a predictive staffing model
DESCRIPTION
Presentation from the ERE Expo 2010 Fall in Florida, presented by Larry CliftonTRANSCRIPT
A National Asset for National Missions
Predictive Staffing Model
Larry Clifton Senior Vice President
Recruiting and Workforce Planning
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A National Asset for National Missions
My Goal Today
Show you how to become a “Hero”
A National Asset for National Missions
CACI
Headquarters in Arlington, Virginia
Publicly traded on the New York Stock Exchange
$3.15 billon revenue
13,000 employees
120 locations worldwide
Government contractor supporting: — Department of Defense — Department of Homeland Security — Intelligence Agencies
Most employees have a security clearance
A National Asset for National Missions
CACI Vision
Be The Best
In Everything We Do!
A National Asset for National Missions
A National Asset for National Missions
# 1 Key To CACI Success
Our employees!
A National Asset for National Missions
CACI Happy Employee Kit
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A National Asset for National Missions
Who is Larry Clifton
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A National Asset for National Missions
Air Force Job
A National Asset for National Missions
CACI Recruiting and Workforce Planning
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A National Asset for National Missions
Keys To CACI Recruiting and Workforce Planning Success
Accountability — ERE story on CACI’s 25 day meetings
West Virginia Logic — If you do what you’ve always done, you’ll get what
you’ve always got — Innovation – hire disabled veterans, college
recruiting, predictive staffing model, etc
Lots of hard work and team structure
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A National Asset for National Missions
Recruiting & Workforce Planning Team
Recruiting & Workforce Planning Larry Clifton – SVP
National Intelligence Recruiting Team
Workforce Planning & Recruiting Team
DoD & Civilian Agency Recruiting Team
A National Asset for National Missions
CACI Results – Hires and Days to Fill
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A National Asset for National Missions
CACI Results – Cost Per Hire
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A National Asset for National Missions
CACI Predictive Staffing Model Larry’s 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 P’s and constantly strive for excellence
A National Asset for National Missions
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
A National Asset for National Missions
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
Ultimate Goal — Have a high quality person ready to start work the
same day the hiring manager opens a position
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A National Asset for National Missions
CACI Predictive Staffing Model
Simple four step process
1. 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
A National Asset for National Missions
CACI Predictive Staffing Model Step 1
What talent do you already have?
— How many of you can honestly say you know “all” the details of your workforce and have it at your fingertips?
Action – establish a “real” workforce baseline — Employee location, skills, education, salary, security
clearance, performance review, contract they’re on, contract end date, profitability, etc
— CACI’s mapping tool – data from the employee resume, HR, contracts, finance, training, security, etc
A National Asset for National Missions
CACI Predictive Staffing Model Step 1 – what talent do you have?
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A National Asset for National Missions
Employee Mobility Program Web Site
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A National Asset for National Missions
CACI Mobility Board
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A National Asset for National Missions
CACI Predictive Staffing Model Step 2
What talent do you need in the future? — How many of you really know what talent you need in
the future and when you need it?
Action – build a strategic talent plan — Link directly to company’s 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
A National Asset for National Missions
CACI Predictive Staffing Model Plan Step 2 – what talent do you need?
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Staff Projec,ons
Project over/under supply by skill set. Develop staffing plans.
A National Asset for National Missions
CACI Mapping Tool
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A National Asset for National Missions
CACI Partner
Global Watch Technologies
Skip Chapman President, Global Watch Technologies, Inc [email protected] Cell: 703.328.5855
A National Asset for National Missions
CACI Predictive Staffing Model Step 3
How are you going to get the needed talent? — How 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, Metrics… — What’s 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
A National Asset for National Missions
CACI Predictive Staffing Model Step 4
Keep fine tuning your model and plan — How many of you live by continuous improvement and tie
in lessons learned?
Action – lessons learned and challenges — Time-intensive 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 – lot’s of details
A National Asset for National Missions 29
CACI Predictive Staffing Model Future Demand Assessment
Recruiting Tools/
Advertising
Candidate Sources
Sourcing Structure/ Agency
Identification
Training Needs &
Development
Strategic Demand
Assessment Understanding
short & long term business goals and
mission critical resource
requirements, as well as potential
scenarios that will impact staffing requirements
Demand Matrix
List of mission critical roles,
skills, timeframes required, quantity,
clearance level, location, years of
experience
Market Research
Resource availability,
Cost
Predictive Model
Collate Supply and Demand to
create a snapshot of
mission critical needs, numbers,
cost, and timelines Availability
Profile
Quantitative Skills
Availability Profile
Backfill Assessment
Applying Termination
Metrics to Skill Areas to Quantify Backfill
Requirements
Resource Pool
Role/Title, Skills, Clearance, Location,
Experience, Level,
CACI tenure
Current Availability Assessment
Strategic Workforce
Plan Long range
Staffing Strategies
Market Research
Recruiting Strategy
Skills Growth Assessment
Primary Strategic Workforce Plan Output
Secondary Workforce Plan Outputs
A National Asset for National Missions
CACI Predictive Staffing Model Candidate-Centric Recruiting Approach
Recruiting team dedicated to our predictive staffing model — Recruiters aligned by skill area – subject matter experts
— Recruit for our top needed skills – not individual openings
— Allows us to place candidates across all CACI projects
— Provide pre-screened warm candidates to our line recruiters
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A National Asset for National Missions
CACI Predictive Staffing Model Candidate-Centric Recruiting Approach
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A National Asset for National Missions
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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A National Asset for National Missions
CACI Predictive Staffing Model Questions/Comments
Larry Clifton
CACI, SVP Recruiting & Workforce Planning
703-460-1328
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