Building an Engaging Employee Culture To Scale Growth Of A Business
Since most human service direct support and supervisory positions are designed to pay employees on salary or by the hour, these are flawed contingencies that only reinforce the passing of time as opposed to active engagement by the clinicians. In fact, active engagement by clinicians with learners is increased response effort on the part of the employee and can often occasion more problem behavior by the learner than simply passively standing by. In essence, the systems are already rigged against active employee engagement. This presentation discussion details specific pay for performance strategies that can produce peak levels of employee engagement to better support the learners they serve. Key performance indicators to measure quality growth and employee engagement are also discussed in detail.
About Pierre Louis:
Pierre Louis is a Board Certified Behavior Analyst with over 15 years of experience working with individuals with Autism Spectrum Disorder, as well as other developmental and behavioral challenges. Pierre obtained his graduate degree at Capella University in Education, with a specialization in performance improvement. In addition to adjunct positions at multiple colleges and universities, Pierre has been in executive leadership positions responsible for training an organizational development across multiple schools and residential programs. Pierre is presently the Executive Director of Training & Leadership Development for an ABA consulting group consisting of over 550 employees spanning across 5 states.