Quick Tip: Onboarding & Training in ABA (A Simple Plan for Day 1, Week 1, and 30-60-90)

Starting a new job in ABA should feel like joining a team, not getting thrown into the deep end. If you run a clinic or supervise new staff, you know how hard it is to hire good people. But here’s the painful truth: many clinics lose new hires not because of pay or schedules, but because onboarding feels chaotic, unclear, or unsupportive.

This quick tip gives you a simple, repeatable onboarding system for RBTs, BTs, and BCBAs. You’ll learn what to do before Day 1, how to structure the first week, and how to keep supporting people through their first 90 days.

The goal is practical: protect client dignity and safety, set clear expectations, and help new staff feel confident enough to stay.

You don’t need a huge HR team or fancy software. You need a plan, a mentor, and a commitment to ethics-first training. Let’s walk through it.

Start Here: Ethics, Dignity, and Safety Come First

Before you teach a single clinical skill, say this out loud to every new hire: quality and safety matter more than speed. This isn’t a slogan. It’s the foundation of ethical ABA practice.

Good onboarding starts with the BACB Ethics Code. New staff should understand core principles from day one:

Beneficence means helping clients and doing no harm.
Respect for autonomy means honoring client choice and voice.
Justice means fair, culturally responsive care.
Integrity means honesty, clear boundaries, and no dual relationships.

These aren’t abstract ideas. They shape every session, every data point, every conversation with a family.

Define assent early and simply: assent is the client’s day-to-day willingness to participate, even when consent is already signed. Teach new staff to watch for signs of withdrawal or distress. If a client seems unwilling, staff should pause and ask for guidance. That’s a strength, not a weakness.

Give practical examples of dignity in action. Use person-first or identity-first language based on your clinic’s policy and family preferences. Offer structured choices during sessions. Respect privacy during self-care routines. If something feels unsafe or unclear, stop and call the supervisor.

New staff should know exactly who to call and when.

Safety basics belong in the first hours, not the first month. Cover environment checks like doors, hazards, and safe materials. Introduce de-escalation and trauma-informed approaches. Teach mandated reporting: what counts as reportable, who to tell, and how to document.

New staff should never feel like they have to figure this out alone.

Quick script you can use: “You will never be asked to do a skill alone until you’ve practiced it and shown you can do it safely. If you’re unsure, you pause and ask. That’s a strength here.”

For a deeper look at building a culture where people choose to stay, explore our pillar on onboarding and training.

What “Onboarding” Means in ABA (Define It Fast)

Words matter. In ABA, people often mix up orientation, onboarding, and training. Here’s the simple split.

Orientation is paperwork and basic setup—usually one to five days. Think W-4 forms, HIPAA modules, clinic tours, and system logins. Necessary, but only one piece.

Onboarding is a planned support system for the first 30 to 90 days (sometimes longer). It covers shadowing, skill checks, culture immersion, and feedback loops. Onboarding helps someone become confident and effective, not just compliant.

Training is ongoing practice plus feedback until skills are safe and steady. It doesn’t end after the first week. It continues as staff take on new cases and new responsibilities.

Define these terms right away with your new hires. Shadowing means watching a skilled staff member do the job. Role-play means practicing without a client present. A competency check is a quick skill demonstration to confirm readiness.

When everyone uses the same language, confusion drops and learning speeds up.

The retention link is real: people stay when they feel supported and successful. Good onboarding is your best defense against early turnover.

For supervision basics for new supervisors, check out our related resources.

Pre-Boarding Checklist (Before Day 1)

Pre-boarding is everything you do before a new hire walks through the door. It prevents Day 1 chaos and signals that you planned for them.

Compliance and credentials:

Verify BCBA, BCaBA, or RBT certification
Confirm state license requirements
Run background clearances (fingerprinting, abuse registry)
Verify CPR, First Aid, or BLS certification and TB test results
Confirm professional liability insurance if required

Admin and tech setup:

Complete HR paperwork (contracts, tax forms, direct deposit, emergency contacts)
Set up system access for scheduling and data collection
Test hardware (tablets, laptops)
Assign HIPAA and confidentiality module before giving access to client files

This order matters: privacy training comes before records access.

Engagement and communication:

Send a welcome email early
Include what to wear, where to park, and who to ask for on arrival
Share a simple first-week agenda
Assign an onboarding buddy or mentor

Copy and paste this pre-boarding email outline:

Where to go and who to ask for
What to bring
What Day 1 looks like at a high level
How to reach someone if running late

Turn this checklist into a one-page “Pre-Day-1” form you can reuse for every hire.

For guidance on setting up a mentor or preceptor program, see our related resource.

Day 1 Experience: First Impressions and Clear Expectations

Day 1 sets the tone for everything that follows. The goal: reduce anxiety, show safety rules, and preview the path to independence.

Start with people, not paperwork. Introduce the new hire to the team and give a quick tour. Show them where to find help, where the break room is, and where supplies live. Explain how your clinic communicates and how feedback works. Name your values out loud and give examples.

Review safety basics and escalation paths. Who do you call if something feels unsafe? When do you pause a session? What happens if you’re unsure about a behavior plan step? Make sure the new hire knows these answers before they observe a single session.

Set role expectations clearly. What should the new hire do today? What should they not do yet? Be specific. If today is observation only, say so. If they’ll practice one skill, name it.

End Day 1 with a short check-in. Ask what felt clear and what felt confusing. Ask if they know who to call if something feels unsafe.

This ten-minute conversation is one of the fastest ways to prevent early churn.

Simple Day 1 schedule:

Morning: Welcome, must-do paperwork, tech setup, data system walkthrough
Late morning: Meet the team and assigned mentor
Afternoon: Shadow a session (observe only), then debrief with mentor or BCBA
Late afternoon: Intro to pairing (rapport building)
End of day: Q&A and plan for Day 2

Define pairing immediately: pairing means building trust by being associated with good things—preferred toys, easy wins, and warmth.

Add a ten-minute Day 1 check-in to your calendar now.

For more on building a feedback culture on ABA teams, explore our related content.

Week 1: Teach the “Must-Not-Miss” Basics (Without Overloading)

Week 1 should focus on safe and consistent, not perfect and fast. Pick a small set of high-impact skills and repeat them. Balance culture, clinical basics, and admin basics. Keep a “parking lot list” for topics you’ll teach later.

Safety and support:

What to do when unsure and who to call
Client dignity and assent in plain terms
Basic session flow: start, transitions, end
Documentation expectations: what to write, when, and where
Professional communication with the team

Measurement basics (aligned to RBT Task List foundations):

Frequency, duration, and latency
Discontinuous measurement (partial interval, momentary time sampling)
Where data goes and what to do if there’s an error

Assessment support basics:

Preference assessments and ABC data
ABC means Antecedent, Behavior, Consequence
Simple examples and short practice blocks

Session flow and prompting:

Reinforcement basics and delivery
Pairing routines and assent cues
Objective session notes: describe what happened without labels

Professional conduct:

Boundaries, confidentiality, and mandatory reporting
What’s reportable and your internal steps

Choose your top five Week 1 skills and write them down. That becomes your repeatable Week 1 plan.

For more on ABA session structure basics, see our related resources.

Training Methods That Work in ABA: Shadowing, Modeling, Role-Play, Feedback

The best training blends short learning with live practice. Use Behavioral Skills Training (BST) as your default loop: Instruction, Modeling, Rehearsal (practice), and Feedback.

This sequence works because it gives new staff a chance to see the skill, try the skill, and get immediate coaching.

Progression:

Shadowing: Watch a skilled staff member, take notes, ask questions in a debrief
Modeling: Trainer demonstrates the skill correctly
Role-play: New hire practices with a simulated client
Supported live practice: Real client while trainer watches
Competency check: Staff moves to independent practice only after passing

Role-play tips:

Use “freeze” moments to pause and name the skill
Practice common moments: greetings, transitions, demands, reinforcement, error correction, data collection

Feedback that helps, not crushes:

Keep it immediate and specific
Limit corrections to one or two at a time
Use a consistent format: one strength, one next step
Ask questions like “What were you thinking when you did that?” to find the real skill gap

Keep examples privacy-safe with no identifying details. Plan repetition: the same skill should appear across several days until it’s steady.

Pick one training method to improve this week—shadowing, role-play, or feedback. Start small and repeat it.

For role-play ideas for RBT and BT training, check out our related content.

Competency Checks: How You Know Someone Is Ready

A competency check is a short skills test showing a staff member can do a task correctly, safely, and consistently. It’s not about time served. It’s about demonstrated skill.

The RBT Initial Competency Assessment is a useful industry reference:

Hands-on assessment completed after the 40-hour training
Covers 20 tasks across measurement, assessment, skill acquisition, behavior reduction, and professionalism
Conducted by a BCBA or BCaBA
Some skills demonstrated with a client; others through role-play or interview
Passing requires full competency on all items
Missed items can be retrained and re-tested

Simple internal format:

Skill name and steps (three to seven bullets)
Pass criteria (e.g., four of five opportunities across two sessions)
Safety notes: when to stop and call a supervisor
Sign-off line for trainer and date
Next coaching step if not passed

If someone isn’t ready, adjust the training plan. Add more practice and different supports. Re-check later. Never rush someone into independent work before they’re ready.

Create three competency checks for your most common first-month skills. That’s your minimum safe-start set.

For a simple guide to competency-based training in ABA, see our related resources.

30-60-90 Day Checkpoints (Support Past Week One)

Onboarding doesn’t end after orientation. Most turnover risk shows up when support disappears. A simple 30-60-90 plan keeps people supported and improves retention.

Join The ABA Clubhouse — free weekly ABA CEUs

Days 1–30: Foundation

Finish compliance training and system access
Learn clinic routines and expectations
Keep shadowing consistent
Start SMART goals with supervisor
Build competence in basics: pairing, data, session flow, safety steps

Days 31–60: Contribution

Small, supported caseload or more session ownership
Run core programs under supervision
Improve documentation accuracy and timeliness
Join team meetings; practice giving clean, objective updates
Regular one-on-one feedback (weekly or biweekly)

Days 61–90: Autonomy and Initiative

Increase independence with supervision still available
Support problem-solving using data with BCBA input
Assign one small project (organizing resources, improving a materials system, helping train a new hire)
Conduct formal 90-day review and build a growth plan

Simple checkpoint questions:

What feels clear now?
Where do you still feel stuck?
What support helps you most?
What do you want to learn next?

Schedule 30-60-90 check-ins on Day 1. Put them on the calendar before things get busy.

For a simple 30-60-90 plan template for ABA staff, see our related resources.

Common Onboarding Mistakes (and Quick Fixes)

“Sink or swim”: No sequence, unclear expectations, new hire feels abandoned. Fix: Publish a simple Week 1 plan, assign a mentor, and schedule check-ins.

Paperwork-only Day 1: All forms and compliance modules signals that compliance matters more than care. Fix: Keep paperwork tight; include shadowing plus a clinical debrief on Day 1.

Poor feedback loops: Staff feel judged instead of coached. Fix: Set a feedback cadence on Day 1. Explain who gives feedback, when, and how.

Information overload (firehose training): Leads to errors and burnout. Fix: Teach must-not-miss topics first (safety, pairing, data), then layer complexity over time.

Tools not ready: Login and equipment delays create chaos. Fix: Complete pre-boarding tech checks before Day 1.

Do this instead: Plan support on purpose. Don’t rely on “figure it out.”

Pick one mistake to fix first. A small change now can save weeks of re-training later.

For more ways to reduce turnover on ABA teams, explore our related content.

Role-Specific Notes: RBT/BT Onboarding vs BCBA Onboarding

RBT and BT onboarding focuses on direct implementation:

Emphasize safety, session flow, rapport, coaching, and consistent basics
Cover pairing and session flow first
Train data collection accuracy and objective notes
Use role-play for core teaching procedures
Teach incident reporting steps
Use in-vivo training: shadow → supported practice → independence
Schedule competency assessment where applicable

BCBA onboarding focuses on systems, supervision, and case leadership:

Cover credentialing and state license steps
Handle billing and provider setup (NPI, provider IDs) if required
Review clinic templates for FBAs, treatment plans, and medical necessity documentation
Explain data analysis and graphing system norms
Clarify supervision systems (adding/removing supervisees, performance feedback tools)
Define case handoff process for intakes, stakeholder meetings, and documentation

Don’t assume experienced hires need less onboarding. Even a seasoned BCBA needs to learn how your clinic works. Set clear expectations so no one is guessing.

Write two mini-plans: one for RBT/BT and one for BCBA. Keep each to one page.

For templates, see our BCBA onboarding checklist and RBT/BT onboarding checklist resources.

Wrapping Up: Small Systems Beat Heroics

Good onboarding isn’t about heroic effort or perfect programs. It’s about simple systems you repeat every time:

A clear pre-boarding checklist
A calm Day 1 with safety basics and a mentor
A Week 1 plan that teaches must-not-miss skills without overwhelming anyone
Competency checks that confirm readiness before independence
30-60-90 check-ins that keep support visible

Ethics come first, always. Dignity for clients and respect for staff go hand in hand. When new hires feel supported and successful, they stay. When they stay, clients get better care.

Use this quick tip to run your next onboarding week with more clarity and less stress. Start with the pre-boarding checklist, then schedule Day 1 and your 30-60-90 check-ins.

Small, repeatable systems build teams that stay.

AI supports clinicians; it does not replace clinical judgment. Do not include identifying client info in non-approved tools. Human review is required before anything enters the clinical record.