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What is an appropriate caseload size for a BCBA? This is a common question pondered in ABA forums–by both BCBAs who are trying to identify what’s “normal” or expected in this field, as well as leaders of ABA practices who are trying to establish sustainable caseload sizes for their analysts. Finding the right balance between quality care, staff satisfaction, and financial viability can be a challenge, and there is no one-size-fits-all answer.  So–what is a sustainable caseload for a BCBA? Let’s explore! Rethink BCBA Caseloads: It’s Not Just About the Number of Clients When people talk about BCBA caseloads, they often focus on how many clients the clinician oversees. But caseload size isn’t just about the headcount–it’s about the amount of time and effort required to support those clients' individualized needs.  Consider this example: BCBA A  has 8 clients who each receive 40 hours per week. BCBA B  has 12 clients who each receive 20 hours per week.  At first glance, it appears that BCBA B has a larger caseload due to the higher number of clients. There is no denying that additional clients come with additional responsibilities, but in this example, BCBA A oversees 320 weekly hours  compared to BCBA B’s 240-hour caseload –an extra 80 hours per week makes a huge difference. This underscores an important consideration: caseload size should be measured by the total caseload hours , not solely the number of clients. Let’s investigate this further. Shift the Focus from Clients to Total Caseload Hours Rather than focusing solely on the number of clients, consider how many total weekly therapy hours the BCBA oversees. In other words, what is the total number of direct therapy hours they are responsible for overseeing each week? Total caseload hours do not refer to the hours the BCBA works, but rather the number of hours under them (i.e., the hours their RBTs work). Example:  A BCBA with six  clients who each receive 30 hours  per week would carry a 180-hour  caseload.  While the right caseload size depends on multiple factors–which we’ll explore in the next section–most BCBAs working a standard 40-hour workweek will fall within the 130-200 hour caseload range .  Let’s break that down with an example: What would a 200-hour weekly caseload size look like ? Keep in mind that a BCBA should provide 10-20% case oversight, in addition to ongoing caregiver training. If a BCBA has 200 weekly hours  under them, doing the bare minimum  of 10% case oversight would put them at  20 billable hours per week . It’s important to emphasize that 10% is the minimum, not necessarily the goal. Many clients and staff need additional support. If that BCBA has 10 clients and provides caregiver training for 1 hour per week for each client, that’s another 10 hours . That now puts them at 30 billable hours per week . This doesn’t factor in assessment/treatment planning or additional protocol modification. To further visualize how total caseload hours translate into billable responsibilities, consider the chart below. It outlines the number of protocol modification hours (97155) required per week, assuming the BCBA provides this service for 10-20% of the total weekly hours.  Note : This does not include caregiver training (97156)—To calculate the total billable hours with caregiver training, add an additional 0.5-1 hour per client per week. Weekly Caseload Size Weekly Billable Protocol Modification Hours Required (10-20%) 125 12.5-25 150 15-30 175 17.5-35 200 20-40 225 22.5-45 250 25-50 275 27.5-55 300 30-60 Open BCBA positions? Share them on the ABA Job Board ! Additional Factors that Influence Caseload Size There are endless potential factors that can influence what constitutes a sustainable caseload size within and across ABA companies.  Some things to consider include: Experience –Newly certified BCBAs should be assigned a caseload on the lower end, while systematically increasing caseload size as they demonstrate confidence and competency. Support of a Mid-Level Supervisor –A BCBA’s caseload size may increase when they have the support of a mid-level supervisor (e.g., BCaBA, Case Manager, Senior Therapist).   Individualized Client Need –Clients with more significant needs, such as higher intensity interfering behaviors, will require more attention from the BCBA, impacting the number of cases the BCBA can take on. The acquisition rate of the clients can also influence how much time the analyst needs to dedicate to each client.  RBT Experience –The experience level of the RBTs on the BCBA’s caseload is another big factor. RBTs with minimal experience will likely need more supervision, taking up a greater portion of the BCBA’s time. Location of Services– BCBAs working in a clinic or school setting can typically take on a larger caseload compared to in-home and community-based analysts. Administrative Workload– The amount of non-clinical, non-billable responsibilities a BCBA has (e.g., scheduling, attending meetings, fieldwork supervision) will play a significant role in the number of caseload hours they can take on.  Administrative Support– Backend support for administrative responsibilities like scheduling may allow BCBAs to take on a larger caseload than they would otherwise be able to manage. Consequences of a Large BCBA Caseload Overextending BCBAs with an unmanageable caseload can lead to a range of negative repercussions, including: Compromised Quality of Care– When behavior analysts are stretched too thin, quality of care is likely to suffer.  Increased Risk of Missed Deadlines & Errors– A larger caseload increases the likelihood that clinicians will struggle to meet deadlines for administrative and clinical responsibilities. Treatment plans and other documentation may also be error-ridden and/or submitted late.  BCBA burnout –Chronic, unmanaged workplace stress can result in burnout, which has significant implications for clinicians, clients, and the organization as a whole. Overextending BCBAs with heavy caseloads is a recipe for burnout .  Ethical violations –BCBAs are bound by the Ethics Code for Behavior Analysts . Per Section 3.03, analysts must only accept clients whom they have sufficient time and resources to effectively support. Taking on an unmanageable caseload may constitute an ethical violation.  Staff turnover– Staff retention is at risk when assigning unsustainable caseloads. When BCBA demand is at an all-time high with a significant undersupply of clinicians, ABA practices must put forth efforts to avoid BCBA turnover .   What Size Caseload Should a BCBA Have? BCBAs should have a caseload size in the range of 130-250 weekly hours. The exact number of weekly caseload hours will vary depending on several factors, including whether or not they have the support of a BCaBA. While the number of clients is one factor in caseload size, I encourage BCBAs and ABA practices alike to take a more holistic approach in considering relevant factors, including the total caseload hours.  Take time to consider all factors when establishing BCBA caseload sizes to promote positive client outcomes, prevent staff burnout, and ensure long-term organizational success. A well-balanced caseload for BCBAs will set the behavior analyst and  their clients up for long-term success.

It’s April 1st! Today marks the start of Autism Acceptance Month, formerly widely known as Autism Awareness Month. Throughout April, we celebrate the neurodiversity among us. Within the ABA field, behavior analysts play an important role in shaping the life experiences of autistic individuals. To truly embrace autism acceptance, BCBAs must evolve toward practices that affirm neurodiversity and prioritize listening to the voices of the population we most frequently serve.  Embracing Acceptance In recent years, the world shifted from a focus on autism awareness toward autism acceptance . Many folks within the neurodiversity movement pushed forward the idea that traditional autism awareness efforts were overly focused on deficits and a need to cure or fix autistic people. Through vital advocacy efforts, many within and outside of the ABA community have come to recognize autism as a natural variation of human development. Rather than focusing on fixing or curing autistic people, we should focus on accepting, respecting, accommodating, and offering individualized support to empower them to live a fulfilling life.  How BCBAs Can Promote Change During Autism Acceptance Month Throughout Autism Acceptance Month and beyond, BCBAs should advocate for meaningful changes in neurodiversity-affirming practices. Here are a few recommendations.  Listen to the Voices of Actual Autistics.  This cannot be overstated. The majority of the practices we employ are developed and implemented by neurotypicals. People with actual lived experiences have so much insight to offer. Clinicians and organizations within the behavior analytic field must prioritize genuinely listening to those within the populations we serve. ABA has long been criticized in the autistic community. While this can be uncomfortable to encounter, it’s important to sit with that discomfort while listening, understanding, and empathizing with the concerns of the autistic population. Reflect on Your Practices Take time to self-reflect. Are you implementing harmful or outdated practices, such as intervening on harmless self-stimulatory behaviors that don’t impact the learner’s quality of life? Be sure to check your biases as you reflect.  Advocate Within Your Organization Is the company you work for implementing goals or pushing forward policies that don’t align with neurodiversity-affirming practices? Advocate! While it’s easy to simply decide the company isn’t a good fit for you and start your search for a new BCBA position , consider the clients who will continue to face those practices. I urge everyone to advocate for better practices and provide feedback to your superiors. While they may be stuck in their ways, it’s also very possible that they will be open to change. For the best interest of your learners, at least make an effort to advocate for them.  We as a field continue to grow and improve. “It’s always been done this way” is not an acceptable response or a reason to continue doing something. Prioritize Self-Advocacy and Autonomy Empower your clients through self-advocacy. This is a key component of neurodiversity-affirming ABA. Involve your clients in care decisions when appropriate, and encourage them to play an active role in their treatment. This involves a shift from an over-emphasis on compliance and a greater focus on independence. Promote a Strength-Based Focus Support your learners in building skills that are necessary for an improved quality of life. Focus on their unique strengths and preferences when prioritizing goals and treatment recommendations. Honor Assent Withdrawal Recognize the signs of assent  and assent withdrawal in your learners and train your RBTs  to identify these signs as well. When your clients withdraw assent, honor this. If you’re not familiar with the concept of assent, I strongly urge you to take some continuing education courses on the topic. Here is one I recommend: Toward an Understanding of Assent with Individuals with Communication Disabilities . The Future of ABA is Neurodiversity Affirming The ABA field has drastically transformed over the last several years. The push toward neurodiversity-affirming practices is a critical shift toward respecting and supporting autistic learners as equal members of society. Autism is not something that needs to be cured or fixed. Rather, autistic people require individualized accommodations and care that meet their diverse needs to allow them to thrive in a way that honors their unique strengths and identities. With this, I encourage ABA clinicians and organizations to reflect on their practices through April’s Autism Acceptance Month. Consider the ways, whether big or small, that you can promote change in the ABA field.

Turnover in helping professions, like ABA therapy, has long been a struggle for employers. However, many providers have experienced significantly higher turnover rates  in the last few years. According to CentralReach’s 2025 Autism and IDD Care Market Report , in 2024, organizations averaged turnover rates between 77.4%-103.3%. Smaller organizations saw lower turnover (77.4%) compared to mid-size (89.3%) and enterprise (103.3%) organizations. Since 2021, turnover increased for each subsection, aside from a slight decrease in 2024 for small therapy providers (CentralReach, 2025). While this data suggests a concerning trend, there is a glimmer of hope—there are tried and true strategies ABA providers can implement to reduce turnover.  What is the Impact of Turnover in ABA? Turnover can impact an entire organization, from the leadership team to the clients and the remaining staff. It has a pervasive effect that can harm many aspects of an organization, including: Staff morale Workplace culture Quality of services Client progress Continuity of care Operational costs Client satisfaction Organizational reputation Scalability Organizational financial stability The ABA field currently has a staggering shortage  of qualified professionals. By the end of 2024, there were just over 74,000 certified BCBAs. Yet in the same year, there were 103,150 BCBA job openings –that’s 30,000 more open positions than there are available BCBAs (Behavior Analyst Certification Board, 2025)! This imbalance makes it extremely difficult for employers to attract and hire BCBAs. With this in mind, it cannot be overstated how critical it is to focus efforts on retaining your team. The current market is incredibly competitive.  What are the Causes of Turnover? Sometimes, RBT or BCBA turnover is unavoidable. For example, someone quits because they’re moving across the country. However, often there are preventable contributors. Turnover contributors typically include one or more of the following factors: Burnout  due to high caseloads, emotional exhaustion, navigating challenging behaviors, feeling ineffective, lack of support, and/or lack of work-life balance. Low pay or a lack of benefits  with a compensation package that doesn’t reflect their expertise and the demands of the job. Lack of career growth  or professional development opportunities . Ineffective supervision or minimal support. Administrative burdens,  such as excessive paperwork, inefficient workflows, and documentation requirements. Poor organizational culture  due to high workplace stress, a lack of team cohesion, and poor management. Unrealistic expectations  without sufficient time, tools, or training. Scheduling challenges, like long hours, last-minute cancellations, sessions that don’t match availability, long commutes, and a lack of flexibility. A lack of recognition  for one’s work.  Of course, not all turnover is bad. Sometimes turnover is necessary if a staff member isn’t the right fit for your practice. While that can’t always be avoided, being thorough in your hiring process can weed out those who aren’t a good match. How Can ABA Companies Improve Retention? Improving retention requires a multifaceted approach. The first thing organizations should do to target retention is analyze the data . What are the specific causes of turnover in your practice? This is critical information to inform retention efforts. Conduct exit interviews or exit surveys to gain data on this information. If you don’t have exit interview data, execute anonymous employee surveys with your current employees to understand what keeps them engaged and what challenges they experience. You can also read through employee reviews to gather information.  Consider the following five strategies to improve employee retention.  Implement a Comprehensive Onboarding and Training Program A common trend within ABA providers is to quickly onboard new RBTs and BCBAs, skimping on training to get them up and running. This is problematic. Even for highly experienced BCBAs, there should be a robust onboarding program to help staff get acquainted with your organization. Cutting corners on training will likely only hurt you in the long run. Spend time developing a comprehensive training program for each employee level to include: A structured onboarding process , with a clear roadmap, established expectations, and an assigned mentor. A shadowing experience  for new hires to observe experienced staff. Hands-on learning with opportunities for role-play and working directly with clients. Training on administrative and clinical workflows .  Competency checks  to ensure understanding and skill before working independently.  Technology training  to ensure an understanding of how to utilize EHR, clinical data collection systems, or other tech your organization uses. Reevaluate Pay & Benefit Packages While pay isn’t everything, we have to be honest in the realization that it is a primary factor. This is becoming increasingly true as basic living expenses continue to rise. Pair that with the increased competition in the ABA field, especially for BCBAs, and the compensation package becomes a major factor in hiring and retention.  Do market research to ensure your salaries remain competitive with industry standards. Consider also offering performance bonuses for meeting organizational goals. Further, identify whether you can offer other unique benefits, like student loan assistance or gym membership discounts. Offer Opportunities for Growth and Professional Development Invest in career growth and professional development  for your team. Create staff roadmaps for career progression, such as an RBT leveling program, where staff are promoted to higher levels, which come with increased pay and responsibilities.   Other ways you can invest in career growth include: Offer BCBA fieldwork supervision for aspiring BCBAs (This is really important for growing BCBAs internally!). Offer mentorship for newly certified behavior analysts. Provide or reimburse continuing education for RBTs and BCBAs. Foster a culture of feedback. Create individualized employee development plans for those who want to grow in the field. Match Expected Hours Provide the number of hours the staff are promised upon hire. This sounds simple enough, but it’s something many ABA staff, especially RBTs, report a concern with. They’re told they’ll work 30 hours/week upon hire, but quickly realize the company only has 20 hours/week to give them. Or–they’re expecting 20 hours/week, but regularly have 5-10 hours of cancelled sessions each week. Continuously matching the number of hours your staff request upon hire is a major way to retain staff. While cancellations are inevitable and changes arise that impact client hours (e.g., clients discharge, funding is stopped, etc), employers should make efforts to mitigate the impact that these factors have on the employee’s hours. For example, when clients cancel, you can offer administrative hours, where staff help out around the clinic, create materials, or do other non-billable tasks.   RBTs and BCBAs appreciate consistency and reliability. Consider whether you can offer either salary positions or a plan for guaranteed hours.  Side Note : Many companies offer employees a lower non-billable/administrative rate. While it is understandable that these hours don’t directly generate revenue, rate differentials are a practice you may want to reconsider, as all the work your staff do–whether or not you can bill for it–is equally valuable.  Boost Supervision & Support A lack of support is a primary contributing factor to burnout and subsequent turnover. Take efforts to ensure your team feels well-supported (without feeling micromanaged). Ensure that RBTs and BTs receive a minimum  of 5%  high-quality supervision and that case oversight occurs at a minimum  of 10%  of the total hours. Additionally, foster open communication, encouraging bidirectional feedback.  Key Takeaways In the increasingly competitive ABA field, we encourage employers to make genuine efforts to improve staff satisfaction and retention. Your staff are your greatest asset–don’t take them for granted!  Searching for your next RBT or BCBA hire ? Share your open positions on the ABA Job Board ! Our job board is built exclusively for ABA employers to increase visibility on their open positions.  References Behavior Analyst Certification Board. (2025). US employment demand for behavior analysts: 2010–2024. https://www.bacb.com/wp-content/us_employmentdemand_ba/ CentralReach. (2025). Autism and IDD care market report: March 2025 . CentralReach.   https://centralreach.com/resources/autism-idd-care-report/?utm_source=PressRelease&utm_medium=PressRelease&utm_campaign=market-report-mar25 Kazemi, Ellie & Shapiro, Marnie & Kavner, Alyssa. (2015). Predictors of intention to turnover in behavior technicians working with individuals with autism spectrum disorder. Research in Autism Spectrum Disorders. 17. 106-115. 10.1016/j.rasd.2015.06.012.    Plantiveau, C., Dounavi, K., & Virués-Ortega, J. (2018). High levels of burnout among early-career board-certified behavior analysts with low collegial support in the work environment. European Journal of Behavior Analysis, 19 (2), 195-207. https://doi.org/10.1080/15021149.2018.1438339

Board Certified Behavior Analyst Indiana BCBA < Back Board Certified Behavior Analyst Facebook X (Twitter) LinkedIn Copy link Apply Now Company: Damar Services Location: East Chicago, IN, USA Role: BCBA Salary: Up to $105,000 (based on experience)! Board Certified Behavior Analyst (BCBA)—East Chicago, Indiana We are currently seeking a Board Certified Behavior Analyst to join our highly skilled team at Damar in East Chicago location. We are looking for an eager individual excited to change the lives and jump start this new and exciting program! The BCBA will be responsible for completion of treatment plan development and implementation, data collection, and behavioral intervention in individual treatment of our clients. The BCBA will assist the treatment team and other members as designated, in the creation of behavior intervention plans and is responsible for maintaining documentation of all services provided. Remarkable ways you will be making a difference... Serves as a member of Damar’s interdisciplinary team. Maintains prescribed level of productivity. Provides direct therapy when needed. Provides client specific training. Provides direct clinical oversight to assigned caseload of clients. Completes individual treatment plans and behavior intervention plans using the principles of ABA. Completes VB-MAPP or other relevant assessment tool on assigned clients. Conducts FBAs as needed. Compiles data weekly/monthly/quarterly. Completes reauthorization reports. Facilitates monthly family meetings. Operates Damar vehicles and/or personal vehicles to transport clients or perform other work related duties. Will adhere to all policies and procedures as defined in the Employee Handbook and Damar Operational Policies and Procedures Manual. Takes pride and ownership in Damar’s facilities and assigned work areas. Attends mandatory staff meeting and other meetings as assigned. Completes and updates mandatory training and other licensure related items in a timely manner. Maintains documentation that is accurate and legible. Completes incident reports, including reporting any suspected exploitation, abuse, or neglect of a client. Ensures that the Agency meets its quality improvement, evaluation and reporting requirements. Actively participates in and/or oversees data collection and the use of data to improve outcomes, practices and service delivery. Utilizes data collection in relation to driving and tracking outcomes and achieving Agency. Some of the ways we reward our remarkable BCBAs... Up to $105,000 (based on experience)! Discretionary pay bonuses Paid CEUs and BCBA renewal Lower caseloads Trauma Informed Care Collaborative environment Growth opportunities Receive world-class training of verbal intervention & physical management techniques Enjoy Medical, Dental and Vision Insurance options Pay for school with up to $3,000 a year in Tuition Assistance Save for your retirement with our 401(k) Plan Participation Take care of loved ones through our Damar provided Life Insurance and additional voluntary options Protect your income through Short Term and Long Term Disability Insurance options Enjoy eligible holidays at home while getting paid with our Paid Holiday plan Take paid time off for rest and relaxation with our PTO plan Requirements What you need to be considered... Master’s Degree and BCBA. Minimum 2 years’ previous experience with autism spectrum disorders required with a minimum of 18 months of autism experience in an ABA setting. Minimum age of 21, depending on program and /or department requirements. Valid Indiana driver’s license and driving record that meets eligibility requirements of Damar’s insurance carrier (for all positions requiring driving). Successful completion of physical. Must meet background screening requirements of program(s) assigned to. About the Company Damar is one of America’s leading providers of services to people with developmental, behavioral, and intellectual disabilities—and the people who love them. For more than 50 years, we’ve set ourselves apart by delivering remarkable care and remarkable results for remarkable people of all ages with a wide range of needs. Damar’s program begins with an evaluation that includes a full assessment of each child. Observation time, parent interviews, and the appropriate assessment tools are used to create an individualized treatment plan in order to meet the unique needs of your child with autism. Our services can include: Intensive Behavioral Training Social & Community Training Diagnostic Services Community Integration Learn More About This Company How to Apply Click the link below to apply. Applying to this position? Let them know you found it on the ABA Job Board! Apply Now Date Posted: March 25, 2025 E-Book Quick View BCBA® Fieldwork Supervision Curriculum, 2nd Edition E-Book Regular Price $45.00 Sale Price $33.75 Digital Quick View ABA Staff Preference Assessment Price $3.00 E-Book Quick View BCBA® Fieldwork Supervision Curriculum-Ebook Price $30.00 Digital Quick View RBT Competency Assessment Study Guide E-Book Price $11.00 Digital Quick View Registered Behavior Technician (RBT) Evaluation Form Price $5.00 Digital Quick View RBT Study Bundle: Study Guide, Practice Exam, and Flashcards Price $20.00 Digital Quick View Positive Behavioral Supports & Visuals—Token boards, schedules, picture icons Price $5.00 Digital Quick View RBT Supervision Tracker Price $0.00 E-Book Quick View ABA Glossary of Terms: Terminology and Acronyms Used in ABA (Ebook) Regular Price $9.99 Sale Price $7.49 FREE SHIPPING Quick View Data Or It Didn't Happen T-Shirt Price $23.00 Digital Quick View Stop-Think-Answer Visual Price $0.00 Digital Quick View ABA Tacting Stimuli: Actions/Verb Flashcards Price $3.00 Digital Quick View ABA Stimuli: Emotions Pictures Price $2.50 Digital Quick View ABA Tacting Stimuli: 1st 240 word list Price $4.00 Digital Quick View Stimuli: Parts of an Item Price $2.50 Digital Quick View Supervision Introductory Meeting Guide Price $5.00

Clinical Director/BCBA Georgia Clinic Director < Back Clinical Director/BCBA Facebook X (Twitter) LinkedIn Copy link Apply Now Company: Beyond The Spectrum ABA Therapy (BTS) Location: Alpharetta, GA, USA Role: Clinic Director Salary: $85,000-$120,000 Clinical Director/BCBA—Alpharetta, Georgia Job Opportunity: Clinical Director/BCBA Position at Beyond the Spectrum ABA Therapy Are you an experienced Board Certified Behavior Analyst (BCBA) looking for an exciting opportunity to grow and make a significant impact in the lives of children and individuals with autism? At Beyond the Spectrum ABA Therapy , we’re expanding and looking for passionate individuals to join our team! Position Overview: We are currently seeking a Clinical Director/BCBA and a BCBA to help lead our team in providing exceptional behavioral health services. The ideal candidate will have a strong background in clinical practice, particularly working with children and individuals with autism, and a commitment to providing high-quality care. Key Responsibilities: Oversee clinical operations and ensure high standards of care are maintained. Conduct patient assessments and develop individualized treatment plans. Supervise and support clinical staff, offering guidance on behavioral therapy techniques. Ensure accurate data collection and maintenance of medical records in compliance with regulations. Collaborate with multidisciplinary teams to enhance service delivery. Implement staff training programs on behavioral health practices and patient assessment procedures. Monitor treatment outcomes and adjust strategies to improve patient care. Stay updated on best practices in behavioral health and special education. Why Join Us? Growth Opportunities: We are opening several new locations in the Atlanta metro area this year. With our expansion, you have the potential to grow into a senior-level position overseeing clinical operations across multiple sites. Incentives: We offer a $5,000 sign-on bonus (payable after six months of successful performance) and additional monthly incentives , including an Amazon gift card for Employee of the Month to reward and recognize your hard work. State-of-the-Art Facility: Our 6,000 sq. ft. facility in Alpharetta, GA, is designed to foster the development of children in a nurturing environment. Conveniently located near major highways and the vibrant Avalon area, we offer a supportive and engaging workplace. Ready to make a difference? If you’re passionate about making an impact and looking for a place to grow, we’d love to hear from you! For more information about the roles and to apply, please visit our careers page. Join us at Beyond the Spectrum ABA Therapy , where we are dedicated to making a meaningful difference in the lives of those we serve! Job Types: Full-time, Contract Pay: $85,000.00 - $120,000.00 per year Schedule: 8 hour shift Day shift Monday to Friday Requirements Master’s degree in a relevant field (e.g., Psychology, Social Work, Counseling). Proven experience working with children and individuals with developmental disabilities. Strong knowledge of medical terminology and behavioral health practices. Experience in data collection related to patient care outcomes. Familiarity with special education principles is a plus. Excellent communication skills, both verbal and written. Ability to lead a team effectively in a supportive environment. Active BCBA credential is required. About the Company At Beyond The Spectrum ABA Therapy , we are passionately committed to upholding our core values of PRAIQ: Professionalism, Respect, Accountability, Integrity, and Quality Care. We are a passionate team of expert and experienced clinicians dedicated to revolutionizing ABA therapy. With a commitment to innovation and growth, we push the limits to ensure that every child receives the personalized support they need to thrive and succeed. Learn more about Beyond The Spectrum at https://www.beyondthespectrumaba.com/ . Learn More About This Company How to Apply Click the link below to apply! Applying for this role? Let them know you found the job on the ABA Job Board! Apply Now Date Posted: February 2, 2025 E-Book Quick View BCBA® Fieldwork Supervision Curriculum, 2nd Edition E-Book Regular Price $45.00 Sale Price $33.75 Digital Quick View ABA Staff Preference Assessment Price $3.00 E-Book Quick View BCBA® Fieldwork Supervision Curriculum-Ebook Price $30.00 Digital Quick View RBT Competency Assessment Study Guide E-Book Price $11.00 Digital Quick View Registered Behavior Technician (RBT) Evaluation Form Price $5.00 Digital Quick View RBT Study Bundle: Study Guide, Practice Exam, and Flashcards Price $20.00 Digital Quick View Positive Behavioral Supports & Visuals—Token boards, schedules, picture icons Price $5.00 Digital Quick View RBT Supervision Tracker Price $0.00 E-Book Quick View ABA Glossary of Terms: Terminology and Acronyms Used in ABA (Ebook) Regular Price $9.99 Sale Price $7.49 FREE SHIPPING Quick View Data Or It Didn't Happen T-Shirt Price $23.00 Digital Quick View Stop-Think-Answer Visual Price $0.00 Digital Quick View ABA Tacting Stimuli: Actions/Verb Flashcards Price $3.00 Digital Quick View ABA Stimuli: Emotions Pictures Price $2.50 Digital Quick View ABA Tacting Stimuli: 1st 240 word list Price $4.00 Digital Quick View Stimuli: Parts of an Item Price $2.50 Digital Quick View Supervision Introductory Meeting Guide Price $5.00

Behavior Technician (BT) —Grayling Michigan BT < Back Behavior Technician (BT) —Grayling Facebook X (Twitter) LinkedIn Copy link Apply Now Company: North Arrow ABA Location: Grayling, MI, USA Role: BT Salary: $18-$20/hour Behavior Technician (BT) — Grayling, MI *This position is for the Grayling, MI area* Do you enjoy working with children? Do you dream of making an impact on the lives of children, families, and entire communities? Then join us at North Arrow! No prior experience is necessary - all training to become a Michigan-licensed Registered Behavior Technician (RBT) is provided by North Arrow. We have deep roots in Northern Michigan, with a culture based on hiring Great Minds and Great Hearts. Join Northern Michigan’s premier provider of Applied Behavior Analysis (ABA) and make a difference in the lives of local families and in our community! North Arrow is seeking Behavior Technicians to provide treatment to children diagnosed with autism, in our clinical center as well as in client homes and in the community. Some of the many benefits of a career at North Arrow: No prior experience required; we provide all necessary training, giving you the potential to build a long-term and rewarding career. You'll become a Michigan-licensed and certified Registered Behavior Technician (RBT) within 3-6 months of joining us - and earn an additional $250 bonus when you do! Part-time and full-time positions available. We offer flexible schedules, a learning-based culture, annual performance reviews and raises, monthly incentive bonuses, regular company outings and events, and the opportunity for motivated staff to advance in responsibility. Applicants with flexible availability, especially after school hours, will be given preference. Our robust benefits package is among the best in the industry, including 2+ weeks of PTO with the ability to earn even more, medical, dental, vision, STD/LTD, and mental health coverage, 401K matching, and a daycare program available for eligible staff. Responsibilities And Duties: Direct client care in one-on-one and group settings utilizing a combination of intensive teaching and natural environment training; Follow Treatment Plan protocols and record data for therapy sessions; Assist with parent and caregiver training; Assist in preparing client therapy and training materials; Collaborate with the treatment team including the client, parents and caregivers, outside professionals, and supervisors in the development and evolution of treatment plans over time. Requirements Necessary Skills & Physical Requirements Ability to interpret and implement clinical protocols (once trained) as it relates to clinical skills, professional development, ethics, and technology; Effective time management skills and the ability to manage multiple tasks at once; Willingness to accept constructive feedback for both professional development and in the improvement of clinical skills and treatment plans; Strong interpersonal skills to build professional relationships with clients, co-workers, supervisors, and community members; Must be able to lift up to 50 pounds, to lift & carry younger clients, and sit or stand in a variety of postures over an extended period of time; Must pass a background check to be legally able to deliver Medicaid services; Must have reliable transportation, valid driver’s license and motor vehicle insurance to travel between clients within Northern Michigan. Previous Experience & Educational Requirements: Required: High School Diploma (documentation required for employment) Preferred: Experience working with children in an educational/classroom, daycare or similar one-on-one setting About the Company Join the locally-owned, community-focused North Arrow ABA team. We offer career opportunities for every level of experience, across Northern Michigan. Contact us to learn more about our Employee-Owner program. North Arrow ABA was founded and remains headquartered in Traverse City, Michigan. Our roots in Northern Michigan run deep, with additional clinical centers in Petoskey, Cheboygan, Grayling, and Cadillac. We serve families all across the community, from the Upper Peninsula to mid-Michigan, when and where they need us. North Arrow is a privately-held business, with no outside investors. Our owners live, work, and play in Northern Michigan, with multi-generational ties to the area. They have developed a collaborative and transparent ownership model that allows our ABA professionals to have a stake in company decision-making and financial results, through our innovative Employee-Owner program. Learn More About This Company How to Apply Click the link below to apply. Applying for this position? Let them know you found it on the ABA Job Board! Apply Now Date Posted: February 27, 2025 E-Book Quick View BCBA® Fieldwork Supervision Curriculum, 2nd Edition E-Book Regular Price $45.00 Sale Price $33.75 Digital Quick View ABA Staff Preference Assessment Price $3.00 E-Book Quick View BCBA® Fieldwork Supervision Curriculum-Ebook Price $30.00 Digital Quick View RBT Competency Assessment Study Guide E-Book Price $11.00 Digital Quick View Registered Behavior Technician (RBT) Evaluation Form Price $5.00 Digital Quick View RBT Study Bundle: Study Guide, Practice Exam, and Flashcards Price $20.00 Digital Quick View Positive Behavioral Supports & Visuals—Token boards, schedules, picture icons Price $5.00 Digital Quick View RBT Supervision Tracker Price $0.00 E-Book Quick View ABA Glossary of Terms: Terminology and Acronyms Used in ABA (Ebook) Regular Price $9.99 Sale Price $7.49 FREE SHIPPING Quick View Data Or It Didn't Happen T-Shirt Price $23.00 Digital Quick View Stop-Think-Answer Visual Price $0.00 Digital Quick View ABA Tacting Stimuli: Actions/Verb Flashcards Price $3.00 Digital Quick View ABA Stimuli: Emotions Pictures Price $2.50 Digital Quick View ABA Tacting Stimuli: 1st 240 word list Price $4.00 Digital Quick View Stimuli: Parts of an Item Price $2.50 Digital Quick View Supervision Introductory Meeting Guide Price $5.00