Predictive Staffing Model

Larry Clifton Senior Vice President Recruiting and Workforce Planning

My Goal Today

Show you how to become a Hero

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CACI

Headquarters in Arlington, Virginia $3.15 billon revenue 13,000 employees 120 locations worldwide Government contractor supporting:
Department of Defense Department of Homeland Security Intelligence Agencies

Publicly traded on the New York Stock Exchange

Most employees have a security clearance

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CACI Vision

Be The Best In Everything We Do!

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A National Asset for National Missions

# 1 Key To CACI Success

Our employees!

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CACI Happy Employee Kit

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Who is Larry Clifton

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Air Force Job

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CACI Recruiting and Workforce Planning

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Keys To CACI Recruiting and Workforce Planning Success

Accountability
ERE

story on CACIs 25 day meetings

West Virginia Logic

you do what youve always done, youll get what youve always got Innovation hire disabled veterans, college recruiting, predictive staffing model, etc

Lots of hard work and team structure

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Recruiting & Workforce Planning Team

Recruiting & Workforce Planning Larry Clifton SVP

National Intelligence Recruiting Team

Workforce Planning & Recruiting Team

DoD & Civilian Agency Recruiting Team

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CACI Results Hires and Days to Fill

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CACI Results Cost Per Hire

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CACI Predictive Staffing Model Larrys Wisdom Most important thing I learned in college

You need to study and Econ 101 supply and demand

Most important thing I learned in the Air Force

The 4 Ps and constantly strive for excellence

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CACI Predictive Staffing Model What and Why?

Proactive staffing approach to filling our future talent needs Optimize our team and connect the talent management dots Speed-up hiring and profit generation De-stress the organization

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CACI Predictive Staffing Model The Big Picture

Strategic approach to compliment our tactical filling of open positions

Moved CACI to the next level in talent management reactive to proactive Have a high quality person ready to start work the same day the hiring manager opens a position

Ultimate Goal

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CACI Predictive Staffing Model

Simple four step process Figure out what talent you already have 2. What talent do you need in the future 3. How are you going to get the talent 4. Keep fine tuning your staffing model and plan
1.

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CACI Predictive Staffing Model Step 1

What talent do you already have?

details of your workforce and have it at your fingertips?

Action establish a real workforce baseline

location, skills, education, salary, security clearance, performance review, contract theyre on, contract end date, profitability, etc CACIs mapping tool data from the employee resume, HR, contracts, finance, training, security, etc

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CACI Predictive Staffing Model Step 1 what talent do you have?

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Employee Mobility Program Web Site

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CACI Mobility Board

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CACI Predictive Staffing Model Step 2

What talent do you need in the future?

many of you really know what talent you need in the future and when you need it? directly to companys strategic and financial plans, business development data, historic voluntary attrition rates by skill, contract, location, and employee mobility data such as how long does an employee stay in their job before moving, etc

Action build a strategic talent plan

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CACI Predictive Staffing Model Plan Step 2 what talent do you need?
StaProjec,ons

Projectover/undersupplybyskillset. Developstangplans.

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CACI Mapping Tool

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CACI Partner

Global Watch Technologies Skip Chapman President, Global Watch Technologies, Inc schapman@globalwatchtech.com Cell: 703.328.5855

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CACI Predictive Staffing Model Step 3

How are you going to get the needed talent?

many of you have a clear idea where your current talent comes from and more importantly where your future talent is going to come from?

Action cost analysis and market research

Metrics, Metrics Whats the best business decision to filling your position invest in training an internal employee, hire an external candidate, buy a company, engage a headhunter, etc

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CACI Predictive Staffing Model Step 4

Keep fine tuning your model and plan

many of you live by continuous improvement and tie in lessons learned?

Action lessons learned and challenges

painful process, but well worth the effort Too forward looking start with a 1 year look ahead Business development plans needed more talent specifics Wide range of contracts and employee skills Making sense of all the data lots of details

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CACI Predictive Staffing Model

Demand Matrix
List of mission critical roles, skills, timeframes required, quantity, clearance level, location, years of experience

Market Research
Resource availability, Cost

Primary Strategic Workforce Plan Output

Predictive Model
Collate Supply and Demand to create a snapshot of mission critical needs, numbers, cost, and timelines

Strategic Workforce Plan

Current Availability Assessment

Backfill Assessment
Applying Termination Metrics to Skill Areas to Quantify Backfill Requirements

Availability Profile
Quantitative Skills Availability Profile

Market Research

Recruiting Strategy

Skills Growth Assessment

Recruiting Tools/ Advertising

Candidate Sources

Sourcing Structure/ Agency Identification

Training Needs & Development

Secondary Workforce Plan Outputs

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CACI Predictive Staffing Model Candidate-Centric Recruiting Approach

Recruiting team dedicated to our predictive staffing model

aligned by skill area subject matter experts

for our top needed skills not individual openings us to place candidates across all CACI projects pre-screened warm candidates to our line recruiters

Provide

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CACI Predictive Staffing Model Candidate-Centric Recruiting Approach

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CACI Predictive Staffing Model Summary

Know what talent you have Know your future business and talent needs
Build

a strategic talent plan

Proactively prepare for your future talent needs both internally and externally Learn by utilizing your predictive staffing model daily and constantly improve it

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CACI Predictive Staffing Model Questions/Comments

Larry Clifton CACI, SVP Recruiting & Workforce Planning lclifton@caci.com 703-460-1328

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