Supervision BCBA

Full Answer Section

1. • Contingency: If I lack competence in a specific area crucial to the trainee's development, I will either decline supervision in that area or seek consultation from a more experienced supervisor.

2. Workplace Policies Review:

   • Task: Review my organization's policies regarding supervision, including documentation requirements, compensation, and liability.
   • Criteria: Familiarization with all relevant internal policies. Clarification of any ambiguities with HR or legal counsel, if needed.
   • Contingency: If organizational policies conflict with BACB® guidelines or ethical principles, I will address these conflicts with appropriate personnel and advocate for ethical practice.

3. BACB® & Ethics Code Review:

   • Task: Re-familiarize myself with the BACB® Supervisor Training Curriculum Outline, the Professional and Ethical Compliance Code for Behavior Analysts, and any other relevant guidelines. Pay particular attention to sections on supervisory relationships, client welfare, and dual relationships.
   • Criteria: Thorough review and understanding of the ethical and professional standards governing supervision.
   • Contingency: If I have any questions about interpretation or application of the guidelines, I will consult with a qualified ethics expert or the BACB® directly.

Phase 2: Initial Meeting and Agreement (Before the first supervision meeting)

1. Trainee Meeting (Initial):

   • Task: Schedule an initial meeting with the trainee to discuss the supervisory relationship.
   • Criteria: Meeting scheduled and confirmed.

2. Disclosure and Informed Consent:

   • Task: Provide the trainee with a comprehensive written disclosure outlining the following:
     • My qualifications and experience as a supervisor.
     • The purpose and goals of supervision.
     • The supervisee's responsibilities.
     • The evaluation procedures.
     • Confidentiality and its limits (including duty to report).
     • Fees (if applicable).
     • The process for addressing concerns or complaints.
     • The availability of other supervisors.
     • The potential risks and benefits of supervision.
   • Criteria: Trainee acknowledges receipt and understanding of the disclosure document. Opportunity for the trainee to ask questions.

3. Supervision Contract/Agreement:

   • Task: Develop a written supervision contract/agreement that both the trainee and I will sign. This document will formalize the supervisory relationship and include:
     • Frequency, duration, and format of supervision meetings.
     • Specific goals and objectives for the supervisory period.
     • Responsibilities of both the supervisor and the supervisee.
     • Evaluation criteria and procedures.
     • Procedures for record-keeping and documentation.
     • A plan for addressing performance concerns.
     • A statement affirming adherence to the BACB® ethical guidelines.
   • Criteria: Contract/agreement drafted, reviewed, and signed by both parties.

4. Logistics and Scheduling:

   • Task: Establish a regular schedule for supervision meetings, considering both of our availability and the trainee’s training needs. Determine the method of communication (in-person, video conference, etc.). Ensure access to a confidential space for supervision meetings.
   • Criteria: Regular supervision schedule established and mutually agreed upon. Appropriate communication method and location secured.

Phase 3: Conditions for Proceeding with Supervision

I will not proceed with the supervisory relationship if any of the following conditions are present:

1. Dual Relationship Concerns: If a pre-existing relationship with the trainee (e.g., family member, close friend, business partner) could compromise objectivity or create a conflict of interest, I will not proceed. I will help the trainee find an alternative supervisor.

2. Competence Mismatch: If the trainee's training needs fall outside my area of expertise, I will not proceed. I will refer the trainee to a more appropriate supervisor.

3. Ethical Violations: If the trainee engages in unethical behavior or demonstrates a lack of commitment to ethical practice, I will address these concerns directly and may suspend or terminate the supervisory relationship if the issues are not resolved.

4. Lack of Trainee Engagement: If the trainee is consistently unresponsive, unprepared for meetings, or fails to actively participate in the supervisory process, I will address these concerns and may terminate the relationship if there is no improvement.

5. Inability to Meet Logistical Requirements: If either the trainee or I experience significant changes in our circumstances that prevent us from adhering to the agreed-upon schedule, format, or other logistical aspects of supervision, we will re-evaluate the supervisory relationship and make necessary adjustments or terminate it if needed.

By following this task analysis, I aim to establish a strong, ethical, and productive supervisory relationship with my trainee, promoting their professional growth and ensuring the well-being of their future clients.

Sample Answer

Task Analysis: Setting Up a Supervisory Relationship (BACB® & Ethics Code Guided)

This task analysis outlines the steps I will take to establish a supervisory relationship with my first trainee, ensuring adherence to BACB® guidelines and ethical principles, before our initial supervision meeting.

Phase 1: Initial Considerations and Eligibility Check (Prior to any interaction with the trainee)

1. Self-Assessment of Competence:

   • Task: Honestly evaluate my own supervisory skills and experience. Ensure I am competent to supervise in the specific area the trainee is pursuing certification (e.g., BCBA, BCaBA).
   • Criteria: Documented experience providing behavior-analytic services, preferably in the same area of focus as the trainee. Active BCBA certification (or equivalent, as appropriate). Completion of any required supervisor training.