Search Results

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

In today's struggling economy, people across industries have begun exploring side hustles more and more frequently. Behavior analysts are no exception. Despite the extensive education and expertise BCBAs hold, sometimes a single full-time job is not enough to get by. For others, the idea of developing additional revenue streams and residual income is appealing to save for retirement or simply have some extra spending money. Some behavior analysts just like the idea of expanding their skill sets and broadening their horizons. Whatever your reason for exploring side hustles, you've come to the right place. This article will explore several options for behavior analysts to diversify to maximize their impact AND income. Let's dive in! ABA-Related Side Hustles Behavior analysts acquire unique skill sets through their education and fieldwork experiences. These skill sets can lend themselves well to a wide range of side hustles. Depending on your specific areas of expertise and interests, you might consider one or more of the following options within the ABA field. Independent Educational Consulting Many BCBAs get into independent consulting as a side hustle. If you have experience with the school system, educational consulting may be a good fit. Educational consulting can encompass many duties, such as: Hosting workshops on behavior management or other behavior-analytic topics for teachers and paraprofessionals. IEP advocacy to support families through their IEP journey Conducting Functional Behavior Assessments as part of an Independent Educational Evaluation (IEE). BCBA Supervision of Fieldwork Trainees Supervising fieldwork trainees is another great way to use one's BCBA credential for a side hustle. There is a major shortage of certified BCBAs and the fieldwork experience can be confusing and daunting to navigate. Helping trainees acquire their hours through high-quality experiences can be mutually beneficial. Not everyone has access to a BCBA supervisor through their place of employment, or they want another supervisor to supplement their hours—whatever the reason, the demand for remote BCBA supervisors is increasing. Not sure where to start? If you don't want to go through the steps of marketing your supervision business, you could try a company like HoomHouse. They have a supervisor marketplace where trainees can search and connect with BCBAs. Review this article, Considerations for Providing Remote BCBA Fieldwork Supervision , to explore more things to consider before you dive in. Sell Teaching Materials Do you have a collection of stimuli you've created that other behavior analysts might find valuable? Do you enjoy creating and sharing stimuli? Consider selling your materials. Behavior analysts and educators often look for pre-made stimuli to make their job a little easier—especially if they don't have administrative help creating stimuli. Be sure to understand copyright laws and avoid using proprietary content though! There are many places you can sell digital ABA resources, including: Your own website Teachers Pay Teachers Behavior Analyst Resource Center Etsy Create & Host Trainings, Webinars, Workshops, or CEU Courses Share your expertise with the world through workshops, training courses, or webinars. The process to become an ACE provider through the BACB is super easy. If you don't have a website to host your courses on, you can try sites like: CEUniverse /Foxy Learning CEUs by Study Notes ABA Master ABA Academy ABA Business Consulting If you have expertise on the business side of things, consulting with ABA practices or those looking to open up a practice can be an excellent way to diversify your income while supporting other organizations. Tutoring Leverage your expertise in teaching skills by tutoring! You could offer tutoring for any area you're confident in—from academics like reading, writing, and math to musical instruments, foreign languages, or even BCBA test prep! Try a platform like Wyzant to get started on your path to tutoring! Health & Fitness Coaching Behavior modification expertise is highly valuable in health and fitness coaching. Mind Body Behavior has a training program to become a Board Certified Health Coach. It's a program created specifically for BCBAs to develop competencies related to using behavioral approaches to health and wellness. If you're curious about expanding your skillset to offer health and wellness coaching, this would be a good place to start! BehaviorFit is another great website to learn more about the subspecialty of ABA in health and fitness. ABA Podcast If you enjoy discussing ABA-related topics and consider yourself a thought leader, an ABA podcast could be for you. Start by listening to some of the top podcasts in the field to get an idea of what those who are successful are doing and identify what might be missing that you could fill. How do you make money on a podcast? A podcast isn't the quickest side hustle to make money on, as it takes time to build your audience. Here are a few of the ways people make money on podcasts. Advertisements Affiliate Marketing/Sponsorships Selling premium content/subscriptions (e.g., Patreon) Selling podcast merchandise Offering continuing education units (CEUs) for listening to podcast episodes ABA Youtube Channel Many ABA experts have turned to YouTube to add to their revenue. There are countless potential video topics you could share with an audience of BCBAs, RBTs, and/or parents. How do you get monetized on YouTube? Similar to podcasts, you likely won’t see quick income. It takes time not only to create and edit videos but also to build an audience. Until you have enough subscribers and watch hours, you won’t make money on your videos. YouTube allows you to apply for the YouTube Partner Program when you meet these requirements: 1. Get 1,000 subscribers with 4,000 valid public watch hours in the last 12 months, or 2. Get 1,000 subscribers with 10 million valid public Shorts views in the last 90 days. Side Hustles Beyond ABA While creating a side hustle within the ABA field is a great way to expand your skills and continue doing things you enjoy and are good at, some behavior analysts find that side hustles outside the ABA field offer a well-needed reprieve, which is totally valid. Here are some ideas for side hustles that behavior analysts can consider outside of our direct field. Food or Grocery Delivery The gig economy offers many options for earning extra side cash during hours that fit your schedule. With apps like DoorDash , Uber Eats, Instacart, Shipt, and Amazon Flex, you can make quick money with minimal effort and without the marketing responsibilities that many other side hustles require. Maximize your earnings by working during peak hours and taking advantage of bonuses or promotions. Freelance Writing This one could technically go in either category, depending on the niche you choose to write about. If you have excellent writing abilities, freelance writing can be a great way to make extra income by creating blogs, web copy, and other content for organizations. While the rise of AI tools like ChatGPT has sparked concerns about the future of freelance writing, I've found the demand is still high. If you're a solid writer, AI generated content is no comparison! To get started, begin researching the field and building your portfolio. From there, you can search for writing tasks that meet your niche and abilities on freelancing platforms or pitch directly to companies. Pet Sitting or Dog Walking Are you a pet lover? A side gig working with animals might be a fun way to decompress while making extra money. Try apps like Rover or Pawshake to get started. Babysitting Natural with kids? Babysitting can be a flexible and enjoyable side job. While you shouldn't use your BCBA credential to obtain babysitting jobs, you can leverage your experience with children (if applicable) to market yourself. Try Care.com or local Facebook groups to advertise your services. Audiobook Narrating Become an audiobook narrator! Writers often need a narrator to turn their books into audiobooks. Check out ACX to learn more and get started with this unique side hustle. Considerations When Starting a Side Hustle as a BCBA Before diving into a new side hustle, take your time to plan things out. Consider the following. Ethical Considerations: Take a refreshed look through the Ethics Code for Behavior Analysts to ensure you comply with ethical guidelines. Avoid conflicts of interest, dual relationships, and other ethical pitfalls. Do Market Research: When pinpointing a side hustle you'd like to try, first conduct market research. Ensure there is demand for the service, understand your target audience, and explore where there are gaps that you could adequately fill. Establish Availability of Time : Balancing a full-time BCBA job with a side hustle can be a challenge. Evaluate how much time you have to dedicate to a side job and compare that to how much time each job would require of you. Marketing : When considering a BCBA side hustle, don't forget about the marketing side of things. Providing a service that you're well-experienced with is the easy part. Finding the clients and getting your name out there can be more challenging. Find Your Passion: While your side gig doesn't have to be something you're passionate about, it can help! If you're working an unenjoyable side job on top of a day job as a BCBA, you may be more susceptible to burnout . Find a BCBA Job on the ABA Job Board Are you looking for a new challenge? Does your current BCBA role not match your needs or expectations? Explore opportunities across the United States on the ABA Job Board. The ABA Job Board lists open positions for RBT, BCBA, Mid-Level Supervisor/Intern, Clinic Director, and more. Disclaimer: Some of the websites linked throughout this article are affiliate links. This means I earn a small commission if you make a purchase or sign up through the link.

In the March 2025 BACB newsletter , the BACB announced changes to 2027 coursework and CEU requirements. These changes involved the elimination of Diversity, Equity, and Inclusion (DEI) initiatives that were initially planned for 2027. These changes were implemented as a result of recent anti-DEI political initiatives. Like many behavior-analytic professionals, I express frustration and disappointment with this decision. The rollback of efforts to educate and promote diversity and inclusion raises concerns about the future of equitable access, cultural competency, and representation within the ABA field. It should be clear that this decision not only impacts ABA clinicians but also the diverse populations we serve. BABA's Response Black Applied Behavior Analysts (BABA), an organization dedicated to supporting and empowering the Black community within ABA, released a public statement in response to the BACB's elimination of DEI efforts. Their statement expressed deep concerns over the impact this decision will have on marginalized communities. It was a well-written and thoughtful response. I highly encourage all ABA professionals to read and reflect on their response. If you agree with the statement BABA published, please sign this form , standing in solidarity! What Specifically is Changing? There are two main changes with the rollback of DEI efforts. These include: Elimination of DEI Coursework The 2027 requirements initially included a change to coursework that required issues related to diversity, equity, and inclusion to be integrated into coursework—specifically in the domains of Behavior Assessment & Intervention, Organizational Behavior Management, and Ethics in Behavior Analysis. This requirement has been removed. Instead, the Behavior Assessment and Intervention and OBM content areas only need to address "the identification and integration of client-specific cultural, contextual, and personal variables throughout the assessment process and in the selection of goals and interventions (BACB, 2025)." Elimination of the DEI CEU Category A new DEI CEU category was initially planned for 2027. BCBAs and BCaBAs were supposed to be required to take 2 CEUs per 2-year cycle on DEI-related topics. This category has been eliminated altogether. Instead, they revised the Ethics category to include cultural/contextual responsiveness. A Call to Action: Reflect on Your Biases I have heard criticisms of DEI initiatives. One thing that has been clear in these criticisms is a misunderstanding of DEI efforts. For anyone whose initial reaction is to praise the elimination of DEI, I encourage you to reflect more on these initiatives. First, ask yourself which part(s) of DEI you celebrate eliminating. Is it the Diversity? Equity? Inclusion? All of the above? Let's also not forget about Accessibility. A common misconception perpetuated about DEI is that these efforts are all about hiring practices. This oversimplification ignores the broader purposes of DEI, which involve creating inclusive, equitable environments for everyone —clinicians, clients, students, and educators. DEI extends far beyond hiring practices. The education that would have been required in the 2027 changes would have involved promoting culturally responsive care and equitable service delivery. If you are relieved by the removal of these requirements, I urge you to dig deeper and consider why. Take Action: How You Can Advocate for DEI in ABA If you are disappointed in the board's decision to eliminate scheduled DEI initiatives, join us in advocating. Here are a few actions you can take. Add your name to the BABA statement— Stand in solidarity with BABA's response by adding your name to their public statement. Sign a petition to support reinstating DEI initiatives— There are a few petitions circulating. Here is one! Contact the BACB —Reach out to the BACB to express your disagreement with this decision. You can reach them via their " contact us " section of their website. You can find instructions for contacting them and a template if you'd like to use it here .

As Board Certified Behavior Analysts (BCBAs), we invest thousands of dollars into earning and maintaining certification. Sometimes, it's nice to get something free! So—we've compiled a list of FREE CEUs from various ACE providers. ABA Inside Track This podcast hosted by BCBAs offers continuing education credits for each episode. They offer free CEUs for a few of their podcast episodes. You can purchase CEUs for all of their other episodes as well. If you're in your car traveling between clients anyway, you might as well knock your CEUs out along the way! Check out ABA Inside Track's free CEUs here . Therapy Brands CEU Library Therapy Brands has a library of free CEUs. Some topics include the VB-MAPP, ethical marketing strategies, and supervision best practices. Take a look at their supervision library here. Verbal Beginnings Free Monthly BCBA CEUs Verbal Beginnings offers a free live CEU once every month. It's usually on the 4th Wednesday of every month from 3-5 pm EST. Each free course is worth 2 CEUs! Sign up for a future CEU here. Behavior Analyst CE This website currently has six free continuing education courses available. They also have over 100 courses you could purchase for a fee. Check them out here . CentralReach's Culturally Responsive Care Course In light of the BACB's recent withdrawal of planned DEI initiatives , CentralReach is offering its Culturally Responsive Care course for free! It includes 2.5 CEUs. Access this DEI course here . Behavior University Behavior University offers 2 live webinars each month that you can attend for free CEUs! The days vary, but they're typically scheduled at 9 AM PST. Take a peek at upcoming webinars here . Blossom Children's Center Their website has several options for free CEUs, including topics like compassionate parent training as a new mom, tips for new BCBAs, and mistakes to avoid. Find Blossom's CEUs here . AlohaABA AlohaABA has a few free 1/2 hour pre-recorded courses(0.5 CEUs). See them here ! ABA Wizard You can try out ABA Wizard's CEU platform with 1 free CEU—specifically, the course "Reducing Opiate and Cocaine Use with ABA." Click here to enroll in this course . Full Spectrum ABA The Full Spectrum ABA app has quite an extensive library of free CEUs.   Other BCBA CEUs There are many options for quality continuing education for BCBAs. Although these options aren't free, they may be worth exploring! CEUniverse : A great variety of CEUs starting at $10. There are also options to build a bundle for a reduced cost! Behavioral Cusp Academy : Very affordable CEUs when purchased in a bundle! CEUs by Study Notes ABA : Super fun and engaging courses on a wide range of topics, including sexual behavior analysis. Special Learning : They have a huge library of affordable courses. BCBA CEU Frequently Asked Questions How many CEUs do BCBAs need? BCBAs must accrue 32 CEUs in every 2-year certification period . 4 of these must be in ethics. BCBAs who supervise RBTs and/or fieldwork candidates also need to earn 3 supervision CEUs What future changes are coming to BCBA CEU requirements? In 2027, BCBAs will be required to obtain 4 supervision CEUs (up from 3). This will only apply to those who provide supervision. Additionally, a new category will be created called Diversity, Equity, and Inclusion (DEI). BCBAs will be required to have 2 DEI CEUs per 2-year cycle. The total number of CEUs (32) will not change. UPDATE: As of 3/24/2025, the BACB removed the planned DEI CEU category. Learn more about that here . Can you count more than the minimum number of Ethics and Supervision CEUs? Yes! 4 Ethics and 3 Supervision CEUs are just the minimums. It's totally fine to have more of each of those! What's the best way to track your CEUs? The easiest way to track your CEUs is to immediately enter them in your BACB gateway upon completion. Can you carry over extra CEUs into the next recertification period? No. Unfortunately, you cannot carry any extra CEUs into the next certification period. For example, imagine your certification expires on May 31st, and you submit your recertification application (with all 32 CEUs) on May 15th. You then attend a conference  on May 29th. In this case, the CEUs you earn at that conference cannot be counted at all. You can't bank them for your next certification period. How can you become an ACE provider to offer CEUs? You can learn about the process for applying to be an ACE provider with the BACB here (see page 8).

The BACB is introducing several new changes in 2026. One change is the shift from the 2nd Edition RBT Task List to the 3rd Edition Task Content Outline (TCO). But what does this mean for aspiring behavior technicians and BCBA supervisors? Let's explore what this new TCO will encompass. What is Changing from RBT Task List (2nd Edition) to Test Content Outline (3rd Edition) Don't worry just yet—the changes to the RBT task list/test content outline will not be a complete overhaul! They are overall minor changes. Here are the modifications you can expect. Task List Name Change The most obvious of the changes is the name. The BACB is changing the term "Task List" to "Test Content Outline" for RBT, BCBA, and BCaBA exams. Minor Changes to Domain Names Four domain names are also changing, although these are minor changes. These changes do not represent significant transformations to the content in each domain. The domains that are changing include: Domain A will change from Measurement to Data Collection and Graphing Domain B will change from Assessment to Behavior Assessment Domain C will change from Skill acquisition to Behavior Acquisition Domain F will change from Professional Conduct and Scope of Practice to Ethics New Tasks Added The 3rd Edition Task Content Outline will have eight new tasks, which include: A.6: Calculate and summarize data in different ways (e.g., rate, mean duration, percentage). A.7 : Identify trends in graphed data. A.8: Describe the risks with unreliable data collection and poor procedural fidelity. D.5 : Implement positive and negative punishment procedures (e.g., time-out). D.6 : Describe secondary effects of extinction (e.g., extinction burst, response variation, resurgence, emotional responding) and punishment (e.g., emotional responses, escape and avoidance). F.1: Identify and apply core principles underlying the BACB’s ethics code for RBT certificants (e.g., benefit others; treat others with compassion, dignity, and respect; behave with integrity). F.8: Adhere to the gift giving and receiving guidelines provided by the BACB’s ethics code for RBT certificants. F.10: Engage in ongoing cultural humility and responsiveness (e.g., identify personal biases) in service delivery and professional relationships. Tasks Removed, Revised, and/or Expanded Four tasks were removed from the RBT task list. The following 2nd edition TL items will not be in the 3rd edition TCO. A.1 : Prepare for data collection C.1 : Identify the essential components of a written skill acquisition plan. D.1: Identify essential components of a written behavior reduction plan. E.5 : Comply with applicable legal, regulatory, and workplace data collection, storage, transportation, and documentation requirements. In addition, 4 tasks were revised to include additional responsibilities and 2 tasks were expanded into 4 tasks. These were all relatively minor shifts. Minor Changes to Wording of Tasks There are some changes to the wording of tasks. These do not change the content of the task but rather add clarity. For example, instead of E.2, "Actively seek clinical direction from supervisor in a timely manner," the TCO 3 states, "Seek and prioritize clinical direction from a supervisor in a timely manner (e.g., training needs, data irregularities, following chain of command)." Looking for a high-quality RBT 40-hour training course? Try AppleTree Connection! They have consistently been rated in the top 5 training courses based on pass rate! Overall Changes from Task List 2 to the RBT Test Content Outline 3 Overall, the changes to the RBT Test Content Outline 3 are modest and do not represent overarching shifts to the content of the RBT exam. There are now 43 total tasks, six more than the previous task list. Domains A, B, and D will represent a slightly larger portion of the exam, with 1-2 more questions from each domain. Domain C, which previously encompassed 32% of the exam, will have five fewer questions, now encompassing 25% of the exam. What is Not Changing in the RBT Test Content Outline (3rd Edition) As outlined, the changes to the task list are relatively minor, so many things are not changing in 2026. Some of the things that are staying the same include: The number of exam questions (75 questions + 10 pilot questions) The number of domains (6) The general content and concepts of each domain The format of the exam Frequently Asked Questions about the RBT Task List Changes When will the 3rd Edition RBT Test Content Outline begin? All RBT exams will be based on the 3rd Edition TCO as of January 1st, 2026. What are the major changes to the RBT Test Content Outline (formerly Task List)? The main changes to the RBT Test Content Outline include the addition of 8 tasks, the removal of 4 tasks, changes to the names of domains and task list items, and a shift in the Ethics section to include specific tasks. Does the new task list impact current RBTs? There is no impact on current RBTs. As long as you maintain your RBT certification , you do not need to test on the 3rd edition test content outline. How does the new TCO affect the RBT training course? With the new test content outline, the BACB issued a 2026 40-hour training requirements and curriculum outline that covers the new requirements. 40-hour courses will need to be based on this outline moving forward. Will the exam format change? No, the exam format will stay the same. How does this change the RBT Competency Assessment? The Initial Competency Assessment will have three changes: Removal of the "stimulus control transfer" task Removal of the "interview" assessment option in the Measurement section Addition of an "interview" option to the crisis/emergency task Are You Looking for Your Next RBT Position? Find your next RBT position on the ABA Job Board! This ABA-exclusive job board features over 100 positions across numerous states throughout the US. Explore opportunities here ! Additional RBT Resources RBT 40-hour course RBT Study Materials RBT Exam: What to Expect

Registered Behavior Technicians (RBTs) are the backbone of Applied Behavior Analysis (ABA) therapy programs. As a critical component of the delivery of ABA services, RBTs must take precautions to maintain their RBT certification and achieve compliance with the Behavior Analyst Certification Board (BACB). If you’re an RBT, or even a BCBA, RBT Requirements Coordinator, or ABA employer, this article is for you. We will explore: BACB requirements for RBT maintenance Upcoming changes Steps to take to ensure compliance. Frequently asked questions Significance of RBT Certification Maintenance The BACB requires specific steps to maintain RBT certification . Failure to comply with these requirements can place your RBT certification in jeopardy. If you don't renew by the expiration date, your certification will lapse, and you will no longer be able to work as a Registered Behavior Technician. You would need to begin the steps to become an RBT all over again. RBT Certification Maintenance Requirements To maintain your RBT certification, you must meet the following requirements: Receive ongoing supervision at least 2x per month (at least one of those must be with a client) for a minimum of 5% of your total hours Adhere to the RBT Ethics Code Adhere to Self-Reporting requirements , if applicable Complete an annual Competency Assessment with your BCBA Complete an application for renewal Submit a renewal fee to the BACB ($35) RBT Ongoing Supervisor Requirements Your supervisor must be one of the following: A BCBA with an active, valid certification A BCaBA with an active, valid certification, OR Someone who is licensed in another behavioral health profession, that has applied behavior analysis in its legislative scope of practice and is competent in applied behavior analysis. (This is much less common and requires approval by the BACB. In 2026, non-certified supervisors will no longer be allowed) Your supervisor must add you as a supervisee in their BACB gateway account. This is important—In the event of an audit, the BACB would audit those who are listed as supervisors, so supervisors and trainees should ensure that it is always up-to-date and accurate. Tips for Maintaining RBT Certification Follow these tips to ensure you maintain your certification without lapse or compliance issues. Keep your BACB account up-to-date. First, don't use a work or school email address to manage your BACB account! Always use a personal account that you have consistent access to. Nobody else needs to or should have access to your BACB gateway. You should manage this yourself. Also, be sure to keep it up-to-date at all times. If you have a change to address, phone number, name, or any other pertinent information, update those details with the BACB. Maintain supervision documentation. This is really important—you must maintain logs of your RBT and supervision hours . You don't need to turn these in to renew your certification. However, the BACB will require you to submit proof of compliance if you are audited. This means you will need to provide a log that includes: Days and times you provided behavior-analytic services Dates and duration of supervision Format of supervision (e.g., one-on-one, group) Dates of direct observations of you working with a client Names of supervisors who provided supervision If you are missing documentation, there are discrepancies in your records compared to your supervisor's, or your records show you didn't meet the minimum requirements, the BACB may issue disciplinary action, including the potential to revoke your certification. Don't risk your certification. Maintain your own, accurate supervision records. Don't rely on your supervisor or organization to maintain these records for you. Keep your records for at least 7 years. Plan ahead. If your certification expiration is coming up soon, begin discussing it with your supervisor so they can plan a time to complete the competency assessment. Don't wait until the last minute! Upcoming Changes to RBT Certification Renewal & Maintenance Changes to RBT renewals are right around the corner. In 2026, the BACB will change the certification cycle to two years instead of the current one-year cycle. This means RBTs will begin completing renewal applications every two years rather than every year. In addition, there will no longer be renewal competency assessments in 2026. Instead, the BACB has replaced that requirement with continuing education. RBTs will need to complete 12 hours of professional development every 2 years to maintain their certification. Ongoing RBT supervision, client-specific training, and supervised BCBA/BCaBA fieldwork will not count toward these hours. There will be no changes to the current ongoing supervision requirements. RBTs will still need to be supervised for 5% of their monthly hours. Frequently Asked Questions When can I renew my certification? The application to renew your RBT certification is available 45 days before the expiration date. You cannot complete a renewal competency assessment or the application prior to this date. Is there a grace period for RBT certification renewal? There is a 30-day reinstatement period, where you can submit your application late without losing your certification. However, there is a $50 late fee. How much does it cost to renew an RBT certification? It costs $35 to renew RBT certification. In 2026, this cost will change to $50 every two years. If an RBT works for two different companies, can the supervisors split the supervision responsibilities? No! If you work for two or more companies, you must meet the ongoing supervision requirements in both settings. They cannot split those responsibilities. For example, if you work 50 hours per month at Company A and 50 hours per month at Company B, your supervisor at Company A would need to supervise you at least 2x/month for a minimum of 2.5 hours and your supervisor at Company B would also need to supervise you 2x/month for 2.5+ hours. Do I Need to Retake the 40-Hour RBT Course if My Certification Expires? Not necessarily! If your RBT certification expires because you did not complete the recertification process, you will need to complete a new background check, competency assessment, and take the RBT exam . However, if the RBT course you took was based on the current task list, you do NOT have to retake the 40-hour training! Currently, the RBT exam is based on the 2nd Edition Task List, so your 40-hour certificate would need to have been based on this task list. Keep in mind, a new, 3rd Edition Test Content Outline  (formerly known as Task List) will be introduced in January 2026. How long does the BACB take to process applications? Most applications are processed within 2 weeks—usually even less. You can see current application processing times here . Where Can I Find an RBT Position? If you're on the hunt for a new RBT job, explore opportunities on the ABA Job Board! This ABA-specific job board features positions for ABA professionals, from Behavior Techs and Registered Behavior Techs to Behavior Analysts and admin roles.

With a few ABA conferences behind us and spring fast approaching, we are entering peak conference season! Are you planning your ABA conference schedule for 2025? Look no further! The following list encompasses virtual and in-person ABA conferences across the US. March 2025 OHABA 2025 Date(s): March 14th-15th, 2025 Location: The Exchange 6520 Riverside Drive Dublin, OH 43017 Learn More: https://ohaba.wildapricot.org/events RIABA Conference 2025 Date(s): March 22nd, 2025 Location: Salve Regina University Learn More: https://www.rhodeislandaba.com/events APBA 2025 Convention Date(s): March 27th-28th, 2025 with Pre-convention workshops on March 26th Location: Hyatt Regency in Downtown Dallas, 300 Reunion Boulevard, Dallas, TX Learn More : https://www.apbahome.net/apba-2025-convention The Verbal Behavior Conference Date(s): March 27th-28th, 2025 + a Pre-conference workshop on March 26th with Dr. Barbara Esch Location: University of Texas at Austin, Commons Conference Center 2901 Read Granberry Trail Austin, TX 78758 Learn more : https://behaviorlive.com/conferences/vbc/home NEABA 2025 Conference Date(s): March 27th-28th, 2025 Location: Scott Conference Center, Aksarben Village 6450 Pine St, Omaha, NE 68106 Learn More: https://www.nebraskaaba.com/conference PENNABA 2025 Conference Date(s): March 28th, 2025 Location : Eden Resort & Suites, Lancaster, PA Learn More: https://pennaba.org/ April 2025 2025 ILABA Conference Date(s): April 3rd-April 4th, 2025 Location: College of DuPage Learn More: https://www.ilaba.org/content.aspx?page_id=22&club_id=928255&module_id=303735 Four Corners ABA 18th Annual Conference Date(s): April 4th-5th, 2025 Location: Antlers Hotel 4 S. Cascade Avenue, Colorado Springs, CO 80903 Learn More: https://www.4caba.org/annual-conference.html Autism Investor Summit Date(s): April 7th-9th, 2025 Location: Beverly Hilton in Beverly Hills, CA Learn More: https://autisminvestorsummit.com/ 2025 Profound Autism Summit Date(s):  April 10th-11th, 2025 Location : Boston Sheraton Learn More:   https://www.profoundautismsummit.org/ KansABA Date(s): April 12th, 2025 Location: KU Edwards Campus Learn More : https://www.kansaba.org/#/ TxABA 40th Annual Conferences Date(s): April 24th-27th, 2025 Location: Hyatt Regency in Dallas, TX Learn More : https://www.txaba.org/2025conference/ NJABA Conference Date(s) : April 25th, 2025 + a Pre-conference workshop on April 24th Location: The Palace at Somerset Park in Somerset, NJ Learn More: https://njaba.org/2025-annual-conference/ CoFABA 2025 - A Compass for Success: Leadership, Collaboration, and Wellness Date(s): April 25th, 2025 Location: Doubletree Orlando East UCF 12125 High Tech Avenue, Orlando, FL 32817  Learn More : https://www.fabaworld.org/cofaba-2025 2025 Virginia ABA Annual Conference Date(s): April 25th-26th, 2025 Location: Marriott City Center, Newport News, VA Learn More : https://virginiaaba.org/annual-conference/ 2025 ND ABA Conference Date(s): April 28th-29th, 2025 Location: The Fargodome Learn More: https://northdakotaaba.org/conference/ May 2025 The Behavior Technician Conference Date(s): May 3rd, 2025 Location : Virtual! Learn More: https://behavioruniversity.com/behavior-technician-conference 2025 CASP Conference Date(s): May 4th-May 6th, 2025 Location: The Westin St. Francis San Francisco on Union Square 335 Powell Street, San Francisco, CA 94102 Learn More: https://www.casproviders.org/events/2025-conference 2025 Annual MassABA Conference Date(s): May 9th, 2025 Location: Best Western Conference Center in Marlborough, MA Learn More: https://www.massaba.net/ ABAI 51st Annual Convention Date(s): May 22nd-26th, 2025 Location: Walter E. Washington Convention Center & Marriott Marquis in Washington, DC Learn More: https://www.abainternational.org/events/annual-2025.aspx July 2025 Women in Behavior Analysis (WIBA) Date(s): July 24th-25th, 2025; Pre-conference Workshops July 23rd Location: Atlanta OR Virtual Learn More: https://www.thewiba.com/ Post your open ABA positions on the ABA Job Board to maximize your visibility September 2025 The Business of ABA Conference Date(s): September 5th-6th, 2025 Location: Virtual Learn More: https://behaviorlive.com/conferences/BOABA25/registration FABA 2025 Date(s): September 17th-20th, 2025 Location: Sawgrass Marriott Resort and Spa 1000 PGA Tour Blvd., Ponte Vedra Beach, FL 32082 Learn More: https://www.fabaworld.org/faba-2025-ponte-vedra Black Applied Behavior Analysts Date(s): September 18th-20th, 2025 Location: The Grand Palladium, Jamaica Learn More : https://babainfo.org/conference/ October 2025 WisABA Date(s): October 2nd-3rd, 2025 Location: TBD Learn More: https://www.wisaba.org/2025-conference NYSABA 36th Annual Conference Date(s): October 8th-9th, 2025 Location: TBD Learn More: https://www.nysaba.org/conference ALABA Convention Date(s): October 9th-10th, 2025 Location: Hilton Birmingham Learn More: https://www.alabamaaba.com/convention/save-the-dates/ Iowa 13th Annual Conference Date(s): October 10th, 2025 Location: TBD Learn More: https://iowaaba.com/events Hoosier ABA Date(s): October 10th-12th, 2025 Location: Virtual Oct 10th; In person in Fort Wayne OR Virtual on Oct 11th-12th Learn More : https://behaviorlive.com/conferences/hoosieraba/registration 43rd Annual Autism NJ Conference Date(s): October 16th-17th, 2025 Location: Harrah's Resort in Atlantic City Learn More: https://behaviorlive.com/conferences/Autismnj/home 2025 NABA Conference Date(s): October 24th-26th, 2025 Location: Meet Las Vegas Learn More: https://www.nevadaaba.org/upcomingevents BABAT 2025 Date(s): TBD Location: TBD Learn More : https://behaviorlive.com/conferences/BABAT/home Autism Law Summit Date(s): TBD Location : TBD Learn More : https://autismlawsummit.com/ November 2025 AZABA Annual Conference Date(s): Thursday, November 13th-Saturday, November 15th Location: Wild Horse Pass Hotel 5040 Wild Horse Pass Blvd, Chandler, AZ 85226 Learn more : https://azaba.org/2025Conference Southeastern Association for Behavior Analysis Date(s): TBD Location: TBD Learn More : https://www.seabaorg.com/ MOABA 2025 Date(s) : TBD Location: TBD Learn More : https://www.moaba.org/ December 2025 MABA 28th Annual Conference Date(s): TBD Location: TBD Learn More: https://www.moaba.org/

The ABA field is in need of Board Certified Behavior Analysts (BCBAs) to provide effective, ethical care for individuals with diverse needs. There are nearly as many open BCBA positions each year as there are certified BCBAs (Behavior Analyst Certification Board, 2024). This gap in the availability of clinicians results in delayed care for many people within vulnerable populations. If you are intrigued by a career as a BCBA, right now is the perfect time to pursue certification. Let's dive into the requirements for BCBA certification and get you on the path toward a fulfilling career in a high-demand field. Are you looking for a job in the ABA field? Find one today on the ABA Job Board! Why should you pursue a career as a BCBA? There are so many reasons to pursue a career as a BCBA. Whether you're brand new to ABA or a seasoned behavior technician or mid-level supervisor, becoming a BCBA offers numerous opportunities for professional growth, personal fulfillment, and the ability to make a meaningful impact. Becoming a BCBA means you can: Advance Your Career : Earning BCBA certification allows you to take on new roles in leadership positions, supervise Registered Behavior Technicians (RBTs) , and develop and oversee the implementation of ABA programs. Increase Your Earning Potential : As a BCBA, your earning potential will be considerably higher to reflect your advanced expertise and increased responsibilities. Pay and benefits can vary quite a bit based on location and organization, but the earning potential for a BCBA is typically in the range of $70,000-$100,000/year. Make a Difference : Whichever path you take as a BCBA, you’ll have the skills and knowledge to make a true impact by improving the quality of life for your clients and their families. Pursue Diverse Opportunities : There are many potential career paths a BCBA can take , such as working in independent practice, as a professional fieldwork supervisor, or as an OBM specialist. Whether you're passionate about helping others, eager to develop behavior-analytic skills, or looking for a rewarding career, becoming a BCBA is a step toward achieving your professional and personal goals. What are the steps to becoming a BCBA? There are a few primary steps to becoming certified as a BCBA, which include a master's degree program, supervised fieldwork hours, and an exam. Let's explore what each step entails. Step 1: Degree There are currently 4 educational pathways to BCBA certification. However, Pathways 3 and 4 will be eliminated in January 2027. Because of this, we'll focus only on Pathways 1 & 2. Pathway 1 requires a master's degree from an Association of Professional Behavior Analysts (APBA) Accredited Program OR an Association for Behavior Analysis International (ABAI) Accredited or Recognized Program . Your degree must have been completed in the last 10 years. Plan for this to take around 2-3 years . Pathway 2 requires a master's degree PLUS behavior-analytic coursework. If your master's program was in a different discipline and/or not accredited or recognized by the APBA or ABAI, you will take this pathway, which involves a sequence of additional graduate coursework. Behavior analytic coursework must include courses that cover the following content. BACB Ethics Code, Code-Enforcement System, and Professionalism: 45 hours Philosophical Underpinnings and Concepts & Principles: 90 hours Measurement, Data Display, and Interpretation and Experimental Design: 45 hours Behavior Assessment: 45 hours Behavior-Change Procedures and Selecting and Implementing Interventions: 60 hours Personnel Supervision and Management: 30 hours Pathway 2 takes an extra 12-18 months . Pathway 1 Pathway 2 Masters Degree From an Association of Professional Behavior Analysts (APBA) Accredited Program OR Association for Behavior Analysis International (ABAI) Accredited or Recognized Program Masters Degree + Behavior-Analytic Coursework Sequence If you are considering BCBA certification further down the road, be advised that come 2032, the only eligible pathway will be Pathway 1. What if you fail a course? You must receive a 'C' or higher in each course. If you fail a course or score below a C, you'll need to retake it. Step 2: Supervised Fieldwork Hours Gaining hands-on experience in the ABA field is vital for becoming a successful behavior analyst. The supervised fieldwork experience entails 1,500-2,000 hours working with clients under a Board Certified Behavior Analyst to develop your competencies in behavior analysis. You can either take the supervised or concentrated supervised fieldwork path—Or a mix of the two. The requirements for each path include the following. Supervised Fieldwork Concentrated Supervised Fieldwork Total Number of Hours Needed 2,000 1,5000 Percentage of Hours Supervised Each Month 5% 10% Number of Supervisor Contacts Each Month 4 6 Number of Observations With a Client Each Month 1 1 The goal of fieldwork is to develop competencies in BCBA-level skills. Because of this, the BACB requires that at least 60% of your total accrued hours be spent engaging in unrestricted activities. These are tasks a BCBA is likely to do, such as analyzing data, developing programs, parent training , creating BIPs, conducting assessments, and training staff. With this, you can accrue up to 40% of your hours doing restricted activities (e.g., RBT-level tasks—working directly with a client, implementing programs as designed by your BCBA). Learn more about the BCBA fieldwork experience here. Important BCBA Fieldwork Forms: Fieldwork Checklist & Tip Sheet Monthly Fieldwork Verification Form-Individual Supervisor Monthly Fieldwork Verification Form-Multiple Supervisors at One Organization Final Fieldwork Verification Form-Individual Supervisor Final Fieldwork Verification Form-Multiple Supervisors Step 3: BCBA Exam The final step to certification is the BCBA exam! This examination tests your knowledge of behavior-analytic concepts and the application of behavior modification to real-world scenarios. The BCBA exam includes 175 questions which you have 4 hours to complete. There are also 10 unscored questions on the exam that are used as pilot questions for future exams. You will not know which 10 questions are unscored though, so plan to answer 185 questions in total. As of January 1st, 2025, all BCBA exams are based on the content included in the 6th Edition BCBA Test Content Outline (previously referred to as BCBA Task List). The 6th Edition BCBA Test Content Outline includes the following number of questions in each domain. Test Content Domain Number of Questions Percentage of Exam A. Behaviorism and Philosophical Foundations 8 5% B. Concepts and Principles 24 14% C. Measurement, Data Display, and Interpretation 21 12% D. Experimental Design 13 7% E. Ethical and Professional Issues 22 13% F. Behavior Assessment 23 13% G. Behavior Change Procedures 25 14% H. Selecting and Implementing Interventions 20 11% I. Personnel Supervision and Management 19 11% How much does the BCBA exam cost? The BACB application for certification costs $245. When you are approved to sit for the exam, you will also need to pay $125 to Pearson VUE for an examination appointment. If you don't pass your exam, there is a $140 exam retake application fee paid to the BACB plus another $125 appointment fee paid to Pearson VUE. There are additional fees for canceling and rescheduling testing appointments, so be sure your test date works in your schedule. If you need to cancel or reschedule, do so more than 30 days in advance to avoid rescheduling fees. What if you need accommodations? If you have a physical or mental impairment or limitation, you can request accommodations for the exam , such as extra testing time or a separate room for testing. Be prepared to submit supporting documentation when requesting accommodations. How long will it take to earn BCBA certification? It can take anywhere from 2-12 years to become certified as a BCBA, depending on where you're at in the process. This figure includes 4 years for an undergraduate degree, 2 years for a graduate degree, 12-18 months for behavior-analytic coursework (Pathway 2), and 1-5 years of supervised fieldwork. It is important to note that you can accrue fieldwork hours while you're in your master's program. This is an excellent way to reduce the time it takes to earn certification. Many analysts finish their supervised hours around the same time they are finishing their master's degree, allowing them to apply for the exam shortly after earning their degree. Maintaining BCBA certification After earning certification, you must maintain it through ongoing continuing education. BCBAs need 32 CEUs every 2 years. At least 4 of these must be in ethics. If you supervise, at least 3 CEUs must also be in supervision. In addition to ongoing continuing education, you will submit a recertification application every 2 years to maintain certification. This application is $215. Tip : To offset the costs of obtaining and maintaining certification, ask your employer about reimbursement. Many ABA organizations reimburse the costs of the exam when you pass, reimburse or provide CEUs, and reimburse biennial recertification. Where to find jobs in the ABA field Whether you're an experienced BCBA, a behavior technician eager to advance, or just starting in ABA, the ABA Job Board has opportunities for you! Browse open jobs today and be on your way to a fulfilling career. Final Thoughts Reviewing the steps to becoming a BCBA is the first step toward a fulfilling career in behavior analysis. If you're unsure whether ABA is the right field for you, I encourage you to gain entry-level experience before taking the leap and beginning the process toward earning certification. Working as a Behavior Technician or Registered Behavior Technician (RBT) is a great way to get a feel for the field and work closely with a BCBA to decide whether this is the right field for you. Search open RBT positions today . Also, the BACB makes changes to certification requirements from time to time. Stay on top of changes that could affect your pursuit of certification by signing up for BACB newsletter alerts . We wish you the best of luck in your pathway toward BCBA certification. References Behavior Analyst Certification Board. (2024). US employment demand for behavior analysts: 2010–2023. https://www.bacb.com/wp-content/us_employmentdemand_ba/ Behavior Analyst Certification Board. (2024). Board certified behavior analyst handbook. Retrieved on January 1st, 2025, from https://www.bacb.com/bcba-handbook

At the end of 2024, the Behavior Analyst Certification Board (BACB) reported there were 74,125 Board Certified Behavior Analysts (BCBAs) (BACB, n.d.). While this number reflects steady growth in the field, it still falls short of meeting the overwhelming demand for ABA professionals . In the same year, there were a whopping 103,150 BCBA job postings in the U.S. alone—The demand for BCBAs outpaced certified analysts by nearly 30,000! This discrepancy creates fierce competition among employers to attract and retain qualified BCBAs, making it more important than ever for ABA organizations to stand out in their search for ABA staff. In this blog, we’ll explore best practices for writing BCBA job posts that capture job seekers' attention and position your organization as an employer of choice in this competitive field. Consider what makes your BCBA position unique Before crafting your BCBA job post, take time to reflect on what makes your organization and your BCBA role unique compared to other providers. In a competitive hiring market, showcasing your differentiators can make all the difference. Ask yourself questions like: What is your company culture like?  How do you support your BCBAs?  What growth opportunities do you provide?  Is your pay competitive? What unique benefits do you offer? How do you prioritize work-life balance?  What are you doing to prevent burnout? Understand what BCBAs are looking for To write a captivating job post, it's necessary to have a deep understanding of the pain points BCBAs face in today's workforce. Recognizing the challenges that drive BCBAs to seek new opportunities will help you to effectively highlight the aspects of your open role that align with what they're searching for. Some of the common challenges BCBAs experience include: Heavy caseloads High billable expectations Minimal administrative support Minimal clinical support (especially for newly minted BCBAs) Lack of control/autonomy Limited growth opportunities Unreasonable clinical expectations (often set by non-clinicians) High RBT turnover Poor work-life balance with long hours and/or inflexible schedules Burnout (typically from one or a combination of the above) What to include in your BCBA job listing Now that you've taken time to reflect on what makes your practice different and what BCBAs are seeking, it's time to put it all together and create a compelling job listing. Let's explore a few of the most important components to include in your post. Salary While money isn't everything, it is a key determining factor in a BCBA's job search. Don't waste your time or theirs by leaving the salary blank. Be sure you're also aware of pay transparency laws, as several states require pay scales to be included in job posts. Benefits Transparency is key to getting the right candidates in the door. List the benefits you offer, such as: Sign-on bonus PTO, holiday pay, sick time Health, vision, and dental insurance Life insurance CEU stipend or reimbursement 401K Bonus plans or other incentives Parental leave Relocation assistance Tuition or student loan reimbursement Job Description Help potential job seekers gain a clear picture of what working as a BCBA for your organization will entail. While BCBA job descriptions tend to overlap in many ways (e.g., conduct assessments, implement programming), be sure to include things that will help job seekers understand how your position could alleviate the pain points they're experiencing in their current role. For example, include information such as: Caseload size Anticipated working hours Billable expectations Location(s) Client Population Use of technology Scheduling flexibility Clinical and admin support available Travel expectations Opportunities for growth and development Opportunities for collaboration with other professionals Expectations for providing supervised fieldwork for student analysts About the Company This is your chance to truly share what sets you apart from other practices. Briefly highlight your mission, values, and unique aspects of your practice that make it a fulfilling workplace for BCBAs. Where to Post BCBA Jobs Add your BCBA positions to the ABA Resource Center Job Board ! Join an existing and rapidly growing community of BCBAs and other ABA professionals. Maximize the visibility of your BCBA and RBT job openings in a competitive market and connect with qualified candidates. Post your open BCBA positions here . Take a look at this article, 6 Methods to Recruit RBTs & BCBAs for Your ABA Practice , for more ideas! References Behavior Analyst Certification Board. (n.d). BACB certificant data . Retrieved from https://www.bacb.com/BACB-certificant-data . Behavior Analyst Certification Board. (2024). US employment demand for behavior analysts: 2010–2023. https://www.bacb.com/wp-content/us_employmentdemand_ba/

Behavior Technicians (BTs) and Registered Behavior Technicians (RBTs) are in high demand. The number of open RBT positions has skyrocketed as the ABA field struggles to keep up with the demand. With so many options for ABA providers, it can be challenging to find a position and organization that best aligns with your goals, values, and needs. Read on to explore what to look for in your RBT job search. Pay and Benefits When surveyed, RBTs overwhelmingly shared that pay was the top priority in their job search. The importance of competitive pay and benefits cannot be overstated—but there is much more to consider than the hourly rate alone. Here are a few considerations to evaluate when it comes to the pay rate ABA practices offer. Does the company pay the same hourly rate for all hours? Some companies offer a lower hourly rate for "non-billable" time. This means they would pay you a different rate when you're working with your clients compared to when you're doing tasks that they cannot bill to insurance (e.g., training, travel time, meetings, creating stimuli). Some companies even pay a lower rate during hours that you are being supervised. Ask the company whether they pay the same rate for all hours worked. If they have a separate non-billable rate, consider how much of a pay differential it would be and determine how many hours you can expect at both rates. Will you be paid for ALL hours? Spoiler alert—You need to be paid for ALL hours worked, per federal law. However, some companies try to get away with not following labor laws and won't pay for meetings, supervised hours, or mandatory trainings. It's always a good idea to verify before accepting a position that you will be paid for all hours. Does the company offer guaranteed hours ? Positions with guaranteed hours for RBTs are few and far between, but it's an added bonus if they do. Would your pay be impacted by cancelations? Ask how the company handles client cancelations. Would you still get paid when cancelations occur? OR do they have other ways for you to still work when clients cancel? For example, can you cover sessions with another client or do administrative work? What benefits does the company offer? Consider the benefit package as a whole in addition to the pay rate—PTO, paid holidays, health insurance, 401K, etc. Would the company be paying you as a W2 employee? This is important! Some companies try to skirt federal labor laws by paying RBTs as an independent contractor (1099). However, this is illegal. They may offer a higher hourly rate to entice you to be a contractor but don't let that fool you. Are you paid for travel time? If you have to travel between clients, you should be paid for travel. Consider whether travel pay is mileage reimbursement or a regular hourly rate. Hours There is a lot that goes into working hours in the ABA field. For many, it's not necessarily a traditional 9-5 job. Hours can vary widely. Here are a few things to consider. How many weekly hours can the company offer? Will the hours promised be available immediately upon your start date or is there a ramp-up of hours? (e.g., are there clients currently available or will you have to wait a few weeks until they go through intake before starting?) Will there be travel time? How far away will your clients be from your home and each other? Will hours be continuous (e.g., 8 am-2 pm) or will there be breaks in the day (e.g., one session 8 am-11 am and another session 2 pm-5 pm)? Are schedules consistent/the same each week or will they vary? How far in advance will you receive schedule changes? If a client discharges, will additional hours be available right away or will there be a temporary reduction of hours? Growth & Development Not every RBT aspires to grow in the ABA field—and that's okay! But even if you don't have plans to become a BCBA, growth within the RBT position can be rewarding. Consider what opportunities the company offers for promotions. Additionally, do they pay for training? If you're planning on pursuing BCBA or BCaBA certification, do they offer free supervision? If you're not yet an RBT, you should also consider whether they offer the RBT training and competency assessment to become certified—especially if they require RBT certification for your position. Reviews & Reputation It can be beneficial to take a look at the company's reviews. However, take reviews with a grain of salt and evaluate them as a whole against everything else. Keep in mind that most people only leave reviews when they are dissatisfied, so you may not get a full picture of staff who are happy in their position. Beyond reviews, take a look at social media posts (especially LinkedIn) from people who work for the organization. You can get a good feel for the company's culture and reputation this way. Supervision and Mentorship A supportive supervisor can make all the difference for RBT job satisfaction. While it can be difficult to assess the quality of supervision before getting hired, there are a few things you can ask about, including: Frequency & format of supervision —How often will you receive supervision? Who provides supervision? Will your supervisor be present at your first session(s) to support you before your independent sessions begin? Feedback —How is feedback provided? How often can you expect feedback? (Hint: Feedback is important. It should be provided at every supervised session!) Support for challenging cases— What support is available for challenging situations, such as working with aggressive clients? Consider whether they prioritize staff safety and offer added support. Setting(s) and Client Population Consider the setting(s) and client population(s) you would serve. Everyone has different preferences and if you're new to the field, you may not yet know what you prefer until you experience it firsthand. You may enjoy working with autistic toddlers or perhaps you find you experience the most enjoyment working with adults with IDD. The most common settings in the ABA field include: In-home sessions— Working with clients in their homes. This will involve travel between clients. For some clients, you may also do some sessions in the community, like at the playground, their daycare, stores, or other community settings. The clients are likely to vary in age and needs, but most clients will be autistic. Center/Clinic sessions— Working with clients at a clinic or center. You would typically stay in one location for your work day. Many clinics specialize in early learners with most clients in the range of 2-7 years old. Again, most clients in this setting will be autistic. School sessions— Working with students at school. This can involve working directly for the school, often supporting several students with unique needs (similar to the role of a paraprofessional). Alternatively, you may work with a specific client in the school setting. For example, you may have a client through your in-home therapy provider who you work with in their school and home. You could also work in group homes or hospitals, although RBT positions are less commonly available in those settings. Technology Having the tools needed to do your job well is important. Consider whether the company uses paper data collection or a digital platform. If they use digital data collection, verify that they provide a device (e.g., an iPad) to track data on. Where to Start Your RBT Job Search Ready to begin your RBT job search ? Get started on the ABA Job Board ! The ABA Job Board showcases open RBT and BT positions in companies across the U.S. Find a position perfectly aligned with your goals and needs today. More RBT Resources 10 Questions to Ask in an RBT Interview How to Become Certified as a Registered Behavior Technician RBT Exam: What to Expect RBT Study Materials RBT Supervision Tracker