PDC_App3 View

How might data be collected for this target response?	Data can be collected through a simple treatment-integrity checklist documenting whether staff complete data collection during each scheduled opportunity. Observers can record “data collected vs. data not collected,” along with brief notes on competing stimuli (e.g., staff conversations). A percentage of correct data-collection opportunities can then be calculated.
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.	Based on the PDC-HS results indicating issues in the performance consequences, effort, and competition domain, several interventions can be introduced systematically, beginning with the least restrictive. First, expectations for data collection should be clarified so staff understand exactly when and how to complete it. Next, the behavior analyst can reduce effort by simplifying data sheets and ensuring materials are easily accessible. Visual prompts or posted reminders can then be added to cue data collection in the moment. Positive performance consequences, such as immediate praise or brief acknowledgment for accurate data collection, can be incorporated to increase motivation. If competing behaviors are interfering, strategies to minimize staff conversations or unstructured downtime should be implemented. If needed, more structured accountability systems—such as spot checks or end-of-shift verifications—can be added. Finally, if these steps do not improve performance, formal corrective action procedures may be implemented as the most restrictive option.

How might data be collected for this target response?

Data can be collected through a simple treatment-integrity checklist documenting whether staff complete data collection during each scheduled opportunity. Observers can record “data collected vs. data not collected,” along with brief notes on competing stimuli (e.g., staff conversations). A percentage of correct data-collection opportunities can then be calculated.

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.

Based on the PDC-HS results indicating issues in the performance consequences, effort, and competition domain, several interventions can be introduced systematically, beginning with the least restrictive. First, expectations for data collection should be clarified so staff understand exactly when and how to complete it. Next, the behavior analyst can reduce effort by simplifying data sheets and ensuring materials are easily accessible. Visual prompts or posted reminders can then be added to cue data collection in the moment. Positive performance consequences, such as immediate praise or brief acknowledgment for accurate data collection, can be incorporated to increase motivation. If competing behaviors are interfering, strategies to minimize staff conversations or unstructured downtime should be implemented. If needed, more structured accountability systems—such as spot checks or end-of-shift verifications—can be added. Finally, if these steps do not improve performance, formal corrective action procedures may be implemented as the most restrictive option.