbers of students together and feed them in communal dining halls.  Our classes, athletics events and other activities are large public gatherings.  And, as we enter March, many colleges will enjoy spring break, with associated travel offering the opportunity of contact with a wide population, often including international travel, by students and faculty, and a return to campus.

Clearly, it is not yet time to set up isolation awards in the gym and serve meals to students in their rooms, but what are the precautions and procedures we should consider now?

As a former president, I believe it is time to prepare for pandemic in at least the following ways. 

  • Within one’s executive group, raise awareness; though student affairs and public safety will likely be most immediately impacted, every part of the university may be involved in or affected by a coronavirus epidemic.
  • Auxiliary services like dining and housing need to be specifically considered.  Are plans in place for housing and feeding students under infectious conditions?  Is training available for staff?  What is the availability or acquisition path for protective gear?  How do these plans affect independent housing units like fraternities and sororities?
  • Student health and community health providers need to consider how they will monitor for coronavirus, whether test kits and capacity will be available if or when needed and what CDC guidelines are.  Cold and flu-like symptoms take on added significance-how will the common cold be distinguished from possible coronavirus operationally?
  • Develop pedagogic and technological plans to move instruction online.
  • Consider when, or under what circumstances, you will enact a travel ban and how that will relate to bans that the State Department or other government officials may apply.
  • Consider how a pandemic would affect current students studying abroad or researchers working abroad-will you try to repatriate them or protect them in place, and if so, how?
  • Arrange a preparatory meeting with local public health and safety officials (public health district, hospital administrators, police chief) to ensure that communication and roles are clear.
  • Consult with Board or system offices to understand how a response might be coordinated.
  • Prepare communications to faculty and staff, students, families and public as hold statements and ensure that distribution methods have been considered.  Consider positive, preventative communications regarding hygiene or awareness.
  • Your university may have special capacity to assist during an epidemic, particularly if you have an academic health center.  It’s likely that the Vice President for Health Affairs is receiving or will receive communications from the Centers for Disease Control and similar entities.  How can and should you engage specialized capacity-from patient care to research?

We all hope that the coronavirus is contained and that none of these preparedness steps are necessary…but I have found, each time we prepared our university for an emergency, that we were better prepared for the next, unexpected event-so preparation without panic is rarely pointless.

National Meetings

National meetings are useful and renewing, for presidents and for other cabinet members. Of course, there is a bewildering array of meetings, so I wanted to share impressions and some observations, as well as how a Cabinet might use them.

I found it useful to report back on meetings that I attended-perhaps just 10 minutes at a Cabinet meeting. And, encourage your VPs to do the same. Keeps them focused, but leverages each meeting for the whole group.

Most universities will belong to one or more national societies; as a land grant university, the natural for the University of Idaho was the Association of Public and Land Grant Universities. The Council of Presidents meetings are very useful-fast paced, focused presentations. Because this organization springs from the Land Grant community, there is strong participation from Agriculture Deans and Extension. The Research VPs are also very active. The Council on Academic Affairs is for Provosts-the summer meetings are less formal, more focused, and more productive. Spend some time meeting with colleagues. Few attendees tour the vendor hall, but I have always found this very productive…and one of the other presidents I usually see there is Michael Crow, from ASU-one of the most innovative and respected of university presidents. Hint.

ACE, the American Council of Education, draws a very wide audience from small privates to large publics. The sessions tend to be very diverse in topics and applicability; I found them somewhat repetitive of APLU but generally less useful because they were less focused. The adjunct meeting for NAPAHE is a good one for your chief of staff or assistant. I often participated in a session with my chief of staff-very worthwhile and few presidents do that. The other ACE session that is lightly attended by male presidents is the session on Women’s Leadership. If we are serious about moving the gender needle in higher education, I think both men and women need to attend such sessions…and what better place to recruit women interested in leadership positions at your university?

A “once-hidden” gem that I urge anyone to attend is the ASU-GSV conference. The conference has grown exponentially. Definitely a Michael Crow brainchild, but a great place to meet innovators, see new trends…and some wonderful plenary sessions. Not that expensive for academics. I see few fellow presidents there, but the ones who do attend include those I most respect for innovation. If you have not tried this one, put it on your list.

AGB (Association of Governing Boards) runs several conferences. I think attending with your Board chair or members is the way to go-never did this with my governing board, but I did with my Foundation Board chair, VP Advancement, and Foundation Executive Director. Great way to hear talks, compare notes-get new ideas and have someone objective (or at least outside your foundation) provide perspectives you may want the Chair to hear.

I know that there are many other meetings, but I can personally vouch for the usefulness of these. Enjoy…and feel free to email me additional suggestions.

4H College Pipeline and Diversity

  • Broadening the concept of the land grant university and its programs

4H was founded in 1902 to instruct rural youth in improved farming and homemaking practices.  In the 1960s and 1970s, 4H broadened its mission to serve urban youth and life experiences unrelated to agriculture that encourage positive youth development.  4H is housed in the Division of Youth and 4H in the National Institute of Food and Agriculture within the USDA. State programs have extensive ties to, and are usually administered by, extension offices at land grant universities. Can 4H programs serve universities as pipeline programs, especially for diverse or disadvantaged youth?

The University of Idaho initiated a college pipeline program oriented towards LatinX youth via an internal mechanism, but has realized the value of associating that program with 4H in a way that may benefit other college pipeline programs. Perhaps a more intentional approach to using 4H to enhance college-going and youth development, on either a state or national basis, could address today’s college educated workforce and social mobility challenges.

The most extensive recent study of 4H’s effects on youth is that of Lerner and colleagues. The study clearly demonstrates many positive youth outcomes of 4H participation, including higher rates of academic achievement as well as lower frequency of negative behavior, but the study does not directly address college going outcomes and diversity issues.  

Finding national participation rate data for 4H programs proved challenging (and my queries were never answered by the USDA 4H office), but the Lerner study included survey data of this sort.  Comparing the survey data to census data is a bit challenging as the data definitions and survey differed. Nevertheless, as one might expect, rural students are currently overrepresented in the sample; over 46% of respondents of known living environment were rural while only 14% of the US population is rural.  4H also has significant underrepresentation of Asian American, African American, and LatinX youth. Regionally, the Midwest is overrepresented and the South underrepresented. 4H also engages over 60% young women. College-going rates generally follow similar trends with some exceptions. LatinX and African American students are underrepresented in US colleges as they are in 4H; the Midwest has a generally high college attendance rate.

Idaho has one of the lowest per capita incomes in the nation and this is directly correlated with low educational attainment of the adult population. The state hopes to radically increase education attainment to support an emerging high technology economy. Idaho has one of the lowest rates of college attendance in the nation. That rate is particularly low among its LatinX and rural populations (which overlap significantly).  In fact, Idaho has the lowest postsecondary attainment of any LatinX population, only 10.7% of LatinX adults in Idaho hold a postsecondary degree.

As a model program, the University’s Latino Advisory Council and Office of Equity and Diversity in 2017 developed a deep engagement model in which programs were embedded in a rural, heavily Latino high school in Jerome, Idaho.  The program engaged 8th grade students and their families, and was named by the families “Caminos al Futuro.” This Road to the Future already seems to have changed student perception of career options and brought the students experiences well beyond those offered by the school, but, nonetheless, a challenge emerged concerning the sustainability of the program..

Our Extension Office stepped forward to write a USDA CYFAR grant that will allow us to not only sustain the program but to double it in size. In addition to this support, the engagement with Extension opened our eyes to the Youth Development Curriculum already developed by 4H, Juntos.  Juntos programs are operating across the country; I note that Oregon State University’s program engages over 30,000 students. The success of the first grant encouraged us to successfully apply for a second, allowing another program doubling. Additionally, students and some family members from Caminos participated in the on-campus summer meeting program; again opening eyes to new possibilities and engaging students and families in seeing the potential of college-going in general, and especially at the state’s land grant, research university.

How can 4H be leveraged even farther?  The cultural relevancy of materials and programs must be increased.  To address the cultural gaps, materials should be available in Spanish, for example, so that families who may be less bilingual than the students understand the value and nature of the programs.  Volunteers play an important role in 4H; 4H alumni are a rich source of volunteers. Bicultural volunteers must be recruited, many of whom may not have traditionally participated in 4H themselves (4H alumni are the richest current source of volunteers).  Addressing the gender gap in 4H participation may also require a much broader approach to activities and intentional engagement of male students and volunteers.

The 4H and Extension programs of our universities have extensive infrastructure and capacity to address some of the central issues facing postsecondary education in rural and other communities.  Just as land grant universities helped the United States economic transformation to an industrial society and a world leader in agricultural productivity, we can use this same system to ensure that our underserved communities are not left behind in the knowledge economy.

Athletic Program Goals and Expenses

              Intercollegiate athletics is almost unique to American higher education.  Few programs at most universities, particularly those in NCAA Division I, are as visible as our athletic programs.  At a personal level, my decision to move the University of Idaho football team from the Football Bowl Subdivision (FBS) to Football Championship Subdivision (FCS) was one of the most visible decisions that I made as president.  This move has been interpreted by many as a downgrade to our program due to my lack of interest in sport; in fact, I feel that intercollegiate sports has an important role at our University and that expanding our programs selectively could confer considerable benefit.

Although the value of intercollegiate athletics to the mission of universities is passionately debated, and universities face decisions about whether to invest in athletics, decrease expenditures, add or discontinue sports, change conference affiliation, or invest in facilities, few general principles have been described to guide decisions for boards and presidents.  A complete accounting of revenues and costs, as well as a consideration of intangible benefits would at least form a basis for this discussion.  The major point that I wish to make in this article is that while discussion of Athletics often focuses on operating expenses and revenues, these are only part of the discussion.

              Athletics programs vary greatly in terms of size, costs, and benefits.  The NCAA oversees 1102 athletic programs, spread fairly evenly among Divisions I, II, and III. The greatest contrast is between Division 1 and Division III.  Division I programs, on which I will focus, represent 32% of all programs.  Median undergraduate enrollment is just under 10,000 and about 1 in 25 students is a student athlete in Division I.  The median Division III school enrolls just over 1700 undergraduates, but 1 in 6 students is an athlete.  Revenues and costs vary greatly, even within Division I.  In 2016-17, for example, USA Today reported that for public schools in Division I that must report such data, the University of Texas topped the revenue list at $215 million and the expense list at $207 million.  The lowest expenditure reported was Mississippi Valley State just over $4 million.  In this article, I will focus on the bulk of programs in which generated revenues from athletics are lower than operating expenses, with some general comments applicable to all athletics programs.

              Student athletes may enjoy both tangible and intangible benefits from participation.  A very small minority of student athletes will go professional (1.2% in Men’s basketball and 1.6% in football) and enjoy large salaries.  Many student athletes in Division I benefit from athletic scholarships-over 3000 athletes in FBS football each year, about 4000 in each men’s and women’s basketball, for example.  Athletes, particularly in Division I, have Federal graduation rates 2% higher than the general student body.  Black student athlete graduation rates are 15 percentage points higher for males; 19 percentage points higher for females.  These rates may reflect academic and other support that athletes receive, but certainly constitute a tangible academic benefit.  Student athletes also belong to a team, a multi-age cohort.  And, athletes benefit from close adult supervision by coaches, as well as training and nutrition advice.  Student athletes may also benefit from publicity or notoriety on campus, though they are also more subject to public scrutiny than most other members of the student body.

              Universities also enjoy intangible benefits from their athletic programs.  Most obvious is the publicity accruing to a successful program.  The “Flutie Effect” describes the rise in applications and gifts that can accrue to a school with a successful athletic program.  Named for the rise in applications seen by Boston College after Doug Flutie’s “Hail Mary” pass defeated the national champion University of Miami, this effect is more generally seen by schools that place a team in March Madness.  Gonzaga University is the classic, moving from struggling with enrollment prior to their 1998 success in the NCAA tournament to record enrollments with new facilities paid for by donations after their run of entries in the NCAA tournament.  An article by Silverthorne in Forbes indicates that either basketball or football success may benefit a school; but that sustained effects in football are more likely in Power 5 conferences than in lesser football conferences.  Participants in the NCAA men’s basketball tournament, according to a 2009 study, typically saw a 1% increase in applications the following year.  Even modest Division I programs, like the University of Idaho, enjoy routine mention in the local sports papers.  Athletics is often a key to alumni engagement, which is difficult to value.  Though donations directly in support of Athletics may only be a small part of university advancement (about 5% at the University of Idaho), many alumni and donors are aware of the athletics program.  Another benefit often overlooked is that Athletic Departments are typically among the most diverse parts of campus; if these programs were viewed as diversity programs, they would often be the most successful on campus in terms of student retention and graduation.

              Intangible benefits or those difficult to value should not be ignored as we shift attention to revenues and expenses that can be calculated more clearly.  Athletics program revenues are usually classified into generated revenues and institutional support (or allocated revenues in NCAA parlance).  A component of institutional revenue that is often ignored in value calculations is the tuition revenue from student athletes who attend a particular university in order to compete and who do not receive full scholarships.  After examining the major revenue and expense categories, we will return to a more detailed examination of institutional tuition revenue.

Generated revenues include TV contracts, game guarantees, conference revenue, NCAA payments, direct donations and ticket sales.  Usually these categories are easy to allocate to Athletics, and even to specific sports-such as a TV contract for football.  These revenues vary tremendously within Division I.  The most comprehensive data on revenues and expenses is that in the NCAA report (http://www.ncaapublications.com/productdownloads/D1REVEXP2015.pdf) , though these are not listed by individual university.  The USA Today report cited previously indicates that only about 20 programs generate revenues greater than reported operating expenses.  Typical Division I programs like Idaho supplement their generated revenues with institutional support, called allocated revenues.  Although allocated revenues represented only 28% of the overall total funding in Division I, for non-Power 5 teams this jumps to over 62% (University of Idaho is fairly typical at 55.99%).

Operating expenses include sport-specific items like coach salaries or travel as well as more general expenses like the Athletics Director and staff salaries.  In the university world, these might often be called direct and indirect costs.  I have not been able to find detailed information, but it is likely that indirect expenses are a larger portion of expense in more modest programs; the high salaries of prominent football or basketball coaching staffs can swamp almost all other expenses in very prominent programs.  Often, facilities expenses themselves are not included in these calculations unless they are directly attributable.  For example, at our university, there is no charge for the use of the swimming pool or the basketball court, though there are charges for moving bleachers for specific game setups.  There is little standardization in how facility expenses are calculated, but in most cases it is likely that expenses are underestimated.  A 2003 NCAA report concluded that the primary expense of capital stock in Athletics programs was facility replacement.  The major driver of this cost in Division I was the capacity of the football stadium.  In larger universities, this cost was, at that time, nearly the same as all other operating costs in toto.  A part of this cost is often borne by donors during capital campaigns, but usually some of the cost is shared by the University.  For example, the University of Washington recently completed a $280 million football stadium renovation for which UW hoped donors would provide $50M.  The roughly $250M loan needed to undertake projects like this probably adds about $10 million yearly to athletics expenditures that is sometimes only indirectly accounted for.

              For most of the 351 Division I programs and the hundreds of other NCAA and NAIA athletics programs, the gap between generated revenues and allocated expenses is filled with institutional support.  This institutional support can be in the form of student fees, tuition, or government appropriation in the case of public universities.  And, for the non-Power 5 conferences, that institutional support averages over 60% of all revenue.

The sensitivity of using student funds to support Athletics motivates concern about overexpenditure on Athletics.  Faculty most often see this as an emotional issue, “wasting” money on Athletics.  Boards and the taxpaying public should be primarily concerned about how Athletic costs are borne by the overall student body, and whether there is a way to optimize tangible and intangible benefits while minimizing the costs that might increase tuition, for example.

At several universities, including all public universities in Idaho, institutional support is limited by an athletics cap.  Other universities, such as Eastern Michigan University and the University of New Mexico, have proposed to cut sports programs to reduce Athletics budgets.  The most common Athletic budget strategy seems to be small incremental increases, often while observing conference norms in expenditures.  And, a few universities, primarily in the Power 5 football conferences, have opted for an “All-in” strategy.  How can presidents and boards overseeing the bulk of Division I programs guide their programs to optimize benefit and minimize institutional cost?

The general philosophy of setting an athletics cap is to set the cost of athletics that is borne by all students at an appropriate level.  Caps are set in a variety of ways, and caps are inflated or adjusted in quite a variety of ways.  For example, in Idaho caps were set more than 20 years ago, apparently at the institutional support level then in place.  Caps in Idaho were adjusted first to ensure gender equity in spending, and have been inflated by the percentage that state employee salaries have grown.  Of course, defining an appropriate cap and inflator is the core of the difficulty.

Due to our expenditure patterns and our athletics caps, the University of Idaho found itself in violation of the cap, which we refer to as being in an athletic deficit situation.  Though we have been striving to increase Athletics revenue, primarily in the form of increasing donations, we have found our generated revenue quite stagnant.  Therefore, to eliminate our deficit and conform to our cap, our only viable alternative appeared to be to cut expenditures.  This motivated us to examine several strategies, including sports elimination.

To inform our consideration of our Athletics caps and possible sports elimination, the University of Idaho undertook a detailed examination of our overall Athletics revenues and expenses.  We calculated the sport-specific expenses and revenues for each of the 16 sports we offer (consolidating track and cross country programs as these programs share coaches and athletes at our university.)  We also calculated general expenses and revenues, and allocated them by a simple athlete headcount method.  The detailed results are available below.

In each sport, we ignored the cost of scholarships as this was an internal cost transfer.  We did, however, also calculate the tuition revenue that students receiving partial scholarships or who walked on to the team paid to the University.  Though a small number of student athletes might attend the UI even if we did not offer their sport, we believe that more than 90% of our student athletes selected UI in a competitive academic/athletic recruiting situation because they could participate in their sport here.  We make the simplifying assumption that the tuition revenue from all non-scholarship or partial scholarship athletes has been brought to the university by participation in athletics.

In this light, universities can view “nonrevenue” sports as strategic enrollment management programs.  In fact, this is clearly the way that most Division III programs view their athletics programs.  And, perhaps surprisingly,” nonrevenue” sports, for less prominent sports programs like UI, are actually those that generate the greatest revenue.  Although from this perspective, football is essentially break-even at UI; headcount sports like MBB, WBB, and WVB are major loss leaders, required for participation in Division I and our Big Sky Conference.

We did examine cutting sports.  Given a network of intersecting requirements including Title IX, NCAA regulations and Big Sky Conference rules, our options were very restricted.  The scenario we presented to our Board was the elimination of women’s soccer, women’s swimming, and men’s golf with the addition of sand volleyball.  Sports elimination was extremely unpopular and our Board ultimately granted us the financial flexibility to re-examine the situation.

These sport eliminations would have decreased our tuition revenue and actually increased the average cost of education for non student athletes by decreasing total available resources.  We suspect that cutting non-headcount sports at other universities may actually lead to similar issues.  Eastern Illinois University, after examining sports elimination, decided not to do so; the University of New Mexico recently made a different decision and plans to eliminate 4 sports generating a good deal of negative publicity.

How, then, can a university determine the overall cost of its sports programs and choose an appropriate program level that aligns with its mission?  First, one must recognize that universities approach these decisions from a historical context.  In general, if a university has a stable conference affiliation with a presence in its traditional media and student markets, it is likely that the university should maintain that presence, which will also maintain the bulk of the intangible benefits the university receives from publicity as well as the benefits that the student athletes receive.  The university should calculate the full costs and benefits of at least generated revenues, institutional support, direct and indirect costs, as well as non-scholarship student-athlete generated revenues.  We advocate that the university simply calculate whether it has more or less  general education funds per student under any proposed program than it currently has. .  Another means of monitoring this is in terms of overall per capita cost to non-student athletes:  the Athletics institutional support/student. If changing the sports program in a significant way would alter these financial attributes, one must be sure that the intangible benefits to the university will be significant.

Can universities optimize costs and revenues within existing Athletics programs to achieve a better result?  In general, for institutions like the University of Idaho with a presence in an established regional conference, I believe that the key is to invest sufficiently in revenue sports to ensure a winning program.  The university goal should be to appear regularly in FCS football championships and in NCAA basketball tournaments by competing successfully in the Big Sky.  In other sports, the objective should be winning programs but with a hybrid philosophy of competitiveness in the most visible sports and optimal enrollment management strategy in nonrevenue sports, with cost containment including minimizing athletic scholarships.  Coaches can be incentivized to recruit more academically-qualified athletes by encouraging athletes with the academic scholarships that any student would receive.  This holistic revenue approach can actually incentivize the addition of sports, though this would be limited under a cap policy. This is the primary reason that I think cap policies are unsophisticated ways of managing athletics budgets.

And, while considering Title IX considerations, the University has many opportunities to recruit students in additional sports with minimal scholarships and little marginal facility or coaching costs.  For example, Northwest athletes would flock to a men’s swimming team at the University of Idaho (the only Division I program in the Northwest currently is Seattle University), with the addition of modest coaching and no new facilities.  Youth teams are typically coeducational, as are many college teams.  Of course, one would have to add women’s sports under this scenario to ensure equitable opportunities.  Increasing Athletic programming can help sustain sports like swimming, provide wholesome opportunities for athletes to continue their careers in college, and attract students to our universities, though such an approach might pose competitive challenges to some Division III programs.

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