SRA International, Inc. : SRA Appoints John Reing Senior Vice President, Human Resources

"He is a highly accomplished HR expert who possesses a strong track record of success and in-depth knowledge of our industry. He is also an ideal fit with SRA's culture and values of Honesty and Service®."

)--SRA International, Inc., a leading provider of technology and strategic consulting services and solutions to government organizations, today announced the appointment of John Reing to Senior Vice President, Human Resources. In this role, Reing will provide strategic direction for employee relations, work/life balance programs, compensation and benefits, recruiting, training and development as well as SRA CARES, the company's philanthropic community outreach program. He will report to SRA President & CEO Dr. William "Bill" Ballhaus.

Reing, 39, brings more than 15 years of experience across the spectrum of human resources including strategy, leadership development and training, employee relations, talent acquisition, organizational development and total rewards programs.

"John will be a great addition to the SRA leadership team," said Ballhaus. "He is a highly accomplished HR expert who possesses a strong track record of success and in-depth knowledge of our industry. He is also an ideal fit with SRA's culture and values of Honesty and Service®."

Reing joins SRA from BAE Systems where he served as Vice President of Human Resources & Administration for the Support Solutions Sector. He held progressively responsible HR leadership positions during his eight-year tenure at BAE starting in 2003. Prior to BAE, Reing led the Washington, D.C. HR consulting practice for PricewaterhouseCoopers in his final role during his tenure from 1996-2003. Before that he was a team leader with the Hay Group from 1994-1996.

Reing holds a Bachelor's degree in business administration from DeSales University. He holds a Senior Professional Human Resources (SPHR) designation from the Society for Human Resources Management and is a certified compensation professional with certificates in executive compensation and Salary Administration from WorldatWork.

About SRA International, Inc.

SRA is dedicated to solving complex problems of global significance for government organizations serving the national security, civil government, health, and intelligence and space markets. Founded in 1978, the company has expertise in such areas as cyber security; disaster response planning; enterprise resource planning; environmental strategies; energy systems and sustainability; IT systems, infrastructure and managed services; logistics; public health preparedness; public safety; strategic management consulting; and systems engineering.

SRA employs approximately 7,000 employees serving clients from its headquarters in Fairfax, Va., and offices around the world. For additional information on SRA, please visit .

Any statements in this press release about future expectations, plans, and prospects for SRA, including statements about the estimated value of the contract and work to be performed, and other statements containing the words "estimates," "believes," "anticipates," "plans," "expects," "will," and similar expressions, constitute forward-looking statements.

Factors or risks that could cause our actual results to differ materially from the results we anticipate include, but are not limited to: (i)our substantial level of indebtedness, including the availability of additional funding under our credit facilities, compliance with the covenants governing our outstanding indebtedness and the limitations such covenants may have on our financial flexibility;(ii) reduced spending levels and changing budget priorities of our largest customer, the United States federal government, which accounts for more than 90% of our revenue; (iii) failure to comply with complex U.S. government procurement-related laws and other regulations, including but not limited to, punitive damage liabilities under the False Claims Act and other laws, and financial incentives under so-called "whistleblower" statutes, awarding the whistleblower with a percentage of the recovery if the claims are successfully waged; (iv) possible delays or overturning of our government contract awards due to bid protests by competitors or loss of contract revenue or diminished opportunities based on the existence of organizational conflicts of interest; (v) entry into new markets or incurring liabilities in hazardous areas; (vi) failure to comply with laws such as the Foreign Corrupt Practices Act or regulations on government gratuities; (vii) failure to comply with Federal Acquisition Regulations and Cost Accounting Standards or the Fair Labor Standards Act; (viii) security threats, attacks or other disruptions on our information infrastructure, and failure to comply with complex network security and data privacy legal and contractual obligations or to protect sensitive information; (ix) any violation of third party intellectual rights; (x) adverse changes in federal government procurement rules and regulations orpractices such as insourcing; (xi) delays in the U.S. government adopting appropriations necessary for program funding and future appropriation uncertainties adversely impacting customer spending plans; (xii) intense competition to win U.S. government contracts or recompetes and commoditization of services we offer; (xiii) failure to obtain option awards, task orders or funding under contracts, or inability to successfully execute awarded contracts, or the termination or modification of key government contracts, including subcontracts; (xiv) any adverse results of audits and investigations conducted by the Defense Contract Audit Agency or any of the Inspectors General for various agencies with which we contract, including, without limitation, any determination that our contractor business systems or contractor internal control systems are deficient; (xv) difficulties accurately estimating contract costs and contract performance requirements; (xvi) challenges in attracting and retaining key personnel or high-quality employees, particularly those with security clearances; (xvii) lower than anticipated award fee determinations by the U.S. government; and (xviii) our ability to execute our business plan and long-term management initiatives effectively.

Actual results may differ materially from those indicated by such forward-looking statements. In addition, the forward-looking statements included in this press release represent our views as of January 17, 2012. We anticipate that subsequent events and developments will cause our views to change. However, while we may elect to update these forward-looking statements at some point in the future, we specifically disclaim any obligation to do so. These forward-looking statements should not be relied upon as representing our views as of any date subsequent to January 17, 2012.