Table 1.

Practice guideline resources and ideas

Guideline	Area	Action	Resources/ideas
Guideline 1 Establish	Contracts	Use a well crafted contract	→Download template from BACB
Effective Supervisor-Supervisee Relationship			→Customize the template from BACB or create own
	Clear Expectations	Identify clear expectations for supervisor and supervisee behavior	→Create a document or PowerPoint defining supervisor and supervisee behavior expectations and review with supervisees at the outset
			→Create agenda and notes templates
	Receiving and Accepting Feedback	Develop and use effective feedback skills, directly teach supervisees to effective feedback skills	→Create a document or PowerPoint with specific information about how to receive and accept feedback
			→Chapter 20 Bailey & Burch 25 Essential Skills
			Parsons et al. (2012) Article on effective staff training
			→Print and post the infographic “The Most Powerful Leadership Tool—Positive Reinforcement—5 keys to Effective Delivery” (Daniels, 2015)
			→Review the blog articles at http://aubreydaniels.com/blog/ (Various blog articles; Aubrey Daniels Blog, 2015)
	Creating a Committed and Positive Relationship	Develop skills and systems that facilitate development of a positive culture and supervisory experience	→Dale Carnegie (1981) “How to Win Friends and Influence People.”
			→Article by Darnell Lattal “The Science of Success: Creating Great Places to Work” (Lattal, 2012)
			→Create a company-wide providing supervision
			→Create a company-wide training for those providing supervision
			→Model critical behavior for creating a positive supervision experience
			→Provide specific feedback to supervisees
			→Incorporate this into staff performance evaluations
Guideline 2 Establish A Structured Supervision Content and Competence Evaluation Plan	Create Measurable Competencies (knowledge and performance based)	Develop a system for addressing and measuring critical areas of knowledge and skills	→Use the BACB™ Task List to create specific each task
			→Create an accompanying supervisor’s manual with example definitions, scenarios, and resources
	Review Competency Requirements Supervisee	Set aside time meetings to fully and competencies	→Provide supervisees with a version of the competencies for self-management and tracking
			→Review expectations for demonstration of mastery as each task is addressed
	Create Plan for Addressing Supervisee Failing to Demonstrate Competency	Develop a systematic procedure for tracking and remediating	→In the supervisor’s manual, include extra resources and back-up activities to be completed
			→Document steps taken to address lack of content/skill demonstration and level of success
Guideline 3 Evaluate the Effects of the Supervision	Monitor Effects During Supervision and Work Activities	Develop system for assessing the effects of supervision activities	→Create a tracking system to measure number and rate of competencies mastered
			→Measure application of the skills during supervisees’ work activities within the company
			→Include measures related to effects of supervision on supervisee’s performance evaluations
	Solicit Feedback	Actively solicit feedback from Supervisees	→Regularly ask for feedback directly
			→Create an anonymous survey that is administered to supervisees on a regular schedule
Guideline 4 Incorporate Ethics and Professional Development into Supervision	Ethics	Actively engage in activities to promote discussion and critical analyses of ethical considerations and potential dilemmas Engage in discussions and problem solving around actual ethical dilemmas	→Create a repository of examples of relevant ethical dilemmas; solicit from colleagues
		Engage in discussions and problem solving around actual ethical dilemmas	→Create structured relevant codes situations that organization
			→Develop an “Ethics” committee to disseminate resources and help address concerns and have supervisees participate or review material
			→Use the examples provided Bailey and Burch (2011) book
			→Use examples from the “Ethics Challenge” section in issues of the APBA Reporter (APBA, 2015)
	Professional Development	Actively promote professional development and provide opportunities	→Provide information about local and relevant professional conferences and workshops
			→Provide assistance conferences and presentations
			→Assign articles and require written summaries and presentations
			→Use group supervision to have supervisees read, analyze, summarize, and present on
			→Suggest journals for subscription and groups/associations for membership
			→Read article by Carr and Briggs (2010) on strategies for remaining in contact with research
			→Use the ERIC database through ProQuest for those registered with the BACB ™ through the BACB Gateway
Guideline 5 Continuing the Professional Relationship Post Certification	Establish Parameters for Ongoing Support	Actively communicate that the supervisee can contact you in the future	→Create schedule of ongoing check ins
			→Create network of individuals who can serve as professional contacts for supervisee
			→Invite the supervisee back to engage with and support others pursuing BCBA certification
			→Create access to university resources