2.6 supervision
What were the accuracy criteria for Taylor's performance with terms with which she was familiar?
"100%" After collaboration, shaping goals were determined for describing terms to fluency. Goal 2 stated that Taylor will practice until she reaches 100% accuracy in the terms and examples for the terms.
How would a supervisor set shaping goals?
"After initial assessment, they would determine the final performance and set smaller goals that ultimately lead to the desired goal" To set shaping goals, the supervisor would first complete an initial assessment of performance, and then decide on the desired performance level. Then the supervisor would determine a series of incremental goals, with each goal taking another step above the initial performance level until the desired performance level is reached.
Which part of the assessment was the permanent product assessment?
"Reviewing Kennedy's session notes" Part of the assessment of skills included Kennedy's documentation in session notes. Reviewing completed documentation to assess performance is considered a permanent product assessment.
Three criteria for pinpointing work behaviors are:
"The three criteria for pinpointing work behavior are: behaviors must be specific, observable, and measurable" The criteria for pinpointing behavior are the same for work behaviors as they are for any other behaviors we measure. The three criteria are that behaviors must be specific, observable, and measurable.
Which of the following are considerations when setting goals? (check all that apply) a. Collaborating with the supervisee b. Allowing for subjective evaluation c. Using behavioral objectives d. Collecting baseline data e. Specifying performance criteria
a. Collaborating with the supervisee b. Allowing for subjective evaluation c. Using behavioral objectives d. Collecting baseline data e. Specifying performance criteria Goal setting in supervision should include collaborating with the supervisee, using behavioral objectives, specifying performance conditions and criteria for competency, indicating any time-based performance expectations, collecting baseline data, and shaping goals. Subjective evaluations indicate biases in evaluation and are not a part of goal setting in supervision.
Which of the following would be measured appropriately via rate? (check all that apply) a. The number of instructions presented per session b. The number of contingent praise statements provided per session c. The number of trials using the correct SD out of the total number of trials d. The number of trials using the correct error correction method out of the total number of trials
a. The number of instructions presented per session b. The number of contingent praise statements provided per session The number of instructions presented per session The number of contingent praise statements provided per session
Which behavior would be measured best via percentage? a. The number of problem behavior episodes accurately recorded out of the total number that occurred b. The number of pairing trials run per hour c The number of programs completed per day d. The number of trials run per hour
a. The number of problem behavior episodes accurately recorded out of the total number that occurred When looking at a proportion of responses, such as the number of episodes recorded correctly out of the total number of episodes, would be measured and expressed best as a percentage. The number of responses over a period of time would be measured and expressed best as a rate (e.g., 5 programs in 2 hours).
The number of session notes submitted on time would be measured appropriately via count. a. True b. False
a. True Behaviors that have a discrete start and end point would be measured best by count or rate. Since the rate of submission of session notes is not a useful measure, the appropriate measure would be count.
Which of the following are non-examples of work behaviors? (check all that apply) a. Work hard today b. Show more initiative c. Submit your billing by 12:00 a.m. on Thursdays d. Converse with the caregivers for at least 5 minutes prior to beginning instructional sessions e. Don't be late
a. Work hard today b. Show more initiative e. Don't be late Work behaviors should be defined like any other behaviors you might measure—by being specific and ensuring the behaviors are both observable and measurable. Working hard, showing initiative, and being late are non-examples because they do not identify specific, measurable behaviors. Submitting billing by 12:00 a.m. and conversing for a set period of time are both examples of behaviors that are specific, observable, and measurable.
What should the supervisor do next? radio_button_unchecked a. Reassess DTT procedures in role-play sessions radio_button_unchecked b. Collaborate with Kennedy to identify goals radio_button_unchecked c. Set a goal of improving session notes radio_button_unchecked d. All of these SUBMIT
b. Collaborate with Kennedy to identify goals An assessment of Kennedy's skills was completed to determine his competency level with procedures, data collection, and documentation. The results of the skills assessment were reviewed. The next step is to collaborate with Kennedy to determine goals. Accuracy in DTT procedures was low, but there is no need to reassess them in role-play sessions. Instead, one of the goals would be to train and improve DTT procedures using role-play sessions. Setting goals for improving session notes is unnecessary as the assessment of notes revealed accurate and compete session notes
How did the supervisor use self-monitoring for Kennedy? a. Practicing DTT sequences b. Collecting data during live sessions c. Scoring videotaped sessions d. Monitoring rapport with staff
b. Collecting data during live sessions Self-monitoring was used as part of the goals for data collection. Kennedy collected data during a live session to find out where errors were occurring. Scoring videotaped sessions was also used as part of the goals for data collection. He was to score until reaching 100% accuracy without pausing or slowing the tapes. Practicing DTT sequences to 100% accuracy and at a target speed were completed during role play. Kennedy indicated one of his strengths was rapport building, but monitoring rapport with staff is not a goal and not an observable behavior.
Which skill would be better to approach using shaping goals? radio_button_unchecked a. IT (at 90% accuracy) radio_button_unchecked b. DTT (at 60% accuracy) SUBMIT
b. DTT (at 60% accuracy) Shaping goals involves observing an initial performance level and then setting realistic goals that progress in small increments until the desired performance level is reached. Since Kennedy's assessment in use of DTT procedures was low (at 60% accuracy), setting shaping goals would be the best approach to use for improvement. Setting shaping goals for the IT procedures would not be beneficial as the levels of performance were already at 90% accuracy, which is sufficient. You could set the goal at 100% accuracy to improve the skill further, but this would not require shaping.
Which of the following is an example of a behavioral objective? a. Improve interpersonal skills within 30 days b. Graph client data on Fridays by 4:00 p.m. c. Know the different types of preference assessments and when to use them d. All of these
b. Graph client data on Fridays by 4:00 p.m. A behavioral objective involves a description of a behavior expectation that can be observed and measured. Graphing client data on Fridays by 4:00 p.m. is an example of a behavioral objective. It describes a specific performance that can be observed and measured. "Improving interpersonal skills within 30 days" cannot be directly observed. "Interpersonal skills" would have to be defined more clearly to be an observable behavior, and it would be difficult to measure improvement. "[Knowing] the different types of preference assessments" is not observable. "Knowing" is not a behavior so we cannot observe and measure it.
Jay has experience in various verbal behavior clinics but is starting at a new school for children with ASD. His supervisor has identified strengths in mand training, but some difficulties in teaching social skills. Jay is also in a class on treatment applications for addiction. What would be appropriate goals for Jay? a. Jay will train others on what he learns in his addiction treatments class b. Jay will increase his independence with social skills training c. Jay will improve his mand training sessions
b. Jay will increase his independence with social skills training The skills assessment determined that Jay has difficulties in teaching clients social skills. The most appropriate goal in this scenario would be to increase his independence with social skills training. The assessment revealed that one of his strengths is mand training, so a goal would be to maintain this skill rather than improve it. Jay is taking a class on treating addiction. It would not be appropriate for him to train others on treating addiction without gaining experience and training himself first. Taking a class on treating addiction does not qualify him to teach or train others in this skill area.
Based on Taylor's self-assessment, she has experience with and is confident collecting data, using procedures with clients, graphing OTM skills in timeliness, and using lists. She has less experience with electronic files and using agendas. Which of these would be an appropriate goal for Taylor? a. Practice time management skills by creating a prioritized list of tasks b. Practice steps to use electronic files to record client documentation with 100% accuracy c. Explain the use of client procedures such as DTT, IT, shaping, and token system with 80% accuracy d. All of these
b. Practice steps to use electronic files to record client documentation with 100% accuracy Due to Taylor's lack of experience with using electronic files, an appropriate goal would be to have her practice using them to record client documentation with 100% accuracy. Taylor stated she has confidence and experience with time management and prioritizing, as well as using procedures with clients. Therefore, these would not be appropriate goals for Taylor.
Carmen has a new hire in her department. She is informing the new hire of the specific number of trials and treatment integrity that are expected during session. Which step in goal setting is Carmen completing? a. Collaborating on goals b. Specifying performance criteria and competency criteria c. Indicating a time-based performance expectation d. Collecting baseline data and setting shaping goals SUBMIT
b. Specifying performance criteria and competency criteria In this scenario, Carmen is providing the new hire with quantified performance criteria when she explains the expectations for the number of trials and treatment integrity. "Specifying performance criteria" includes providing the quantified criteria for measuring performance, as well as the specific number of times or speed at which the performance should occur. "Collaborating on goals," which involves developing goals with a supervisee's input, is not part of this scenario. "Indicating a time-based performance expectation" involves setting a specific time frame during which a performance is to occur, and not part of this example. "Collecting baseline data and setting shaping goals" means assessing the current level of performance, determining the final goal of performance, and devising a series of incremental steps for reaching that final goal. This process of shaping goals was not described in this example. radio_button_unchecked Specifying performance criteria and competency criteria
Ricardo conducts training with his supervisees during group supervision on teaching verbal behavior. After demonstrating an echoic-to-mand transfer procedure, Ricardo has his supervisees pair up to practice the skill. He requires that each supervisee successfully demonstrate the skill five times before checking off the activity on their supervision form. Given this scenario, the supervisor is following which criteria for setting goals with the supervisee? a. Collaborating on goals b. Specifying performance criteria and competency criteria c. Indicating a time-based performance expectation d. Collecting baseline data and setting shaping goals
b. Specifying performance criteria and competency criteria Ricardo gives the supervisees very clear conditions to complete the task, "successfully demonstrate the skill five times before checking off the activity." He is using the specifying performance criteria and competency criteria for setting goals. Ricardo did not get input from the supervisees to develop the goals, so he is not demonstrating collaborating on goals. Ricardo does not give the supervisees any time restrictions or limitations so he is not using indicating a time-based performance expectation. There is no mention in the scenario of Ricardo collecting data, thus he is not demonstrating collecting baseline data and setting shaping goals.
Describing expectations in terms of specific work behaviors that can be observed refers to: a. Indirect measurement b. Role play c. Behavioral objectives d. Goal
c. Behavioral objectives Developing behavioral objectives involves establishing exact performance expectations that can be observed and measured. A goal describes what level of performance is required to earn a specified reward. Indirect measurement is a measure of behavior, not a description of the performance. Role play is a training and assessment method used in a contrived and controlled setting to practice a skill set.
Betty is new to a pediatric feeding clinic and has little experience. She has conducted indirect preference assessments and has completed various behavior analytic coursework, including academic applications and severe problem behavior. What would be an appropriate goal for Betty? a. Betty will learn to conduct indirect preference assessments b. Betty will apply her training in academic applications to feeding patients c. Betty will learn to run feeding sessions with oversight from her supervisor
c. Betty will learn to run feeding sessions with oversight from her supervisor Since Betty is new to working with clients with feeding issues, the most appropriate goal for her as she starts out would be to have her run feeding sessions with oversight from her supervisor. She has experience with indirect preference assessments so learning to conduct these assessments would not be an appropriate goal. It would not only be inappropriate but also unethical for her to use only her academic training with the feeding patients with no further training or supervision at the clinic.
Charlie, a lead BCBA, has just begun supervising Gilbert, an RBT with about a year's experience. Across multiple supervisors, Gilbert has demonstrated proficiency in running preference assessments and implementing functional analysis conditions. When Gilbert becomes certified, he will have to analyze data and justify decisions when conducting these assessments but will not have to complete administrative reports associated with these tasks as that is usually the job of the Lead BCBA. Given this scenario, which of the following goals would be best for Charlie to target for Gilbert? a. Conduct a weekly preference assessment with each assigned client b. Complete a mock administrative report justifying the use of a latency-based functional analysis c. Given functional analysis data, describe the level, trend, and variability of data paths d. Demonstrate the proper protocol for the attention condition of a standard func
c. Given functional analysis data... It makes the most sense for Gilbert to focus on describing the level, trend, and variability of data paths, as he will be expected to complete this skill with accuracy when he becomes certified. Gilbert has already demonstrated proficiency in completing preference assessments, so this is not needed as a goal. Completing a mock administrative report does not make sense to target as this will not be his responsibility. While a goal of demonstrating proper protocol might be good, the scenario does not imply that he needs to work on this.
Maria is supervising a technician who will write quarterly reports on client progress. Maria is certain to specify the dates drafts are due as well as when the finalized reports should go out. Which step is Maria completing? a. Collaborating on goals b. Specifying performance criteria and competency criteria c. Indicating a time-based performance expectation d. Collecting baseline data and setting shaping goals
c. Indicating a time-based performance expectation Maria is providing the technician with specific performance expectations regarding due dates. She is indicating time-based performance expectations because she is providing a specific time frame for the performance to occur. "Collaborating on goals" includes developing goals with a supervisee's input, which is not happening in this scenario. "Specifying performance criteria" includes providing the quantified criteria that will be used to measure performance, as well as the specific number of times or speed at which the performance should occur. This is not demonstrated in this example. "Collecting baseline data and setting shaping goals" means assessing the current level of performance, determining the final goal of performance, and devising a series of incremental steps for reaching that final goal. This process was not described in this example.
During direct observations, Taylor demonstrated high competency with MSWO preference assessment, moderate accuracy with the PS preference assessment, and had no prior exposure to free operant assessment. Which of these would be an appropriate goal for Taylor? a. Role-play use of free operant assessment to 100% accuracy b. Practice PS preference assessments to 100% accuracy c. Maintain accuracy with the MSWO preference assessment d. All of these
d. All of these During direct observations, Taylor demonstrated competency in MSWO preference assessments so a maintenance goal would be appropriate for this skill. She demonstrated moderate accuracy with PS preference assessments, so a goal to reach 100% accuracy in direct observations for this preference assessment would be appropriate. With no prior experience with free operant assessments, a goal of 100% accuracy in direct observation with role play would be appropriate.
Which of the following are risks of non-collaborative goal setting? a. Blaming others for ineffectiveness b. Frustration at lack of progress c. Supervisee devaluing supervision d. All of these are risks
d. All of these are risks When supervision does not include collaboration with the supervisee, the supervision plan and goals are directed by the supervisor alone. Lack of collaboration can result in negative effects such as the supervisee not valuing supervision, becoming frustrated by a lack of progress, and each blaming the other for supervision being ineffective.
In the example with Kennedy, which types of assessments were used? radio_button_unchecked a. Observation in live session radio_button_unchecked b. Role play radio_button_unchecked c. Permanent products radio_button_unchecked d. All of these were used SUBMIT
d. All of these were used Assessments used to determine Kennedy's skill level included assessing his use of DTT procedures using direct observation with a client, his use of IT procedures during direct observation with role play, his data collection from a live session, and his documentation in session notes as a permanent product.
Mason has a trainee who is working independently for the first time. Mason observes his initial performance and has decided on the optimal levels he would like to see. He then determines targets that will lead up to the final criteria. Which step is Mason completing? a. Collaborating on goals b. Specifying performance criteria and competency criteria c. Indicating a time-based performance expectation d. Collecting baseline data and setting shaping goals
d. Collecting baseline data and setting shaping goals In this scenario Mason determines the initial performance of his supervisee and decides on the final level of performance he wants to see. He then determines the incremental steps that will take his trainee from the initial performance level to the desired level. This process describes collecting baseline data and setting shaping goals. "Collaborating on goals" includes developing goals with a supervisee, which is not happening in this scenario. "Specifying performance criteria" includes providing the quantified criteria that will be used to measure performance, as well as the specific number of times or speed at which the performance should occur. This is not demonstrated in this example. Using "time-based performance expectations" involves establishing a specific time frame during which the performance should occur, which was also not described in this example. radio_button_unchecked Specifying performance criteria and competency criteria radio_button_unchecked Indicating a time-based performance expectation radio_button_unchecked Collecting baseline data and setting shaping goals
What performance should occur, in what context, and to what competency criteria describes .
performance condition Specifying performance conditions includes describing the exact performance expected and in what context it should occur.
