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| OBM Saturday Poster Session |
| Saturday, May 24, 2025 |
| 1:00 PM–3:00 PM |
| Convention Center, Lower Level, Hall C |
| Chair: Jessica Piazza (Endicott College) |
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| 136. Optimizing Onboarding: Reducing Employee Response Latency Through Behavior Systems Analysis |
| Area: OBM; Domain: Applied Research |
| JESSICA BOLLINGER (Maryland ABA), Shelby Lynne Quigley (Amigo Care ABA, Maryland Association for Behavior Analysis), Alex Arevalo (Amigo Care ABA), Melissa Theodore (Amigo Care ABA) |
| Discussant: Denys Brand (California State University, Sacramento) |
| Abstract: An efficient onboarding system is vital for ABA providers to initiate services promptly and avoid unnecessary delays for clients and their families. Behavior System Analysis (BSA) views organizations as an adaptive system and applies principles of Applied Behavior Analysis (ABA) to optimize employee behaviors and organizational performance (McGee & Crowley-Koch, 2019). The study aimed to assess and intervene using a BSA on the latency of applicants' task completion, including documentation submission and communication response times, at an in-home ABA agency. The participant’s task completion latency was measured in days and recorded at completion of each step of the onboarding process: accepting an offered client, signing the offer letter, submitting physical paperwork, completing pre-orientation training, and attending orientation. An intervention package was developed based on the BSA results, that consisted of creating a recruitment specialist position, providing task clarification, implementing prompts, and offering job aids. The results of the study indicate a BSA model was an effective process for optimizing the recruitment process for new employees. Results of the study will be summarized and implications for future research are discussed. |
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| 137. The Impact of Rule Governance on Innovation and Self-Organization in Enhancing Organizational Performance |
| Area: OBM; Domain: Theory |
| MARKUS INGEBRIGTSEN (University of Nevada, Reno), Ramona Houmanfar (University of Nevada, Reno) |
| Discussant: Jessica Piazza (Endicott College) |
| Abstract: In today’s dynamic and competitive environments, continuous innovation is essential for organizational survival and adaptability. Advances in technology, globalization, and shifting consumer preferences have shortened product life cycles and intensified competition, requiring organizations to balance operational efficiency with the flexibility needed for innovation. This theoretical article explores the role of rule governance in shaping organizational behavior, focusing on how the characteristics of rules—accuracy, explicitness, complexity, and source—can either support or hinder performance outcomes. Drawing from behavior-analytic principles, complexity theory, and organizational science, the paper proposes a conceptual framework for “strategic rule governance.” This framework emphasizes tailoring rule design to different organizational needs, ensuring stability and predictability where necessary, while fostering flexibility and self-organization in areas requiring innovation. By integrating interdisciplinary insights and highlighting the influence of verbal repertoires on organizational dynamics, the article offers actionable strategies for leaders and OBM practitioners in enhancing both efficiency and innovation. This article contributes to a deeper understanding of how thoughtfully constructed rules can drive meaningful adaptation and resilience in rapidly evolving markets. |
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| 138. How is the Performance Diagnostic Checklist- Human Services Used in Practice? |
| Area: OBM; Domain: Applied Research |
| PHILLIP ORCHOWITZ (Kennedy Krieger Institute), Kissel Joseph Goldman (Kennedy Krieger Institute), Jessica L Becraft (Kennedy Krieger Institute; Johns Hopkins School of Medicine), Samantha Hardesty (Kennedy Krieger Institute), Shelby Lynne Quigley (Amigo Care ABA, Maryland Association for Behavior Analysis), Brittney Nicole Workman (Kennedy Krieger Institute) |
| Discussant: Denys Brand (California State University, Sacramento) |
| Abstract: The Performance Diagnostic Checklist- Human Services (PDC-HS) is an assessment designed to evaluate employee performance issues within the three-term contingency and identify possible interventions. We recently reviewed literature on PDC-HS and found substantial deviation across studies in how researchers administer the PDC-HS (Goldman et al., 2024). The purpose of the current project was to evaluate methods used to administer the PDC-HS in practice. Toward this end, we surveyed 31 individuals with experience using performance-assessment tools. Participants were recruited via listservs, emails, and word of mouth. Questions asked participants about training, administration, data analysis, and intervention selection. Most participants administered the PDC-HS as direct or indirect-supervisors. Almost all participants agreed on components of administration such as asking clarifying questions, providing examples, and using all questions on the PDC-HS. Areas of disagreement included reading questions as written, providing their respondents with copies of the PDC-HS, and providing unsolicited examples. Notably, participants reported not conducting direct observations for 28% of administrations. Procedures used to conduct observations varied considerably among those who did conduct direct observations. We compare differences between published research and practical application and discuss results in terms of the importance of standardization. |
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| 139. A Systematic Literature Review of the Effects of Behavioral Skills Training on Staff Training |
| Area: OBM; Domain: Applied Research |
| OLIVIA M BLASER (Endicott College & Aware Therapy LLC), Julia Ferguson (Autism Partnership Foundation), Adriana (Adie) Anderson (Easterseals Southern California; Endicott College), Lisa Tereshko (Endicott College) |
| Discussant: Jessica Piazza (Endicott College) |
| Abstract: Behavioral Skills Training (BST) is an evidence-based training procedure that has been proven to be effective in training various skills such as most-to-least prompting, manual signing, and training others via BST (Parsons et al., 2012; Parsons et al., 2013; Sarokoff & Sturmey, 2004; Sarokoff & Sturmey, 2008). However, BST requires more time, resources, and money compared to other forms of training such as verbal based training. Previous reviews have focused on the effectiveness of BST as a protocol to train staff, as opposed to the effectiveness of BST in initially training skills to staff versus retraining of skills. Using the PRISMA model (Page et al., 2021), a total of 40 articles were identified that were published between 2004 to 2023. Results indicated that BST was effective in 97.5% of studies but only 15% of the studies used BST for retraining of target skills. Analysis and discussion of the synthesized results will be discussed in the context of clinical and research implications as well as future research directions. |
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