Behavioral Learning Network reviews about "supervise"

- Extremely inconsistent hours (cancellations, covers, etc.) comes with the job, I guess - Big company, not a lot of interaction between co-workers - You have to answer to a lot of different people, so there is not one single person that would know your experiences and what you need help on - Sometimes asks me to work outside of my availability, or asks me to cover shifts 30min-1hr before session

HR and scheduling are very by the book and lack compassion.

- Supervisors have monthly performance review meetings that last two hours, in which you are given scores for clinical and administrative performance. While having high standards is a good thing, micromanaging supervisors is not. - Supervisors are expected to cover the BT/RBT session if there is a callout and no coverage could be found. Even if you had pre-arranged meetings to attend. Yet you were still expected to meet your required monthly billables. - Supervisors were expected to be available from 7am to 7pm, and although “making your own schedule” is listed as a benefit- you don’t actually have control over what clients you get and what their availability for session is. So even if you don’t want to be in session until 7pm, if you get a client assigned with 5-7pm sessions, too bad. And yes, during regular school year with school clients, you are starting at 7am consistently. - Leadership does not believe in burnout, and has suggested to supervisors that if they just “stopped talking about burnout” that it would alleviate. Leadership will not accommodate you or be open to suggestions to alleviate burnout either if you have them. - The company will actively take on new clients and assessments, even as existing clients are understaffed. - The company is very resistant to discharging a client, even if the family/client meets discharge criteria outlined in the company service agreement. - The required monthly billable is 120, plus 10 hours of non-billable meetings per month, plus drive time, plus administrative work. Good luck. - The large/Whole Group supervisor meetings are monthly, and most of the time involve trainings on basic skills (Token Economy, DTT, Simultaneous Discrimination Training). For BCBAs who have been with the company a while or who are already trained on these topics, it’s an inefficient use of time. For brand new people, it’s valuable. - RBT staff turnover is high and leadership is not open to suggestions from supervisors in group meetings on how to reduce turnover. Instead leadership will basically throw their hands up in the air and say “there’s a lack of say-do correspondence for RBT staff” and move on to other topics.

Self-Management: This role requires a high degree of autonomy. Success and sustainability depend heavily on your ability to self-organize, manage a demanding schedule, and set firm boundaries to prevent burnout. Meeting hourly requirements may require coverage sessions. - Management: Some clinical supervisors are still completing their own higher education, which can sometimes lead to gaps in oversight and support. - Compensation Structure: BCBA pay is competitive with the market. However, the pay scale for Behavior Technicians (BTs/RBTs) could be higher. Offering more incentives for BTs would acknowledge their vital role and help attract and retain top talent for this crucial position.

Sometimes having a reduction in hours around school breaks but the people I interviewed with told me this prior to being hired and scheduling was very communicative if this was going to happen.

The only con with any school job are unpredictable hours - school breaks, student call offs. The scheduling team was supportive in finding you coverage but call outs are sometimes done last minute.

Micromanaging from supervisor, made an already difficult job even tougher. The guidance is nice but sometimes too much.

low pay and expensive Healthcare