While the organization provides an opportunity for new BCBAs to begin practicing independently right after graduation, I believe there is a significant gap between graduate school preparation and the practical demands of the role. The training received through most academic programs is often not sufficient to fully prepare clinicians for the day-to-day responsibilities of being a BCBA.
Unless someone was fortunate enough to have an exceptional BCBA supervisor during their fieldwork experience, the transition into independent practice can be challenging. Many new BCBAs are expected to manage complex clinical cases, develop treatment plans, supervise staff, and make important clinical decisions with minimal guidance.
Providing a more structured onboarding process, mentorship opportunities, and ongoing clinical support for newly certified BCBAs would greatly improve confidence, competence, and ultimately the quality of care provided to clients. Investing in stronger training for new clinicians would benefit both employees and the families they serve.
Compensation is another area that could be improved. The salary offered is below what many comparable companies pay for ABA positions. Specifically for RBT's. More competitive compensation would help attract and retain qualified clinicians. Additionally, drive time is not paid for BCBA's.