As a Board Certified Behavior Analyst (BCBA), finding a company and position that aligns with your needs, career goals, and values can be challenging. After all the time, energy, and dedication poured into earning certification, nobody wants to work somewhere they're unhappy. With burnout at an all-time high, prioritizing your needs during your job search is more important than ever.
As you embark on your BCBA career search, consider the following factors to make an informed decision. Keep in mind that what's important to one BCBA may not be important to another. This isn't an all-inclusive list of must-haves but rather a list of considerations to guide you in your job search.
Compensation & Benefits
Okay, I must preface this by saying that pay isn't everything. There are so many more factors to explore that must be taken into consideration. A high-paying job that you're miserable in isn't worth it. But let's be honest, compensation is a major determining factor. It's not just the hourly rate or salary you should consider, though.
Evaluate the compensation and benefits package as a whole, including:
Pay—Do they pay hourly or salary? Do they pay for ALL hours worked? If hourly, is there a lower hourly rate for non-billable hours? Is there travel pay and/or mileage reimbursement?
Bonuses—Do they offer performance bonuses? If they do, what are the bonuses based on (e.g., billable hours or measures of quality)?
Benefits—What benefits do they offer? 401K, health insurance, CEUs/professional development stipends, PTO, etc.? Are there any unique benefits, like childcare assistance or gym memberships?
Remember to also consider whether the position is W2 or 1099. That will make a significant difference in the pay structure. Some companies also misclassify BCBAs as contractors while treating them like employees. If you take on a 1099 position, ensure you fully understand what constitutes an independent contractor.
Career Growth & Professional Development
Opportunities for growth are considered one of the Five Essentials of Workplace Wellbeing, according to the US Surgeon General. For people who value career growth, continuing to work for a company that does not invest in professional development or have opportunities for career advancement can be highly demotivating.
If career growth is important to you, when evaluating potential employers, consider:
Professional development programs
Skill development and mentorship opportunities
Pathways to leadership positions
Opportunities to specialize in a specific area (e.g., parent training, staff training, quality assurance)
Billable Hours & Caseload
Billable hours are a hot topic within the ABA field. While the hours clinicians bill are necessary to keep the company afloat, some companies place a significant emphasis on meeting high billable requirements, placing undue burden on the clinician. This often leads to burnout, which can have substantial adverse effects for the BCBA, their clients, and the organization as a whole.
Billable hour requirements
How many hours will you be expected to bill each week? Billable expectations for in-home therapy typically range between 22 and 27 hours per week, while center-based BCBAs are generally expected to bill 25 to 30 per week.
Caseload size
How many clients will be on your caseload? What would your total weekly client service hours be? In other words, how many direct hours would all of your clients receive weekly? For example, if you have seven clients receiving 30 hours/week, your weekly caseload hours would be 210. Ideally, this number should be in the range of 130-200. If your caseload is too small, you may struggle to get enough hours, but if it's too large, you'll be unable to effectively oversee 10-20% of the hours (+ parent training).
Another consideration that goes into caseload size is whether you have a mid-level supervisor to support your cases. Your caseload size may be larger if you're operating in a three tier model with mid-level support.
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Work-Life Balance
I can't speak for everyone, but for me, this is one of the most important factors in a job search. There are many components that go into a healthy work-life balance, including:
Working hours that work around your schedule/other life commitments
Schedule flexibility/ability to set your own hours
Ability to set boundaries for time outside of working hours (e.g., not taking a parent's call at 10 pm)
Adequate Paid Time Off (PTO)
Manageable caseload sizes
Clinical Philosophy & Approach
The clinical philosophy and approach to care can vary quite a bit across ABA organizations. It's important to choose a company whose values align with your own. For example, does the company place an emphasis on compliance and stim reduction? If you value assent-based care, then that company is likely not the right fit for you. Gaining an understanding of the organization's approach during the interview process is a great way to make sure you're well-aligned.
Technology & Stimuli
Consider what technology and tools the employer provides to help you do your job well and take some administrative burden off your plate, such as:
Laptop
Therapy stimuli (e.g., language learning cards)
Practice management/clinical software (e.g., CentralReach)
Assessment tools
Company Culture
Lastly, pay attention to the company culture. If you can talk to current staff, that might help you get a feel for the culture.
Here are a few components that go into the company's culture that you should consider.
The company's mission & values
Employee recognition efforts
Leadership accessibility
Bidirectional feedback (e.g., leaders are open to feedback from staff)
Positive and welcoming work environment
Find Your Next BCBA Position
Let's get you started on your BCBA job search. Explore the ABA Resource Center Job Board to find your next BCBA position!
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