Personnel Supervision and Management
Performance management and supervisory systems
Use behavioral supervision systems to set goals, assess supervisee context, shape staff performance, and maintain effective supervisory relationships.
How this shows up in scenario questions
- 1Select supervision goals from assessment.
- 2Use performance management procedures.
- 3Apply function-based thinking to supervisee behavior.
Common misconceptions
- Treating supervision as advice giving.
- Ignoring context affecting staff behavior.
- Using one supervision style for all supervisees.
Distractor patterns
- Give vague feedback.
- Skip performance data.
- Assume noncompliance without assessment.
Related terms
performance managementsupervision goalssupervisory relationshipsupervisee behavior
Related practice prompts
Evaluate treatment integrity before changing a plan.
A BCBA reviews data showing an increase in aggression after a new intervention began. Direct observation shows staff rarely prompt the replacement response and deliver reinforcement inconsistently. What should the BCBA do next?
Use behavioral skills training for staff performance deficits.
A technician can describe a discrete-trial teaching procedure but makes errors during live sessions. Which supervision strategy best addresses the performance deficit?
Match supervision intensity to risk and staff competence.
A new staff member is assigned to implement a plan for repeating questions that includes safety procedures. What is the best supervision approach? The supervisor is deciding what feedback to give before the next session.