Shore B A, Iwata B A, Vollmer T R, Lerman D C, Zarcone J R
Psychology Department, University of Florida, Gainesville 32611, USA.
J Appl Behav Anal. 1995 Fall;28(3):323-32. doi: 10.1901/jaba.1995.28-323.
We implemented a pyramidal training procedure for staff working with individuals who exhibited self-injurious behavior (SIB), aggression, and disruption. Two adults with developmental disabilities and their direct-care staff and supervisors participated. Following successful treatment by the experimenters, two types of baselines were conducted with the clients and their direct-care staff. During an initial baseline, the staff implemented preexisting procedures. Staff members then received instruction on the new treatment procedures using training methods common throughout the institution, and data were collected during this "post-in-service" baseline. Experimenters then taught unit supervisors to implement treatment, collect and interpret data, and provide similar instructions and feedback to the staff members. The supervisor training was implemented in a multiple baseline design across subjects (clients and direct-care staff). Results showed little change following in-service training but noticeable improvements in direct-care staff behaviors and corresponding decreases in the clients' inappropriate behavior following the pyramidal training intervention with supervisors. Six additional clients (along with their direct-care staff and supervisors) participated in pre- and posttreatment replication designs, and their results provided additional support for the efficacy of the supervisor training procedures.
我们为与表现出自伤行为（SIB）、攻击行为和破坏行为的个体一起工作的员工实施了一种金字塔式培训程序。两名发育障碍成年人及其直接护理人员和主管参与其中。在实验人员成功进行治疗后，对客户及其直接护理人员进行了两种类型的基线测试。在初始基线期间，工作人员实施现有的程序。然后，工作人员使用整个机构通用的培训方法接受新治疗程序的指导，并在这个“在职后”基线期间收集数据。实验人员随后教导单元主管实施治疗、收集和解释数据，并向工作人员提供类似的指导和反馈。主管培训采用跨对象（客户和直接护理人员）的多基线设计实施。结果显示，在职培训后变化不大，但在对主管进行金字塔式培训干预后，直接护理人员的行为有明显改善，客户的不当行为相应减少。另外六名客户（连同他们的直接护理人员和主管）参与了治疗前和治疗后的重复设计，他们的结果为主管培训程序的有效性提供了额外的支持。
