The document is about a presentation by Larry Clifton, Senior Vice President of Recruiting, Workforce Planning, and Development at CACI, a professional services and IT company. Clifton oversees recruiting and human capital programs for CACI's 14,400 employees. In his presentation, Clifton will discuss CACI's predictive staffing model, which connects human capital strategies to the company's strategic business plan. This allows CACI to anticipate its recruiting needs and stay ahead of competitors in attracting talent. Clifton will share lessons learned from developing CACI's predictive staffing model and how such a model can help organizations better manage recruiting demands and gain leadership recognition.

1. May 23, 2012
The Marvin Center – Washington, DC
Larry Clifton – Senior Vice President, CACI
Recruiting, Workforce Planning, & Development
Predictive Staffing Model - A Case Study

2. Larry Clifton
Larry Clifton is Senior Vice President in charge of Recruiting,
Workforce Planning, and Development for CACI – a 14,400
employee, $3.6 billion revenue, professional services and
information technology company serving defense, intelligence,
homeland security, and federal civilian government agencies.
Larry oversees a vast array of human capital programs
including leading a team that hired 4,400 people this year –
3,600 external and 800 internal. He is a nationally recognized
Recruiting and Workforce expert receiving media attention in
newspapers, magazines, radio, and TV. Larry was named the
top Senior HR leader in the Washington DC metro area in 2009
by HRLA. He and his team have won numerous human capital
accolades and is the ERE Recruiting Department/Function of
the year award winner for 2012. CACI also won the ERE award
in 2011 and is the first company ever to win this prestigious
award in back-to-back years.
Prior to joining CACI in 2000 Larry proudly served in the United
States Air Force where he held numerous senior leadership
positions. He was Director of Staff for the 89th Airlift Wing and
Commander of the 89th Aerial Port Squadron at Andrews Air
Force Base, Maryland, where he directly supported the
President of the United States.
Larry received a regent bachelor’s degree in Business from
West Virginia University, master’s degree in Business
Management from Central Michigan University, and master’s
degree in Human Resources from Webster University.

3. Predictive Staffing Model - A Case Study
One of the key components of CACI’s overall success is
attributed to its predictive staffing model which basically
connects all the human capital dots and tie’s them directly
to the company’s strategic business plan. This powerful
approach allows CACI’s Recruiting, Workforce Planning,
and Development Team to stay ahead in the war on talent
and deliver impressive results/savings to the company’s
bottom line.
In this session, Larry will provide an overview of CACI’s
highly successful predictive staffing
model and share his lessons learned – good and bad.
According to Larry, no matter what business you are in you
will probably never totally get away from the must-fill-
now positions, but a proactive predictive staffing model
will greatly help de-stress your team and produce results
that will clearly get the attention of your senior
leadership. Creating a best-in-class predictive staffing
model is not an easy thing to do, but once you master it
you will be a hero at your company and get that seat at
the table everyone is looking for.

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