Should We Use A Board And Train Service?

Behav Anal Pract. 2012 Winter; 5(2): 82–88.

Teaching and Maintaining Upstanding Behavior in a Professional Organization

Matthew T. Brodhead

Utah Country University

Thomas S. Higbee

Utah State Academy

Abstruse

In addition to continuing instruction mandates by the Behavior Annotator Certification Lath (BACB), behavior-analytic professional organizations may adopt systems that teach and maintain ethical beliefs in its employees. Systems of ethical supervision and management may allow for an arrangement to customize training that prevents ethical misconduct by employees. These systems may also allow supervisors to identify ethical bug in their infancy, allowing the organisation to mitigate concerns earlier they further develop. Systems of ethical direction and supervision also may help to improve services and promote consumer protection. Boosted benefits might include both avoiding litigation and loss of consumers and income. These systems may promote the field of Beliefs Analysis equally a desirable, consumer-friendly approach to solving socially significant behavior problems.

Keywords: behavioral systems, Behavior Analyst Certification Board, professional development, staff grooming

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A Since the founding of the Behavior Analyst Certification Board^® (BACB^®) in 1998 (Shook & Favell, 2008), the BACB's (2010) Guidelines for Responsible Comport for Behavior Analysts (futurity referred to every bit the BACB Guidelines) have functioned as the governing doctrine of upstanding behavior for those earning and maintaining certification by the BACB (for a history of the origin of the field's ethical codes, see Bailey & Burch, 2011). Ii of the three options for obtaining BACB certification at the master's and doctoral level crave either coursework or teaching feel in the area of ethical conduct (BACB, 2012a). All three eligibility options require passing an examination that currently contains 18 questions directly related to ethical comport (BACB, 2012b). In order to maintain certification, certificants must earn 36 continuing pedagogy hours every 3 years, three of which must directly relate to ethics and professional beliefs (BACB, 2012c). In summary, the BACB mandates exposure and understanding of the BACB Guidelines throughout the career of its certificants.

Behavior analysts often work with at-run a risk or vulnerable populations and, as a outcome, are probable to run into situations that pose special ethical problems (Bailey & Burch, 2011). Consequently, along with BACB continuing education mandates, a professional organisation may wish to adopt boosted systems to teach and maintain ethical behavior in its employees that complies with BACB Guidelines. Ethical behavior, like any other professional skill, is a discriminated operant that is learned and maintained through contingencies of reinforcement (Newman, Reinecke, & Kurtz, 1996). An organization should consider ideals training and familiarity with the BACB Guidelines as a standard course of professional development and personnel management because ethical beliefs is learned behavior.

When an organization does non foster systems that teach and maintain ethical conduct, employees may exhibit behavior that results in undesirable outcomes for consumers, the employees themselves, and the organization equally a whole. Most chiefly, systems of ethical monitoring and supervision may ultimately ameliorate consumer intendance and protection. Additional outcomes may include loss of consumers, damage to the company or a provider'south reputation, costly litigation, and/or damage to the full general field of practical behavior analysis (ABA). The primary do good of a system of ethical management is that it can ensure relevant upstanding training and ongoing ethical supervision of employees and thereby potentially prevent many of these problems. Earlier nosotros describe the mechanisms of a arrangement of ethical training and supervision, we elaborate on how a visitor may benefit from adopting such an approach that teaches and maintains ethical beliefs in compliance with the BACB Guidelines.

Benefits of Ethics Training and Supervision

Results in higher quality of intendance and greater consumer protection.

The most important benefit of adopting systems of ethical grooming and management is that they may allow service providers the opportunity to meliorate the quality of handling they provide. Systems of internal monitoring may prevent individuals in the organization from taking more consumers than they tin handle, only in order to increase the agency's bottom line. Having more time to devote to consumers may allow for employees to provide better behavior-analytic services. Employees of some agencies may occasionally feel pressure to take consumers with challenging behaviors, even though they may non be qualified to serve them. A system of internal monitoring may prevent these instances from occurring.

Systems of ethical grooming and monitoring may also lead to greater consumer protection. Consider a recent case where a female person employee worked at a residential facility that provides services to adults with mild intellectual disabilities. The employee asked the resident to nourish a pool party with her and her friends. Without proper training, the employee may not recognize that this behavior could lead to loss of consumer confidentiality and the potential for physical harm (e.g., exposure to booze or drugs). If an organization provides training and supervision of ethical beliefs, they are more probable to prevent this scenario, and ones like it, from occurring.

Provides relevant training to employees.

An organization may benefit from educational activity ethical behavior to employees because training programs can focus on relevant ethical issues that are likely to arise during practice. For example, employees in an bureau that provides consultation to school districts are likely to encounter ethical issues that arise with school district policies (due east.thou., restrictions on effective teaching procedures and behavior management strategies). Those working in a private clinic are probable to come across issues with other professionals and parents (due east.g., dual relationships). A company-specific ethics training arrangement tin provide pertinent information to its employees, based on ethical issues they are likely to encounter, that may non be covered in continuing education workshops or tertiary-party presentations.

It is possible that individuals working for professional person organizations may not come up in contact with the BACB Guidelines, or relevant continuing didactics, because they are not pursuing or maintaining certification past the BACB. Unless a professional organization has educational and management systems in place, these non-BACB-certified employees may not obtain adequate ideals training relevant to the field of beliefs assay. This lack of specific training in ethics may put these employees, and the organization, at a college gamble for ethical violations.

Helps to mitigate consumer loss, reputation damage, and litigation.

Another do good of a organisation of ethical grooming and management is that an organization may avoid upstanding issues that damage the reputation of an agency if it has preventative systems in place. Information technology is possible the furnishings of a damaged reputation may lead to loss of consumers and ultimately negatively affect the financial soundness of the company. We argue that an antecedent strategy to prevent ethical misconduct is better than taking reactive measures; when harm has almost probable already been done. It is also possible for litigation to arise due to inappropriate ethical comport. Litigation may not but harm the financial country of the organisation but too the reputation of that bureau and those who manage it. This damage to the reputation of an organization will likely have a negative fiscal impact as existing consumers may end services or potential future consumers may choose other providers.

Promotes the arrangement and the field of ABA.

From a business organization perspective, organizations that provide services for individuals with autism, for instance, compete financially with a number of branded approaches (east.m., RDI, Floortime, and TEACCH). Behavior analysts tin can produce as much disarming scientific and practice-related data as humanly possible only unless those data are accompanied by appropriate ethical behavior, the reputation of ABA may not effectively compete with other treatments.

When provided a choice betwixt two or more treatments (e.thou., ABA vs. TEACCH), consumers may be more likely to focus on the relative ethicality of service providers. Consumers may cull competing service providers unfettered from bug relating ethical misconduct. However, if behavior analysts engage in behavior that exceeds the standards of consumers, organizations can possibly avoid the negative outcomes mentioned above, recruit and maintain more consumers, and ultimately become more financially audio. Perchance nigh important is that consumers volition recognize the field of ABA every bit dedicated to protecting its consumers.

Finally, the field of ABA may benefit from an organization that teaches and maintains ethical behavior considering this class of behaviors is likely to promote the field as a viable and respectable profession. Individuals who appoint in undesirable ethical conduct have a tendency to give ABA a "bad proper noun," regardless of good work existence disseminated by others in the field. An instance is the event in Sunland, Miami where the misuse of behavior-analytic principles scarred the reputation of the field of ABA. Specifically, an individual implemented restrictive and harmful strategies such equally long-term restraint and forced public masturbation in the proper noun of "behavior modification" (encounter Bailey & Burch, 2011).

We suggest in this commodity a model for a professional person organization¹ to teach and supervise ethical behavior that complies with the BACB standards and helps encounter the goals described above. Individuals in supervisory positions may wish to adopt these systems in club to better the ethical behavior of their employees. Researchers interested in applied ethics may also wish to systematically evaluate these approaches in order to evaluate the efficacy of our recommendations. Therefore, researchers and supervisors may both take involvement in the following. Ultimately, these systems may assistance in the evolution and maintenance of behavior that complies with BACB standards and meets the needs of the organization by promoting it equally a reputable visitor, minimizing consumer loss, enhancing fiscal gain, and, near of import, promoting consumer care and protection. We likewise propose directions for future researchers to explore regarding the development of upstanding management systems and technologies.

Ideals Preparation and Supervision

Considering of the possible benefits of adopting a system of ethics preparation and supervision, an organization may wish to consider the role of a supervisor in overseeing the arrangement to ensure it runs smoothly. We accept proposed a role to fulfill the position of overseeing upstanding training and supervision, the ideals coordinator. The ethics coordinator serves as the first component within the larger system of ethical direction. Using what is sometimes referred to as a front-end analysis, we have identified what we feel are the ideal skills and chore objectives of the ethics coordinator based on the skills of experts in the field of behavior analysis. The following clarification serves every bit a best-example scenario. Organizations may wish to modify our proposed criteria to meet their private needs. For example, the ideals coordinator could be a stand-alone position or a role in addition to other responsibilities.

Company Supervisor of Ethical Behavior (Ethics Coordinator)

The ethics coordinator functions as the resident expert of ethics by overseeing and monitoring individual and grouping supervision of upstanding beliefs and may besides lead the discussion in meetings (described below). They besides develop and revise training materials for the conquering of ethical skills and study to the director of the organisation on the ethical conduct of employees. In accordance with BACB Guideline ane.03 (Professional Evolution; BACB, 2010), the ethics coordinator would nourish local, state, and national conferences and workshops to remain up to appointment on electric current issues of ethical acquit.

From our analyses, an platonic ethics coordinator is a Board Certified Behavior Analyst (BCBA) who has a master'south or doctoral degree in behavior assay (or equivalent). We propose that an understanding of behavior analysis is essential, peculiarly if an upstanding dilemma arises that involves the use of behavior-change procedures. For example, suppose an ethical business organization arises when an employee is using a penalty-based procedure to subtract behavior without having first tried function-based treatment strategies. If the ethics coordinator is overseeing the supervision of this employee, they could identify this ethical concern and draw attention to functional assay methodology (due east.g., Iwata, Dorsey, Slifer, Bauman, & Richman, 1982/1994) and the function-based handling literature. Commodity BACB Guideline 2.10 is applicable here, where "in those instances where more than i scientifically supported handling has been established, boosted factors may exist considered in selecting interventions" (BACB, 2010, p. 5). Here, the ethics coordinator not only helps the therapist select a more socially acceptable treatment, but he or she would also assist to protect the consumer from the potentially harmful furnishings of the misuse of penalisation interventions.

In addition to the skills listed in a higher place, the ideals coordinator should have considerable supervision experience and have an advanced understanding of the BACB Guidelines (in accordance with BACB Guideline 7.03, Being Familiar With These Guidelines; BACB, 2010). The ethics coordinator could serve as a reference for those in the organization with less knowledge most ethics and ABA. He or she should have a well-developed understanding of relevant local, land, and federal laws for the aforementioned reason. BACB Guideline 1.04 (Integrity) states "the behavior analyst's behavior conforms to the legal and moral codes of the social and professional customs of which the behavior analyst is a member" (BACB, 2010, p. 2). Therefore, it is important for an organization to have steps in identify to brand sure these laws and regulations are followed.

Mandated reporting serves equally a specific example of why an ethics coordinator should be familiar with state laws, because mandating reporting statutes differ from state to country (Child Welfare Information Gateway, 2010). Behavior analysts who piece of work with children or the elderly demand to be familiar with local mandating reporting laws, and the ethics coordinator could serve as a good source of information regarding the constabulary in case an consequence of mandating reporting or other related concerns ascend during the course of professional do, once more facilitating greater consumer protection.

The ideals coordinator is likewise responsible for drafting a declaration of professional services (Bailey & Burch, 2011) for each type of service the company provides (e.yard., one for inhome services and one for school-based consultation services). According to Bailey and Burch, the declaration of professional services is a document that helps to "clarify rules and boundaries with consumers at the initiation of services, before the meteor shower of ethical bug comes raining downwards" (p. 260). In this declaration, the ideals coordinator describes the visitor and employee's area of expertise, the nature of the professional relationship (including limitations and risks), the responsibilities of the consumer, and the employee's commitment to the BACB Guidelines. The proclamation too describes confidentiality, appointments, cancellations, and fees. Before any employee begins providing services to a family or organization, Bailey and Burch recommend they review and sign this document as an ancestor strategy for preventing upstanding bug from occurring. The ethics coordinator is responsible for ensuring that the employees in his/her organization are administering this declaration to their consumers (see Bailey & Burch for a sample annunciation).

Depending on the size and/or resources of an system, the ethics coordinator may be a stand up-alone position or a responsibility inside an existing position (e.grand., a regional coordinator or vice president). If the responsibilities are in addition to professional person responsibilities, then the ethics coordinator would monitor ethical behavior and provide training on an agreed-upon basis. That style, someday the individual is non providing training and supervision on upstanding behavior, he or she could provide professional person services or consummate other administrative tasks.

The president of the organization or a committee familiar with applied ethics may wish to rent or engage the ethics coordinator. The ethics coordinator may also written report to this committee, or the agency director, on a monthly basis. Regardless of who supervises the ethics coordinator, the organisation should periodically review his or her and supervise them in a way that monitors the integrity and effectiveness of this position.

Individuals who suggest the creation of an ethics coordinator role or position may have a difficult fourth dimension doing so due to concerns from upper management. For example, it is likely that the time the ethics coordinator spends on managing ethical issues cannot be billed to funders. The company may likewise express concern about spending money on additional supervision and training. We advise that organizations consider the payout of adopting such a role or position, given the potential benefits we described above. One may suggest adopting the ideals coordinator function for a trial period. This may allow the arrangement to come up into straight contact with the benefits of such a position. Finally, future research in this area may provide empirical support for cost savings due to fourth dimension spent on managing and preparation ethical beliefs. In the remainder of the paper, we describe other specific roles of the ethics coordinator in more detail.

Individual Supervision and Preparation

BACB Guideline 5.eleven (Training, Supervision, and Safety) states that "behavior analysts [should] provide proper training, supervision . . . to their employee or supervisees and take reasonable steps to see that such persons perform services responsibly, competently, and ethically" (BACB, 2010, p. 10). Therefore, supervisors should brand ethics a topic of discussion in add-on to providing supervision of other skills (eastward.g., developing treatment plans).

Components of individual grooming and supervision.

Supervisors should actively promote discussion of ethical behavior during private supervision meetings that occur on at to the lowest degree a biweekly footing. When a supervisor promotes such discussion, it makes dialogue more likely to occur than if the supervisee is left to his or her own devices to raise potential upstanding concerns. When discussing how to prevent or address an ethical problem, the supervisor tin can provide feedback and guidance to the supervisee during problem-solving exercises. If the supervisor has any questions regarding the course of action, the ethics coordinator will serve as a reliable local reference. This besides serves as an ideal time to address visitor policies that are related to issues of ethical conduct, such as dual relationships and practicing outside of the telescopic of competence. The ethics coordinator is responsible for overseeing the private supervision meetings and receives feedback from those meetings in guild to improve the individual supervision procedure.

The post-obit examples highlight the importance for supervisors to encourage conversation virtually possible ethical conflicts. A mother of a student receiving in-home services from a straight-line employee asks that employee to drop her child off at daycare after the handling session. If the employee fulfills the mother's request, he or she may not have the skills to place the potential for creating a dual relationship that may impede upon the original professional relationship. Past promoting discussions related to policies on dual relationships, as well as the BACB guidelines, the supervisor is likely to discover and remedy this situation, non as a form of punishment for the employee only every bit a measure for resolving the situation and preventing confrontations that may arise in the time to come (e.g., the mother expecting additional services from the direct-line employee other than those outlined in the service agreement).

Another example of the importance of encouraging discussion of upstanding behavior is when a instructor confronts a behavior analyst consulting in a public school and asks the behavior annotator to provide services to a different student who has nutrient selectivity behaviors. When discussing this asking with his or her supervisor, the employee will larn that, before he or she can provide services, potential medical causes for food selectivity must be ruled out. Because of the feedback the employee received from his or her supervisor, they can at present address the teacher's request while remaining within the boundaries of beliefs-analytic practice.

In both cases, the supervisor provides feedback to the supervisee regarding the appropriate grade of ethical action. The goal of this feedback is to increase the probability of desirable upstanding behavior occurring in the futurity, to resolve current issues, and to foreclose potential bug (or from becoming more than significant). In addition to providing feedback on behavior to change, the supervisor should reinforce appropriate responses to ethical conflicts when they occur. Finally, when the supervisor meets with the ethics coordinator, the ideals coordinator can provide feedback on the courses of activity taken by the supervisor like those described in a higher place. After the supervisor solves the ethical problem, he or she should document the scenario that took place. Along with the benefit of having written documentation (e.g., in case the situation leads to litigation), the company can maintain an archive of ethical issues that accept arisen during exercise. The company volition benefit from having this annal because the ethics coordinator will be able to contain relevant past scenarios into futurity company-broad training described below.

Group Preparation and Supervision

In some instances, the ethics coordinator may identify an upstanding outcome he or she may want to accost during a grouping discussion due to the complexity or scale of the state of affairs. For case, a business organisation may focus on a child who shows signs of physical abuse. The ideals coordinator may supervise a discussion between the relevant members of the professional person team on the appropriate grade of action (e.g., discussing how to document suspected instances of abuse and reviewing local mandated reporter laws). The organization may conduct this preparation in a grouping format while disseminating or discussing other data (as in the case of a company in-service training that occurs the last Friday of every month). Alternatively, the organisation may devote an unabridged preparation day to ethical behavior. We encourage an system to integrate such trainings in a way that best meets their fiscal and logistical needs.

Components of group training and supervision.

Regardless of the nature of the state of affairs, employees may do good from discussing upstanding dilemmas among themselves during formal grouping meetings and training sessions conducted past the ideals coordinator. In this situation, employees can share their ideas and rationale for determining a course of activeness to an ethical problem. Furthermore, the ethics coordinator can provide feedback on the ceremoniousness of emitted responses and ultimately shape the repertoire of trouble solving ethical dilemmas. The ethics coordinator should as well stress the potential benefits of behaving ethically, especially the benefits of college quality services and greater consumer protection. Employees can present current questions regarding ethical behavior or the coordinator can pose prepared questions. This dialogue resembles the guided practice stage of operation-based educational activity (Brethower & Smalley, 1998), where learners work through scenarios nether the guidance and supervision of an expert (i.east., the ideals coordinator).

The following instance describes how this discussion may occur. The ethics coordinator reads a scenario where an employee has agreed to provide childcare services for a consumer subsequently a therapy session. The ethics coordinator then asks the employees to identify whether or not an ethical problem is nowadays.² Employees are and then asked to describe the verbal nature of the violation and how they can resolve it. Throughout the discussion, the ethics coordinator provides differential feedback depending on the appropriateness of employee responding.

In terms of the difficulty and frequency of discussions, for those with little or no experience in solving upstanding problems, the ethics coordinator should provide clear and elementary scenarios. As the skills of the employee improve, the scenarios tin can become more complex. Some organizations may wish to devote entire sessions to teaching and discussing ethical behavior, while other organizations will incorporate ideals training into other established preparation (e.chiliad., functional analysis training).

In terms of curriculum, when considering topics for discussion, the organizations should present previously documented ethical problems in order to forbid those problems from occurring in the hereafter. Bailey and Burch (2011) offering some excellent examples of practice scenarios that include ethical dilemmas. When designing instructional curricula from a beliefs-analytic perspective, the observable skills employees obtain from the training program should be articulated (Mager, 1977).

The overall goals of ethics grooming may exist to amend the ethical behave of employees by familiarizing them with the BACB code of ethics, teaching them to recognize and manage ethical dilemmas when they occur, and/or instruction them to forestall ethical dilemmas before they occur. In addition, objectives tied to appreciable behavior should be generated. For example, when given a written scenario, participants will identify instances of practicing outside of one's boundaries. Such objectives provide the organization with an appreciable behavior to measure in order to evaluate the effectiveness of the group discussion and grooming. Of grade, it is in the best involvement of the arrangement to evaluate the training it provides in guild to ameliorate its instructional systems. Feedback from performance measures and breezy information (eastward.thou., social validity surveys) may help the company improve teaching tools.

Evaluating Ethical Behavior in Practice

As is the case for any intervention, behavior analysts should continuously evaluate the effectiveness of training and supervision programs. Below, we provide suggestions for how an organization may internally monitor the ethical behavior of its employees in addition to the general recommendations nosotros described higher up.

Organizations may wish to administer periodic tests to employees in club to evaluate their skills in making ethical decisions. For example, a test may include 10 scenarios (vii of the scenarios describe issues that have or are likely to occur in the company, and iii questions draw scenarios where no action is needed). This evaluation should test their ability to identify the trouble, describe why information technology is a problem, and provide a description of how they can solve the problem. Afterwards completing the exam, the employee should so review their answers with the ideals coordinator who should provide operation feedback and administer a re-test if necessary.

An organization may wish to monitor the number of complaints they receive from consumers. Complaints about ethical behavior may be monitored over fourth dimension, both in the presence and absenteeism of upstanding management systems. Though it may not be feasible or practical to monitor the occurrences of complaints in the absence of systems of ethical management, organizations nevertheless may wish to monitor this variable. Fifty-fifty if an organization receives few, if whatsoever, complaints, they may wish to ship out periodic surveys to consumers that address the ethical functioning of employees. Information technology is possible that consumers may accept concerns regarding the ethical behavior of service providers, merely may not otherwise be willing to bring them to the agency'south attending.

Finally, an organization may take the ethics coordinator, or supervisor, back-trail each employee for a given flow of fourth dimension, at least on an almanac basis, in order to discover their ethical comport during the course of professional practice. For example, the ethics coordinator could observe the employee during business meetings with consumers and caregivers, or observe the employee implementing behavioral interventions. Though the presence of the supervisor may influence the behavior of the employee, the supervisor could at least identify whatever potential bug that may arise for that specific employee, allowing for the opportunity to discuss those possibilities and to provide feedback on how to deal with potential bug.

Summary

To appointment, researchers have not systematically evaluated organizational systems of ethical training and supervision for behavior-analytic service providers. Until researchers develop these models, full general systems of ethical direction and training, like those mentioned above, may provide a fruitful starting point for an organization wishing to teach and maintain ethical behavior in its employees. In add-on to supervision scenarios mentioned to a higher place, structured preparation programs may likewise generate desirable behavior change at all levels of the organisation. We hope future researchers explore these options.

In this paper we map out a potential arrangement for an organisation to implement in lodge to teach and maintain upstanding behavior and familiarity with the BACB Guidelines in addition to BACB mandated training. Though we describe what we determined to be an ideal pattern, we encourage organizations to change the model to meet their private needs. In our model, the ethics coordinator oversees individual and group training and supervision sessions. The purpose of this arrangement is to develop a permanent antecedent intervention within the system that prevents upstanding dilemmas from arising. If bug practise ascend, we hope our model provides a strategy for identifying bug and correcting them earlier more than problems surface. Finally, companies that keep rail of previous ethical problems tin can use those scenarios as baseline information for future trainings and to inform them while they meliorate the quality and relevance of employee training.

We hope our suggestions convey the importance of agreement and applying the principles outlined in the BACB Guidelines. Ultimately, companies should promote an organizational civilization that makes a commitment to the BACB Guidelines paramount. The BACB Guidelines depict considerations that are germane to practicing beliefs analysis and to the field as a whole. Behavior that stays within the guidelines will, by default, event in all of the benefits we described above, with consumer protection and quality care as the centerpiece of these benefits.

Footnotes

Matthew T. Brodhead, Department of Special Educational activity and Rehabilitation, Utah State University, Thomas Southward. Higbee, Department of Special Education and Rehabilitation, Utah Land University. This article was inspired past a workshop Alice Austin, Tyra Sellers, and both authors conducted at the 2011 California Association for Beliefs Analysis convention. We give thanks Hannah M. Dulin for her comments on an earlier draft of this paper.

Activeness Editor: James Carr

Those who are cocky-employed may wish create an breezy coalition with colleagues and peers that adopts the strategies outlined in this paper.

Organizations should consider providing scenarios where in that location is not an ethical dilemma. This may assistance to establish discriminations between appropriate and inappropriate ethical behavior.

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