ABSTRACT
The advisory board's makeup tends to consist of professionals with domains of expertise relevant to the organization they serve. Organizations invite advisory board members to guide the organization's efforts over an extended period. Still, they do not have fiduciary, operational, or decision-making responsibilities for the organization in the way that a board of directors does. This article provides a framework for a behavior-analytic organization to (a) identify whether an advisory board would be feasible and beneficial, (b) establish an advisory board, and (c) engage and manage an advisory board to best leverage the unique skills and interests of the members. The article includes 2 examples of advisory boards to illustrate the suggested framework and recommendations.
ABSTRACT
In this article, the authors offer recommendations for behavior analysts on how to treat adults with intellectual and developmental disabilities (IDD) with dignity. Initially, the importance of treating adults with disabilities with dignity is emphasized in terms of the impact on people with IDD, their family members, behavior analysts and other service providers, and the behavior analysis field in general. The recommendations are based primarily on the authors' professional and personal experiences along with similar experiences of others involved either personally or professionally in the disability field. The focus is on ways in which behavior analysts speak and behave that reflect dignity versus the lack thereof as perceived by others and, where relevant, consensus opinion within the professional field of IDD. Ways for behavior analysts to acquire and maintain awareness of manners of speaking and behaving that reflect dignity within the local settings in which they work are also provided.
ABSTRACT
The Behavior Analysis Certification Board continues to increase the standards for supervision of trainees, which is needed in order for the field to continually improve. However, this presents a challenge for organizations to meet the needs of both their clients and their supervisees based on these increasing standards. Throughout the ages, experts in all trades have passed along their knowledge and skill through apprenticeship opportunities. An apprenticeship supervision model is described that allows Board Certified Behavior Analysts to supervise future behavior analysts by mentoring, educating, and training supervisees on the science of human behavior in a format that is mutually beneficial. This innovative supervision model is discussed as it applies to an applied behavior analysis human service organization with the goal of creating a system that results in high-quality supervision in a cost-effective manner while providing maximal learning for the supervisee. The organization's previous supervision difficulties are described prior to implementing the apprenticeship supervision model, and the benefits of developing and using the apprenticeship supervision model are outlined.
ABSTRACT
Home care nurses aides have opportunities to support families caring for frail elders; however, most lack specialized geriatric knowledge, competence, and resourcefulness skills essential to caring for vulnerable elders and assisting their families. This study compares the pretest and posttest intervention scores of a geriatric care continuing education program for nurses and aides. Specific participant outcomes include increased geriatric knowledge, competency, and resourcefulness.
