ABA category median
32%Annual clinical turnover across mid-size ABA practices. Above 50% is structural — almost always pay or caseload, sometimes both.
Source · 2025 ABA workforce benchmarkTen honest questions across compensation, caseload, supervision, advancement, culture, feedback, benefits, scheduling, recognition, and turnover. We score your overall risk and write a prioritized action plan from your specific gaps.
Each question maps to a known driver of clinical-staff attrition. The output isn't a number — it's a prioritized list of what to change first, written from your specific answers.
Below-market pay will lose people no matter what else you do. At-market pay is necessary but not sufficient — culture and supervision do the rest.
Most BCBAs leave after 3–4 months of unsustainable caseloads. The drop happens quietly, then all at once. Survey monthly, not yearly.
Year-one tenure is about pay. Year-two-plus is about whether the BCBA still feels they're growing. Bi-weekly structured supervision is the floor.
A public shoutout in a team meeting is more powerful than most leaders believe. Build a recognition cadence into the calendar — it doesn't happen otherwise.
Annual clinical turnover across mid-size ABA practices. Above 50% is structural — almost always pay or caseload, sometimes both.
Source · 2025 ABA workforce benchmarkLess than half of BCBAs report weekly structured supervision. The 59% who don't are 2.4× more likely to leave inside 18 months.
Source · Higglo workforce studyMost practices recognize ad hoc. The 28% with a documented monthly cadence retain 18% better at the 24-month mark.
Source · Higglo cohort, n=22The quiz tells you where the risk is. We'll tell you which lever moves it fastest at your stage — and which interventions look productive but actually don't change attrition numbers.