Effective staff training and supervision especially in ABA must incorporate the principles of behavior analysis Greta has implemented several critical antecedent strategies specific descriptions modeling and has a system for monitoring performance However a key missing component in her supervision is the delivery of consequences following the RBTs performance After monitoring it is essential to provide feedback which functions as a consequence to inform the RBTs about their performance This feedback can take various forms delivering reinforcement eg praise specific positive feedback opportunities for preferred tasks for correct performance to increase the likelihood of it occurring again or providing corrective feedback which may function as punishment or simply an antecedent for correct behavior for incorrect performance to decrease its future occurrence and guide improvement Without these consequences the RBTs lack crucial information about the effectiveness of their actions and the motivation to maintain or improve their performance Monetary rewards can be a form of reinforcement but they are not the only necessary consequence nor are they always feasible or appropriate for every instance of correct performance The order of operations specifying requirements before training is correct and a clinical director training her own staff is a standard and acceptable practice not a conflict of interest in this context