| How might data be collected for this target response? | Identify several interventions that might help improve response rates. Place them in order with the least-restrictive at the top so that the interventions may be introduced systematically, adding more restrictive / less favorable interventions after the outcomes of less restrictive options have been measured. |
|---|---|
| using a counter | counter, manual ticker |
| request data on useage | Staff monitoring through data collection |
| self monitoring, monitoring each other | increased supervisor presence, performance feedback, highlight task outcomes |
| differences in responding | self monitoring, peer monitoring, reward system |
| Data review of data collected, direct observation and yes/no if staff is collecting data on the total opportunities | Remind the staff in a staff meeting about the importance of data collection with a job responsibility review. |
| training | tally, ABC data |
| Create a morning checklist for staff that denotes if data materials are prepared prior to the day program starting. Use a digital data collection system that tracks the time in which data is collected, to ensure data is being collected in real time, and not at the end of the day/ not at all. | Begin by creating independent and interdependent group contingencies for staff. Use preference/ reinforcer assessments to determine stimuli that will increase the target behavior (data collection). Implement group contingencies at the day program and ensure that reinforcers are available for those that meet the mastery criterion. For those that earn reinforcers for increasing data collection, begin with a dense schedule of reinforcement and thin to an intermittent schedule. For those that do not engage with the reinforcement system and/ or continue to not collect data despite the increased opportunities to earn salient reinforcers, create individual performance goals based on individual treatment fidelity checks. Create individualized behavior analytic goals based on treatment fidelity check data. If individual goals are not met and data collection does not increase, introduce punishment strategies for interfering maladaptive targets reducing engagement in data collection. |
| Performance feedback, train new staff, terminate staff not performing after retrain or if they endanger the well being of participants | calendar for activities / expectations for daily schedule Obviously data collection areas for outcomes and BSP data Administrative overview of staff performance - under performing staff receive feedback and appropriate behavior is modeled |
| checklist | modeling |
Review the procedures and reveal data concerning performance and effort. | |
| Checklist of staff members and data collected; consider interobserver reliability for data collection to note limited data compared to other observer | Performance feedback; rating reliability for interobserver agreement with highest rating receiving a reward |
| Directly monitored by supervisor hourly. | self monitoring chart with verbal confirmation daily. Verbal feedback with verbal prompt hourly. Verbal feedback with modeling hourly. |
| Observation of staff implementation and data collection activities. IOA | Provide a motiv-aider to buzz the staff on interval. Pre-shift reminders of expectations and consequences for lack of data collection. Post shift and end of week discussions related to consequences of lack of data collection. |
| Graph of missing sessions worth of data | Review effort versus competition arrangement |
| observation | self report |
| ask what is difficult about the data sheet and what kind of support/changes are required | Reduce task effort |
| IOA data, additional training | self monitoring |
| The behavior analyst can objectively collect data through a daily review of permanent products—such as log sheets and individual user protocols—verifying how many were completed compared to those that should have been. Additionally, they can use a brief integrity checklist to document whether staff used the folders and recorded the information during their shift. These tools provide a clear and verifiable compliance percentage that reflects whether staff are collecting data as required, without relying on subjective opinions or assessments of the environment. | In this case, given that the PDC-HS indicated difficulties in the areas of performance, effort, and competence, interventions should focus on adjusting contingencies and facilitating desired behavior before implementing more restrictive measures. First, effort simplification would be prioritized by implementing shorter and more accessible data collection forms, as well as strategically placing folders and protocols. Second, positive reinforcement contingencies, such as immediate feedback, weekly recognition, or small incentives, would be introduced to increase staff motivation. Subsequently, active supervision with brief observations and targeted feedback would be implemented, reducing the competition for inappropriate behaviors such as excessive talking. If these measures proved insufficient, more restrictive interventions, such as formal shift accountability systems and mandatory end-of-day check-ins, would be incorporated. Finally, as a last resort, administrative adjustments, including stricter protocols on professionalism and compliance, would be considered only after evaluating the effectiveness of the less restrictive alternatives. |
| El analista de conducta puede recopilar datos de manera objetiva mediante una revisión diaria de los productos permanentes —como las hojas de registro y protocolos de cada usuario— verificando cuántos de ellos fueron completados en comparación con los que debieron completarse. Además, puede usar un checklist breve de integridad para documentar si el personal utilizó las carpetas y registró la información durante su turno. Estas herramientas permiten obtener un porcentaje claro y verificable de cumplimiento que refleja si el personal está llevando a cabo la recopilación de datos según lo establecido, sin depender de opiniones subjetivas o apreciaciones del ambiente. | En este caso, dado que el PDC-HS indicó dificultades en las áreas de desempeño, esfuerzo y competencia, las intervenciones deben enfocarse en ajustar las contingencias y facilitar la conducta deseada antes de aplicar medidas más restrictivas. Primero, se priorizaría la **simplificación del esfuerzo**, implementando formatos de recolección de datos más breves y accesibles, así como una ubicación estratégica de las carpetas y protocolos. En segundo lugar, se introducirían **contingencias de reforzamiento positivo**, como retroalimentación inmediata, reconocimiento semanal o incentivos pequeños para aumentar la motivación del personal. Posteriormente, se aplicaría **supervisión activa con observaciones breves y retroalimentación específica**, reduciendo la competencia de conductas inapropiadas como conversaciones excesivas. Si estas medidas no fueran suficientes, se incorporarían intervenciones más restrictivas, como **sistemas formales de responsabilidad por turnos** y seguimiento obligatorio al final del día. Finalmente, como última etapa, se considerarían **ajustes administrativos**, incluyendo protocolos más estrictos sobre profesionalismo y cumplimiento, solo después de haber evaluado la eficacia de las alternativas menos restrictivas. |
| Observational data, self-reporting and checklists. | Visual reminders, self-monitoring, follow up conversations and meetings, formalized write ups or consequences |
| Observation and feedback | Reduce aversive tasks, reduce task effort, regularly highlight task outcomes, performance feedback, increased supervisor presence |
| turn in data mid way thorugh the day each day. start by hihglighting the must haves in the data form. see if it genrealized to other data sets. | give each staff a number only they know. graph data colelcitons stats and post in break room. update daily. |
| Track whether staff complete data collection each session (yes/no). | Reminders and verbal prompts – gentle cues to staff to collect data. Modeling and role-play – demonstrate correct data collection procedures. Positive reinforcement – praise or small incentives for completing data accurately. Feedback and coaching – review completed or missing data and provide constructive feedback. Supervised check-ins or audits – ensure data collection occurs consistently. Formal corrective action – for continued noncompliance after prior interventions. |
| number of programs per day per person with current data | self reporting checklist |
| n/a | n/a |
| How might data be collected for this target response? | Identify several interventions that might help improve response rates. Place them in order with the least-restrictive at the top so that the interventions may be introduced systematically, adding more restrictive / less favorable interventions after the outcomes of less restrictive options have been measured. |
