Agree....that's what I meant about developing a system of churn and burn. In the corporate world it's called "forced ranking" or "rank and yank". If you are not an A player( that could be defined at State a little looser due to our historic obstacles) your days are numbered. Bs have a certain amount of time to become As and Cs should probably start looking elsewhere. Jack Welch made it famous at GE; it bred a high performing but cutthroat culture.
The analogy is you have to have a system that runs at peak performance to backfill. So, my point is build the system which would include framework like you listed but it has to be close ended. In Jack's GE,HR was the lifeblood because they hired and fired at a rapid pace.....that's what we need our GM team to do and it's why college programs are hiring GMs. If someone steals a player then we've got our draft board and we move to position of need or best available. The board should always be up to date and ready to act on.
Lastly, I'd de-emphasize( not stop)high school recruiting and go after grown men who have already proved they can compete in D1. Our board should have at least the 5 best players for every program below us and the 2-3 deep(backups) of every program above us. That's where we can compete for players and leverage the SEC as a strength and not an insurmountable weakness.
