[FEAT BC Admin]

This area is for discussions in general topics.

Topic

[Deleted User]

To the anon about reinforcers.

I'm unsure of your child's age so I will try to include ideas for various ages. My main advice is think about what excites your child ie: what does he stim on?

For example, my son likes to stim visually. He likes to watch his hands, he likes marble toys, he likes water toys etc. things that spin, you get the idea. So we took control of the stimming behaviour. We reserved these sorts of activities for reinforcers. By this I mean we removed most of these sorts of items (as much as possible, hands are not removable ;-) from his play areas. When he was working therapists would give him access to these items. For example if he did a good job he might get to play with a water toy (one of those toys where the coloured water floats in little bubbles down a ramp) or we might set up a marbleworks ramp and then give him the marble to reinforce him. He did not get to play with these items if he was not doing good work or during down times.

Other visual toys are spinning tops, glitter silly putty, cars with spokey wheels, wind up toys…

Now that my son is older he uses a token system to gain access to foods and toys as well as outings or games that he likes. However a child that is difficult to motivate often needs to start with more basic reinforcing.

My son also loves physical play like acrobatic manoevers with his therapists, tickles, swinging around etc.

My daughter is obsessd with Disney. She is older and far more advanced than my son as she has been in therapy for over 2 years. She uses a system where she earns minutes for various achievements and then gets to bank her minutes and cash them in for time with disney toys (but only in the controlled envrionment of the therapy room.) SHe also has checklists of what it means to do good work and earns a sticker for each completed checklist. She then earns these stickers over her session for cool items such as lip gloss, trips to the library, park, popsicle, play time outside etc.

Does your child like textures? try sensory tubs with sand, corn kernels, water with bubbles, slime (cornstarch and water) and other textures. Fuzzy items, sandpaper cut into shapes, bumpy textures…

does your child love music? try a tape player with songs (but remember to rotate your tapes constantly, have a huge selelction. THere is nothing like the joy of creating a rigidity for your child and then haveing to get rid of it!

sounds like your child isn't into edibles and gfcf diet makes treats expensive. But if you do find something he likes, cut it up extremely small and do not provide access to it outside of the therapy room. It should be restricted to therapists only or he will satiate on it. Try things you would never guess he would like, I know of a child who everyone thought didn't respond to edibles until one day we gave him salt and vinegar chips!! sour candies are also popular with him.

One child I know likes to be squished under couch cushions. His team used this as a reinforcer.

If all else fails there is always my daughter's favorite, if I do good work I get to leave the table and my therapist will leave me alone for a minute! Teach your child that good working means getting a token or pec with a picture representing break or just verbally let him know that good work allows him more free time. That is one that you should talk to your consultant about though ;-) it needs to be used properly and with good guidance or you will have a difficult time getting your child to work for any amount of time.

There are lots of preschool books that have great ideas for making reinforcers such as sensory texture stuff, goopy things etc. Another cheap tip is to go to Value village and buy the bags of windup toys, cars etc for .99 cents.

One more tip: be sure that each of your therapists come with their own bin of reinforcers. items quickly stale if every therapist is providing it every session.

And finally, talk to your consultant for ideas. You might also want to ask them about various ways of testing for effectiveness of reinforcers. THe general idea of these procedures is to provide the child with 6 choices of reinforcers in a muffin tin. Present the tin, see what the child chooses, remove the tin. Let him play with the reinforcer for a minute, remove it. Re-present the tin, record what item he chooses next. Continue until all items are chosen. This allows you to creat a hierarchy of preferred items. This test should be done fairly frequently. Your consultant should be able to give you more detailed directions on this.

Michelle

[Deleted User]

To anonymous looking for reinforcers:

We have found that an outing to the dollar store is very successful. Our son picks out what he likes best and wants to work for.

It would be more difficult for food reinforcers. The only thing I could suggest is to get one candy of many kinds and set them out before him and see what he chooses.

Good luck.

[Deleted User]

Have you thought of trying something like balloons, or pieces of lego, marbles,or even tickets to the local rec. centre (pool/ice arena)?

[Deleted User]

Hi everyone I was wondering if anyone has some good ideas for reiforcers.my son is quite picky and wont eat alot of typical choices such as candie, raisins, etc. also any ideas for toys as reinforcers as we are going through lots of these as well also he is on the gfcf diet. thankyou

[Debra Antifaev]

Hi Everyone
I am posting AGAIN!!!
I have just been sent notice of the Annual General Meeting of the BC Centre for Ability.
Monday, September 23rd, 2002 at 7:00pm at
2805 Kingsway, Vancouver.
Key Note Speaker is Minister of State for Early Childhood Development, Linda Reid.
She will be revealing her plans for the future of Supported Childcare, Children with Autism and the Infant Development Program.
To vote you must be a member and membership costs $15. Childcare is available: call Caroline 604-451-5511 ASAP
It is probably worth attending and listening to, if only to see if our children are affected by those "future plans".

Debra
Ben's Mom

[Mike & Jean]

Hi Everyone!

Just to let you know – our FEAT meeting, regularly held on the third Wednesday of the month, has been cancelled for September. Stay tuned for a new location still on the North Shore for October.

On another note – I'm collecting data…any parent who has a "horror" story about their fights to get an ABA trained aide into school please email directly to jean.lewis@telus.net I am preparing a compilation of examples across school districts.

Thank you

Jean

[Deleted User]

The medication "dexidrine" is it good helping these kids with attention? I ask – because a parent of a teenage son with autism has been successful and told me about it. I just wanted the general opinion. My cousin's young son who is 9 uses it for ADD. I know that autism has no cure with medication, I am just wondering if this helps the over active one who has a short attention span (my child). Thanks.

[Deleted User]

ABA training Workshops by Ms. Shelley Davis

After an overwhelming response of interest in an advanced ABA course, Ms. Davis has agreed to teach a workshop aimed on the basics of Behavioural therapy. This course will be open to everyone regardless of experience. More details to follow soon.

As for the advanced course, I would highly recommend attending the basic workshop first. THe advanced workshop will take place after the basic one. Registration will be based on completion of a questionaire that will be made available to those who are interested. If you have not already emailed me about being interested, please do so at Mkarren1@aol.com

Thank you

Michelle

[Deleted User]

Warning this is LONG ;-)

Hiring and Keeping your team:

I just wanted to add some of my experiences that will hopefully benefit some of you out there who are new to the game.

Staff turnover is a horrid part of the struggle. YOu think when you start that once you have a program, life will be easier – the reality is the fun is JUST beginning!!

Now you have people who contract to you, you have staff to oversee, meetings to run, schedules to make (the bain of my existence!!!) and paychecks to write. Yes, plainly put, it sucks but welcome to your life, here is some tips that I have learned the hard way :-)

Avoid sweet young women who love playing with children. THey are sweet and have great intentions but usually have great difficulty with behavioural interventions. ABA isn't always fun and games, particularly in the beginning.

Don't avoid hiring men. I know there has been some discussion about concerns of hiring men. If you are concerned about this with men on the team, you should also consider the sexual predators and can be women too. Video tape sessions, use a baby monitor at all times, whatever it takes but don't prejudge men. A large majority of children with autism are male. Boys need male role models. When you consider that our therapists are a large part of our child's life, it makes sense that they work with males. I've heard many a story from my consultant about boys in grade 3-6 who cross their legs like girls and use high pitched voices. We teach our children to imitate from the world around them but we must remember that they do not always understand social cues and that they may not realize it is not cool to sit and talk like a girl. We need to expose them to guys so that they act like guys. And as for our girls, it is important that they are used to working with males because the day will come where they will have a male teacher. Generalization should occur across the sexes as well is my point. Enough said.

Where to find both male and female therapists? Universities are your best bet. Anyone can learn to play with a child. Almost anyone can learn the basics of discrete trial. HOwever it takes an intelligent person to understand the complexity of discrete trial, the principles of ABA and most importantly to understand that knowing the basics of ABA does not make you an expert. I have seen too many therapists with minimal training think that they know it all and that they can make programming decisions or worse create their own interventions. ONly the intelligent ones understand how little they truly know. I can not emphasize that enough!!!

I should point out that there are lots of intelligent people who are not or have not gone to University. THey can be hard to find. Advertising at universities increases your chances of finding intelligent people.

Another bonus to recruiting from academics is a pool of people who may have a better grasp of data collection, science and who may be interested in this line of work not for the money but for the experience.

WHen interviewing, always ask people about their long term goals. Where do you plan to be in one year, in five years. If they plan to be working in marketing in one year, it may not be worth it to train them to have them leave soon.

Network with others in your area. This is especially true if you share the same consultant or consulting group. You don't want to overlap too much with some one else's team but by working together you can share some quality therapists who are looking for more work.

Look for energetic people. THey should be bubbly and alive. AVoid people who say they have a lot of experience but seem lifeless. Energetic people are reinforcing, walking dead are not. Energy is more important than experience.

Always search for new therapists. I am constantly looking and recruiting. When I meet someone who seems perfect for the job I tell them about what we do. If I am not in need, I pass them on elsewhere. Do the same. WHat comes around goes around.

don't be afraid of green.

As for managing your team:
divide up your responsibilities. One parent I know has one therapist in charge of photocopying, one in charge of updating materials etc.

We follow a model where we have one sr. therapist who is in charge of keeping materials current, photocopying or letting me know what needs to be copied, updating programs based on consultants requests, moving programs along through various steps.

Look for possible leaders. Give them responsiblity, don't forget to pay them for it.

Therapists need to be reinforced too. Give them raises regularly. It doesn't have to be huge, its the point that matters. Don't start out paying too high or you won't be able to do this. We've given .25 cent raises with the explanation that we know they are worth so much more but this is all we can afford. Tell them how great they are. Tell them how much you appreciate them. Listen to their feedback. Try to keep current with what is going on in their lives.

Therapists have lots of reasons for quitting, here are a few that are common:
-feeling as though their opinion does not matter. Try to open to what they have to say. Sometimes it might not be justifiable or sometimes its just not in lign with what is going on. But listen, don't be defensive and then calmly explain why it is not going to work or take it into consideration.
-not feeling like what they are doing is making a difference. If a therapist is commenting on this review what is happening on your team. Are programs moving along? Is your consultant on top of things? Is the therapist a skilled therapist or does the problem lie there? If so, then their leaving is for the best. If not, they something is stagnant on your team.
-They don't enjoy the work. Its not for everyone, good riddance if it is not for them.
-they are moving on in life, marriage, pregnancy, grad school, joining the rat race. Life happens. If you are in touch with their lives you can see most of this coming. Start recruiting asap.
-Here is a hard one for us parents to accept – we are difficult to work for. Sometimes we are. are you nice to your team? see my notes about reinforcing. I share your pain about opening up your house, the constant schedule, the difficulties of having a child with autism – I have two of em and two teams so trust me I KNOW – but don't take it out on your team. Be pleasant as much as possible, remind your team that you appreciate them but that this is your private space and hopefully they will respect that. Don't argue with your therapists unless they are way off base. Try to listen to their views. Explain rationally why an idea won't work.
-Dont' treat your team as if they are babysitters or daycare. If they are, your team is not really an ABA team. ABA and daycare are not the same thing. Treat your therapists as professionals. This is not to say that you can't have them do outings or activities with your kids. THose are good things but pay them as therapists and expect them to act as therapists by incorporating principles of ABA into these activities.

And finally do a search for postings by Nancy Walton because she has posted some in the past about training new people on an ongoing basis and her ideas were awesome!

HOpe this helps

Michelle (mother of Breanna and Griffen)

[Deleted User]

Warning this is LONG ;-)

Hiring and Keeping your team:

I just wanted to add some of my experiences that will hopefully benefit some of you out there who are new to the game.

Staff turnover is a horrid part of the struggle. YOu think when you start that once you have a program, life will be easier – the reality is the fun is JUST beginning!!

Now you have people who contract to you, you have staff to oversee, meetings to run, schedules to make (the bain of my existence!!!) and paychecks to write. Yes, plainly put, it sucks but welcome to your life, here is some tips that I have learned the hard way :-)

Avoid sweet young women who love playing with children. THey are sweet and have great intentions but usually have great difficulty with behavioural interventions. ABA isn't always fun and games, particularly in the beginning.

Don't avoid hiring men. I know there has been some discussion about concerns of hiring men. If you are concerned about this with men on the team, you should also consider the sexual predators and can be women too. Video tape sessions, use a baby monitor at all times, whatever it takes but don't prejudge men. A large majority of children with autism are male. Boys need male role models. When you consider that our therapists are a large part of our child's life, it makes sense that they work with males. I've heard many a story from my consultant about boys in grade 3-6 who cross their legs like girls and use high pitched voices. We teach our children to imitate from the world around them but we must remember that they do not always understand social cues and that they may not realize it is not cool to sit and talk like a girl. We need to expose them to guys so that they act like guys. And as for our girls, it is important that they are used to working with males because the day will come where they will have a male teacher. Generalization should occur across the sexes as well is my point. Enough said.

Where to find both male and female therapists? Universities are your best bet. Anyone can learn to play with a child. Almost anyone can learn the basics of discrete trial. HOwever it takes an intelligent person to understand the complexity of discrete trial, the principles of ABA and most importantly to understand that knowing the basics of ABA does not make you an expert. I have seen too many therapists with minimal training think that they know it all and that they can make programming decisions or worse create their own interventions. ONly the intelligent ones understand how little they truly know. I can not emphasize that enough!!!

I should point out that there are lots of intelligent people who are not or have not gone to University. THey can be hard to find. Advertising at universities increases your chances of finding intelligent people.

Another bonus to recruiting from academics is a pool of people who may have a better grasp of data collection, science and who may be interested in this line of work not for the money but for the experience.

WHen interviewing, always ask people about their long term goals. Where do you plan to be in one year, in five years. If they plan to be working in marketing in one year, it may not be worth it to train them to have them leave soon.

Network with others in your area. This is especially true if you share the same consultant or consulting group. You don't want to overlap too much with some one else's team but by working together you can share some quality therapists who are looking for more work.

Look for energetic people. THey should be bubbly and alive. AVoid people who say they have a lot of experience but seem lifeless. Energetic people are reinforcing, walking dead are not. Energy is more important than experience.

Always search for new therapists. I am constantly looking and recruiting. When I meet someone who seems perfect for the job I tell them about what we do. If I am not in need, I pass them on elsewhere. Do the same. WHat comes around goes around.

don't be afraid of green.

As for managing your team:
divide up your responsibilities. One parent I know has one therapist in charge of photocopying, one in charge of updating materials etc.

We follow a model where we have one sr. therapist who is in charge of keeping materials current, photocopying or letting me know what needs to be copied, updating programs based on consultants requests, moving programs along through various steps.

Look for possible leaders. Give them responsiblity, don't forget to pay them for it.

Therapists need to be reinforced too. Give them raises regularly. It doesn't have to be huge, its the point that matters. Don't start out paying too high or you won't be able to do this. We've given .25 cent raises with the explanation that we know they are worth so much more but this is all we can afford. Tell them how great they are. Tell them how much you appreciate them. Listen to their feedback. Try to keep current with what is going on in their lives.

Therapists have lots of reasons for quitting, here are a few that are common:
-feeling as though their opinion does not matter. Try to open to what they have to say. Sometimes it might not be justifiable or sometimes its just not in lign with what is going on. But listen, don't be defensive and then calmly explain why it is not going to work or take it into consideration.
-not feeling like what they are doing is making a difference. If a therapist is commenting on this review what is happening on your team. Are programs moving along? Is your consultant on top of things? Is the therapist a skilled therapist or does the problem lie there? If so, then their leaving is for the best. If not, they something is stagnant on your team.
-They don't enjoy the work. Its not for everyone, good riddance if it is not for them.
-they are moving on in life, marriage, pregnancy, grad school, joining the rat race. Life happens. If you are in touch with their lives you can see most of this coming. Start recruiting asap.
-Here is a hard one for us parents to accept – we are difficult to work for. Sometimes we are. are you nice to your team? see my notes about reinforcing. I share your pain about opening up your house, the constant schedule, the difficulties of having a child with autism – I have two of em and two teams so trust me I KNOW – but don't take it out on your team. Be pleasant as much as possible, remind your team that you appreciate them but that this is your private space and hopefully they will respect that. Don't argue with your therapists unless they are way off base. Try to listen to their views. Explain rationally why an idea won't work.
-Dont' treat your team as if they are babysitters or daycare. If they are, your team is not really an ABA team. ABA and daycare are not the same thing. Treat your therapists as professionals. This is not to say that you can't have them do outings or activities with your kids. THose are good things but pay them as therapists and expect them to act as therapists by incorporating principles of ABA into these activities.

And finally do a search for postings by Nancy Walton because she has posted some in the past about training new people on an ongoing basis and her ideas were awesome!

HOpe this helps

Michelle (mother of Breanna and Griffen)

[Author]

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