An empirically validated, performance and competency-based approach for staff training that involves description, modeling, practice, and feedback.

Feedback that is delivered at some time after the observation, because immediate feedback was not feasible (e.g., to avoid work interruption or the supervisor had other responsibilities), or appropriate (e.g.,

A systematic protocol, consisting of a comprehensive set of evidence-based strategies, to help supervisors promote and maintain high-quality work among human service staff.

A deliberate individual meeting to discuss a supervisor’s response to an observed supervisee performance.

A planned onsite supervisory observation for the purpose of monitoring staff performance that includes a focus on specific objectives, data collection, and the delivery of feedback.

Performance information is presented in a group setting to the entire group.

Feedback that is casually delivered by simply communicating what a supervisee did correctly.

An unplanned and unstructured supervisory observation, during which feedback should be provided.

Feedback intended to correct problems in staff behavior that produce specific permanent products (e.g., organization of materials, observable change in client’s behavior, completed progress notes, etc.).

An informant-based functional assessment used to help supervisors identify the environmental variables related to poor employee performance and design function-matched interventions based on the findings.

Praise for an individual is posted in a public location for all staff to see.