Using Online Instruction in Positive Behavior Support Training

Kansas Institute for Positive Behavior Support (KIPBS)

www.kipbs.lsi.ku.edu

Rachel Freeman

Pat Kimbrough

Purpose of Today’s Presentation

•Assessing staff development needs•Assessing Agency’s Online Training Needs• Introduce KIPBS Online Modules •Review Resources available at the KIPBS website

Staff Development

• One shot workshops are ineffective

• Longitudinal staff development efforts result in the greatest change

• Develop multiple strategies for training

• Use online resources to supplement training

• Promote ongoing learning

• Take advantage of staff development strengths

Using Online Instruction

• Online instruction can be learner guided

• Staff members can access materials at any time convenient to them

• Materials can printed if internet access is unavailable

• Frees time for trainers to provide more onsite technical assistance

Getting Organized: How to Create New Staff Development Systems

Self Assessment and Action Planning

Provide Training in PBS to

Support all Individuals

   

All individuals supported

Tertiary Prevention (1%-7%)

Secondary Prevention (5%-15%) Primary Prevention

(80%-90%)

Identify Areas of Training

• Awareness Level Training in PBS• Introduce topic to new professionals• Directors, policy makers, etc.

• Universal Training for all Staff• Inservice • Preservice

• Mentor Professionals who will provide leadership in PBS planning

• Team Training in PBS

Teaching Strategies

• Presentations and dialogue (groups)

• Applied activities

• Self guided materials (portfolio)

• Independent reading

• Modeling new strategies

• Onsite mentoring and feedback

• Case study implementation

Set up a Systematic Approach to Staff Development

• Create a staff development planning team• Include management level involvement in planning• Build a staff development vision • Create a purpose statement and mission of team• Build inservice training into already occurring

activities (staff meetings, individual PBS planning processes, etc.)

• Evaluate progress using data to make decisions

Staff Development Planning Team Responsibilities

• Meets on a regular basis• Documents progress using meeting minutes and action

planning tools• Monitors training system• Builds in strategies for reinforcing staff and providing

positive feedback• Finds community organizations who will provide

resources• Creates a timeline for implementing staff development

strategies

Create Mechanisms for Monitoring Training Efforts

• Use data in meetings on a regular basis• Data collection (maximize the data already

collected)• Incidents and individual data• Staff implementation • Other data (turnover rates, injury, etc.)

• Centralized Information• Training notebook for each setting • System for training all staff on individual PBS plan

interventions• Document which staff/family members have participated in

training

Assessing Staff Development

Assess Staff Meeting Processes

• Are meetings effective?

• Can teams problem-solve well?

• Are individual PBS plans developed with the direct involvement of all staff?

• Is there a sense of staff ownership in meetings?

• Are there opportunities for staff to receive feedback on PBS implementation?

• Are teams using data to make decisions?

• What types of data should be collected?

What Staff Development Systems Are Available Now?• Are materials available to introduce PBS to others?

(Awareness Level )• Families • team members• policy makers…directors

• What strategies are available for all Staff?(Universal Training)• Inservice • Preservice

• How many professionals have expertise in PBS? (Mentor Professionals)

• Are there strategies for teaching teams to become more independent?(Team Training)

Identify Children or Adults with Complex PBS Plans

• Identify individual PBS plans that require more intensive training

• Assess how staff receive training and support

• Make a list of interventions that are more complicated and need hands-on training

• Identify what data are being collected to evaluate the success of the PBS plans

Assess Current Staff & Trainer Skills

Assess Staff Skills & Training Methods:

• Evaluate skill level of staff members in PBS

• Assess group for potential lead trainers

• Are hands-on training and mentoring strategies in place?• Trainer of trainers

• Coaching and mentoring

• Group problem solving

Create an Action Plan

• Use self assessment to create long term plan• Include the types of training that your organization

needs to work on (awareness, universal, etc.)• Create a timeline that will work • Meet regularly to review data and monitor progress• Create a system to keep track of training efforts• Create incentives for staff

• Staff development points that can be used when considering promotion/raise

• Recognition and leadership roles

Individualizing Training Using a Portfolio Method

• Make a list of activities for staff members to complete• Use medline to find medication side effects for a specific

person you are supporting• Complete module 1 and assessments (printed off or online)• Find out about a consumer’s preferences and report back to

home manager or trainer

• Record progress for each staff person• Case study implementation with support from behavior

specialist

Create Instructions for New Staff to Complete Online Activities

• Pair new staff with a staff mentor

• Introduce portfolio and provide instructions and materials

• Create a timeline for completing tasks

• Staff mentor signs off on completed activities

• Portfolio is used as an ongoing documentation of training

Trainer of Trainer Approach

• Introduce new information in writing or verbally

• Model the new skill

• Observe the person trying out the new skill

• Provide feedback on how the session went

• Monitor fidelity of interventions

• Create a self-assessment tools

Use KIPBS Online Resources

Cautions Before Conducting Training in PBS

• Online modules and website resources are not sufficient to teach PBS• Electronic textbook• Provides conceptual information

• Individual mentoring in PBS should be conducted by a person with behavioral expertise

• Hands-on applied experience is necessary to learn how to implement PBS

KIPBS Resources

• KIPBS Online Modules

• Materials introducing PBS and person-centered planning

• Toolbox & other resources

• Links to PBS, person-centered planning, and medical resources

• Newsletter about current issues in PBS, person-centered planning & related issues

Identify Technology Strengths and Needs

Assess Technology Strengths & Resources

• How many people can access the internet?• Managers can access • Staff members can access individually• Main office resources

• Do materials need to be printed out and disseminated?

• Which individuals in the agency have strong computer skills?• Can they show others how to access materials?• Can they teach a targeted number of staff to use the

internet?

Tour of KIPBS Resources

KIPBS Online Instruction Opportunities

• Participate in KIPBS training project by applying by November 1, 2004

• Use expert level online modules to mentor lead staff members or trainers

• Use resources to supplement training

• Use awareness-level information on the KIPBS website

Participate in the KIPBS Training Project

• Year long training project • Medicaid reimbursement eligibility after graduation• Starts February 1, 2005• 8-10 hours per week• Online modules and assignments• Onsite regional classes • Portfolio

• Person-centered plan case study• PBS plan case study• Systems change demonstration

Upcoming TrainingsOctober 25, 2004 Creative Community Living office Winfield, KS 10 a.m. – 3 p.m.

November 10, 2004OCCK officeSalina, KSTime: TBA

Coming in JanuaryParsons State Hospital and Training CenterParsons, KSDate and Time: TBA

KIPBS Online Resources• Sign up to join mailing list for upcoming

newsletters

• Staff development planning tools are available in the Toolbox

• Kansas Institute for Positive Behavior Support: http://www.kipbs.lsi.ku.edu• Go to left hand side menu and pick Inservice

Modules• Username: kipbs• Password: modules