1 / 7

Goal Attainment Scales

Goal Attainment Scales. Definitions Examples Scoring. Definition and Use. Measures achievement of casework goals Can be used with clients with different kinds of issues. (very flexible) Can be used with persons with different numbers of goals.

Mercy
Télécharger la présentation

Goal Attainment Scales

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Goal Attainment Scales • Definitions • Examples • Scoring

  2. Definition and Use • Measures achievement of casework goals • Can be used with clients with different kinds of issues. (very flexible) • Can be used with persons with different numbers of goals. • Produces a Goal Attainment Score (GAS) which allows the client and worker to track progress.

  3. Goal Area Selection • First step involves selecting high priority goal areas. • Identify areas where an undesirable set of behaviors should be minimized or where a favorable set of behaviors should be increased. • Usually between 3 and 5 goal areas are identified.

  4. Expected Outcomes • Start by identifying the most likely outcome. This should be what you and the client reasonably expect from intervention. • The middle level is the most probable level of goal attainment. • This is the level that would indicate success in the intervention plan. • Above this level is even greater success, • Below this level is less successful outcome.

  5. The outcomes should not be vague; they should be measurable and specific. • Be careful not to set up goals that are too easily accomplished (unless that is your intent). • Goals should be realistic. • Another staff person should be utilized to double check for the realism and clarity of the goals. • While the outcome does not have to be quantified, it must be stated in a way two independent observers could agree on whether it has been obtained.

  6. Scoring Goal Attainment Scales • If you are working with clients with the same number of goals: • Each time you choose to measure goal attainment mark the box which indicates the client’s current status. • To obtain a GAS, simply add up the scores for each goal. Scores on each goal range from -2 to +2 with 0 indicating intervention success. • The total across all goals represents the GAS.

  7. If you are comparing or collecting scores from a number of clients with a different number of goals: • Obtain the GAS . • Convert the GAS into a standard score. • Refer to the GAS conversion table. • Find the row which indicates a client’s GAS and find the column which represents the client’s number of goals. • The standardized GAS score is where the row and column intersect.

More Related