Association for Behavior Analysis International

There exists a continuous discussion on the role of research training for applied behavior analysis practitioners in their professional development (Critchfield, 2015). However, practitioners who work in applied settings often have limited access to research training and participation. This is especially the case for practitioners located in China. Isolating practitioners from research may lead to a lack of updated evidence on the intervention that practitioners expect to undertake and result in selecting an intervention that may be less effective (Kelly et al, 2015). Training practitioners to embed research in their intervention may lead to their increased awareness of research, critical analysis of existing studies, and empirical contribution to the behavioral literature. In this symposium, the presenters will discuss two studies using different research methodologies to demonstrate how to actively involve practitioners in China in rigorous applied research to help improving intervention efficacy for their clients with autism and solving clinically significant problems based on empirical evidence.

Graduates, researchers, and practitioners in the field of behavior analysis

Individuals with autism often have difficulties initiating and maintaining reciprocal conversations with others. Among the few studies that examined reciprocal conversations with children with autism, Koegel, Park, and Koegel (2014) proposed a reciprocal conversational framework that include the basic components that may facilitate continued conversational exchanges. In this study, we used an interdependent group contingency to improve reciprocal conversation responses of children with autism based on Koegel et al. framework. We paired the children with autism as conversational partners. Given that the interdependent group contingency may also promote cooperation and interaction between children (Smith et al. 2019), we further assessed children’s social preference through their choices between spending time with their peers or by themselves. In a multiple baseline design, we found that the group contingency immediately produced independent reciprocal conversation responses and increased preference for peers across all participants. In addition, the framework allowed children to sustain their conversation. Improvements were further maintained even after the group contingency was removed and novel peers were introduced. Practitioners in China implemented the study and participated in data collection. Verbal reports from the practitioners further indicate that they plan to include this intervention during their daily behavioral interventions.

Challenges in delayed recall of events and stimuli are common in individuals with autism (Naoi, Yokoyama, & Yamamoto, 2007). However, few studies have evaluated the interventions that can improve recall with children with autism. Previous studies have found that individuals who used a rehearsal strategy during the delay are more likely to recall past stimuli than those who do not rehearse the recall (e.g., Bebko, Rhee, Ncube, & Dahary, 2017). This study is to examine if teaching rehearsal strategy to children with autism and providing reinforcement for recall would improve their delayed recall. Children with autism will be randomly assigned into three groups: control, rehearsal, and rehearsal + reinforcement groups. Thus, we will also assess if reinforcement for the correct recalls is necessary to improve participants’ performance. Practitioners will participate in this study as instructors who will implement the procedure and collect data. In addition, they will also collect data on treatment fidelity and interobserver agreement of each other. We will discuss fostering the role of researcher-practitioner during this presentation. Data collection will start in November 2019 and be completed by January 2020.

ProgressCharter is a software application that will make it easy to design and implement a pragmatic, organizational performance engineering process, “EARS.” “EARS” is an acronym for a pragmatic change process with the following steps: 1) Evaluate student or client progress, 2) Analyze causes of inadequate staff performance, 3) Recommend changes in staff resources, training, and management, and 4) Solve staff performance problems by designing and implementing changes in resources, training, and management. The process is an application of behavior analysis to improve provider performance so that recipients can make efficient progress towards their goals. ProgressCharter uses sensitive measures of client progress to identify quickly when a client is not making efficient progress. It uses data to identify the causes of the three types of provider performance problems, "can-do," "know-how" and "want-to” and recommend changes in provider resources, training and management.

Supervisors, staff trainers, program designers and directors of schools and clinics that provider behavior analysis services to students and clients.

ProgressCharter is a software application that will make it easy to design and implement a pragmatic, organizational performance engineering process, “EARS.” “EARS” is an acronym for a pragmatic change process with the following steps: 1) Evaluate student or client progress, 2) Analyze causes of inadequate staff performance, 3) Recommend changes in staff resources, training, and management, and 4) Solve staff performance problems by designing and implementing changes in resources, training, and management. The process is an application of behavior analysis to improve provider performance so that recipients can make efficient progress towards their goals. ProgressCharter uses sensitive measures of client progress to identify quickly when a client is not making efficient progress. It uses data to identify the causes of the three types of provider performance problems, "can-do," "know-how" and "want-to” and recommend changes in provider resources, training and management. We will describe how ProgressCharter can be used as a study tool to improve graduate student performance on classroom assessments and as an organizational performance engineering tool to improve student supervision of staff who work with clients.

Training caregivers to apply evidence-based Applied Behavior Analysis is an essential component of professional work and a key component of effective services. Research over the last 30 years has demonstrated the effectiveness, efficiency and acceptability of Behavioral Skills Training (BST) to teach skills, promote generalization of teaching skills and sometimes produce important changes in child behavior. As research in this area becomes more differentiated, one important aspect has been the application of BST to young children, including training family members and staff in integrated settings. This workshop will present three papers on applying BST to train parents of a child at risk for Autism Spectrum Disorders via telehealth, training parents to teach joint attention skills to their children, and training special education teachers to improve the integrity of function-based interventions to increase child classroom engagement. These studies demonstrate that BST can readily be extended to working with caregivers of young children with disabilities, improve caregiver behavior and produce socially important changes in child behavior.

Masters and doctoral level practitioners; advanced graduate students; psychologists; service supervisors;

Children with developmental disabilities are at increased risk for social communication deficits, including early and pivotal social communication skills. One such skill, response to joint attention, is a behavioral cusp for later developing social communication and play. Joint attention is coordinated shared attention between two individuals and an object or event. The current study investigated the effects of a train-the-trainer approach where parents were trained to teach siblings to be proficient interventionists on the response to joint attention behavior of their siblings with developmental disabilities. Results indicate an increase in parent task fidelity following a modified behavior skills training procedure during home visits, as well as an increase in sibling task fidelity following parent training using a social narrative and prompting procedure. Target child data indicate an increase in level of response to joint attention behavior following parent training and parent training of sibling. Limitations and future directions are discussed.

Special education teachers are often implementers of behavior intervention plans; however, a shortage of teachers in any field is only magnified in special education. Studies have looked at the use of behavior skills training (BST) in training teachers and caregivers in the intervention techniques prescribed for individuals and groups. This study extends research on teacher training using the BST model. This study was also designed to evaluate the relation between teacher integrity to a functional assessment-based interventions (FABI) suite of strategies and the effect on student on-task performance. The participants were a special education teacher and two elementary-aged students, each classified with autism spectrum disorder (ASD). The students engaged in off-task, often disruptive behavior while receiving special education services in a general education classroom. This study was conducted in three phases. Each phase consisted of BST to teach a subset of interventions. A single-subject changing criterion design was used to evaluate the effect of BST on teacher integrity and student performance. Results showed that BST improved teacher integrity through each phase and teacher integrity improved student on-task behavior. Limitations to this study will be discussed as well as directions for future research.

Alarmingly, nearly half of children with autism elope or bolt, and more than half of these children go missing for a concerning duration of time and/or enter into dangerous situations. Caregivers often do not feel prepared to address these serious concerns. This study evaluated the effectiveness of behavioural skills training (BST) for teaching caregivers how to also use BST in conjunction with a tactile prompt to teach their children with autism help-seeking behaviour. Participants included a total of six dyads, caregivers and their children with autism ages 5-10. We used a concurrent multiple baseline design across two dyads with three replications. The children’s safety responses were measured using a point system: (1) calling out for their caregiver in a louder than conversational voice, (2) locating a store employee, and (3) informing the employee that he/she was lost. Results indicate that four children met mastery criteria (a safety score of 3 across two consecutive trials), and the caregivers were able to successfully fade the tactile prompting device. Data collection with the final two dyads is currently in progress. This study contributes to the limited empirical research on caregiver training using BST to teach help-seeking behaviour to children with autism.

With the current high demand for BCBAs, we have also seen an increase in university programs offering applied behavior analysis (ABA) programs at the undergraduate and graduate levels. To ensure quality education and preparation for clinical services, program curriculums should be aligned with the theoretical background of ABA as well as best practices for training essential skills. This symposium will explore important aspects that should be considered when teaching and supervising undergraduate- and graduate-level students in ABA programs. First, Isvânia Alves will present the conclusions of a project that identified controversies and disagreements related to basic principles and concepts among behavior analytical textbooks and field experts. In addition, Isvânia a will present a decision-making model to assist in selecting objectives when teaching and providing supervision to undergraduate students. Next, Maegan Pisman will discuss potential strategies and guidelines for effective and ethical remote supervision for students in university practicum courses. Maegan will conclude with possible areas for research related to online teaching and supervision. Darlene Crone-Todd will serve as the discussant.

Instructors, BCBAs providing remote supervision, VCS of ABA programs

One of the roles a supervisor might have within applied behavior analysis regards the assurance that the decision-making process for interventions is conceptually sound. In the past few years our group has developed, implemented, evaluated, analyzed and redesigned a decision-making model aimed at content and behavioral objectives selection for teaching undergraduate students. In our last analysis-redesign iteration, we found inconsistencies, controversies or disagreements in regard to what defines some basic behavioral concepts and principles, such as environment, behavior, operant behavior, respondent behavior, antecedent, among others. Additionally, when we submitted these concepts and principles analysis to be reviewed by behavior analysts (i.e., content experts), the conceptual controversies appeared in some of the suggestions they made. The purpose of this paper is to present our decision-making model in its latest form, present and discuss a few of the controversies we found during our analysis, and highlight the importance of performing a concept or principle analysis when selecting content in areas in which conceptual disagreements might hinder or decelerate student learning and affect the decision-making process for interventions, if these disagreements are not explicit or discussed.

Delivering effective ABA services requires caregivers to deliver interventions with sufficient integrity to result in socially meaningful changes in client behavior. Yet, many services often struggle to maintain the integrity of applied behavior analytic interventions in applied settings. Thus, practitioners must have behavioral technologies available to them to assess, and increase treatment integrity and evaluate interventions to do so. This symposium presents three papers addressing this important issue. These papers include a systematic review of training natural change agents implementing functional analytic procedures, a telehealth intervention error analysis and identify to remedy the implementation errors and an intervention study to improve treatment integrity during functional communication training

Advanced graduate students, Masters and Doctoral practitioners, research students, instructors and professors teaching ABA classes, and psychologists including school psychologists.

Supervision of trainees and service providers is crucial in guaranteeing that clients receive quality services that match their needs and respect their wishes and preferences. This presentation will focus on evidence-based strategies for the effective training and supervision of service providers across cultures. Emphasis will be put on the importance of protecting supervisee’s well-being as a means to achieve optimal outcomes for the clients they serve. An outline of how technology can enhance the process of disseminating our science internationally, in particular in countries where there is a dearth of behaviour analysts and training opportunities, will be offered.

Students and entry-level professionals who wish to improve their cultural competence and knowledge of how technology can improve client outcomes; clinicians and researchers with intermediate and advanced understanding of evidence-based practice who wish to increase their cultural awareness and knowledge of how technology can facilitate access to quality services.

The field of Applied Behavior Analysis has experienced tremendous growth since its inception. According to the Behavior Analyst Certification Board®, between the years 2016 and 2018, the total number of certified behavior analysts has increased by over 30%, and the total number of registered behavior technicians® has nearly doubled. An essential component for obtaining and maintaining these certifications include supervision hours. The Behavior Analyst Certification Board® has provided task lists regarding the items and topics required for adequate supervision; however, no components of cultural responsiveness and awareness are included. With the increase of behavior analysis within culturally diverse populations, it is imperative that our field develop new and innovative ways of including cultural competency into the Board Certified Behavior Analyst® and Registered Behavior Technician® supervision experience. Many behavior analysts have reported not receiving sufficient training within the areas of diversity and cultural responsiveness and feel unprepared to serve diverse clients and communities adequately. This workshop is designed to address the gap in formal training specific to the lack of diversity and cultural responsiveness across the supervision continuum.

Registered Behavior Technicians; Board Certified Assistant Behavior Analysts; Board Certified Behavior Analysts

Behavior analysts work in diverse settings including clinics, centers, schools, hospitals, and other large, community-based "systems". Behavior analysts also work with a diverse population of clients (e.g., those with developmental disabilities, mental health disorders, comorbid diagnoses) and employees (e.g., direct care staff, nurses, doctors, teachers, behavior technicians, behavior analysts, administrators). Providing high-quality orientation, onboarding, and training experiences to employees with diverse experience and education requires significant development, implementation, and evaluation of these "staff training" systems to ensure the best outcomes for clients and their staff. Using a behavioral systems approach, each of the authors in this symposium will describe the orientation, onboarding, and/or training systems within their large systems while discussing the evaluation required to further inform system development.

Behavior Analysts, Supervisors, Administrators

Functional Behavior Assessment is an evidence-based practice used within high-quality ABA therapy programs to assess and help treat challenging behaviors exhibited by individuals. The specific pinpoints associated with performing these skills require training and supervision of clinicians, especially in large agencies providing geographically diverse applied behavior analysis services. Several effective staff training formats exist including behavioral skills training, video modeling, and performance feedback. The efficiency with which large agencies (and even educational institutions with geographically diverse learners) provide effective staff training opportunities is of great importance to our field and the clients we serve. Using a group experimental design, the current study will explore the effectiveness of various staff training formats on the functional behavior assessment skills of clinicians who provide ABA therapy to individuals with ASD. Results will include changes in observed performance of FBA skills across indirect assessments, descriptive assessments, functional analyses, data summarization and analysis, and reporting. Clinician feedback on preference for training formats and client data will also be discussed.

While much of the early research in Applied Behavior Analysis (ABA) focused on individuals with mental health disorders and individuals with developmental disabilities, more recent history in ABA with individuals with developmental disabilities has flourished while its active role with those with mental health diagnoses has diminished. Additionally, there is a proliferation of comorbid diagnosis of mental health conditions for individuals with developmental disabilities such as ASD. There is also a focus on utilizing psychotropic medication as either a primary or supplementary treatment component for behavioral excesses. The current paper describes an in-service staff training model aimed at orienting psychiatric nursing and support staff to the field of Applied Behavior Analysis, and how ABA can be an integral part of a multidisciplinary approach to assessment and treatment in an acute in-patient psychiatric unit for children and adolescents. Melding a psychiatric nursing model aimed at both acute behavioral stabilization and medication assessment and management with a functional behavioral approach and the resulting barriers to integration will be discussed.

First impressions and experiences are everything to BCBAs, and their experience starts when they sign that first contract at a fieldwork or practicum site. When BACB students look for places of both current and future employment, it begins with their practicums and independent fieldwork experience outcomes, which ultimately shape them as an analyst. The response cost (both physical and financial) on a company of taking a student in and training them is high. When those students leave for employment elsewhere once they reach that pivotal point of credentialing, the reinforcement of taking in students is diminished across the company and the supervising BCBA. So, how do we get them to stay? If students feel supported, engaged, challenged academically and practically, and that they have the opportunity to flourish during their student experiences, they are more likely to stay and begin their analytic career at the sites that they do their fieldwork hours. We seek to discuss our current mentor program, both content and structure, and to assess its ability to produce competent, critical thinking, driven, and ethical future BCBAs, and the rate at which those BCBAs ultimately remain to begin employment with our company.

This event targets BCBAs who supervise or are interested in becoming supervisors.

Behavior analysis can bring together multidisciplinary teams responsible for effective programming for diverse clients with concurrent mental health and medical diagnoses. Even so, the early experiences of many ABA program participants and supervisees are characterized by exposure to only a small slice of the many client populations who could benefit from ABA. This panel assembles professionals, professors, and practitioners spanning community practice, medical and university environments to address audience questions on the intersection between behavior analysis and treatment of behavior related to mental health. Discussion points will include answers to recent questions posed by community members and students to university professors and those disseminating behavior analysis on social media, including: What ethical considerations are involved as I treat behavior in a person with concurrent mental health diagnoses? How do we form effective collaborations in mental health and medical hospital settings? How does behavior analysis look in an interdisciplinary environment, and how can I expand my boundaries of competence related to more diverse settings?

Intermediate skill behavior analysis level

Organizational behavior management research has collectively documented that feedback is critical to creating behavior change in staff performance that drives organizational effectiveness (Daniels & Daniels, 2017). Moreover, self-management strategies help structure the work environment, increase self-motivation, and facilitate behaviors that contribute to the achievement of performance standards (Breevaart, Bakker, & Damerouti 2014). Furthermore, an emphasis on improving staff performance may contribute to their overall satisfaction, which is critical, as the effects of staff turnover include variability and decreased consistency for the consumers, perceived threats to company culture, and the financial costs inherent in recruiting and replacing lost staff. Fortunately, previous research has reported that satisfaction with training, supervision, and pay predicted the employees’ intent to turnover (Kazemi & colleagues, 2015). This symposium presents recent research related to the use of organizational behavior management within ABA-based agencies in an effort to improve their performance and satisfaction. The first paper analyzes the effects of a performance development system on the acquisition of direct intervention staff goals using a multiple baseline across behaviors design. The second paper analyzes the effects of a self-management intervention utilizing rules and self-monitoring on work-related organizational and planning skills using a multiple baseline across behaviors design. The third paper analyzes the effects of an intervention on self-reported staff satisfaction, relative to baseline reports, using a multiple baseline across service locations, within the same organization, design that additionally differentiates mediating variables (e.g., employee position and rank, weekly supervision, goal setting).

Individuals working in community-based ABA-agencies who provide supervision to direct intervention service delivery staff, as well as all direct service delivery staff themselves.

Organizational behavior management research has collectively documented that feedback is critical for creating behavior change in staff performance that drives organizational effectiveness (Daniels & Daniels, 2017). However, often feedback is dictated, rather than collaboratively determined. Additionally, direct intervention staff performance is critical to maximizing the quality of services provided. Typically, the more the intervention implementation integrity, the more effective and efficient overall outcomes are likely to be. As such, exceptional supervision entails the application of performance development plans (PDPs) strategically designed to collaboratively (i.e., supervising BCBA and RBT together) identify performance strengths, improvement goals, and current progress, across each supervisory session. A concurrent multiple baseline across behaviors design is being utilized to evaluate the effects of individualized PDPs on the acquisition of direct intervention staff goals. Current data represent baseline performance across six goals, with the initiation of intervention for the first four. Given the significant change in level across goals, data thus far indicates that the PDP effectively increased staff acquisition of performance improvement comparative to baseline. Future data will be collected to determine if intervention continues to yield such promising acquisition via stability across active goals and consistent change in level, increasing trend, and limited variability across novel goals to be introduced. Moreover, two additional goals have been generated, are currently in the baseline phase, may soon be introduced. Finally, any mastered goals are to be monitored in a maintenance phase to follow the PDP intervention.

Employee turnover has many side effects within a service organization. Some likely effects of turnover include variability and decreased consistency for the consumers, perceived threats to company culture and the financial costs inherent in recruiting and training replacements. In the presence of such effects, examination of the factors that decrease employee turnover is an important investigation. It is a logical extension that highly satisfied employees remain and thus organizations with high levels of reported satisfaction are likely organizations with decreased levels of employee turnover. Previous research has reported that satisfaction with training, supervision and pay predicted the employees’ intent to turnover (Kazemi & colleagues, 2015). This presentation will discuss the results of employee reported satisfaction on the aforementioned variables, measured throughout implementation of specific interventions aimed to increase satisfaction. Data were collected on satisfaction throughout baseline and intervention phases and intervention was evaluated with the use of a multiple baseline across service locations within the same organization. Our data will be discussed in the presence of observed trends and position specific variables. For example, this investigation highlighted the need to separate out the data based on clinical position as the highest dissatisfaction was reported by those in the behavior interventionist (BI) position and the highest satisfaction was reported by more senior team members. These results will be discussed in detail while discussing other data that were collected on other measures of interest, such as weekly supervision and goal setting. Future directions for those examining employee satisfaction will also be detailed.

The relationship between a supervisor and supervisee is complex and dynamic and plays an important role in the training of behavior analysts. Supervision provides students with the opportunity to develop their skills as a behavior analyst with the support of someone with experience and expertise. While the supervision relationship is intended to be one of support and guidance, the imbalance in knowledge and experience can create a power differential between the supervisor and supervisee. This power imbalance can lead to an inauthentic relationship and the supervisee disregarding supervisor feedback. In an attempt to address these potential issues within the supervision relationship, supervisors can create a flexible context for supervision by making space for effective dialogue using Acceptance and Commitment Therapy (ACT) and Relational Frame Theory (RFT) approaches. By noticing and allowing space for the differences, biases, and experiences that exist between the supervisor and supervisee, the supervisor can foster a bidirectional learning experience which allows the supervisor and supervisee to learn from one another. The panelists in this talk will speak to their supervision experiences and discuss how they have been able to integrate ACT and RFT approaches within supervision. Speakers will also answer questions about how supervisors can begin integrating these approaches in their own supervision.

Graduate students, BCBAs, BCaBAs

Building and maintaining an ethical training company or training department is paramount to the effectiveness and success of any Applied Behavior Analysis (ABA) practice. Trainers are responsible for training staff to fluency and mastery and ensuring readiness to work in the field. Supervisors are responsible for ensuring generalization of such skills in the natural environment and maintaining skills repertoires. In this talk, we will discuss the development and growth of a train the trainer program, best training practices such as Behavioral Skills Training (BST), Precision Teaching, acoustical guidance (clicker training), and digital technologies to train and supervise, trainers and Applied Behavior Analysis (ABA) staff.

Behavior analysts conducting supervision of applied behavior analysis services and staff training.

The talk will cover training and supervision in an online platform and in-person environments. It will include instructional design segment where attendees will learn how to create an evidenced-based training program and supervise staff utilizing a unique blend of Behavioral Skills Training, Precision Teaching, and digital technology.