Supervision and the Principles of Positive Behavior Support Part 1: Components

Outline:
SECTION 1. Introduction A. About This Course B. Learning Objectives SECTION 2. Using Data Analysis to Understand Why Behaviors Occur A. Meet John B. Graphs Help Us Understand Behavior C. The Three Parts of a Graph D. Frequency Data Graph E. Interval Data Graph F. Basic Rule for Understanding Graphed Data G. Exercise: Is the Behavior Occurring More or Less Often? H. Frequency Data Graph Sample 1 I. Interval Data Graph Sample J. Frequency Data Graph Sample 2 K. Summary SECTION 3. Using Scatter Plots A. Using Scatter Plots to Understand Why Behavior Occurs B. What Is a Scatter Plot? C. Example 1 of a Scatter Plot: Aggression and Self-Injury D. Review of What the Data Tells Us E. Example 2 of a Scatter Plot: Biting Wrist F. Review of What the Data Tells Us G. Meet Tyrone H. Summary SECTION 4. Giving Feedback and Evaluating Staff Using Checklists A. Defining What Feedback Is B. Why Verbal Feedback Helps Staff Performance C. Components of Effective and Acceptable Feedback D. Using the Teaching Skills Checklist for Observation of Supervisors E. Exercise: Give Effective Feedback F. Summary SECTION 5. What is A Performance Checklist? A. What Is a Performance Checklist? B. Example of a Performance Checklist C. When to Use a Performance Checklist D. Advantages of Using a Checklist E. Exercise: Benefits of a Checklist F. Summary SECTION 6. Staff Observation, Modeling, and Training A. Supervising to Ensure Quality Work B. Guidelines for Getting Information about Staff Work C. #1: Rely on First-Hand Information D. #2: Be Consistent in Getting Information E. #3: Make Frequent Observations F. #4: Make Observations Acceptable G. Making Observations Pleasant for Staff H. Exercise: Which Way of Observing Is Acceptable I. Summary SECTION 7: Modeling As a Staff Management Tool A. What Is Performance Modeling? B. Modeling as a Staff Management Tool C. Modeling as a Staff Training Tool D. Steps in Performance-Based Staff Training E. Simulated Training vs. Training at the Work Site F. An Important Rule in Staff Training G. Formal vs. Informal Staff Training with Modeling H. Meet Sam I. Summary SECTION 8. Conclusion A. Summary B. Course Contributors C. References D. Congratulations

Dr. Dennis H. Reid is a licensed psychologist and Board Certified Behavior Analyst who has spent his career providing behavioral services as a teacher, psychologist, program director, and director of psychology services. Dr. Reid shows a sustained record of impressive and outstanding applied research with major benefits for its direct participants, populations of participants, and fellow researchers. While most of his work is reported as peer-reviewed research in the most rigorous of applied journals, he has also taken the time to write books and manuals to allow this information to be exported to the widest audience. His work on reinforcer assessment/preference and happiness indices was seminal and is frequently cited. This line of preference investigation has opened new opportunities for the lives of individuals with profound, multiple handicaps. His work in staff training and management (including staff motivation) has helped other researchers and practitioners understand and use these procedures. Disclosure: Dennis Reid, Ph.D. has no Relevant Financial or Non-Financial Relationship with ineligible companies to disclose.

Marsha B. Parsons is Director of the Dogwood Resource Center at the J. Iverson Riddle Center in Morganton, North Carolina, and has over 45 peer-reviewed journal article publications and has coauthored 3 books. She has over 30 years of supervisory experience and offers a wide range of behavioral support services for individuals with developmental disabilities. She has given more than 75 presentations in staff training, management and motivation, evaluation, and provision of services. Disclosure: Marsha Parsons, M.A. has no Relevant Financial or Non-Financial Relationship with ineligible companies to disclose.

Myra Lavenue has 16 years of experience creating educational material for online training, classroom training, technical manuals, user’s guides, quick-start guides, job aids, posters, video scripts, and newsletters. Her primary goal when developing instructions is always to write clearly, inform the reader, and engage the reader’s interest by using a voice the reader can relate to. Her customers have included Albertina Kerr Centers, Multnomah County (Oregon), Qwest Communications, American Express, Bellcore, AT&T, Intel Corporation, LAIKA Studios, Hewlett-Packard, The Gap, ACT Inc., John Deere, Rite Aid, and more. She has a BA in Biology from the University of Chicago, and a Master’s in Communications from New York University. Disclosure: Myra Lavenue, M.A. has no Relevant Financial or Non-Financial Relationship with ineligible companies to disclose.