Applied Behavior Analysis (ABA) is a data based science that focuses on the objective observation of overt behavior and the analysis of contextual variables that alter performance. In ABA treatment for individuals diagnosed with Autism Spectrum Disorder, trained technicians implement services under the supervision of a Board Certified Behavior Analyst ©. This requires additional oversight in not only the clinical quality of treatment planning but the treatment integrity of the technicians. This makes identifying staff skill deficits and subsequent interventions even more critical than before. This discussion will introduce attendees to the concept of Pinpointing and how to use the Performance Diagnostic Checklist – Human Services (PDC-HS) to inform their interventions to improve staff performance.
1. Learners will be able to write pinpoints for three different skill deficits identified by a staff vignette.
2. Learners will be able to describe the four content areas of the PDC-HS and score the metric according to industry standards.
3. Learners will be able to identify at least one potential intervention for each staff vignette provided during the training.
9:00 am - 9:30am introduction to presenter and Organizational Behavior Management
9:30 am - 10:00 am Pinpointing: What it is and how to do it
10:00 - 10:30am The Performance Diagnostic Checklist – Human Services (PDC-HS): A data based way to evaluate staff performance and pinpoint performance deficits
10:30am - 11:00am Staff vignettes and practice
Why this course is relevent to social work:
The use of paraprofessional support is becoming far more common in a variety of fields in order to reduce the overall cost of intervention services. Despite the business advantages this complicates treatment implementation significantly requiring oversight. The focus of this presentation is to provide learners with evidence-based tools to improve overall quality of service delivery while operating within a tiered model system.
As with any type of social service, cultural diversity and idiographic analysis are at the forefront of our procedures. Identifying performance deficits may not necessarily be as simple as identifying a staff training concern or putting up a checklist on a wall. Operating from a cultural competence perspective and ensuring that the provider of the feedback is speaking within the cultural idiom of the employee or participant is just as critical.
Carr, J. E., Wilder, D. A., Majdalany, L., & Mathisen, D. (2013). An assessment-based solution to human service employee performance problem: An initial evaluation of the performance diagnostic checklist – human services. Behavior Analysis in Practice, 6(1), 16-32. Ditzian, K., Wilder, D. A., King, A., & Tanz, J. (2014). An evaluation of the performance diagnostic checklist – human services to assess an employee performance problem in a center-based autism treatment facility. Journal of Applied Behavior Analysis, 48(1), 19-203. Wilder, D. A., & Gehrman, L. J. (2018). An evaluation of the performance diagnostic checklist – human services (pdc-hs) across domains. Behavior Analysis in Practice, 11(2), 129-138.
For questions or concerns, please contact Sabrina Bergman at 313-344-9099 ext. 3530 or Sbergman@DWIHN.org