| 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. |
|---|---|
| review data collected daily, observation, self monitoring | self monitoring checklist |
| A checklist and self monitoring | checklist, reinforcement |
| Identification of accepting feedback | Set reinforcement for appropriate behavior and allow for immediate opportunities of feedback. |
| Track whether staff complete data sheets during each session and calculate the percentage of completed sheets | 1. Provide performance feedback on data collection completion |
| Take data on data collection | Modeling, consequences |
| To collect data on the target response—staff consistently collecting client behavior data as outlined in the protocols—you need a method that directly captures whether staff are engaging in the expected data collection behavior. Since the PDC-HS results point to deficits in the Performance Consequences, Effort, and Competition domain, this means the behavior of data collection: Might not be reinforced (positively or negatively), Could be effortful compared to competing behaviors (like chatting with peers), And may compete with more reinforcing or easier activities. | To improve staff data collection response rates at a day program—especially given the PDC-HS result in the Performance Consequences, Effort, and Competition domain—interventions should be introduced systematically, starting with the least restrictive, least aversive, and most naturalistic options. This approach respects staff autonomy, preserves rapport, and ensures efficiency by not over-correcting the problem if simple changes work. |
| Self monitoring, checklists | Performance feedback |
| Identify what kind of rewards the staff want, or what kind of rewards will increase the staff's willingness to follow the procedures | PROCESSES - Use sticky notes to remind staff of their records. PERFORMANCE CONSEQUENCES - Provide immediate verbal praise. |
| Self monitoring | BST, provide reinforcement for data collection, if it continues then set an expectation that data collection and running protocols is mandatory for job position |
| To collect data on staff not collecting data, the behavior analyst should use a checklist or a frequency count to objectively measure how often the data binders are being used. This method directly addresses the behavior of interest and allows for a clear comparison before and after an intervention. Data Collection Procedures The data collection should be designed to be simple and non-intrusive, so it doesn't become another burden for the staff. Direct Observation with a Checklist: The behavior analyst could conduct a series of brief, unannounced observations throughout the day. The primary data would be a simple "Yes/No" on a checklist. Was the data binder off the shelf and in use? (Yes/No) Is staff interacting with clients while holding the binder? (Yes/No) Is data being recorded? (Yes/No) Product-Based Measurement: Another approach is to check the data sheets themselves. The behavior analyst could randomly select a few data sheets each day or week and check for the following: Completeness: Are all the required fields filled out? Timeliness: Is the data being collected on the correct day and time? Frequency: How many data points or sessions are recorded per day? Frequency Count: The behavior analyst could also simply count the number of days the data binders are left on the shelf. This is a simple, effective measure of the target behavior. This data collection method is specific, objective, and provides the necessary information to evaluate the effectiveness of any intervention designed to address the consequences and effort barriers. It allows the behavior analyst to move beyond subjective impressions of an "unprofessional climate" and focus on the concrete, measurable behavior of data collection. | Based on the PDC-HS data indicating that staff are not collecting data due to issues with performance consequences, effort, and competition, the interventions should be designed to increase the value of data collection while decreasing the barriers. These interventions should be introduced systematically, starting with the least restrictive option and moving to more intensive ones only if necessary. 1. Decrease the Effort to Collect Data (Least Restrictive) Simplify the data sheets: Redesign the data sheets to be less overwhelming. Use a simple "tally" or "check-mark" system instead of complex narrative descriptions. Make materials easily accessible: Place the data binders and protocols in a central, highly visible location that is convenient for staff to access throughout the day. Provide a "mini" binder: Instead of one large binder, provide staff with a small, portable binder or clipboard that they can carry with them, making it less of a burden to take off the shelf. 2. Increase the Positive Consequences of Data Collection Provide immediate and specific feedback: The behavior analyst or a supervisor should regularly check the data sheets and provide positive, specific feedback when they are completed correctly. For example, "I really appreciate how you were so diligent about getting all the data collected for John today." Use public praise or recognition: Post a chart or a visual of completed data sheets in a common area to create positive peer recognition. This can foster a healthy sense of competition and provide social reinforcement. Create a token economy or lottery system: For every day that data is collected correctly, staff can earn a ticket for a drawing for a small prize, like a gift card or a free lunch. This makes data collection "worth it." 3. Address the "Unprofessional Climate" and Competition Team-based contingency: Frame data collection as a team goal rather than an individual responsibility. Set a goal for the entire group (e.g., 90% of all data sheets are completed by the end of the week). If the goal is met, the entire team receives a reward, like a pizza party or a group outing. This fosters cooperation over competition. Performance monitoring: Implement a system where staff can see their progress, and the progress of their team, toward the data collection goal. This can be a friendly competition that is managed carefully to avoid negative outcomes. Formal staff training and coaching: Provide a more structured training on the importance of data collection, linking it directly to client outcomes and professional accountability. Use behavioral skills training (BST) to practice the new, simplified data collection procedures and provide formal feedback. This is more restrictive than a simple reminder, as it requires dedicated time and resources and can feel more like a mandate. |
| checklist live observations and video recording | 1. Checklist with verbal instructions |
| self-monitoring, procedural checklists | encouraging staff to self-monitor + give a re-training on expectations, involve leadership to clarify expectations, place staff on a contract |
| observation | Adjust staffing, BST, corrective feedback |
reassess response effort; assess competing tasks; performance feedback/monitoring | |
| Behavioral product (i.e., whether data appears in the binders, % of data collcted) | Move to electronic recording rather than manual recording; add positive reinforcement for targeted data collection threshold; |
| Review of data binders | Observe during times when data is supposed to be collected |
| Idk | Idk |
| Permanent product data - days with data collected vs no data | Review of expectations with staff (verbal, written) |
| N/A | N/A |
| Behavior checklists | Redo data collection trackers so more user friendly |
| data on programs completed | Checklists, Feedback |
| live observation and self-monitor | graphs on performance, social praise |
| checklist; evaluate competing task; self management; BST; modeling | reinforcement; self management; schedule time to complete data collection |
| percentage correct based on compliance with data collection of client programs | Implementing clear consequences for poor performance and lack of data collection. Increasing the value of reinforcements to encourage more motivation from employees. |
| Document how often data collection is occurring | Provide provide behavioral skills, training, modeling, and checklist to evaluate performance |
| 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. |
