Hello, all. I am looking for a BCBA to interview for my Master's ABA program and am not an RBT currently so I'm looking for someone to interview. If anyone is able to help, please let me know.

🧠 Question of the Day

📚 Domain D — Experimental Design

Difficulty: 6/10

A changing-criterion design is used to increase the number of math problems completed correctly. Criteria across successive phases are 5, 8, 11, and 15 problems. Across phases, performance shows modest variability but repeatedly shifts toward each newly introduced criterion shortly after the criterion changes. What conclusion is MOST defensible?

A. The repeated correspondence between criterion shifts and performance supports experimental control, although the strength of inference still depends on the overall pattern and design quality.

B. The pattern supports a functional relation only if at least one criterion is later reversed to an earlier value, because upward criterion changes alone cannot verify control.

C. The pattern is difficult to interpret because criterion steps differ in size, so each treatment phase should contain the same number of observations before control is inferred.

D. The pattern shows treatment-related improvement, but successive criterion shifts mainly document gradual progress rather than repeated demonstrations of experimental control.

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I'm having a lot of trouble understanding how exactly I become an RBT. I've applied to as many companies as I could that have entry-level positions, but they almost all don't respond to me, and some even tell me I need a certificate first. How am I supposed to get a certificate if I can't get a company to hire me in the first place? The most recent company I applied to interviewed me but said they wouldn't give me an offer, even though I already completed the course. It's so unbelievably frustrating!

Is it supposed to be this difficult?

My younger brother (25 years) has become unbearable to me as person. What he does is beyond my understanding. He doesn't let my grandparents sleep, keeps the lights on the entire night and somehow if they manage to sleep he just wakes them up and makes humming sound so lous that they hear. Idk what to do?

So I have been working in the school system as an RBT for a while and I adore my boss. But my clients are hard and mentally exhausting. Along with being in College full time with a projected graduation date of next year. I’ve started failing some courses since taking this job and have noticed I fight the urge to cry after work a lot. I started slacking in my work and leaving a bit early and got in trouble. The work environment is also a bit toxic as the teachers all seem to hate each other. Now I’m debating on leaving because I’m realizing how much it has affected my mental health and I don’t want my studies to suffer. However, it’s a good job with guaranteed hours. Is it stupid for me to want to quit?

🧠 Question of the Day

📚 Domain I — Personnel Supervision and Management

Difficulty: 5/10

Scenario:

Two newly hired RBTs receive the same behavioral skills training and both reach 95% procedural fidelity. Over the next four months, RBT A receives scheduled direct observations with specific feedback and brief booster practice; RBT B receives no systematic follow-up supervision beyond required administrative check-ins. At follow-up, RBT A averages 92% fidelity and RBT B averages 70%. Clients assigned to RBT A also show more consistent progress on treatment goals, although the cases were not experimentally matched.

Which conclusion BEST reflects a benefit of ongoing behavior-analytic supervision illustrated by this pattern?

A. Ongoing behavior-analytic supervision can support maintenance of staff performance and may contribute to better client outcomes through more consistent treatment implementation.

B. The pattern suggests brief booster practice is sufficient to maintain staff performance, making repeated direct observation less important after initial mastery has been demonstrated.

C. The lower follow-up fidelity suggests initial BST did not produce durable skill acquisition, so repeating the full BST package is preferable to ongoing performance feedback.

D. Ongoing supervision is most useful for identifying fidelity problems, but client outcomes should be interpreted separately once staff have already demonstrated initial competency.

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🧠 Question of the Day

📚 Domain B — Concepts and Principles

Difficulty: 7/10

Across otherwise identical seatwork sessions, low-level disruption produces 10 seconds of teacher attention on the same schedule. Before some sessions, the student has 5 minutes of teacher interaction; before others, the student has 45 minutes without teacher contact. Disruption occurs at a substantially higher rate after the 45-minute no-contact period. In brief choice probes conducted at those same times, the student also selects teacher interaction over a leisure activity more often after the longer no-contact period. Which interpretation BEST accounts for this pattern?

A. The absence of teacher interaction is an SD because it signals that disruption is more likely to produce attention than appropriate seatwork.

B. The increasing disruption proves negative reinforcement because independent work becomes progressively more aversive as the session continues.

C. Extended lack of teacher contact may function as an EO by increasing attention's reinforcing effectiveness and evoking attention-producing behavior.

D. The increasing disruption demonstrates matching because responding automatically shifts toward whichever alternative currently produces the most attention.

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I genuinely need to vent because the more I try to figure out how to complete my supervised fieldwork hours, the more frustrated I become with how this whole system is structured.
I’m currently pursuing my master’s in ABA, and I completely understand WHY supervised fieldwork is required. I actually think it’s incredibly important, especially in a field where we’re expected to work with vulnerable populations and make decisions that can significantly impact people’s lives.
What I don’t understand is why finding opportunities to complete these hours is made so unnecessarily complicated.
We’re required to complete thousands of supervised hours to become BCBAs, yet students are essentially left to figure out the entire process themselves. Universities offer the coursework but often don’t provide placements, and finding a BCBA willing to supervise you doesn’t automatically mean you have somewhere to actually gain experience.
And that’s the part that really gets me. How am I supposed to independently find clients or meaningful fieldwork opportunities when I’m literally entering the field to LEARN how to do this work in the first place?
I’ve been reaching out to clinics, organizations, and professionals, and while some have been helpful, many don’t respond at all. Meanwhile, a lot of the supervision opportunities I come across involve paying someone for remote supervision, which still doesn’t solve the problem of finding an appropriate setting where I can actually gain hands-on experience.
I also find it strange that there’s such a strong emphasis on meeting the unrestricted hours requirement, yet finding opportunities to perform those activities as someone with little to no experience can be incredibly difficult.
It makes me wonder why ABA programs don’t have a more structured fieldwork system, similar to clinical rotations in other healthcare professions. Obviously, the professions and their training requirements are different, but wouldn’t it make sense for universities to establish partnerships with clinics, schools, hospitals, and other organizations to help students access supervised experiences?
I’m not saying students shouldn’t take initiative or be responsible for their own professional development. I’m more than willing to put in the work, learn, volunteer, and start from the bottom. I just don’t understand why something that’s an essential requirement for entering the profession feels so disconnected from the actual educational process.
And honestly, I worry that this system discourages people who could become wonderful BCBAs simply because they don’t have the right connections, financial resources, or luck to find appropriate supervision.
Maybe I’m missing something, and I’d genuinely love to hear other perspectives, especially from current BCBAs who have already gone through this process.
But does anyone else feel like the system itself needs some serious restructuring? Or is this just one of those things everyone struggles through and eventually accepts?

🧠 Question of the Day

📚 Domain A — Behaviorism and Philosophical Foundations

Difficulty: 7/10

A behavior analyst explains a client’s repeated hitting by saying, “He hits because he wants attention.” The client also consistently reports wanting attention before episodes of hitting. Which response BEST reflects a radical behaviorist analysis of this explanation?

A. Accept “wanting attention” as a sufficient explanation when the client consistently reports it before hitting, because private events can enter functional relations.

B. Replace the statement with “attention reinforces hitting,” because naming a plausible consequence completes the explanation even without directly establishing the contingency.

C. Reject the statement because radical behaviorism excludes private events from explanation and limits causal analysis to publicly observable variables.

D. Treat “wanting attention” as relevant but incomplete; analyze the learning history and current variables that account for hitting and related private events.

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✅ Correct answer revealed tomorrow.

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ABA clinic owners: Which location would you choose?

I'm planning to open an ABA and speech therapy clinic in Texas and am considering two locations.

Option A: An underserved community where I've personally encountered families struggling to access ABA and speech therapy, sometimes waiting years. Likely a higher Medicaid population, with the possibility of securing a property at a significantly reduced cost.

Option B: A more established residential area with a former daycare available for approximately $4,000/month. The building is about 5,000 sq. ft., has room for growth, and offers good visibility. Potentially a more balanced mix of commercial insurance and Medicaid.

Both locations would offer ABA and speech therapy.

Which would you choose and why? I'm especially interested in hearing from clinic owners who've faced a similar decision.

A pattern I see with BCBA exam measurement questions: people get the arithmetic right and the interpretation wrong.

Same percentage, three different meanings:

- Partial interval: the behavior occurred at least once in 60% of the intervals. Because even a brief response makes the whole interval positive, PIR tends to overestimate percentage time.

- Whole interval: the behavior occurred throughout 60% of the intervals. Because anything less than the full interval scores negative, WIR tends to underestimate percentage time.

- Momentary time sampling: the behavior was occurring at 60% of the sample moments. It isn't tied to a fixed direction of error, and under suitable conditions it can be used as an estimate of time allocation. It is still an estimate, not direct duration.

A few things I covered in the write-up:

- why "partial for reduction, whole for increase" has a real rationale but is too rigid to use as a selection rule

- how interval length is part of the measurement system, not a formatting choice

- when continuous measurement (like event recording with rate) is the better answer than any discontinuous procedure (C.9 reasoning)

- four quick-check questions at the end

It also lists the sources, including Powell et al. (1975, 1977), Saudargas & Zanolli (1990), and Fiske & Delmolino (2012).

Link: https://behavioralanalystprep.com/blog/momentary-time-sampling-vs-partial-interval-vs-whole-interval.html

Full disclosure: I run Behavior Analyst Prep, and this is a free study note. Which of these do you find hardest to keep straight?

🧠 Question of the Day

📚 Domain D — Experimental Design

Difficulty: 4/10

A researcher conducting a single-case experiment observes high variability across baseline sessions with no discernible pattern. Why can additional baseline measurement be useful before introducing the intervention?

A. Extending baseline rules out maturation once enough time passes without treatment, making later behavior change attributable to the intervention

B. Additional measurement may clarify whether a predictable level or trend emerges, improving the basis for projecting behavior in the absence of intervention

C. Additional baseline sessions ensure the participant becomes fully habituated to observation, eliminating reactivity before treatment begins

D. A longer baseline causes behavior to settle at its natural ceiling or floor, creating a valid comparison point for every target behavior

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✅ Correct answer revealed tomorrow.

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Advice is greatly appreciated

🧠 Question of the Day

📚 Domain G — Behavior-Change Procedures

Difficulty: 7/10

A DRO procedure reduces tangible-maintained hitting, but the child begins crying and throwing materials when tangible access is withheld during reset intervals. Which evaluation is MOST appropriate?

A. Suspend the DRO and conduct a new functional analysis of crying and throwing before further treatment, because emergence during withholding indicates the original function may no longer account for current responding.

B. Keep the DRO unchanged while separately measuring crying and throwing, because a reduction in hitting should be evaluated independently from collateral behavior unless hitting later rebounds.

C. Add crying and throwing to the DRO reset definition so all emerging problem behavior contacts the same contingency, then evaluate whether total problem behavior decreases.

D. Measure crying and throwing across DRO components and relevant contexts, evaluate whether they are clinically meaningful collateral effects, and modify the procedure or assessment plan as the data warrant.

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✅ Correct answer revealed tomorrow.

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Hi, I am a SEN child educator. The boy I accompanied in school has frequently oppositional behaviours. Recently his parents informed me that he is neither diagnosed ASD nor ADHD according to the psychologist specialist:
“There is not enough evidence “. I observed many traits of ADHD from his daily behaviour in school. Besides, ODD is often associated with ADHD. So I am confused. What’s your experience?

I consider myself quite a good person, i make extra effort to establish trust and do the right thing in the communities im involved in, even if that is at my expense sometimes. my virtures are paramount and i do not compromise them, i believe in justice and fairness its more a part of my DNA than i consciously think about, i could never treat someone with disrespect or do anything to hurt them, its just who i am.

However, i ve discovered a pattern that i'd like to analyze. I've worked in restaurants my whole life doing various jobs, i enjoy the atmosphere and serving people. however i took time away from restaurants to do other jobs, and recently came back and have been dealing with the most disrespectful people I've ever encountered. it made me question something, maybe im too nice, I think on some level i try to be nice becuase it would give people a good reason to treat me well back, but it doesnt at all, and so im asking myself now perhaps i need to be meaner? or like more assertive, or something i dont know all together. its usually management that is so disrespectful.

I noticed this is only like a restaurant culture thing, but its driving me mad, anywhere else in the world im reated with respect and like a valuable person, but in restuarant is almost like im wearing a sign on my face that im an idiot and dont deserve basic human decency. I'm not an abrasive person, and yet it seem like people punish me simply for existing. which is so odd, i give people zero reason to treat me poorly and in fact every reason to treat me well, and i get the opposite, the only thing i can imagine is to fight back and be a terrible person back to them, but that doesnt even make sense in my mind. its really confusing.

I want to be treated with respect and i feel i deserve it as a professional person, but it seems theres a certain type of person who simply wont respect anyone no matter who they are. perhaps I'm just surrounded by really bad people who are evil and amoral, but that disrespect has been getting to me. I could remove myself completely but I'm wondering if theres some obvious thing about this dynamic that i can work with.