Join Chimes - and go further to help others go far! Chimes is a not-for-profit organization that assists people with intellectual and behavioral challenges to achieve their fullest potential.

Our vast array of services - educational, employment, vocational, residential, habilitative, and behavioral health - are delivered through a network of national and international affiliates. This allows us to take a comprehensive, holistic approach to improving the lives of every person we serve - those who receive and those who reap the benefits of our innovative, responsive solutions.

Program: Intensive Behavioral Health Services

Location: Wyomissing, PA

Schedule: Full-Time; Monday through Friday 8:30 am - 4:30 pm

Pay Rate: $42-45/Hour Billable

Short/General Description/Summary:

It is the responsibility of the BCBA to develop and oversee the implementation of formal behavior management plans, conduct functional behavioral assessments and provide behavioral consultation services.

Job Functions:

• Interview Staff and/or family members who know the individual served well before the development of the plan to get background and preliminary information
• Develop the behavior support plan based on applied behavior analysis and verbal behavior strategies
• Analyze available data to help determine where, when, and why problem behaviors occur
• Directly observe the individual served in all relevant settings. Analyze the data to determine the function of the problem behavior
• Define all target behaviors in objective and measurable terms and design an appropriate data collection system to measure the target behaviors
• Integrate appropriate setting events, antecedents, teaching, and consequence strategies to reduce problem behavior and increase alternative replacement behaviors
• Ensure the behavior support plan addresses the function of the problem behavior
• Train staff members directly ( i.e., in person, with opportunities for questions, discussion, etc. ) on the implementation of the behavior support plan
• Monitor the individual's behavior data and provide descriptive progress notes on a monthly basis
• Conduct treatment fidelity assessments to ensure proper implementation of the behavior support plan
• If the intervention has not produced substantial progress toward the intended goal within 90 days, analyze the potential barriers to implementation and/or change the behavior support plan if necessary
• Review behavior data, meet and discuss with the appropriate staff member any discrepancies noted on the behavior data (e.g. lack of documentation, inappropriate restrictions or lack of proper consequences; situations in which the current behavior program or treatment approach was not followed appropriately also, check each report to ensure that time, date, signatures, are correct)
• Attend Human Rights Committee meetings and team meetings as needed

Minimum Requirements:

Education and/or Experience:

• Have a certification as a BCBA

What's in it for you?

Total Rewards (For Full-Time Employees = >30 hours/week):

• Competitive Pay
• Medical, Dental, and Vision Insurance
• Tuition Reimbursement options
• Flexible Spending Accounts (Health, Dependent, and Transportation)
• Life Insurance
• Disability Insurance
• Paid Time Off
• 403(b) with Employer Match
• Employee Recognition Programs
• Employee Referral Bonus opportunities
• Discounts through "Tickets at Work"
• Discounts on Verizon mobile service
• And More!

Want to learn more?

To learn more about Chimes, and how you can achieve personal and professional growth within a purpose-driven organization, visit us at: https://chimes.org/Careers.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)