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Positive Behavioral Interventions and Supports USD 2 Team Training
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Positive Behavioral Interventions and
SupportsUSD 2
Team Training
Today’s Goals
• Team Update• Look at some data• Develop PBIS content fluency• Create School Wide plans to teach
expectations to youth• Develop a School Wide Continuum of Positive
Behavior Supports• Develop a School Wide Continuum of
discouraging inappropriate behavior
Data
• What do people who work in alternative setting say about PBIS?
• What does the data tell us about PBIS?
Exemplar
• Illinois Youth Center380 boys 13-21Medium-maximum securityCorrectional model
What can PBIS do? IYC-Harrisburg results
Who are we Incarcerating?Youth in Juvenile Corrections
PBIS and School to Prison Pipeline Reform
• PBIS is promoted by advocacy groups, specifically to address school-to-prison pipeline reform– Southern Poverty Law Center– Appleseed– American Civil Liberties Union– Public Counsel Law Center
Ron Jackson (Texas)
High-security facility serves youth who have been found to have engaged in delinquent conduct and were committed to the agency's care by a juvenile court. The facility currently houses the gateway program for all girls entering the Texas Youth Commission. In most cases, girls will remain at the Ron Jackson complex to receive specialized treatment specifically designed for female offenders.
Major Incidents
1,422
1,493
1,384
1,287
1,456
1,238 1,2141,173 1,158
279329
292
202
271233
282240
206
-
200
400
600
800
1,000
1,200
1,400
1,600
Sep 2010 Oct 2010 Nov 2010 Dec 2010 Jan 2011 Feb 2011 Mar 2011 Apr 2011 May 2011
Non-School School
20% decrease from Jan -> May
24% decrease from Jan -> May
Security Referrals
4,0934,252
3,6503,760
4,151
3,4923,593
3,235
2,959
1,0751,241
1,090
705
1,044867
1,058908
789
-
500
1,000
1,500
2,000
2,500
3,000
3,500
4,000
4,500
Sep 2010 Oct 2010 Nov 2010 Dec 2010 Jan 2011 Feb 2011 Mar 2011 Apr 2011 May 2011
Non-School School
29% decrease from Jan -> May
24% decrease from Jan -> May
Discipline Data
2009-2010 Discipline /Incidents 7856
2010-2011 Discipline /Incidents 5646
CCF-225 Decrease 28.2%
STEP 6 – DEVELOP CONTINUUM OF PROCEDURES FOR ENCOURAGING SW EXPECTATIONS
Acknowledging SW Expectations: Rationale
• To learn, humans require regular & frequent feedback on their actions
• Humans experience frequent feedback from others, self, & environment– Planned/unplanned– Desirable/undesirable
• W/o formal feedback to encourage desired behavior, other forms of feedback shape undesired behaviors
Are “Rewards” Dangerous?
“…our research team has conducted a series of reviews and analysis of (the reward) literature; our conclusion is that there is no inherent negative property of reward. Our analyses indicate that the argument against the use of rewards is an overgeneralization based on a narrow set of circumstances.”– Cameron, 2002
• Cameron & Pierce, 1994, 2002• Cameron, Banko & Pierce, 2001
Reinforcement Wisdom!
• “Knowing” or saying “know” does NOT mean “will do”
• Students “do more” when “doing works”…appropriate & inappropriate!
• Natural consequences are varied, unpredictable, undependable,…not always preventive
Why Develop aSchool-Wide Reward System?
Increases the likelihood that desired behaviors will be repeated
Focuses staff and student attention on desired behaviors
Fosters a positive school climate
Reduces the need for engaging in time consuming disciplinary measures
Acknowledge & Recognize
Predictable work environments are places where employees:
• Know what is expected• Have materials & equipment to do job correctly• Receive recognition each week for good work• Have supervisor who cares & pays attention• Receive encouragement to contribute & improve• Can identify person at work who is “best friend”• Feels mission of organization makes them feel like
their jobs are important• See people around them committed to doing good
job• Feel like they are learning new things• Have opportunity to do the job well (Buckingham & Coffman 2002, Gallup)
Rewarding Staff
Keeping staff motivated is just as important to the PBS process as motivating students
Utilize community resources and local businesses
Incentives for staff that have worked at other schools include:• After School Ice Cream Social• Leave 5min. Early pass• Special Parking Spots• Recognition at faculty meetings
Reward System Guidelines
Keep it simpleProvide staff with opportunities to
recognize students in common areas who are not in their classes
Include information and encouraging messages on daily announcements
Rewards should target 85-95% of students
Brainstorm Staff rewards too!
