PDC_App3 View

How might data be collected for this target response?	Frequency of completed data sheets Number of completed data sheets per shift/session Percentage of opportunities with data collected
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.	Interventions in Order from Least Restrictive to More Restrictive The interventions should begin with supportive, low-intrusion strategies and systematically progress only if needed. 1. Clarify Expectations and Goals (Least Restrictive) Review staff responsibilities regarding data collection Clearly define when, where, and how data should be collected Set measurable expectations for completion Purpose: Ensures staff understand performance expectations. 2. Reduce Response Effort Move binders closer to teaching areas Simplify data sheets Use electronic or easier recording systems Organize materials for quick access Purpose: Makes the desired behavior easier and more efficient. 3. Visual Prompts and Environmental Supports Post reminders in programming areas Use checklists or schedules Provide cueing systems for data collection times Purpose: Increases salience of the target behavior. 4. Performance Feedback Provide regular individual or group feedback Share completion percentages and trends Deliver specific praise for improvement Purpose: Adds immediate consequences for appropriate performance. 5. Positive Reinforcement Systems Recognition programs Preferred assignments Team incentives Small rewards for meeting fidelity goals Purpose: Increases reinforcement for professional behavior and data collection. 6. Increase Supervision and Accountability More frequent observations Daily binder checks Required sign-offs or supervisor review Purpose: Increases monitoring and accountability for performance. 7. Goal Setting and Performance Contracts Written performance goals Staff agreement outlining expectations and consequences Purpose: Formalizes expectations and performance standards. 8. Corrective Feedback / Formal Coaching Structured remediation meetings Retraining and documented coaching sessions Purpose: Addresses persistent performance deficits after supportive strategies fail. 9. Administrative or Disciplinary Consequences (Most Restrictive) Written warnings Performance improvement plans Progressive disciplinary action if ethical/client-care concerns persist Purpose: Used only after less restrictive interventions have been attempted and documented.

How might data be collected for this target response?

Frequency of completed data sheets Number of completed data sheets per shift/session Percentage of opportunities with data collected

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.

Interventions in Order from Least Restrictive to More Restrictive

The interventions should begin with supportive, low-intrusion strategies and systematically progress only if needed.

1. Clarify Expectations and Goals (Least Restrictive)
Review staff responsibilities regarding data collection
Clearly define when, where, and how data should be collected
Set measurable expectations for completion

Purpose: Ensures staff understand performance expectations.

2. Reduce Response Effort
Move binders closer to teaching areas
Simplify data sheets
Use electronic or easier recording systems
Organize materials for quick access

Purpose: Makes the desired behavior easier and more efficient.

3. Visual Prompts and Environmental Supports
Post reminders in programming areas
Use checklists or schedules
Provide cueing systems for data collection times

Purpose: Increases salience of the target behavior.

4. Performance Feedback
Provide regular individual or group feedback
Share completion percentages and trends
Deliver specific praise for improvement

Purpose: Adds immediate consequences for appropriate performance.

5. Positive Reinforcement Systems
Recognition programs
Preferred assignments
Team incentives
Small rewards for meeting fidelity goals

Purpose: Increases reinforcement for professional behavior and data collection.

6. Increase Supervision and Accountability
More frequent observations
Daily binder checks
Required sign-offs or supervisor review

Purpose: Increases monitoring and accountability for performance.

7. Goal Setting and Performance Contracts
Written performance goals
Staff agreement outlining expectations and consequences

Purpose: Formalizes expectations and performance standards.

8. Corrective Feedback / Formal Coaching
Structured remediation meetings
Retraining and documented coaching sessions

Purpose: Addresses persistent performance deficits after supportive strategies fail.

9. Administrative or Disciplinary Consequences (Most Restrictive)
Written warnings
Performance improvement plans
Progressive disciplinary action if ethical/client-care concerns persist

Purpose: Used only after less restrictive interventions have been attempted and documented.