Organizational Behavior Management

Pinpoint:

Antecedents

Behaviors

Consequences

P/N

I/F

C/U

Baseline

Strategies

Performance Diagnostic Checklist

Antecedents and Information

Yes

No

Is there a written job description telling exactly what is expected of the employee?

Has the employee received adequate instruction about what to do? (Instructions like: “I want you to do this and this before we leave today.”)

Are employees aware of the mission of the department or organization?

If yes, can they tell you what that mission is?

Are there job or task aids in the employees’ immediate environment?

If yes, are those aids visible while they complete the task in question?

Are there reminders to prompt the task at the correct time and duration?

Is the supervisor present during task completion?

Are there frequently updated, challenging, and attainable goals that employees are comfortable with?

If yes, do employees feel these goals are fair?

Equipment and Processes

Yes

No

If equipment is required, is it reliable?

Is it in good working order?

Is it ergonomically correct?

Is the equipment and environment optimally arranged in a physical sense?

Are larger processes suffering from certain incomplete tasks along the way (process disconnects)?

Are these processes arranged in a logical manner, without unnecessary repetition?

Are these processes maximally efficient?

Are there any other obstacles that are keeping the employee from completing the task?

Knowledge and Skills—Training

Yes

No

Can the employee tell you what they are supposed to be doing and how to do it?

If yes, have they mastered the task?

If fluency is necessary, are they fluent?

Can the employee physically demonstrate completion of the task?

If yes, have they mastered the task?

If fluency is necessary, are they fluent?

Does the employee have the capacity to learn the task?

Consequences

Yes

No

Are there consequences delivered contingent on the task?

Frequency?

Immediacy?

Consistency and probability?

Positive or negative? (circle one)

Are there Premack reinforcers?

Do employees see the effects of performance?

If yes, how?

Natural?

Arranged?

Do supervisors deliver feedback?

If yes, written or verbal? (circle one) Other?

Direct or indirect? (circle one) Other?

Is there performance monitoring?

If yes, self or supervisor direct or supervisor indirect? (circle one)

Is there a response effort associated with the performance?

Are there other behaviors competing with the desired performance?