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 benchmarkFree tool · for ABA & behavioral health
See where your retention risk actually lives.
Ten 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.
The diagnostic
Ten dimensions. One honest read.
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.
Ten-question diagnostic0 / 10
Progress0%
Q.01
How does your RBT/BCBA compensation compare to your local market?
Q.02
How would most of your BCBAs describe their current caseload?
Q.03
How often do BCBAs receive meaningful supervision/mentorship?
Q.04
Is there a clear career advancement path for your staff?
Q.05
How would you describe the general team culture?
Q.06
How regularly does leadership solicit and act on staff feedback?
Q.07
How strong is your benefits package (PTO, health, continuing ed)?
Q.08
How flexible is scheduling for your clinical staff?
Q.09
How often is strong performance recognized or celebrated?
Q.10
What was your clinical staff turnover rate in the past 12 months?
What the data says about retention
Four patterns from the workforce data.
R.01
Compensation is the floor, not the ceiling.
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.
R.02
Caseload strain is the silent driver.
Most BCBAs leave after 3–4 months of unsustainable caseloads. The drop happens quietly, then all at once. Survey monthly, not yearly.
R.03
Supervision quality predicts tenure beyond year two.
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.
R.04
Recognition costs nothing and works.
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.
Benchmarks · ABA category
Where most practices actually sit.
BCBAs with weekly supervision
41%Less 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 studyPractices with formal recognition cadence
28%Most practices recognize ad hoc. The 28% with a documented monthly cadence retain 18% better at the 24-month mark.
Source · Higglo cohort, n=22Keep going
Related tools.
Pressure-test the read
Bring your action plan to a 20-minute call.
The 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.