I.2: Identify and apply strategies for establishing effective supervisory relationships (e.g., executing supervisor-supervisee contracts, establishing clear expectations, giving and accepting feedback).
Free practice questions for this part of the BCBA, with an explanation for every option.
A BCBA agrees to supervise a new trainee's fieldwork hours. What should the BCBA do BEFORE supervised hours begin to accrue?
- A. Wait for the first performance evaluation to decide what is expected.Incorrect. Expectations should be clear before performance is evaluated, not worked out afterward.
- B. Sign a written supervision contract that defines expectations, responsibilities, how performance will be evaluated, and the conditions for ending supervision.Correct. A signed written contract that sets out roles, expectations, evaluation methods, and termination conditions is required and forms the basis of the supervisory relationship.
- C. Agree verbally on a meeting schedule and leave the details for later.Incorrect. A verbal agreement is vague, hard to document, and does not meet requirements.
- D. Give the trainee a list of recommended readings and start sessions right away.Incorrect. Readings may help, but they do not set up the formal expectations and responsibilities that must be agreed before supervision starts.
After observing a session, a BCBA tells an RBT, 'You need to be more on top of things.' The RBT looks confused and gets defensive. Which change would MOST improve this feedback?
- A. Wait until the annual review and cover all concerns at once.Incorrect. Delayed feedback is much less effective than timely feedback.
- B. Give the feedback in writing only, so the RBT can't argue.Incorrect. Written-only feedback removes the two-way exchange and still does not make the message specific.
- C. Ask another RBT to give the feedback so it feels less threatening.Incorrect. Handing feedback to a peer avoids the supervisor's responsibility and does not fix the vague content.
- D. Name the specific behaviors observed (for example, 'you delivered the reinforcer about 10 seconds after the correct response'), praise what was done correctly, describe the desired behavior, and invite the RBT's input.Correct. Effective feedback is specific, describes observable behavior, includes praise for correct performance, states the desired response, and is two-way.
During a check-in, a supervisee tells her BCBA supervisor that the supervisor has cancelled three of the last five meetings and that she feels unsupported. Which response BEST models accepting feedback in a supervisory relationship?
- A. Reassign the supervisee to a different supervisor without discussing it.Incorrect. Abruptly reassigning the supervisee ignores the concern and may break continuity of supervision (Ethics Code 4.11).
- B. Thank the supervisee, acknowledge the concern without defending, and work with her on a concrete plan (for example, a protected meeting time and a rescheduling rule).Correct. Receiving feedback without defensiveness and solving the problem together models good feedback acceptance and strengthens the relationship.
- C. Remind the supervisee that she agreed to the supervision contract and so cannot complain.Incorrect. The contract binds both parties. The supervisor's cancellations may themselves breach it.
- D. Explain that the caseload is very heavy and that the supervisee should be more understanding.Incorrect. Defending and redirecting blame discourages future feedback and does not fix the problem.