Term
Which of the following scenarios exemplifies an individual using timeliness to measure performance?
A. Frankie watched his BCaBA supervisee deliver caregiver training and noted how well he described procedures without using much jargon. (quality)
B. Barbara recorded her RBT’s rate of presenting teaching trials and noted this in her feedback. (quantity – can include rate measures)
C. Sanjay noted the amount of money lost due to managers comping meals at the restaurant and whether this could be decreased. (cost)
D. Rochelle watched her newly hired staff to see how long it took him to complete the end-of-day task. |
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Definition
D. Rochelle watched her newly hired staff to see how long it took him to complete the end-of-day task.
Timeliness, How long job took
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Term
| Sheila records the number of shipments her warehouse team delivered on time. This scenario exemplifies which of the following measurement categories in OBM? A. Quality B. Quantity C. Timeliness D. Cost |
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Definition
B. Quantity
Count/rate of responses, products |
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Term
Harvey is on multiple teams at his company. He recently received a high-priority task from the CEO, which required considerable effort. Unfortunately, Harvey could not complete several of his duties related to his other teams this week. This scenario exemplifies a staff performance problem due to a ____.
A. Skill deficit
B. Lack of resources or time
C. Lack of ability
D. Lack of motivation |
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Definition
B. Lack of resources or time
Can do but need more time, resources |
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Term
| Daniella works in internal performance management at her company. Her supervisor recently told her about a tool called a “PIC/NIC analysis” that can be used to assess employee performance problems. Daniella wants to use the PIC/NIC analysis to assist a supervisor who has had noted issues with her supervisees failing to complete certain job duties. What should Daniella do first when using a PIC/NIC analysis? A. Complete an ABC analysis for the problem performance B. Have the supervisor describe what her supervisees should be doing C. Have the supervisor describe the performance she doesn’t want and who is doing it D. Determine the severity of the problem |
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Definition
| C. Have the supervisor describe the performance she doesn’t want and who is doing it |
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Term
Consultant Lorraine used the PDC-HS to interview Ramon, a clinical director, regarding his staff’s performance. Ramon expects his team to complete a weekly summary regarding services that he then uses to assess conditions at the clinic. However, they have not been doing this. When Lorraine asked if the staff had been informed about this and if he had ever given them reminders, Ramon noted that this could be an area he could improve upon. The PDC-HS indicates an issue in which place?
A. Training B. Task Clarification and Prompting (lack of instructions, reminders)
C. Resources, Materials, and Processes
D. Performance Consequences, Effort, & Competition |
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Definition
| B. Task Clarification and Prompting (lack of instructions, reminders) |
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Term
Edgar assigns a BCBA several assessments and transition templates to complete during the month. He tells the BCBA that he would ideally like the BCBA to complete all four assessments by the end of the month, and the transition templates should be done within the next ten days. Which antecedent intervention is being used in this scenario
? A. Training
B. Task clarification/checklists
C. Job aids
D. Setting/stating goals
E. Reducing task unpleasantness |
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Definition
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Term
April assists her clinical manager in organizing the boxes in the clinic’s storage room. April enters the room carrying a stack of data sheets and assessment graphs often used during onboarding. She is unsure where these items go until she sees a Post-it note reading “training materials” on a filing cabinet. April places the materials away in their proper location. This scenario exemplifies which antecedent intervention?
A. Training
B. Task clarification/checklists
C. Job aids
D. Setting/stating goals
E. Reducing task unpleasantness |
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Definition
| C. Job aids (the Post-it note prompts the appropriate behavior) |
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Term
Pablo works with a newly hired team member, Keith, at the restaurant. Keith has never worked at restaurants before, so many of the skills he is learning are brand new to him. Pablo teaches him to use the register by telling Keith what steps to take, showing him what to do, and then allowing him to practice. This scenario exemplifies which intervention?
A. Feedback
B. Training
C. Task clarification/checklists
D. Setting/stating goals
E. Reducing task unpleasantness |
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Definition
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Term
The intervention that Susan has put into place for her staff member has been in place for two weeks. Susan is reviewing the data for that period to determine if the plan has the desired effect. Which stage in the performance improvement process does this scenario exemplify?
A. Problem identification
B. Monitoring and evaluation
C. Plan revision
D. Intervention selection |
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Definition
| B. Monitoring and evaluation |
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Term
Robin is completing a PIC/NIC analysis with a consultant-client. She has the client describe what performance problem he sees from staff. He expressed that staff were not debriefing parents when they picked up their children from the clinic. What should Robin do next when using a PIC/NIC analysis?
A. Recommend a solution based on her findings
B. Have the client describe what staff should be doing instead
C. Determine the severity of the problem
D. Complete an ABC analysis for the problem performance |
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Definition
| B. Have the client describe what staff should be doing instead (Step 2. Robin has already completed step 1.) |
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Term
Which of the following scenarios exemplifies an individual using quality to measure performance?
A. Lynda observed the interaction between Cesar and the customer and gave him feedback afterward regarding how it went.
B. Wendy measured how much the clinic spent onboarding new staff compared to the company’s profit.
C. Pauline recorded how long it took her employee to finish calling a customer.
D. Mario measured how much of the new product his team sold by the end of the week. |
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Definition
| A. Lynda observed the interaction between Cesar and the customer and gave him feedback afterward regarding how it went. |
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Term
| After her supervision session, Faith spoke to her RBT supervisee, Andrew. Faith highlighted behavior during the client’s session that she would like to see Andrew continue to do in the future and specific things he should do differently. She highlighted why he should make these changes. This scenario exemplifies which intervention? A. Feedback B. Incentives C. Praise |
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Definition
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Term
Larry has noticed that staff morale is lower, with many taking more frequent and extensive breaks throughout the day. He has heard some complaints about the “new” chairs Larry bought at a garage sale being incredibly uncomfortable. He decides to switch them out with more ergonomic seats and notices that staff morale improves quickly. This scenario exemplifies which intervention?
A. Training
B. Task clarification/checklists
C. Job aids D. Setting/stating goals
E. Reducing task unpleasantness |
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Definition
| E. Reducing task unpleasantness |
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Term
Carl uses a PDC-HS during his interview with an adult day program supervisor, Jon. The program has recently faced issues with staff not completing their end-of-day tasks. Jon indicated that staff had been informed about these tasks but admitted that he had never seen them accurately perform those duties. Carl asked Jon if he believed staff could describe the jobs they were supposed to complete, and Jon answered, “No.” The PDCHS indicates an issue in which area?
A. Training
B. Task Clarification and Prompting
C. Resources, Materials, and Processes
D. Performance Consequences, Effort, & Competition |
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Definition
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Term
Wade calculates how much the organization spends on training new hires and compares this to the money that the newly hired staff brings in. This scenario exemplifies which of the following measurement categories in OBM?
A. Quality
B. Quantity
C. Timeliness
D. Cost |
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Definition
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Term
Which of the following scenarios exemplifies an individual using quantity to measure performance?
A. Randy inspected the wells behind the bar and how thoroughly the night team cleaned them before closing.
B. Kate counted the times her team member mentioned the daily specials during an interaction with a customer.
C. Brent calculated whether the value received by the company was worth investing in continuing education credits for his staff.
D. Dana observed her salesperson and noted how long it took for him to make a sale. |
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Definition
| B. Kate counted the times her team member mentioned the daily specials during an interaction with a customer. |
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Term
Todd worked at a bar. At the end of the shift, staff must clean all the wells thoroughly and cover the bottles to prevent attracting fruit flies. His manager recently reprimanded him for failing to wipe down the stools. Todd, who had only been at the bar for a few weeks, apologized and said that he had ”no idea ” he was supposed to do that and promised to do so moving forward. This scenario exemplifies a staff performance problem due to a ____.
A. Skill deficit
B. Lack of resources or time
C. Lack of ability
D. Lack of motivation |
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Definition
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Term
| Tyler is the clinical director of a center. When an employee clocks in on time or early, he hands them a ticket to the lottery he conducts at the end of the month. They are able to win various prizes. This scenario exemplifies which intervention? A. Feedback B. Incentives C. Praise |
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Definition
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Term
Alexander recently began a new job as an RBT. When he started with his first client, his BCBA supervisor handed him a binder with all his client’s programs. However, he often omitted several programs for which he had no idea how to conduct or collect data. This scenario exemplifies a staff performance problem due to a ____.
A. Skill deficit
B. Lack of resources or time
C. Lack of ability
D. Lack of motivation |
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Definition
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Term
| Marguerite works in the performance management department of her organization. Her CEO has recently tasked Marguerite with discovering why there have been increased client complaints regarding services. Marguerite interviews several supervisors and frontline staff using PDC and PIC/NIC analysis tools. Which stage in the performance improvement process does this scenario exemplify? A. Plan revision B. Intervention selection C. Assessment D. Monitoring and evaluation |
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Definition
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Term
| Which area of emphasis in OBM focuses on the management of individual employees or groups of employees through the application of behavioral principles? a. Performance management b. Behavioral systems analysis (BSA) c. Performance-based pay d. Behavior-based safety |
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Definition
| A. Performance Management |
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Term
| Which area of emphasis in OBM focuses on the modification of work environments to reduce injuries and promote the safe behavior of employees? a. Performance management b. Behavioral systems analysis (BSA) c. Performance-based pay d. Behavior-based safety |
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Definition
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Term
| ❑What is the main purpose of measurement of behavior in OBM? a. Determine what is going wrong b. Focus on positive behavior change c. Facilitate punishment d. All of these |
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Definition
| b. Focus on positive behavior change |
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Term
| Reviewing documentation to ensure notes contain all necessary components. Which measurement category is being used? a. Quantity b. Quality c. Timeliness d. Cos |
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Definition
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Term
| Determining number of employees required to complete a project. Which measurement category is being used? a. Quantity b. Quality c. Timeliness d. Cost |
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Definition
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Term
| “Duration of task completion” describes which measurement category? a. Quantity b. Quality c. Timeliness d. Cost |
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Definition
C. Timeliness
The duration of task completion Example: Completing a task by a deadline |
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Term
| Errors when entering data in computer program. This could be a staff performance problem due to: a. Skill deficit b. Lack of resources/time c. Lack of ability d. Lack of motivation |
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Definition
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Term
| Refusing to complete required trainings. This could be a staff performance problem due to: a. Skill deficit b. Lack of resources/time c. Lack of ability d. Lack of motivation |
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Definition
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Term
| Filling in for absent coworkers and work incomplete. This could be a staff performance problem due to: a. Skill deficit b. Lack of resources/time c. Lack of ability d. Lack of motivation |
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Definition
| b. Lack of resources/time |
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Term
| During training, the BCBA asks the RBT to demonstrate fading prompts. The RBT places the demand, repeats the demand (vocal prompt) three times, and then provides a physical prompt. The BCBA asks the RBT to explain how they faded prompts in the demonstration. The RBT could not provide an explanation. This is an example of a performance problem due to which of the following: a. Lack of resources/time b. Skill deficit c. Lack of ability d. Lack of motivation |
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Definition
a. Lack of resources/time
Insufficient resources or time qExamples: Not enough tablets for collecting and submitting data in a timely manner Materials or staff not available for consistent implementation of behavior plan
A skill deficit simply means the performer does not have the skill in their repertoire. Here, the RBT is simply unable to perform the requested task. This inability can be contrasted with a lack of motivation, where the performer knows how to perform the skill (i.e., it has been previously observed) but contingencies are insufficient to support behavior. A lack of ability may look like a skill deficit; however, lack of ability means that the performer is incapable of performing the behavior. For example, if I need to lift a 50-pound box and I am simply not strong enough to do so, this is a lack of ability; no amount of training will help me lift a box I am not strong enough to lift. Finally, a lack of resources exists if the performer does not have the resources or time necessary to perform the task. If the RBT rushed through teaching the program, because they need to complete a certain number of programs per day, this might relate to a lack of resources; the performer simply does not have what they need to complete the task. |
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Term
| Involves manipulating stimuli around the target behavior. This explains which type of functional assessment? a. Indirect b. Descriptive c. Experimental |
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Definition
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Term
| Meeting with employees and having them describe where they see difficulties in job performance. This explains which type of functional assessment? a. Indirect b. Descriptive c. Experimental |
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Definition
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Term
| Observing and taking narrative recording of performance as employees are working. This explains which type of functional assessment? a. Indirect b. Descriptive c. Experimental |
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Definition
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Term
| ❑In OBM, an ABC analysis can be part of a/an: a. Direct assessment only b. Indirect assessment only c. Indirect or direct assessment |
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Definition
| c. Indirect or direct assessment |
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Term
| An ABC analysis must be done from the perspective of the _______. |
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Definition
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Term
❑ Identify how a PIC/NIC Analysis differs from an ABC analysis:
a. Analyzes consequences for the problem behavior and the alternative behavior
b. Identifies antecedents and consequences for problem behaviors
c. Is an informant-based assessment
d. There is no difference |
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Definition
| b. Identifies antecedents and consequences for problem behaviors |
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Term
| Name the three ways consequences are analyzed in a PIC/NIC Analysis |
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Definition
Positive or Negative
Immediate or Future
Certain or Uncertain |
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Term
A clinic is receiving complaints from parents that they are not receiving responses to their emails. This is an ongoing problem and has resulted in loss of clients. Company policy is that analysts are to respond to emails within 24 hours
Identify the first step in conducting a PIC/NIC Analysis:
a. Describe the desired behavior
b. Determine the severity of the problem
c. Describe the problem behavior and who is responsible
d. Complete an ABC analysis for the problem behavior |
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Definition
| c. Describe the problem behavior and who is responsible |
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Term
For this scenario, complete step one in the PIC/NIC analysis by pinpointing the undesired behavior and who is performing the problem:
❑ Current behavior: Analysts are taking longer than the required 24 hours to respond to parent emails. Identify the next step in conducting a PIC/NIC analysis:
a. Describe the desired behavior
b. Determine the severity of the problem
c. Describe the problem behavior and who is responsible
d. Complete an ABC analysis for the problem behavior |
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Definition
| a. Describe the desired behavior |
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Term
❑ Desired behavior: Analysts respond to parent emails within 24 hours. Identify the next step in conducting a PIC/NIC analysis:
a. Describe the desired behavior
b. Determine the severity of the problem
c. Describe the problem behavior and who is responsible
d. Complete an ABC analysis for the problem behavior |
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Definition
| b. Determine the severity of the problem |
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Term
❑ Severity: failure to respond to emails in a timely manner has resulted in loss of clients. Identify the next step in conducting a PIC/NIC analysis:
a. Describe the desired behavior
b. Determine the severity of the problem
c. Describe the problem behavior and who is responsible
d. Complete an ABC analysis for the problem behavior |
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Definition
| d. Complete an ABC analysis for the problem behavior |
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Term
| Current behavior: Arriving to work late. Consequence 1: Getting extra sleep ❑Analyze the consequence: Positive or negative? Immediate or future? Certain or uncertain? |
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Definition
| Positive Immediate Cerain |
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Term
| Current behavior: Arriving to work late. Consequence 2: Possible written warning from supervisor qAnalyze the Consequence: Positive or negative? Immediate or future? Certain or uncertain? |
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Definition
| Negative Future Uncertain |
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Term
| ❑Current behavior: Arriving to work late. Consequence 3: Have to catch up on work missed qAnalyze the Consequence: Positive or negative? Immediate or future? Certain or uncertain? |
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Definition
| negative Immediate Certain |
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Term
Returning to our previous scenario: Analysts not responding to emails within 24 hours. In the beginning of step four, we listed antecedents and consequences. Identify the next step in conducting a PIC/NIC analysis:
a. List antecedents and consequences for the problem behavior
b. Analyze consequences for problem behavior
c. List antecedents and consequences for desired behavior d. Analyze consequences for desired behavior |
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Definition
| b. Analyze consequences for problem behavior |
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Term
| Current behavior: Analysts responding to parent emails later than the required 24 hours qAnalyze the first consequence, parent complaints: Positive or negative? Immediate or future? Certain or uncertain? |
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Definition
| Negative; Future; Uncertain |
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Term
| Current behavior: Analysts responding to parent emails later than the required 24 hours qAnalyze the second consequence, the loss of clients: Positive or negative? Immediate or future? Certain or uncertain? |
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Definition
| Negative; Future; Uncertain |
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Term
| ❑Current behavior: Analysts responding to parent emails later than the required 24 hours ❑Analyze the third consequence, more time for other tasks: Positive or negative? Immediate or future? Certain or uncertain? |
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Definition
| Positive; Immediate; Certain |
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Term
In this scenario, we analyzed the consequences for the problem behavior. Identify the next step in conducting a PIC/NIC analysis:
a. Analyze consequences for problem behavior
b. List antecedents and consequences for desired behavior c. Analyze consequences for desired behavior
d. Summarize antecedents and consequences currently occurring |
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Definition
| b. List antecedents and consequences for desired behavior |
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Term
In this scenario, antecedents and consequences for desired behavior were listed. Identify the next step in conducting a PIC/NIC analysis:
a. Analyze consequences for problem behavior
b. List antecedents and consequences for desired behavior c. Analyze consequences for desired behavior
d. Summarize antecedents and consequences currently occurring |
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Definition
| c. Analyze consequences for desired behavior |
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Term
In this scenario, we analyzed the consequences for the desired behavior. Identify the next step in conducting a PIC/NIC analysis:
a. Analyze consequences for problem behavior
b. List antecedents and consequences for desired behavior c. Analyze consequences for desired behavior
d. Summarize antecedents and consequences currently occurring |
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Definition
| d. Summarize antecedents and consequences currently occurring |
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Term
| Continue with step six in the PIC/NIC analysis by listing the PICs and NICs for the problem behavior: Analysts responding to parent emails later than 24 hours: |
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Definition
PIC: More Time for Other Things
Nic: None |
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Term
| Continue step six in the PIC/NIC analysis by listing the PICs and NICs for the desired behavior: Analysts respond to parent emails within 24 hours: |
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Definition
PIC: Email Inbox Empty
Nic: Less Time for other tasks |
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Term
Upon comparison of the PICs and NICs for the problem behavior and the desired performance, the analyst has one PIC (more time for other tasks) and no NICs for the problem behavior. The analyst has one PIC (empty email inbox) and one NIC (less time for other tasks) for the desired behavior. Given the competing consequences, how likely is the analyst to engage in the desired behavior?
a. More likely
b. Less likely
c. Difficult to determine |
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Definition
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Term
Gerasimos supervises 25 RBTs at a clinic. During his monthly review he notices that at least half of the staff members have submitted more than 20 late notes over the past three months. What is the next step Gerasimos should take when using a PIC/NIC analysis?
a. Complete an ABC analysis for the correct behavior
b. Summarize the antecedents and consequences which are presently occurring
c. Describe what the staff should be doing
d. Add “positive, immediate, and certain” consequences and antecedents for the correct performance |
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Definition
| c. Describe what the staff should be doing |
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Term
❑ Identify the section of the PDC-HS which addresses this question: Can the task be completed without first completing other tasks?
a. Training b. Task Clarification & Prompting c. Resources, Materials, & Processes d. Performance, Consequences, Effort, & Competition |
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Definition
c. Resources, Materials, & Processes
1. Are there sufficient numbers of trained staff available in the program? 2. If materials are required for task completion, are they readily available?* 3. Are the materials necessary to complete the task well designed for their intended purposes?* 4. Are the materials necessary to complete the task well organized for their intended purpose?* 5. Can the task be completed without first completing other tasks? If not, indicate below the tasks that must be completed first. 6. If you answered NO for Question 5, are other employees responsible for completing any of the earlier tasks in the process? |
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Term
| ❑ Identify the section of the PDC-HS which addresses this question: Can the employee accurately describe the target task and when it should be performed? a. Training b. Task Clarification & Prompting c. Resources, Materials, & Processes d. Performance, Consequences, Effort, & Competition |
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Definition
A. Training
Incorrect
The Training section of the PDC-HS asks about access to formal training and workers’ ability to explain and demonstrate the task (e.g., “Can the employee accurately describe the target task and when it should be performed?” ). Task Clarification & Prompting asks questions about steps that ensure performers understand the task, receive reminders to perform the task, and if the environment promotes task completion. The Resources, Materials & Processes section addresses questions about availability of trained staff, availability of appropriate materials, and processes involved in effectively performing the task. The Performance, Consequences, Effort & Competition section addresses how performers are monitored and provided feedback, the effort the task requires, and any tasks that may interfere with the identified task.
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Term
| In the Training component of the PDCHS, the analyst asks, “Is there evidence that the employee has accurately completed the task in the past?” The answer is, “No.” This indicates: a. Need to confirm response b. No need for intervention in this area c. Potential area for improvement |
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Definition
| C. Potential area for improvement |
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Term
| In the Task Clarification & Prompting component of the PDC-HS, the analyst asks, “Can the employee state the purpose of the task?*” The answer is, “Yes.” This indicates: a. Need to confirm response b. No need for intervention in this area c. Potential area for improvement |
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Definition
| A. No Need to confirm response |
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Term
In the Consequences, Effort & Competition component of the PDC-HS, the analyst asks, “Is the task simple or does it involve relatively low response effort?” The answer is, “Yes.” This indicates:
a. Need to confirm response
b. No need for intervention in this area
c. Potential area for improvement |
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Definition
| b. No need for intervention in this area |
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Term
The behavior analyst identifies the problem behavior, the desired behavior, and the severity of the problem, then records the antecedent and consequence events surrounding the undesired and desired behaviors. Which assessment is being conducted?
a. ABC analysis
b. PIC/NIC analysis
c. Performance Diagnostic Checklist |
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Definition
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Term
The behavior analyst identifies the problem behavior and the employees involved. Then asks a series of questions to determine areas in which intervention may be necessary. Which assessment is being conducted?
a. ABC analysis
b. PIC/NIC analysis
c. Performance Diagnostic Checklist |
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Definition
| c. Performance Diagnostic Checklist |
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Term
The behavior analyst observes and records a target behavior as well as antecedent and consequence events surrounding that behavior. Which assessment is being conducted?
a. ABC analysis
b. PIC/NIC analysis
c. Performance Diagnostic Checklist |
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Definition
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Term
Following a summary of antecedents and consequences that are currently occurring, Janet identifies positive, immediate, and certain consequences and antecedents for the correct performance. Which tool is Janet using to assess performance?
a. ABC analysis
b. PIC/NIC analysis
c. Performance diagnostic checklist
d. Experimental analysis |
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Definition
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Term
A factory hires Marco to help increase employee efficiency on certain machines. Marco observes employees while they complete their jobs on the line. He observes both the highest and lowest performing employees, noting specifically what occurs before and after the required work behavior.
qWhich tool is Marco using to assess performance?
a. ABC analysis
b. PIC/NIC analysis
c. Performance diagnostic checklist
d. Experimental analysis |
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Definition
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Term
qA construction company has hired Nuriyah to help them increase safety compliance. She has each employee complete a questionnaire regarding antecedents, equipment and processes, knowledge and skills, and consequences related to safety procedures.
Which tool is Nuriyah using to assess performance?
a. ABC analysis
b. PIC/NIC analysis
c. Performance diagnostic checklist
d. Experimental analysis |
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Definition
| c. Permance Diagnostic Checklist |
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Term
A nursing home has hired Jesse to address the problem of inconsistent security procedures such as door-locking, accounting for the location of patients, and performing routine vital checks. Jesse interviews each staff member and encounters repeated reports of a lack of formal instruction in how to conduct the expected security procedures.
The results of the PDC-HS indicate a potential issue in which area? a. Training b. Resources, materials, and processes c. Task clarification and prompting d. Performance consequences, effort, and competition |
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Definition
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Term
| ❑What is the most common format for task clarification interventions? a. Training videos/resources b. Performance reviews c. Visual schedules d. Checklists |
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Definition
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Term
Susan is leading a meeting in which an employee, Lucas, continues to interrupt and make random jokes. How should Susan respond to Lucas’ behavior?
a. Extinction
b. Punishment
c. Neither |
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Definition
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Term
Aliyah is a supervisor for the managers of behavior technicians. Aliyah has received feedback from staff that one of the managers has been treating their BTs unfairly and has been rude in their responses to BT concerns. How should Aliyah respond to the manager’s behavior?
a. Extinction
b. Punishment
c. Neither |
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Definition
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Term
Amir is correcting performance of a staff member. As part of the feedback, Amir ensures that he does not use a sequence of positive, corrective, then positive feedback. What guideline for correcting performance is Amir following?
a. Never correct publicly
b. Be consistent
c. Maintain a ratio of 4:1
d. Do not use the sandwich method |
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Definition
| d. Do not use the sandwich method |
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Term
| Antoinette is providing corrective feedback for a staff member. She ensures that she provides documentation and graphic displays when providing feedback. Which of the guidelines for correcting performance is Antoinette following? a. Use data b. Graph everything c. Correct immediately d. Pinpointing behavior being corrected |
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Definition
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Term
Every employee that complies with safety requirements during 100% of their shift is entered into a monthly raffle for a gift card. This is an example of which intervention for improving performance?
a. Reducing task unpleasantness
b. Training
c. Incentives
d. Task clarification |
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Definition
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Term
| q To ensure all steps of the approval process are completed, management creates an online checklist. This checklist must be completed with the submission of the application. Which intervention for improving performance is this an example of? a. Training b. Reducing task unpleasantness c. Task clarification d. Praise |
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Definition
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Term
| q Due to an increase in customer complaints regarding technicians arriving late to appointments, the management team implements a policy stating that technicians must arrive within five minutes of the time scheduled. Management will evaluate this expectation weekly until technicians achieve 95% compliance. Which intervention for improving performance is this is an example of? a. Goal setting b. Training c. Job aid d. Incentives |
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Definition
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Term
| At each monthly staff meeting, Sarah highlights an RBT of the month. She identifies how that employee went above and beyond the job expectations. Which intervention for improving performance is this an example of? a. Praise b. Incentives c. Training d. Reducing task unpleasantness |
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Definition
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Term
| The management team notices that many employees take longer than one hour for lunch. Management puts a refrigerator in the break room and provides plates and utensils. Employees can now save time by bringing their lunch instead of running out to grab food. a. Task clarification b. Feedback c. Goal setting d. Reducing task unpleasantness |
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Definition
| d. Reducing task unpleasantness |
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Term
| Throughout the factory, management has placed signs that say: “A hardhat a day keeps the doctor away!”, with a picture of the correct way to wear this safety equipment. Which intervention for improving performance is this an example of? a. Goal setting b. Incentives c. Training d. Job aids |
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Definition
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Term
| Once a month, the supervisor provides each RBT with performance-levels graphs in multiple areas of their job (timely note completion, weekly cleaning duty at the clinic, accuracy in clocking in/out). Which intervention for improving performance is this an example of? a. Incentives b. Feedback c. Reducing task unpleasantness d. Job aid |
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Definition
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Term
| On her first day as a bank teller, Marta watches multiple videos on the tasks of her new job. She’s provided time to practice skills and shadow another teller. Which intervention for improving performance is this an example of? a. Task clarification b. Reducing task unpleasantness c. Training d. Praise |
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Definition
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Term
| Tamia is determining how to handle a staff member’s undesired performance. She first considers whether the staff member is engaging in unsafe, unfair, or undesirable behavior. She determines that the employee is engaging in unsafe, unfair, or undesirable behavior. What should Tamia do next? a. Ask, “Can the team tolerate recurrence of undesirable behavior?” b. Implement DRA c. Use a correction plan d. Ask, “Is the behavior a nuisance, or negative verbal or social behavior?” |
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Definition
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Term
ASR Antecedents Behavior
Brief mention about turnaround time for emails qWithin 24 hours Reminder email from office admin
Behavior technician answers email a week after sent q
Consequence Sender receives a reply qMay escape responsibilities related to email message qSupervisor replies with feedback on expectation of answer
Based on the previous ABC analysis, which intervention would be most appropriate?
a. Implement DRA
b. Provide more detailed training of when to reply to emails and why it is important
c. Provide more immediate feedback d. Do nothing. Replying to emails on time is not important |
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Definition
| b. Provide more detailed training of when to reply to emails and why it is important |
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Term
Antecedents Training regarding checklist expectations and requirements q90% or above qConsistent supervision of treatment integrity
Behavior technician scores a 60% on treatment integrity checklist
Consequence Supervisor provides BT with their score immediately qClient receives inadequate treatment
Based on the previous ABC analysis, which intervention would be most appropriate? a. The employee needs more training to reach criteria b. Employee should be provided incentives for the part they got correct c. Supervisor should provide more detailed feedback for missed items on checklist d. Should implement more reminders for the result requirements of the checklist |
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Definition
c. Supervisor should provide more detailed feedback for missed items on checklist
Feedback is a powerful tool. Here, providing detailed feedback on performance (i.e., items missed on a checklist) would likely be the best intervention. Detailed feedback would clarify task expectations as well as any misunderstandings about how the checklists should be completed. |
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Term
| ASR ❑ Behavior: Receive a 60% on treatment integrity checklist ❑ Consequences: 1. Receives score immediately (PIU) 2. Client receives inadequate treatment ❑ Based on this PIC/NIC Analysis, what intervention might be appropriate? a. Supervisor provides immediate, specific feedback of missed targets and provides specific goals b. Supervisor provides immediate praise c. Supervisor removes employee from aversive aspects of checklist d. Supervisor makes a staffing change |
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Definition
| a. Supervisor provides immediate, specific feedback of missed targets and provides specific goals |
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Term
| ASR ❑ Behavior: Answer emails within 24 hours ❑ Consequences: 1. Email is answered (PIC) 2. Escape responsibilities (NIC) 3. Supervisor emails back expectations the next day (NFC) ❑ Based on this PIC/NIC Analysis, what intervention might be appropriate? a. Add reinforcement for on-time email replies b. Implement a DRA procedure c. Add additional reminders d. Continue to send emails every day until the staff member answers |
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Definition
| a. Add reinforcement for on-time email replies |
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Term
| f a potential for improvement is indicated for the area of Training, which intervention would you use? a. Adjust staffing b. Behavioral skills training c. Change/alter task location d. Improved personnel selection |
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Definition
D, Improved Personnel Selection
Correct
The PDC-HS can provide a guide of what areas need to be improved to impact staff performance. When the potential area improvement is Training, the recommended interventions include behavioral skills training and improved personnel selection.
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Term
| If a potential for improvement is indicated for the area of Performance Consequences, Effort, & Competition, which intervention would you use? a. Adjust staffing b. Behavioral skills training c. Change/alter task location d. Reduce aversive task properties |
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Definition
D. Reduce Aversive Task Properties
Correct
The PDC-HS can provide a guide of what areas need to be improved to impact staff performance. When the potential area for improvement is Performance Consequences, Effort, & Competition, the recommended interventions include reducing aversive task properties, increasing supervisor presence, performance feedback, regularly highlighting task outcomes, and reducing task effort.
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Term
Mamdouh is providing consulting services to a manufacturing company’s customer service department. Management reports that at least 20% of customer calls are not answered daily. Mamdouh completes an ABC analysis and finds that during the lunch hour only one employee is available to answer calls. He also notes there are no incentives in place to encourage no missed calls.
Which of the following is the most appropriate intervention to use?
a. Place “Answer the Phone” signs at each desk
b. Schedule staggered lunches so that representatives are available to answer calls; create an incentive program to reinforce answered calls
c. Provide additional phone etiquette training
d. Implement negative consequences if all calls are not answered |
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Definition
| b. Schedule staggered lunches so that representatives are available to answer calls; create an incentive program to reinforce answered calls |
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Term
❑ What are the two phases of project management?
a. Project definition and project execution
b. Project execution and project feedback
c. Project explanation and project results
d. Project antecedents and project consequences |
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Definition
| a. Project definition and project execution |
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Term
| What are the correct steps, in order, of the performance improvement process? a. Assessment, problem identification, monitoring, intervention implementation, plan revision b. Assessment, monitoring, problem identification, intervention implementation, plan revision c. Problem identification, assessment, intervention selection, intervention implementation, monitoring, plan revision |
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Definition
| c. Problem identification, assessment, intervention selection, intervention implementation, monitoring, plan revision |
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Term
| q Jan is hired by a manufacturing company to increase safety compliance. The company reports that their employees rarely achieve above 50% compliance. Jan interviews managers, makes direct observations, and gathers survey data from employees. This is an example of which stage of the performance improvement process? a. Problem identification b. Intervention implementation c. Assessment d. Plan revisio |
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Definition
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Term
case has been waiting for services for a long time.
The clinical manager asks why none of the BCBAs in
the company have opened the case and discover both
caregivers are deaf and none of the BCBAs on staff
are fluent in sign language.
A. Skill deficit
B. Lack of resources or time
C. Lack of ability
D.Lack of motivation |
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Definition
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Term
The RBT, Shay puts the client materials and bin away properly (according to a checklist) on days when the supervisor is around and observing. Shay quickly
dumps all the material into the bin and leaves for the day without putting the bin away properly on the days the supervisor is not around.
A . Skill deficit
B. Lack of resources or time
C. Lack of ability
D.Lack of motivation |
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Definition
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Term
The BCBA evaluates onboarding for new employees to see if
it can be streamlined.
This is an example of which?
a. Performer (Job)
b. Process (Task)
c. Organization (Big Picture) |
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Definition
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Term
Active Student Responding
The BCBA evaluates the overall structure of the clinic and its
departments.
This is an example of which?
a. Performer (Job)
b. Process (Task)
c. Organization (Big Picture) |
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Definition
| c. Organization (Big Picture) |
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Term
BCBA evaluates an RBT’s data entry for accuracy and
timeliness.
This is an example of which?
a. Performer (Job)
b. Process (Task)
c. Organization (Big Picture) |
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Definition
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Term
case has been waiting for services for a long time. The
clinical manager asks why none of the BCBAs in the
company have opened the case and discovers both
caregivers are deaf and none of the BCBAs on staff are fluent
in sign language.
For the caregivers, this is a…
a. Lack of Skill
b. Lack of Motivation
c. Lack of Ability
d. Lack of Resources |
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Definition
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Term
There has been waiting for services for a long time. The
clinical manager asks why none of the BCBAs in the
company have opened the case and discovers both
caregivers are deaf and none of the BCBAs on staff are fluent
in sign language.
For the clinical manager, this is a…
a. Lack of Skill
b. Lack of Motivation
c. Lack of Ability
d. Lack of Resources |
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Definition
d. Lack of Resources
note: The clinical manager does not have the BCBA’s (resources)
to allocate to this case. |
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Term
Case has been waiting for services for a long time. The
clinical manager asks why none of the BCBAs in the
company have opened the case and discovers both
caregivers are deaf and none of the BCBAs on staff are fluent
in sign language.
For the caregivers, this is a…
a. Lack of Skill
b. Lack of Motivation
c. Lack of Ability
d. Lack of Resources |
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Definition
c. Lack of Ability
Note: The caregivers do not have the ability to hear. |
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Term
Which is an example of someone using an ABC assessment?
a. Dillon does not demonstrate proper client de-escalation
techniques. His supervisor asks if he is aware of the
expectation for use and if he can state the purpose of these
techniques
b. Doris meets with the president of the company and presents a
summary of the types of consequences that may maintain on
task behavior.
c. Caleb records each time a teacher presents the
programmed learning opportunity and what happens
before and after.
d. Jerome is consulting with a local pizzeria. Jerome uses an
indirect assessment method and looks at components such as iskill with using the pizza oven. |
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Definition
| c. Caleb records each time a teacher presents the programmed learning opportunity and what happens before and after |
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Term
Active Student Responding
Which is an example of the PIC/NIC assessment?
a. Jerome is consulting with a local pizzeria. Jerome uses an
indirect assessment method and looks at components such as
skill with using the pizza oven.
b. Frank doesn’t clean up his therapy room after session. The
supervisor asks him if he knows he is supposed to put
everything away and sanitize before leaving.
c. During the assessment, Paulina focused on the consequences
surrounding the individual’s performance. She wanted to
identify the positive and immediate consequences that
contributed to poor performance and set up immediate and
certain consequences for desired performance.
d. The manager sends out an email reminding all employees to
wear a mask during sessions with clients. |
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Definition
c. During the assessment, Paulina focused on the consequences surrounding the individual’s performance. She wanted to identify the positive and immediate
consequences that contributed to poor performance and set up immediate and certain consequences for desired performance. |
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Term
Jonah is an OBM consultant called in to help the manager increase production because the manager reports that his
staff are lazy and only doing what is minimally required.
What should Jonah do first?
a. Describe the performance you don’t want and who is
doing it (the problem)
b. Describe what this person should be doing (desired behavior)
c. Determine the severity of the problem; if the problem occurs
frequently, complete next steps
d. Complete an ABC assessment for the problem performance
e. Complete an ABC assessment for the correct performance
f. Summarize the antecedents and consequences which are
presently occurring (the diagnosis)
g. Add “positive, immediate, and certain” consequences and
antecedents for the correct performance (the solution) |
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Definition
at should Jonah do first?
a. Describe the performance you don’t want and who is doing it (the problem) |
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