EDF 6224 Supervision Final Exam Questions And 100%
Correct Answers Latest Update
What is the error most supervisors make when trying to fix employee performance
problems? Answer Focusing on Them (the employee) rather than the Environment
Assessments allows us to: Answer "Create faster-acting & long-lasting effects" in our
interventions & represents best practices
Without assessments: Answer A supervisor may or may not identify the key variables for
influencing the supervisee/trainee performance
Types of staff performance assessments: - Answer Historical, indirect/informant,
direct/descriptive, experimental analysis
Historical assessments - Answer A great deal of data already exist in organizations
including information about employee behaviors, quality & quantity of services & long
range business outcomes
Reviewing existing data can assist in determining present status of supervisee/trainee
performance even past interventions that were not successful
NOT recommended for use as a sole assessment
Indirect/Informant Assessments-Answer Conducted through either structured or
unstructured interviews with various stakeholders
These type assessments are very popular in the OBM literature with 57% of studies
published
(Surveys, rating scales) easy & quick, require minimal training, yield desirable
intervention outcomes
Direct/Descriptive Assessments-Answer Conducting direct observations can be a
,source of highly reliable info related to barriers of performance
Some supervisees cannot provide information about the situation that reflects real state
of their work-this confirms information provided during indirect observation
Narrative recording - Response Directly observing behavior & writing down
antecedents, behaviors & consequences as they occur in environment, different from
ABC because supervisor is observing behavior not relying on interviews this strategy
especially useful when trying to identify exemplar behaviors & assess for barriers
Direct observation data collection - Watch supervisees/trianees & collect data directly
on various dimensions of behavior [frequently, latency, IRT] while correlating with
environmental variables can lead to effective interventions [# of DTT ran by staff, when
observed trials increase]
Disadvantages of direct observation/descriptive assessments - Answer Require more
time & training than indirect methods, do not demonstrate a functional relationship
without variable manipulation, will NOT work for certain behaviors of concern that are
prone to reactivity or are infrequent
Experimental analysis - Answer Involves manipulating variables to establish causal
relationships between environmental events & performance issues, only 5% of studies
published (in great contrast to clinical ABA)
Why compare? (Experimental analysis) - Answer Less experimental analysis in OBM as
compared to clinical ABA:
1. Often disruptive to business operations
2. Resource (time, people) intensive
3. Many variables in business can't be manipulated or controlled
4. Rule-governed behavior cannot/shouldnt be manipulated
A supervisor wishes to determine if the expectations for communication, within 244 hrs,
is a realistic expectation. What would be some good things to review during historical
assessment? - Answer Current policies which would relate to communication in
, employee handbook, historic latency of communications-from email system, systems
utilized for communication-text, email, phones & onboarding training
A manager is recording the antecedent & consequences of interruptions occurring
during the team meetings. What kind of assessment is this? - Answer Descriptive/direct
PDC-HS Uses - Answer Provides framework for new supervisors to establish their
assessment process, assesses procedural drift of experienced supervisors who have
stopped using the tool directly, when initial interventions (selected without an
assessment) are unsuccessful identifies "blind spots" that may have been overlooked by
supervisors, mitigates supervisors being overly-influenced by their own learning
history, bias or perceptions (also used when developing new systems & processes)
Before using PDC-HS - Answer Train assessors to use assessment by using behavioral
skills training Shadow experienced supervisor using tool & check for inter-observer
agreement Carefully identify performance of interest must be active, measurable &
observable All observers agree on definition Remember-For complex behavior issues do
NOT skip questions
Indicated intervention training - Most expensive instructed time-consuming antecedent
intervention designed to fully instruct supervisees/trainees on how to complete their
required work tasks, a necessary antecedent intervention for new team members, but
not sufficient to maintain behavior overtime
Behavior skills training - "Gold standard" of training methods in ABA, consist of
instruction, modeling, rehearsal & feedback (ensures generalization of skills)
Instructions-model-rehearsal-feedback(repeat until criteria met)- on job evaluation
"If I gave them a million dollars could they do it?" - Response If YES, this means that
training will NOT be effective to improve performance
Mastery - Response Performing a skill to a pre-set standard, may include an accuracy
component over a number of trials, does NOT include a time component
Correct Answers Latest Update
What is the error most supervisors make when trying to fix employee performance
problems? Answer Focusing on Them (the employee) rather than the Environment
Assessments allows us to: Answer "Create faster-acting & long-lasting effects" in our
interventions & represents best practices
Without assessments: Answer A supervisor may or may not identify the key variables for
influencing the supervisee/trainee performance
Types of staff performance assessments: - Answer Historical, indirect/informant,
direct/descriptive, experimental analysis
Historical assessments - Answer A great deal of data already exist in organizations
including information about employee behaviors, quality & quantity of services & long
range business outcomes
Reviewing existing data can assist in determining present status of supervisee/trainee
performance even past interventions that were not successful
NOT recommended for use as a sole assessment
Indirect/Informant Assessments-Answer Conducted through either structured or
unstructured interviews with various stakeholders
These type assessments are very popular in the OBM literature with 57% of studies
published
(Surveys, rating scales) easy & quick, require minimal training, yield desirable
intervention outcomes
Direct/Descriptive Assessments-Answer Conducting direct observations can be a
,source of highly reliable info related to barriers of performance
Some supervisees cannot provide information about the situation that reflects real state
of their work-this confirms information provided during indirect observation
Narrative recording - Response Directly observing behavior & writing down
antecedents, behaviors & consequences as they occur in environment, different from
ABC because supervisor is observing behavior not relying on interviews this strategy
especially useful when trying to identify exemplar behaviors & assess for barriers
Direct observation data collection - Watch supervisees/trianees & collect data directly
on various dimensions of behavior [frequently, latency, IRT] while correlating with
environmental variables can lead to effective interventions [# of DTT ran by staff, when
observed trials increase]
Disadvantages of direct observation/descriptive assessments - Answer Require more
time & training than indirect methods, do not demonstrate a functional relationship
without variable manipulation, will NOT work for certain behaviors of concern that are
prone to reactivity or are infrequent
Experimental analysis - Answer Involves manipulating variables to establish causal
relationships between environmental events & performance issues, only 5% of studies
published (in great contrast to clinical ABA)
Why compare? (Experimental analysis) - Answer Less experimental analysis in OBM as
compared to clinical ABA:
1. Often disruptive to business operations
2. Resource (time, people) intensive
3. Many variables in business can't be manipulated or controlled
4. Rule-governed behavior cannot/shouldnt be manipulated
A supervisor wishes to determine if the expectations for communication, within 244 hrs,
is a realistic expectation. What would be some good things to review during historical
assessment? - Answer Current policies which would relate to communication in
, employee handbook, historic latency of communications-from email system, systems
utilized for communication-text, email, phones & onboarding training
A manager is recording the antecedent & consequences of interruptions occurring
during the team meetings. What kind of assessment is this? - Answer Descriptive/direct
PDC-HS Uses - Answer Provides framework for new supervisors to establish their
assessment process, assesses procedural drift of experienced supervisors who have
stopped using the tool directly, when initial interventions (selected without an
assessment) are unsuccessful identifies "blind spots" that may have been overlooked by
supervisors, mitigates supervisors being overly-influenced by their own learning
history, bias or perceptions (also used when developing new systems & processes)
Before using PDC-HS - Answer Train assessors to use assessment by using behavioral
skills training Shadow experienced supervisor using tool & check for inter-observer
agreement Carefully identify performance of interest must be active, measurable &
observable All observers agree on definition Remember-For complex behavior issues do
NOT skip questions
Indicated intervention training - Most expensive instructed time-consuming antecedent
intervention designed to fully instruct supervisees/trainees on how to complete their
required work tasks, a necessary antecedent intervention for new team members, but
not sufficient to maintain behavior overtime
Behavior skills training - "Gold standard" of training methods in ABA, consist of
instruction, modeling, rehearsal & feedback (ensures generalization of skills)
Instructions-model-rehearsal-feedback(repeat until criteria met)- on job evaluation
"If I gave them a million dollars could they do it?" - Response If YES, this means that
training will NOT be effective to improve performance
Mastery - Response Performing a skill to a pre-set standard, may include an accuracy
component over a number of trials, does NOT include a time component
