A Staff Performance Measure You Should Be Collecting

In this blog, I’ve frequently warned you about all the things that can go wrong when managers start measuring staff performance and explained what you shouldn’t do. That’s not great teaching. In behavior analysis, we know it is not sufficient to tell people what not to do. We need to tell people what to do instead. So, today, I’d like to focus on one positive suggestion of something I think that managers should measure. Although I think this measurement could apply to many jobs, it is especially relevant for RBTs (Registered Behavior Technicians) or other staff working with children with autism or other developmental disabilities.

Suggested Measurement: The frequency of suggestions for improvement in processes, or any series of steps needed to accomplish a result.

Why this is a strong measurement:

Staff needs to clearly understand the current processes to make suggestions for improvement.
Staff is more likely to follow the current processes if their attention is focused on the processes.
Your staff is most likely to be able to recognize weak processes and suggest improvements.
It highlights poorly managed systems where there aren’t sufficient processes in place.
It is often reinforcing to staff to have their suggestions implemented.
This is the main thing that programs need to be on a Poogi.

Of course, you must be careful and have a process in place so that you don’t implement bad suggestions that staff might make. That is a bit tricky, especially if they don’t think you know what you are doing. Staff still need to feel safe so they are not afraid to tell the truth. I’ve previously made suggestions on how to do that.

Behavior analytic services should only be delivered in the context of a professional relationship. Nothing written in this blog should be considered advice for any specific individual. The purpose of the blog is to share my experience, not to provide treatment. Please get advice from a professional before making changes to behavior analytic services being delivered. Nothing in this blog including comments or correspondence should be considered an agreement for Dr. Barry D. Morgenstern to provide services or establish a professional relationship outside of a formal agreement to do so. I attempt to write this blog in “plain English” and avoid technical jargon whenever possible. But all statements are meant to be consistent with behavior analytic literature, practice, and the professional code of ethics. If, for whatever reason, you think I’ve failed in the endeavor, let me know and I’ll consider your comments and make revisions, if appropriate. Feedback is always appreciated as I’m always trying to POOGI.