ICS Part 1 and 2
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Unit10ppt-4.pptxEntry Ticket: What are you most nervous or unsure about with your first job as a behavior analyst?
This Weeks Agenda: Studies
Ethics for Behavior Analyst:
Chapter 7: 81-108
Chapter 10: 141-152
Optional Reading
See Updates and Handouts attached Article
Performance Diagnostic Checklist
Multimedia
ABA Case Study Portfolio: Marcus
Launch the ABA Terminology Game
U10a1: Assessment, Intervention Support, and Related Systems DUE: Friday, March 16th, 2017
Requires you to pull together the work you did for the assignments in units 2, 4, 6, and 8.
Discuss any suggestions that I may have contributed along the way.
3-6 pages
5-10 scholarly resources
Define target behaviors and prioritize interventions.
Create outcome criteria.
Apply measurement, data display, and data-based decision making skills in order to make changes in Bx.
Describe assessment and intervention in appropriate language.
Evaluate key ABA concepts, principles, and methods to analyze and change target behaviors.
Select function-based interventions.
U10a1- Suggested Headings
Target Behavior and Operational Definition
Also include why its socially significant and outcome criteria in this section
Measurement & Visual Display
Research
Intervention
This Weeks Agenda: u10d1
Conduct research and summarize an article that supports ways to increase employee performance using behavioral principles and techniques.
How could you implement these strategies in your professional setting to increase quality of work from your employees?
This Weeks Agenda: u10d2
How will the information in the PowerPoint presentation prove applicable to your work as a behavior analyst?
How did this general discussion help broaden your understanding of the unit's objectives?
Be sure to support your reflection and observations with scholarly references, where applicable.
The Behavior Analysts’ Responsibility to Client
Ethical Code Element 2.0
2.0 – The behavior analyst has a responsibility to operate in the best interest of clients.
2.01- Accepting Clients
Accept clients only when you have the proper background and/or supervision
2.02 Responsibility
Have a responsibility to all affected by services
Identify the person whose priorities are first
2.03 Consultation
Behavior analysts arrange for consultation or referral when needed or appropriate
Ethical Code Element 2.0
2.04 – 3rd Party Involvement in Services
When recruited by 3rd party, relationship services should be clearly defined
2.05 – Rights and Prerogatives of Clients
Respect rights
Inform clients of rights and how to complain
2.06 – Maintaining Confidentiality
Do not share confidential info
2.07 - Maintaining Records
Maintain accordance with state law
2.08 - Disclosures
Behavior Analysts do not disclose confidential info unless mandated by law
Ethical Code Element 2.0
2.09 – Treatment/Intervention Efficacy
Recommends the most scientifically supported treatment procedures
2.10 – Documenting Professional Work and Research
Document work in order to facilitate provision of services later
2.11 – Records and Data
Does so in accordance with federal and state laws
2.12 – Contracts, Fees, and Financial Arrangements
Discuss costs for services , as early as possible
2.13 – Accuracy in Billing Reports
Accurately report the nature of the research or services provided, fees charges, where, and provider identity, findings, and descriptive data
Ethical Code Element 2.0
2.14 – Referrals and Fees
Behavior analyst must not receive or provide money, gifts, or other enticements for any professional referrals. Referrals should include multiple options and be based on objective determination of the client need.
2.15 – Interrupting or Discontinuing Services
Behavior analyst make reasonable efforts to plan for facilitating care in the event that behavior analytic services are interrupted by factors such a BCBA illness, impending death, unavailability, or relocation or by the client’s relocation or financial limitation
The Behavior Analysts as Supervisors
Ethical Code Element 5.0
5.0 Behavior Analysts as Supervisors.
When behavior analysts are functioning as supervisors, they must take full responsibility for all facets of this undertaking.
5.01 Supervisory Competence.
Behavior analysts supervise only within their areas of defined competence.
5.02 Supervisory Volume.
Behavior analysts take on only a volume of supervisory activity that is commensurate with their ability to be effective.
Ethical Code Element 5.0
5.03 Supervisory Delegation.
a) Behavior analysts delegate to their supervisees only those responsibilities that such persons can reasonably be expected to perform competently, ethically, and safely.
b) If the supervisee does not have the skills necessary to perform competently, ethically, and safely,behavior analysts provide conditions for the acquisition of those skills.
5.04 Designing Effective Supervision and Training.
Behavior analysts ensure that supervision and trainings are behavior-analytic in content, effectively and ethically designed, and meet the requirements for licensure, certification, or other defined goals.
Ethical Code Element 5.0
5.05 Communication of Supervision Conditions.
Behavior analysts provide a clear written description of the purpose, requirements, and evaluation criteria of supervision prior to the onset of the supervision.
5.06 Providing Feedback to Supervisees.
a) Behavior analysts design feedback and reinforcement systems in a way that improves supervisee performance.
b) Behavior analysts provide documented, timely feedback regarding the performance of a supervisee on an ongoing basis
5.07 Evaluating the Effects of Supervision.
Behavior analysts design systems for obtaining ongoing evaluation of their own supervision activities.
Discussion Scenario
What are the ethics related to ending behavioral services because you have not been paid in several months? This happens frequently in my district. I started working with one client in October. It is now March and I have never received a check. I have called the support coordinator, and she just says sometimes the system is slow. Everyone in our district thinks we have an ethical obligation to provide services, so we can’t terminate clients over lack of payment. Somewhere, on someone’s desk, I am guessing our behavior analysis invoices are piling up. Our clients have a “right to treatment” do we have a right to be paid?
Discussion Scenario
Dr. S was a BCBA-D who worked for a company that owned seven group homes. Dr. S was responsible for the behavior programming of all of the clients in the group homes but he had a BCaBAs and RBTs to help him. Dr. S. was also responsible for arranging or providing training for all staff members who were BCBAs or BCaBAs. Dr. S.’s supervisor, the company president, wanted to make sure all staff had their CEUs needed for recertification. She instructed Dr. S. to provide some CEU trainings. Because he was so overloaded with work, Dr. S. arranged for his assistants to do the daylong workshop instead.
Increasing Employee Performance
Lets take a poll-
Does your employer use behavior analytic principles to increase employee productivity?
A. Yes
B. No
Article Review
The Use of the Performance Diagnostic Checklist to Guide Intervention Selection in an Independently Owned Coffee Shop
Ralph N. Pampino, Jr.
Paul W. Heering
David A. Wilder
Carolyn G. Barton
Liberty M. Burson
Article Review
Please access the article located under Updates and Handouts
Article Review- PDC
Austin, Carr, and Agnew, 1999 discuss three possible reasons for the lack of assessments in OBM-
“The suceess of many OBM interventions despite their relative inattention to measurement of maintaining variables.
The problem of measurement for behavior analyst, in that much of organizational behavior is rule-governed and many main stream (non-behavioral) approaches to organizational problem analysis and diagnosis involve the use of questionnaires
The fact that OBM practitioners are generally interested in increasing, rather than decreasing the frequency of behavior.”
Article Review- PDC
Functional assessment refers to methods use to identify variables maintaining behavior.
Functional assessments have been used with success in clinical areas of behavior analysis
Maintaining variables are rarely assessed or reported in Organizational Behavior Management (OBM) literature.
Why?
Article Review- PDC
This does not mean proper assessment should not be used in OBM, just means it should be utilized in a different format.
Recently, a formal functional assessment tool has been developed to use in an organizational setting.
The Performance Diagnostic Checklist (PDC) is designed to identify areas in need of improvement or intervention within an organization!
Performance Diagnostic Checklist- 4 main areas of focus
Antecedents
Equipment & Processes
Knowledge & Skills
Consequences
ASR 1
Which of the following is NOT one of the four main areas assessed in the Performance Diagnostic Checklist?
Consequences
Behavior
Equipment & Processes
Antecedent
Knowledge & Skills
ASR 1
Which of the following is NOT one of the four main areas assessed in the Performance Diagnostic Checklist?
Consequences
Behavior
Equipment & Processes
Antecedent
Knowledge & Skills
Performance Diagnostic Checklist
These 4 main areas were constructed through interviews-
Austin (1996) interviewed professionals working as management consultants
He presented the consultants with scenarios consisting of organizational problems.
Asked the consultants to think aloud when trying to assess the problem and then recorded the most common questions asked by the consultants.
Disclaimer-
It is important to note that although the PDC was systematically designed using the knowledge of many successful management consultants, there have been few studies to exam its effectiveness.
The purpose of this study is to evaluate the utility of the PDC as an assessment tool to design interventions to increase tasks for an independently owned coffee shop.
Methods- Discussion
Please share with me what the methods were for this study!
Methods
Setting
Independently owned coffee shop in a mid-size city in Western United States
Store consisted of an outdoor patio, a main floor, an upstairs lounge area (all areas were all accessible to customers).
Shop offered a variety of hot and cold beverages and small food items.
Shop supported local artists by showcasing their poetry and artwork.
Primary responsibility of the employees= Customer Service
Secondary responsibility= restocking commonly used items (e.g. lids, cups) and cleaning the store (e.g. sweeping and mopping).
Participants
The owner of the coffee shop
Assumed a dual role in the business by also performing as an employee
Four employees
All 5 participants were responsible for completing daily tasks.
Dependent Variable & Data Collection- Discussion
Please reference the PDC article and share with me the 2 different task groups that were divided when they organized the 95 item closing tasks.
Dependent Variable & Data Collection- Discussion
Task group 1- Consisted of stocking duties related to appearance of the store
i.e. stocking commonly used items, organizing furniture in the customer area, etc.
Task group 2- Consisted of cleaning duties related to maintenance of the store
i.e. sweeping/mopping the floor, wiping/cleaning equipment
Data was collected daily on the percentage of closing tasks completed
Data were collected by the experimenters the following day before the shop opened.
Independent Variable- Discussion
The independent variable consisted of task clarification, training in and use of a 95-item checklist, and a lottery system. How did the participating employees earn a lottery ticket and how did the experimenters use a peer review system? Do you feel that this could be effective?
Independent Variable- Discussion
How did the participating employees earn a lottery ticket?
Each participating employee was able to earn one lottery ticket for completing 90%-99% of the tasks.
Two lottery tickets were earned for completion of 100% of tasks.
How did the experimenters use a peer review system?
Employees awarded the appropriate number of stickers/lottery tickets if the performance met criteria.
Shop owner conducted periodic checks for accountability
Peer review system of data collection was used to award the appropriate number of stickers/lottery tickets to each employee.
Do you feel that this could be effective?
Results
Lets take a poll!
Do you think this intervention would be effective?
Yes
No
Results
Review Performance Diagnostic Criteria
What do you like?
What do you not like?
How could you implement this in your professional setting?
Scenario
Setting- Retail Furniture Store located in Phoenix, AZ
The store sells affordable furniture and the store consists of a show room, a break room and offices for upper management.
Employees primary responsibility is customer service
Secondary responsibility is cleaning the store and making sure items are picked up.
Participants
5 total employees are on the floor at one time
1 On floor manager
Managers are responsible for trainings and any disciplinary actions.
Managers are also responsible for finding other employees to cover shifts
Problem-
There has been a high turn-over rate in the furniture store and a high rate of employees calling off from work last minute.
Review the Performance Diagnostic Checklist and design an intervention plan to decrease the rate of turn-over and the frequency of employees calling off from work last minute.
Break-out Activity
Break into 4 groups
Group A- Access ‘Not Following BIP’
Group B- Access ‘Arriving Late to Work’
Group C- Access ‘Inappropriate use of Cell Phone’
Review your case study and develop an intervention
Group 1: Not following the BIP
Setting-
Autism Center serving clients ages 2-18 located in Indianapolis
The center has individual cubicals set up for each client, there are 2 rooms set up for additional reinforcement and a motor room. There is also a cafeteria.
8 total clients
Clients are considered to have severe behaviors. Some clients need to be physical restrained.
Participants
10 total therapists
2 BCBA’s
BCBA’s are responsible for training the therapist
Problem-
It has been reported that therapist are not implementing the behavior intervention plan as it is designed.
Clients are suffering and changing behaviors are increasing due to lack of consistency in the implementation of the treatment plan from therapist to therapist.
Group 2: Late to Work
Setting-An Aerospace Engineering Firm located in Southern California
The firm consists of an office space and a shop floor that comprises robots, furnaces, reactors and CT scanners.
Primary responsibility of the employers is to develop ceramic materials for jet engines
Participants
5 managers
12 total engineers
8 technicians
Managers over see any trainings and reprimands
Problem-In recent months, there have been more employees coming in to work late and there has been a lack of motivation to perform well while in the work place.
Group 3: Inappropriate Cellphone Use
Setting-Charter School serving middle school students with located in Huntington Beach, CA
The school serves 45 children and 3 classrooms.
Employers primary responsibility is to educate the children
Participants
1 principal
3 teachers
2 teacher’s assistants
Principal is responsible for trainings and dealing with any disciplinary actions.
Problem
It has been reported that some of the teacher assistants have been observed sending inappropriate text messages to their significant others during school hours.
The teacher’s assistant’s do not appear to be motivated and tend to forget daily tasks.
Boards Prep
Fluency Testing
Please number 1-6
Let me know when you are READY!
ASR 1
The process by which, when a previously reinforced behavior is no longer followed by the reinforcing consequences, the frequency of the behavior decreases in the future.
Extinction
Matching Law
Dual Relationship
Function based definition
ASR 2
The allocation of responses to choices available on concurrent schedules of reinforcement; rates of responding across choices are distributed in proportions that match the rates of reinforcement received from each choice alternative.
Dual Relationship and Conflict of Interest
Matching Law
Extinction
Ecological Assessment
ASR 3
Section 1.06 of the BACB Guidelines; BACB analysts must be sensitive to the potential harmful effects of other contacts on their work and on those persons with whom they deal.
Topographical based definition
Dual Relationship and Conflicts of Interest
Extinction
Matching Law
ASR 4
Defines instances of the targeted response class by the shape or form of the behavior.
Function based definition
Extinction
Topographical based definition
Matching Law
ASR 5
An assessment protocol that acknowledges complex interrelationships between environment and behavior.
Ecological Assessment
Matching Law
Dual Relationship and Conflict of Interest
Extinction
ASR 6
Designates responses as members of the targeted response class solely in terms of their common effect on the environment.
Topography based definition
Function based definitions
Matching Law
Extinction
Fluency Testing
If you feel comfortable, please share your answers!
ASR 1
The process by which, when a previously reinforced behavior is no longer followed by the reinforcing consequences, the frequency of the behavior decreases in the future.
Extinction
Matching Law
Dual Relationship
Function based definition
ASR 2
The allocation of responses to choices available on concurrent schedules of reinforcement; rates of responding across choices are distributed in proportions that match the rates of reinforcement received from each choice alternative.
Dual Relationship and Conflict of Interest
Matching Law
Extinction
Ecological Assessment
ASR 3
Section 1.06 of the BACB Guidelines; BACB analysts must be sensitive to the potential harmful effects of other contacts on their work and on those persons with whom they deal.
Topographical based definition
Dual Relationship and Conflicts of Interest
Extinction
Matching Law
ASR 4
Defines instances of the targeted response class by the shape or form of the behavior.
Function based definition
Extinction
Topographical based definition
Matching Law
ASR 5
An assessment protocol that acknowledges complex interrelationships between environment and behavior.
Ecological Assessment
Matching Law
Dual Relationship and Conflict of Interest
Extinction
ASR 6
Designates responses as members of the targeted response class solely in terms of their common effect on the environment.
Topography based definition
Function based definitions
Matching Law
Extinction
Any Questions?
Exit Ticket Please answer this question prior to leaving our meeting!
Please complete an End of Course Evaluations for this class. This is not mandatory but would be greatly appreciated!
Password: yahoo!
Reference
Bailey, Jon, Burch, Mary (2016). Ethics for Behavior Analysts (2nd Ed.). New York, NY: Routledge Taylor & Francis Group.
Cooper, J. O., Heron, T. E., & Heward, W. L. (2007). Applied behavior analysis (2nd ed.). Columbus, OH: Merrill Prentice Hall.
Pampino, R. N., Heering, P. W., Wilder, D. A., Barton, C. G., & Burson, L. M. (2004). The Use of the Performance Diagnostic Checklist to Guide Intervention Selection in an Independently Owned Coffee Shop. Journal of Organizational Behavior Management, 23(2-3), 5-19. doi:10.1300/j075v23n02_02
