C-7: Measure efficiency (e.g., trials to criterion, cost-benefit analysis, training duration) ©
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Target Terms: efficiency, trials-to-criterion, cost-benefit analysis, training duration
Definition: Efficiency is different from effectiveness. Effectiveness is getting it done. Efficiency is getting it done while making good use of resources. It is not possible to know whether we’re being efficient (or effective) unless we know what the goal is.
Example: If Sam drives 60 miles out of her way to get to the grocery store, she is being effective, but not efficient…unless the point was to take a long drive, rather than get groceries. (Nap time in the car seat, anyone?)
Trials-to-criterion
Definition: A tool to help determine efficiency! A measure of the number of response opportunities (trials) needed to achieve a predetermined level of performance (the mastery criterion).
Example: A supervisor is using a trials to criterion measure their supervisee’s ability to accurately define 10 terms from Chapter 1 in the Cooper text. The supervisor begins each supervision session by quizzing the supervisee, and collects data on whether or not the supervisee answers the definition correctly. It took 8 trials for the supervisee to correctly identify all 10 terms accurately.
Cost-benefit analysis
Definition: Nothing is risk free. What are we giving up (in terms of opportunities, time, potential damage to rapport, potential reinforcement of undesired responses, etc etc) in “exchange” for the proposed intervention?
Example: A BCBA® is asked to assess a client’s severe aggression. The BCBA® considers the likely risks associated with not understanding the behavior, as well as the likely risks associated with assessment. The BCBA® considers if and how assessment-related risks could be mitigated. A decision is then made about whether or not to recommend assessment, and if so, what kind.
Training duration
Definiton: A tool to help determine efficiency! When things take time, we need to acknowledge that something else could be happening during that time. (We could be serving another client, or the client could be moving on to a different skill, for example). Same goes for behavior change as part of supervision or consultation!
Example: Blake has learned some new behaviors through his skill acquisition plan. However, he still needs a lot of support and his progress has been slow. The team meets to consider whether there is a way to accelerate his learning. Could service.
Example: Josephine is receiving coaching from a behavior analyst to help her with her classroom management. The coach has been meeting with her online. They meet to discuss whether in-person coaching would support bigger learning gains.