Not a good experience - Case Manager Creative Solutions for Hope Employee Review

This review is based on both inaccurate and conflicting information. CSH strives to provide the highest quality of services to our clients, families, and team members, and therefore sets forth high expectations for all staff members. This person would not have knowledge of whether or not behavior analytic interventions were being used in urban areas, because during their employment they did not visit any area that would be considered an “urban area”. This violates BACB ethical code 2.09, which states that “Clients have a right to effective treatment (i.e., based on the research literature and adapted to the individual client)”. Instead, this person did not provide these services to the clients assigned and only visited a total of two homes during 30 business days of employment. The “curt” email mentioned above may be referencing an email which was sent regarding missing data, which violates codes 2.10 and 2.11 of the BACB ethical code guidelines, stating that “behavior analysts appropriately document their professional work in order to facilitate provision of services later by them or by other professionals, to ensure accountability, and to meet other requirements of organizations or the law and (b) Behavior analysts have a responsibility to create and maintain documentation in the kind of detail and quality that would be consistent with best practices and the law”. When there was no data recorded for services provided, an email was sent politely and professionally requesting the data to be provided, following the codes set forth by the BACB. Creative Solutions for Hope takes seriously the collection of data and holds that in this field it is imperative to take thorough, objective, and detailed notes during direct overlaps with supervisees and clients. ABA is a data driven field, and as a clinician, it is important to uphold these standards. As stated in ethics code 2.02, “Behavior analysts deliver services and carry out necessary service-related administrative responsibilities in a timely manner”, which was violated when notes were not able to be completed by due dates requested. In this review, both “micromanaging” and a lack of support are mentioned. When assigned clients to provide services for, which included visiting the client and collecting data, this person failed to do so. As stated in ethics code 4.06, “Behavior analysts engage in and document ongoing, evidence-based data collection and performance monitoring (e.g., observations, structured evaluations) of supervisees or trainees. They provide timely informal and formal praise and feedback designed to improve performance and document formal feedback delivered. When performance problems arise, behavior analysts develop, communicate, implement, and evaluate an improvement plan with clearly identified procedures for addressing the problem.” It is our ethical duty to monitor this employee’s performance which included providing feedback. When the performance problems arose and this person was unable to adhere to CSH’s policies and procedures, it was professionally communicated, and a plan was established to address the problem. This does not constitute as micromanaging. This person delivered in-person services to clients on 3 out of 30 business days of employment, requiring feedback and support with scheduling, which was presented and subsequently labeled as micromanaging. When this staff member was unable to adhere to CSH’s policies and procedures, this person resigned from the company without any advance notice to obtain coverage for clients, instead of taking action to address these deficits in the best interest of the clients and relevant parties. This falls under ethics code 1.03, which states “When errors occur or commitments cannot be met, behavior analysts take all appropriate actions to directly address them, first in the best interest of clients, and then in the best interest of relevant parties.” In addition, this person did not fulfill job duties as presented in their job description or adhere to dates agreed to upon hire of obtaining required certification with the Behavior Analyst Certification Board (date of certification delayed 3 times). This person mentions an incorrect address in their schedule, which they themselves entered, after having been previously presented with the correct location. At the same time, they mentioned being “micromanaged” when help was offered to fix the schedule. They had the option of going to the correct address to provide the needed service, (approximately 10-15 minutes away) but instead resigned immediately from the company, again without providing the client with the services needed or giving notice so that coverage could be obtained. Practitioners in this field must be willing to receive feedback and implement changes needed in order to provide the highest quality of service to our clients. Being presented with feedback aligned with BACB’s ethical codes is supporting the staff themselves and clients.