Evidence-Based Behavior Analytic Supervision

Flashcards based on Chapter 1 through Chapter 6 covering behavior analytic supervision, training protocols, monitoring, feedback, cultural responsiveness, and assessment methods.

Benefits of evidence-based behavior analytic supervision

Outcomes including proficient staff performance, job enjoyment, motivated staff, positive work environment, job acceptance, positive clinical outcomes, well-informed supervisors, positive supervisory experience, and fewer concerns.

Supervisor trainee contract

A contract reviewed and signed prior to accruing experience hours that outlines responsibilities of both parties, including explanation of purpose, specific professional development activities, performance and evaluation criteria, terms for continuation/termination, and conditions for signing off on or withholding hours.

Equity in supervision practices

Supervisory practices that create a level playing field, individualize practices, address complexities of intersectionality, keep open communication channels, and recognize and address power dynamics.

Supervisee skill assessment

An assessment process that identifies a supervisee's current or assigned roles and responsibilities and corresponding content items for those tasks.

Selecting supervision goals

A process that focuses first on the results of a supervisee's skill assessment, ensuring goals are based on an individual's abilities rather than generic goals assigned to a group.

Seven supervision steps

Protocol for evidence-based supervision: 1. Identify desired client outcomes, 2. Specify required staff actions, 3. Train staff via Behavior Skills Training (BST), 4. Monitor performance, 5. Support proficient performance, 6. Correct nonproficient performance, 7. Continuously evaluate performance and outcomes.

Behavior skills training (BST)

A six-step protocol consisting of: 1. Describe skills, 2. Provide a written summary, 3. Model target behaviors, 4. Staff practice, 5. Provide feedback, and 6. Repeat practice and feedback until competency is demonstrated.

Formal monitoring

A type of performance monitoring where supervisors observe work activities for the sole purpose of structured performance monitoring.

Informal monitoring

A type of performance monitoring consisting of typically quick, unplanned observations when the supervisor is present for another reason.

Task clarification components

The four components of task clarification: instruction, demonstration, practice, and evaluation.

Seven steps for providing evidence-based feedback

Step 1: Begin with a positive/empathetic statement; Step 2: Specify what was performed correctly; Step 3: Specify what was performed incorrectly; Step 4: Specify corrective actions; Step 5: Solicit questions; Step 6: Inform about subsequent supervisory actions; Step 7: End with a positive/empathetic statement.

Cultural responsiveness

The practice of engaging with individuals and communities in a way that honors and acknowledges their unique cultural backgrounds, experiences, and perspectives.

Cultural humility

An ongoing process of self-reflection and lifelong learning that involves recognizing and addressing one's own prejudices and explicit biases through continual critical examination of one's own behavior.

Experimental staff assessment

A function-based staff assessment method that involves manipulating variables to identify those that affect supervisee performance.

Descriptive staff assessment

A function-based staff assessment method that involves directly observing supervisees' performance and finding correlations between relevant variables and performance.

Indirect staff assessment

A function-based staff assessment method including interviews, checklists, and questionnaires completed by a supervisor.

Seven ways to assess supervision

Seven metrics to evaluate supervision: skills, knowledge, client satisfaction, errors reduced, client outcomes, supervisee satisfaction, and employer feedback.