Staffing
How Do I Meet RBT Supervision Requirements at My ABA Clinic?
The BACB basics, how to schedule supervision so it actually happens, what to document, and how good supervision keeps RBTs longer.
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Overview
What staffing decides
Staffing sets the ceiling on everything else in an ABA clinic. You can only accept the clients you can staff, deliver the hours you have techs for, and supervise the techs your BCBAs have time for. When a tech leaves, it shows up in the schedule, in undelivered hours, and in how families feel about the clinic.
Most owners feel this as a hiring problem, but it usually starts earlier than the job ad: who you screen in, how the first 90 days go, whether hours are guaranteed, and whether supervision feels like support.
Where to start
Techs keep quitting
Early turnover usually traces back to the first 90 days and unstable hours, so look there before you raise pay or post another job. Read the article
You can’t find enough candidates
Build a steady pipeline so you’re not hiring in a panic, then decide whether recruiting ads are worth the spend. Read the paid ads guide
Supervision keeps slipping
Put it on the calendar before the month starts, and make it useful enough that techs want it. Read the article
One absence wrecks the day
Train two or three techs on each client’s programs so a sick day doesn’t become a cancellation. Read the article
Staffing articles
Staffing
How Do I Hire and Keep RBTs at My ABA Clinic?
RBT turnover is the number one constraint on ABA clinic growth. The hiring pipeline that keeps roles filled, the first-90-days fixes that cut quitting, and what actually makes techs stay.
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More staffing articles are on the way, including hiring and keeping BCBAs. Have a question about your team? Send it through the contact page.