Create a semi-structured interview of a supervisor regarding their supervisees' performance deficits, using non-technical terminology.

To do:

1. Create the set of questions based on the following guidelines.
2. Try to answer those questions.

Guidelines:

• First, avoid using technical behavior analytic jargon. Although most people in your field site are familiar with behavioral jargon, approach this as though you were interviewing a manager at an organization that has nothing to do with behavior analysis.
  • This is an important skill for you to practice across a variety of settings and people, including parents of clients you serve.
• Ask about some areas of employee performance that need improvement. You should aim to gather information on at least three areas of needed improvement.
  • Plan to includeat least two areas related to clinical skills/behavior/results. In other words, do notonly obtain information on operational issues such as attendance/timeliness (though you can include these in addition to at least two clinical performance issues).
• For each area of improvement noted by the supervisor, ask what it is employees should ideally be doing (think of this as the pinpoint or operational definition). And also ask what they are doing instead, that leads to a need for improvement? Also ask how the supervisor knows improvement is needed (i.e., what kind of evidence is there to suggest performance is below expectations)?
• For each stated area of improvement, ask what kinds of contingencies are in place to either support the desired performance and/or contribute to undesired performance.
  • Again, do not use technical jargon here. Even though you know what we mean by "contingencies," ask about it in a way that anyone can understand. For example, ask, "What kinds of consequences, both positive and negative, do RBTs experience when they perform adequately? What about when they underperform? Does anything good or bad happen to them based on how they do?"
  • Also ask about antecedents, but in everyday language, such as, "Do they know what level of performance is expected of them?" and, "Are there any kind of reminders or prompts to help them remember what they need to do?"
• Ask the supervisor to rank the stated areas of improvement in order of importance, along with the rationale for why each is ranked where it is relative to the others.

PLEASE DO NOT USE AI or chatgpt to generate answer, thank you so much!!