Ongoing supervision of services, CentralReach-style
By Lauren Corbett Mahan, M.S., BCBA, LBA
CentralReach Clinical Implementation Coordinator
Though CentralReach may be best known for its client-facing data collection functionality, it can also be utilized to track and review data that is employee based, as well. Having the ability to create goals and track staff performance overtime can provide invaluable information on training gaps, competency, and opportunities for further development.
By assigning a Learning Tree to an employee (rather than a client), a supervisor gains the ability to track data on an employee’s behavior over time. Similar to the clinical life of a client set up in CentralReach, there are also five components to setting up employee goals.
First: Developing an employee supervision goal bank.
When evaluating or supervising an employee, do you utilize a global checklist for all? Perhaps you follow skills listed within the RBT competency assessment. Or maybe you have generic staff performance goals that you individualize after observing an employee and establishing a baseline. For all three scenarios, a bank of goals can be created as a Private Learning Tree Template.
Second: setting up the employee supervision Learning Trees.
Once the Learning Tree template has been assigned to a specific employee, it will be available under Learn > Courses and Trainings. Goals can now be modified and tailored to the specific needs of the individual employee.
Any data collected will now be reflected in the specific target goals. As data are added, data history, trendlines, and goal auditing will all be available. Supervisors will also have the ability to aggregate data specific to a timeframe, review period, or combine multiple goals within a skill area to view averages. The ability to manipulate and review data over time allows for superior supervision outcomes.
Third: Creating an employee supervision session.
The Session feature in CentralReach is imperative in enabling front line staff’s ability to collect and score data - and it also serves as a beneficial tool for supervisors to collect invivo data while observing an employee. By having all employee goals available in one easy-to-score location, supervisors can easily monitor client-employee interactions while simultaneously tracking data in a Session. Additionally, as Sessions can be organized to have certain goals located in a Pinned vs. NET view, supervisors can have the ability to score IOA data as well as take notes on the employee behavior.
Fourth: Creating an employee Supervision Note and Form Template Evaluation.
Compiling employee goals and data to present in a singular evaluation can be a time-consuming task. If 10 employees have similar review dates, having the content presentable for the evaluation meeting is a taxing process. By utilizing CentralReach’s Note and Form Templates, pulling the evaluation content and employee goal progress can be as simple as checking a few boxes. The ease of compiling an employee evaluation allows for an increase in supervision time, as well as additional time spent analyzing and auditing employee strengths and weaknesses.
An employee evaluation can be created on a quarterly or even monthly basis. Upon creation, the evaluation can be immediately shared with the employee, allowing them to visually see their progress over time.
Fifth: Auditing employee progress.
After all the hard work put in with the aforementioned tasks, CentralReach provides an auditing section for effortlessly viewing progress across all employee goals. Need to see which goals are trending negative? Or which goal’s progress has been stagnant? By filtering goals in the Goals List feature, a supervisor will have the ability to pinpoint which areas to address right before an employee supervision session. The ability to audit goals prior to a session safeguards treatment integrity and sets the employee up for success.
There are many benefits to monitoring and tracking employee performance in CentralReach. From saving time, to reporting efficiency, establishing workflows and collecting data on employee goals: an entirely new opportunity is opened up in improving organizational processes. Tracking employee performance in CentralReach provides supervisors with systems to measure progress and implement meaningful change.
Lauren Corbett Mahan, M.S., BCBA, LBA
CentralReach Clinical Implementation Coordinator
Lauren Corbett Mahan holds a Master’s of Science degree from California State University, Fresno, and is a Board Certified Behavior Analyst. Over the past 15 years, Lauren has worked in school, home and centers providing direct intervention, supervision and consultative services for children diagnosed with Autism. Lauren also enjoys volunteering as a Guardian ad Litem, applying her behavior analytic experience to at-risk children and their families. At CentralReach, Lauren is a Clinical Implementation Coordinator – ABA Subject Matter Expert and works with clients to plan, execute, and oversee the implementation of CentralReach in their day-to-day clinical practice.