Association for Behavior Analysis International

The Association for Behavior Analysis International® (ABAI) is a nonprofit membership organization with the mission to contribute to the well-being of society by developing, enhancing, and supporting the growth and vitality of the science of behavior analysis through research, education, and practice.


43rd Annual Convention; Denver, CO; 2017

Event Details

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Paper Session #240
Feedback Practices in Applied Settings
Sunday, May 28, 2017
11:00 AM–11:50 AM
Hyatt Regency, Granite
Area: OBM
Instruction Level: Intermediate
Chair: Jessica J. Alverson ( Hopeful Journeys Educational Center; Simmons College)
An Evaluation of Delayed Graphic Feedback and Immediate Verbal Feedback on Staff Performance of Paperwork Completion
Domain: Applied Research
JESSICA J. ALVERSON ( Hopeful Journeys Educational Center, Inc. and Simmons College), Mark Silberman (Hopeful Journeys Educational Center, Inc and Simmons College)
Abstract: Improving staff performance specific to paperwork completion is important in terms of quality of services, safety of the work environment and employee morale. Previous research had examined different interventions including training, graphic feedback, verbal feedback, goal setting, and reinforcement (Amigo, Smith, & Ludwig, 2008; Fienup et al., 2013; Gil & Carter, 2016; Langelan, Johnson, & Mawhinney; 1997; Palmer & Johnson, 2013). In addition some studies have also evaluated generalization of staff responding to non targeted, but similar responses with improved results (DeRiso & Ludwig, 2012). The purpose of the current study was to compare immediate verbal feedback and graphical feedback on staff paperwork completion in a day school for individuals with autism and challenging behavior. Verbal feedback was delivered individually to staff on a variable weekly schedule and graphic feedback was delivered monthly to the team supervisor. Participants included 50-60 1:1 staff divided into five different teams within the school. Evaluation of response generalization to an additional task was also assessed. The results of the study indicated that although response generalization was not observed with the non targeted paperwork, slight increases in paperwork completion were observed for four of five teams, even when variable weekly procedural integrity checks were decreased.

The Importance of Coaching Supervisors on Proper Feedback Delivery

Domain: Applied Research

Feedback is one of the widely used and studied interventions in Organizational Behavior Management. It has been shown to be even more effective, in increasing performance, when accompanied with performance-contingent rewards (Johnson, Dickinson, & Huitema, 2008). The purpose of the current study is to assess the cumulative effect of incentives, feedback, and coaching. Johnson (2013) pointed out that the effectiveness of feedback often depends on how it is implemented. Research studies have shown some of the attributes of a good feedback system. It must contain some element of evaluation and must be individualized whenever possible (Johnson, Rocheleau, & Tilka, 2015). What is missing from the literature are the social components involved in effective delivery of feedback, and coaching on those components. The phases of the study include baseline, incentive, incentive and feedback, and incentive and coached feedback. The incentive component of the research involves rewarding employees with $4 for every additional product made above a target number, in addition to their hourly pay. The two other phases are yet to be implemented. Feedback will be given by the supervisor in the incentive and feedback phase. In the final phase, the supervisor will receive coaching on the proper delivery of feedback.




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