Blackman Abigail L, DiGennaro Reed Florence D, Erath Tyler G, Henley Amy J
Department of Applied Behavioral Science, University of Kansas, 4001 Dole Human Development Center, 1000 Sunnyside Avenue, Lawrence, KS 66045-7555 USA.
Vermont Center on Behavior and Health, University of Vermont, Burlington, VT USA.
Behav Anal Pract. 2022 Dec 14;16(3):731-744. doi: 10.1007/s40617-022-00762-0. eCollection 2023 Sep.
The field of behavior analysis has experienced marked growth in the number of credentialed professionals over the last decade. This growth may have implications for the quality of staff training, performance management, and supervision practices provided in human service settings. The purpose of this survey was to extend DiGennaro Reed and Henley (2015) by surveying credentialed and aspiring behavior analytic professionals on the staff training, performance management, and supervision practices available at their current place of employment. Three main differences were observed in relation to the findings of DiGennaro Reed and Henley. The current findings indicate notable changes in the demographic characteristics of survey respondents. In addition, we observed modest increases in the use of best practices for initial and ongoing training and performance management. Results also indicate several areas of concern regarding the provision of supervisory skills training. • Results revealed improvements in the percentage of respondents who received initial or preservice training compared to DiGennaro Reed and Henley (2015). However, employers primarily rely on instructions and modeling to train their employees. • Findings revealed greater reliance on asynchronous and synchronous online training modalities compared to DiGennaro Reed and Henley (2015). • Results revealed a slight shift in the percentage of respondents who reported receiving ongoing training compared to DiGennaro Reed and Henley (2015). In the present study, BCaBAs and RBTs generally received ongoing training; however, fewer BCBAs reported receiving ongoing training. • The reported use of performance management practices improved compared to DiGennaro Reed and Henley (2015). That is, a higher percentage of respondents reported being observed at work while carrying out their job responsibilities. • Of the respondents who supervise staff, less than half of them reported receiving supervisory skills training. And only half of those respondents reported that their training prepared them to supervise others.
在过去十年中，行为分析领域拥有专业资质的专业人员数量显著增长。这种增长可能会对人力服务机构提供的员工培训、绩效管理和监督实践的质量产生影响。本次调查的目的是对迪根纳罗·里德和亨利（2015年）的研究进行拓展，通过对有专业资质和有抱负的行为分析专业人员进行调查，了解他们当前工作单位所采用的员工培训、绩效管理和监督实践情况。与迪根纳罗·里德和亨利的研究结果相比，观察到了三个主要差异。当前的研究结果表明，调查对象的人口统计学特征有显著变化。此外，我们观察到在初始培训和持续培训以及绩效管理的最佳实践使用方面有适度增加。结果还表明在监督技能培训的提供方面存在几个令人担忧的领域。
• 结果显示，与迪根纳罗·里德和亨利（2015年）的研究相比，接受初始培训或职前培训的受访者比例有所提高。然而，雇主主要依靠指导和示范来培训员工。
• 研究结果显示，与迪根纳罗·里德和亨利（2015年）的研究相比，对异步和同步在线培训方式的依赖程度更高。
• 结果显示，与迪根纳罗·里德和亨利（2015年）的研究相比，报告接受持续培训的受访者比例略有变化。在本研究中，行为分析师认证委员会助理行为分析师（BCaBAs）和注册行为技术员（RBTs）通常接受持续培训；然而，报告接受持续培训的行为分析师认证委员会认证行为分析师（BCBAs）较少。
• 与迪根纳罗·里德和亨利（2015年）的研究相比，报告的绩效管理实践的使用有所改善。也就是说，有更高比例的受访者报告在履行工作职责时受到工作观察。
• 在监督员工的受访者中，不到一半的人报告接受过监督技能培训。而且这些受访者中只有一半表示他们所接受的培训使他们有能力监督他人。
