Skill Development Assignment: Evaluating The Effects Of Training & Supervision Experience

Question

Task: For this skill development assignment, you are going to assess your current set of skills using the BACB 5th edition Task List assessment provided, create a set of supervision goals, design a training plan using a behavior skills training approach, and consider a process to evaluate the effects of a supervision and training experience.

Completing Your Assignment:
Using the 5th Edition Task List Rating Scale you will rate your current skill set across each domain (A–H) of the task list. You should include this completed assessment tool as an appendix to your assignment. In narrative form, reflect upon your assessment as a whole and discuss how it can help in developing an effective supervisory experience.
Next, you will choose two skills from each domain of the task list (A–H) and operationally define a set of supervision goals that can be used to design a training plan for developing an effective supervision experience. Provide a brief (1- to 2-paragraph) discussion to explain how pinpointing and defining these goals contribute to a valuable training experience. Choose your two goals from both domains F: Behavior Assessment and G: Behavior Change Procedures. Using each of the steps outlined in the behavior skills training approach, design a training plan for each of the four goals. You may use any of the appropriate Appendices provided in unit readings to structure your work. Be sure that your approach considers how any of the seven dimensions of applied behavior analysis (Baer, Wolf, &Risley, 1968) are reflected in your training rationale for each goal. Explain how you would go about evaluating the effects of supervision and/or training. What aspects of the experiences do you need to take into consideration? How does this evaluative process further contribute to an effective supervision experience?

Answer

Introduction
In this skill development assignmentvarious set of skills have been assessed by creating a set of supervision goals, designing a training plan and considering a process for evaluating the effects of training and supervision experience. I have chosen two abilities from each category to construct a training plan for establishing an excellent supervision experience. Each business has its own set of goals and there are plans and tactics in place to help achieve them. Setting professional and skills development goals is essential for attracting and maintaining high performing personnel.

Reflection of the Assessment done
In the given assessment I have selected various skills that define supervision goals for effective supervision experience. As per the excel sheet provided there are two sections which consists of various domains. This domain has five sub-points, the majority of which are concerned with identifying the goals of behaviour analysis and describing behaviour from a radical behavioralist perspective. The first domain is philosophical underpinnings, which has five sub-points that are mostly concerned with identifying the goals of behaviour analysis and describing behaviour from a radical behaviourist perspective.The second domain discusses the behavior and response class along with the positive and negative reinforcements. The operational definitions of behaviour and the evaluation of the validity of measuring techniques are the topics covered in the third area.The next domain is focused on distinguishing the dependent and independent variables. It is primarily based on ethics, behaviour assessment, identification of the issue, choosing and executing solutions, and people management that the second half of the evaluation is composed of.

Choosing Skills Defining Supervision Goals for Effective Supervision Experience
In order to design a training plan for developing a supervision experience that is effective I have selected two skills from each domain. When talking about the first domain we adopt a set of assumptions regarding how the universe operated when we participate in scientific investigation. It wouldn’t be possible to agree on any of the discoveries if there were no common assumptions and henceforth building a body of scientific data would have been impossible. Furthermore,in addition to understanding behavioural principles, a radical behaviourist approach can assist the practitioners and scientists in evaluating the roles of private events without resorting to subjective interpretations for behaviours(Taylor-Santa et al., 2014). From the second domain it is important to highlight positive and negative reinforcement contingencies and stimulus control. Here the positive and negative refers to something that is being taken away or added which results in the change in behaviour under circumstances. In the C domain the two skills to lay focus on are measuring form and strength of behaviour and evaluating the reliability and validity of the procedures of measurement.These skills are important as it helps in measuring how intense a behaviour can prove to be.

Furthermore, from the D domain distinguishing between external and internal validity as well describing the rationales are used. This is because the findings of research are meaningless therapeutically unless it is shown that the procedures were responsible for the significant improvements. From the E domain it is necessary to review the existing data as well reviewing the records along with describing the common functions of problem behaviour. As per the behaviour assessment domain determining the need for services of behaviour analytic and conducting preference assessments is used in developing an experience of effective supervision(Schenk, 2016). This helps in guiding the practitioner in guiding towards increasing the behaviour in future. Looking forward to the identification of the problem domain it is important to use rules and instructions along with instruction based on equivalence. It is a collection of techniques which teaches redundant conditioned distinctions across stimuli that results in the development of new derived connections without the help of additional training. Skills in choosing and executing interventions, skills in monitoring the development and treatment of clients, skills in interacting with those who give and support services to clients may all be used in the area of selecting and implementing interventions.

Each organization has its unique set of objectives and there are plans and strategies that assists in achieving them. It is critical to collaborate with the employees that will help in setting training objectives. Setting professional and skills development gaols is critical for engaging and retaining the employees with high performance. This can further help them in concentrating to their efforts, explaining their thoughts and maintaining their motivation. <

Goals from both domains F: Behaviour Assessment and G: Behaviour Change Procedures
In the behavioural assessment domain, I have chosen the following objectives: performing evaluations of the potential skills and strengths including their weaknesses; characterising the common functions of problem behaviour. Procedures from the G domain of behaviour modification that use positive and negative reinforcement measures to enhance behaviour, as well as the establishment and use of conditioned reinforcers, are carefully selected and implemented.

Training plan
Conducting assessments of relevant skill strengths and deficits
• The first is to identify the needs of business which is a critical part of training program. This helps the organization in focusing on the areas obligatory for the employs to reach the organizational goals.
• The next step is performing an analysis of gap which includes analysing the current position of the employ’s skills and performances and comparing the same to the level desired. This will help in assessing the skill strengths as well the deficits of the employees(Singh, 2019). This can be done through the records of HR, conducting personal interviews, using various focus groups, regular surveys, self-assessments observationsandquestionnaires.
• The next step includes assessing the options of training. There are certain factors which can determine whether the training is a viable option or noy like cost, solution for the problem, ROI, legal compliance, time and so on.
• The last step us reporting the needs of training and recommending various plan for the training.

Describing the common functions of problem behaviour
• The first step is instructing where the employee needs to be provided with a detailed overview of the behaviour and skills that are being taught to them.
• Next process is modelling which includes demonstrating the tasks to the employees which can be done person to person.
• The third stage is rehearsal stage where the employees must be provided with various opportunities to practise and apply the new skill learnt. This will help in understanding the skill properly and make the process more understandableto the learner.
• The last stage is feedback which should be both positive as well as negative. The employees must be provided with positive reinforcements for task done well and constructive criticism for the details missed or executed poorly.
Using positive and negative reinforcement measures to strengthen behaviour
• The positive reinforcements are used in order to increase the behaviour and performance through rewards(Kobialka, 2016). The employees are rewarded for their performances which motivates them to perform better as well motivates others to reach the similar position.
• Negative reinforcements are generally designed to upsurge the behaviour frequency. This is exactly the opposite of positive reinforcements.

Establishing and using conditioned reinforcers
• The first stage is selecting and defining the desired behaviour.
• Determining the learner’s current proficiency with the skill.
• Making a list of all the stages that leads to the desired action.
• The desired behaviour must be taught and when there is specified approximation to the goal behaviour is seen, then the learner must be encouraged and reinforced differently.

Effects of Supervision Training
It is critical to train the supervisors so that the organizations do not end up in the courtroom. Supervisors who have been taught in fundamental law compliance can assist in reducing the risks for the organization(kayla, 2020). Furthermore, teaching supervisors how to connect and encourage the people helps in retention of the employees and boosting the productivity of the organization. Soft skills training helps in reducing the turnover expenses as well boosting the retention of the staff. Budget restrictions can sometimes cause hold on the training. However, if the training is provided to the supervisor at an early stage of the career might be one of the most cost-effective ways to save time and money.

The process contributing to an Effective Supervision Experience
Providing personnel with the resources they require in order to complete their tasks contributes to the productivity of the organization. The instruments can be anything material that is required for the task for example machines, booklets and so on. Providing the personnel with the training to complete their tasks is very necessary(Preece, 2016). One of the most important things to keep in mind is that learning is more difficult than what we expect it to be. There are some who learn more quickly than the others and there are some who needs attention. So, the training must be repeated which will help all the employees with the retention and application of the skills learned productively.

Conclusion
The work list from the BACB 5th edition was used to develop an array of supervisory objectives, develop a training plan, and evaluate a procedure for assessing the impact of training and supervising experience. Several different sets of abilities were tested as part of this project, all of which were based on the BACB work list.To create a training plan for generating a great supervision experience, I picked two talents from each area. Each organisation has its own set of objectives, as well as plans and strategies in place to help them achieve their goals.Setting professional and skill development objectives is critical for recruiting and retaining high-performing employees.Conducting evaluations of relevant skill strengths and weaknesses, as well as identifying the common functions of issue behavior, are the aims that I have chosen from the F domain, which is behavioral assessment. Procedures for strengthening behavior utilizing positive and negative reinforcement measures, as well as developing and applying conditioned reinforcers, are carefully chosen from the G domain of behavior modification.

References
kayla. (2020). Philosophical Assumptions of Behavior Analysis - Section A-2. AllDayABA. https://alldayaba.org/blog/f/philosophical-assumptions-of-behavior-analysis---section-a-2
Schenk, Y. (2016). Effects of the Discriminative Stimulus Procedure Using Effects of the Discriminative Stimulus Procedure Using Intermittency with Individuals with Developmental Disabilities Intermittency with Individuals with Developmental Disabilities. https://scholarworks.wmich.edu/cgi/viewcontent.cgi?article=2938&context=dissertations Singh, D. (2019). (PDF) Understanding philosophical underpinnings of research with respect to various paradigms: Perspective of a research scholar. ResearchGate. https://www.researchgate.net/publication/333036861_Understanding_philosophical_underpinnings_of_ research_with_respect_to_various_paradigms_Perspective_of_a_research_scholar

Taylor-Santa, C., Sidener, T. M., Carr, J. E., & Reeve, K. F. (2014).A DISCRIMINATION TRAINING PROCEDURE TO ESTABLISH CONDITIONED REINFORCERS FOR CHILDREN WITH AUTISM.Skill development assignmentBehavioral Interventions, 29(2), 157–176. https://doi.org/10.1002/bin.1384
Kobialka, J. (2016, May 10). 7 Reflection Tips for Assessment, Empowerment, and Self-Awareness.Edutopia; George Lucas Educational Foundation. https://www.edutopia.org/blog/reflection-assessment-empowerment-self-awareness-james-kobialka
Preece, D. A. (2016, September).The Five Steps of Supervision, Part One: Establish Responsibilities. American Academy of Ophthalmology.https://www.aao.org/eyenet/article/five-steps-of-supervision-part-one-establish-respo

Appendix