Identify a performance problem from a hypothetical problem in a fictional workplace Complete the following Provide a brief description (one paragraph) of the workplace Include the organization's size, industry, management hierarchy, supports and resources, limitations, et cetera Pinpoint the performance problem Precisely define the problem behavior to be clear, concise, and countable Conduct an assessment to determine the factors contributing to the performance problem Use the PIC NIC and PDC template Complete PIC NIC analysis and PDC provided at the end Provide an analysis of the assessment results Review the scholarly literature and identify strategies based on the assessment results to address the performance problem Strategies should demonstrate compassionate supervisory practices Discuss hypothetical personal experience Examples might include Do you believe the organization ( hypothetical) would consider conducting an assessment and implementing strategies to improve the performance problem Why or why not Were you surprised by the results of the assessment While the strategies are likely effective, do you think they are realistic Provide any other thoughts or considerations PIC NIC Analysis Pinpoint Antecedents Behaviors Consequences P N I F C U Baseline Strategies The Performance Diagnostic Checklist (PDC) Performance Diagnostic Checklist Antecedents and Information Yes No Is there a written job description telling exactly what is expected of the employee Has the employee received adequate instruction about what to do (Instructions like I want you to do this and this before we leave today ) Are employees aware of the mission of the department or organization If yes, can they tell you what that mission is Are there job or task aids in the employees' immediate environment If yes, are those aids visible while they complete the task in question Are there reminders to prompt the task at the correct time and duration Is the supervisor present during task completion Are there frequently updated, challenging, and attainable goals that employees are comfortable with If yes, do employees feel these goals are fair Equipment and Processes Yes No If equipment is required, is it reliable Is it in good working order Is it ergonomically correct Is the equipment and environment optimally arranged in a physical sense Are larger processes suffering from certain incomplete tasks along the way (process disconnects) Are these processes arranged in a logical manner, without unnecessary repetition Are these processes maximally efficient Are there any other obstacles that are keeping the employee from completing the task Knowledge and SkillsTraining Yes No Can the employee tell you what they are supposed to be doing and how to do it If yes, have they mastered the task If fluency is necessary, are they fluent Can the employee physically demonstrate completion of the task If yes, have they mastered the task If fluency is necessary, are they fluent Does the employee have the capacity to learn the task Consequences Yes No Are there consequences delivered contingent on the task Frequency Immediacy Consistency and probability Positive or negative (circle one) Are there Premack reinforcers Do employees see the effects of performance If yes, how Natural Arranged Do supervisors deliver feedback If yes, written or verbal (circle one) Other Direct or indirect (circle one) Other Is there performance monitoring If yes, self or supervisor direct or supervisor indirect (circle one) Is there a response effort associated with the performance Are there other behaviors competing with the desired performance Reference Austin, J (2000) Performance analysis and performance diagnostics In J Austin J E Carr (Eds ), Handbook of applied behavior analysis (pp 321 349) Context Press

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Identify a performance problem from a hypothetical problem in a fictional workplace. Complete the following: Provide a brief description (one paragraph) of the workplace. Include

Identify a performance problem from a hypothetical problem in a fictional workplace. Complete the following: Provide a brief description (one paragraph) of the workplace. Include the organization's size, industry, management hierarchy, supports and resources, limitations, et cetera. Pinpoint the performance problem. Precisely define the problem behavior to be clear, concise, and countable. Conduct an assessment to determine the factors contributing to the performance problem. Use the PIC/NIC and PDC template. Complete PIC/NIC analysis and PDC provided at the end. Provide an analysis of the assessment results. Review the scholarly literature and identify strategies based on the assessment results to address the performance problem. Strategies should demonstrate compassionate supervisory practices. Discuss hypothetical personal experience. Examples might include: Do you believe the organization ( hypothetical) would consider conducting an assessment and implementing strategies to improve the performance problem? Why or why not? Were you surprised by the results of the assessment? While the strategies are likely effective, do you think they are realistic? Provide any other thoughts or considerations.

PIC/NIC Analysis

Pinpoint:
	Antecedents	Behaviors	Consequences	P/N	I/F	C/U
Baseline
Strategies

The Performance Diagnostic Checklist (PDC)

Performance Diagnostic Checklist
Antecedents and Information	Yes	No
Is there a written job description telling exactly what is expected of the employee?
Has the employee received adequate instruction about what to do? (Instructions like: "I want you to do this and this before we leave today.")
Are employees aware of the mission of the department or organization?
If yes, can they tell you what that mission is?
Are there job or task aids in the employees' immediate environment?
If yes, are those aids visible while they complete the task in question?
Are there reminders to prompt the task at the correct time and duration?
Is the supervisor present during task completion?
Are there frequently updated, challenging, and attainable goals that employees are comfortable with?
If yes, do employees feel these goals are fair?
Equipment and Processes	Yes	No
If equipment is required, is it reliable?
Is it in good working order?
Is it ergonomically correct?
Is the equipment and environment optimally arranged in a physical sense?
Are larger processes suffering from certain incomplete tasks along the way (process disconnects)?
Are these processes arranged in a logical manner, without unnecessary repetition?
Are these processes maximally efficient?
Are there any other obstacles that are keeping the employee from completing the task?
Knowledge and SkillsTraining	Yes	No
Can the employee tell you what they are supposed to be doing and how to do it?
If yes, have they mastered the task?
If fluency is necessary, are they fluent?
Can the employee physically demonstrate completion of the task?
If yes, have they mastered the task?
If fluency is necessary, are they fluent?
Does the employee have the capacity to learn the task?
Consequences	Yes	No
Are there consequences delivered contingent on the task?
Frequency?
Immediacy?
Consistency and probability?
Positive or negative? (circle one)
Are there Premack reinforcers?
Do employees see the effects of performance?
If yes, how?
Natural?
Arranged?
Do supervisors deliver feedback?
If yes, written or verbal? (circle one) Other?
Direct or indirect? (circle one) Other?
Is there performance monitoring?
If yes, self or supervisor direct or supervisor indirect? (circle one)
Is there a response effort associated with the performance?
Are there other behaviors competing with the desired performance?

Reference

Austin, J. (2000). Performance analysis and performance diagnostics. In J. Austin & J. E. Carr (Eds.), Handbook of applied behavior analysis (pp. 321-349). Context Press.