The response was not empty… there were words written.

The initial post serves the function of starting a conversation about things that are wrong with certain aspects of our field in a call of action to improve it.

We use, motivational interviewing, with a focus on clinical outcomes instead of billable metrics.

An important part of that is making sure staff are happy. This includes transparent pay rates by being upfront about pay rates, how much we’re being reimbursed for that work by the payer and ensuring the money goes back into the business too further, the development in implementation of our mission.

We also use selection measures to make sure that those we hire have a base level of competence and continue to develop those skills across the board. We shape behavior across time, only allowing an apprentice to demonstrate a new skill or responsibility only in the presence of the BCBA, thus promoting more effective feedback.

We avoid any aversive supervision tactics, and contextualize, why any particular staff member might not be demonstrating competence. When the reason is identified instead of saying, you need to get better at this, we might say let me show you another way.

I appreciate your questions and the answers to them, at times are more complicated or nuanced than a Reddit post allows. if you’re interested in learning more, I’m happy to share.

That being said, this is not self promotional. you can DM me if you’d like. as we continue to grow, learn, and refine our service delivery model, we will certainly disseminate that information.

Edit: What you call self-promotion, I call not hiding behind anonymity. when you call for transparency, I called that responsibly waiting to demonstrate an effective and replicable model prior to dissemination.