Social Validity Assessment of Job Satisfaction, Resources, and Support Among Educational Service Practitioners for Students with Intellectual and Developmental Disabilities

Predictors of the Social Validity Judgments of Early Childhood Intervention Performance Checklists and Practice Guides

“…Findings from studies of the relationships between social validity judgments and the fidelity of use of different kinds of intervention practices (Pittenger, Barahona, Cavalari, Parent, & K., 2014;Vancel, Missall, & Bruhn, 2016;Wehby, Maggin, Moore Partin, & Robertson, 2011), including studies of early childhood intervention practices (e.g., Dunst, Raab, & Hamby, 2016;Strain et al, 2012), show that positive judgments of the acceptability and importance of the practices account for significant amounts of variance in adherence to the use of the key characteristics of different kinds of intervention practices. Little is known, however, about the personal and situational characteristics that influence practitioners' judgments of the social validity judgments of different kinds of intervention practices.…”

Social Validity Assessment of Physical Restraint Intervention by Care Providers of Adults with Intellectual and Developmental Disabilities

“…Social validity assessment is critically important for identifying facets of intervention plans that can be revised and refined for improving service delivery and results (Kazdin 1977;Wolf 1978). Some examples of social validity assessment of care providers for people with IDD are measuring satisfaction and acceptance of resources, supports, and job responsibilities (Pittenger et al 2014), methods to enhance treatment integrity (Strohmeier et al 2014), receiving performance evaluations (Reid and Parsons 1995), and the goals, content, and methods of applied behavior analysis training programs (Luiselli et al 2010).…”

Recommendations for Recruitment and Retention of a Diverse Workforce: A Report from the Field

“…Implement policies and practices that support staff and embrace diversity -Avoid unnecessary policies in the workplace -Recruit input and formal written feedback -Creates an inclusive culture within the organization -May lead to improved retention Babcock ( 2009 ): https://www.tinyurl.com/58nypc4c EEOC Enforcement Guidance on National Origin Discrimination https://www.tinyurl.com/mueww57x 9. Assess staff satisfaction and levels of stress -Recruit formal feedback at regular intervals -Company evaluates how they are meeting needs of their employees and/or areas for improvement -Improved job satisfaction, improved retention Pittenger et al ( 2014 ); https://www.tinyurl.com/2p9cjw6x Tools to Assess Burnout Kristensen et al ( 2007 ): https://www.tinyurl.com/msrta862 see Appendix 1 for a sample Social Validity Survey for Staff 10. Provide mentorship -Identify talented candidates for graduate programs -Encourage prospective candidates to apply to graduate programs or pursue other credentials -Helps strengthen existing partnerships or establish new partnerships with area colleges and universities Holloway ( 2001 ): https://www.tinyurl.com/38apdrvf Clark et al ( 2012 ): https://www.tinyurl.com/3mjwyn37 Brunsma et al ( 2017 ): https://tinyurl.com/523wj5wp …”

“…Companies can recruit feedback on a quarterly basis via social validity assessments to align with employee performance reviews. Pittenger et al ( 2014 ) evaluated a social validity assessment with educational service practitioners to get input on their levels of satisfaction and acceptance of available resources, support, and responsibilities at a specialized school for children with intellectual and developmental disabilities. Results helped to inform recommendations for improvements and revealed positive staff perceptions.…”