Blue Sprigs Pediatrics’ Learning and Performance Development (LPD) team took a six-pronged approach to overhauling its RBT Training program for Registered Behavior Technicians. The revamped program trained 70 percent of the organization’s workforce.
Program Details
The six steps in the program’s transformation included:
- The order of training activities was reorganized to increase efficiency, engagement, and satisfaction.
- The eLearning content was redesigned to include gamification and more interactivity. Additionally, the team sought to reduce “scrap learning” through the newly redesigned courses.
- A new training modality was introduced in the form of live Webinars called Learning Labs to increase the understanding and application of knowledge acquired during eLearning and increase the amount of feedback delivered to new hires quicker. Four new Training specialists positions were added to the LPD department in order to offer Learning Labs. Adding Learning Labs resulted in a decrease in the amount of time field-based trainers spend training, resulting in increased field-based productivity.
- A Training coordinator position was added to the LPD team to increase visibility and accountability with the training activities and timelines. This allowed the LPD team to identify barriers earlier to reduce lost time.
- The LPD team increased the efficiency of the field-based trainer positions by providing more competency-based training and a streamlined trainer toolkit.
- There was a stronger focus on the new employee experience during the training program. To accomplish this, the LPD team looked for ways throughout the training program to increase support, target generational learning preferences and attitudes, and create warm and welcoming environments. The LPD team introduced a new peer mentor program called BlueSprig Buddies, provided a welcome box on the employee’s first day, and provided participants ample opportunities to provide the company feedback about their experience.
Board Certified Behavior Analysts (BCBAs) play a crucial role in ensuring that RBTs maintain their skills after their initial training. BCBAs provide regular supervision to RBTs, during which they observe their sessions, provide feedback, and address any challenges or questions that may arise. Supervision is required for at least 5 percent of the number of hours of behavior analytic work RBTs provide. BCBAs give constructive feedback to RBTs, both during supervision sessions and after observing their interactions with clients. This feedback helps RBTs understand areas where they excel and areas for improvement. Documented feedback forms are required for every supervision session provided. BCBAs encourage RBTs to engage in continuing education and professional development opportunities. This might involve taking additional online courses to expand their knowledge and skills in behavior analysis. BCBAs also may conduct in-service training sessions for RBTs to address specific topics, new techniques, or any organizational updates relevant to their work.
In addition, all RBT certificants must demonstrate they can competently perform the tasks on the Renewal Competency Assessment as part of the annual requirements to maintain the RBT certification.
Results
The pass rate of the certification exam was at a desirable level before the overhaul at 94 percent, but after the new program implementation, the pass rate increased to 97 percent (as a comparison, the national average for 2022 was 77 percent).
The days in training before becoming an RBT were reduced from an average of 45 calendar days to 32 calendar days, saving nearly two weeks of training time. The costs associated with trainer wages and lost productivity were reduced by 50 percent after implementation. And the turnover rate for the RBT position was reduced by 23 percent after the implementation of the newly designed training program.
