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2025-02-07 11:00:02 Author: 3 Pie Squared Marketing Team

Coaching Session- Discussing Onboarding with a New Owner

Coaching Session: Discussing Onboarding with a New Owner Starting and managing an ABA practice comes with countless challenges, especially when it comes to hiring and onboarding new staff. In this insightful episode of the 3 Pie Squared - ABA Business Leaders podcast, hosts Stephen and April sit down with Joseph Wilson, Operations Manager at Imagination Station. Joseph shares his experiences as he and his wife embark on the journey of growing their newly established ABA practice. Key Insights from the Episode 1. Navigating Onboarding and Credentialing Challenges Joseph discusses how his practice experienced setbacks with their first hires, particularly with credentialing and unexpected personal challenges. He emphasizes the importance of being flexible but also of having clearly defined processes to support new employees through onboarding. 2. Balancing Expectations and Boundaries April and Stephen share valuable advice about the importance of setting expectations for new hires early in the onboarding process. From creating job descriptions to conducting skills assessments, it's crucial to establish clear policies and procedures to reduce ambiguity for staff members. 3. Hiring: Experienced vs. Green Staff A recurring challenge for ABA business owners is whether to hire staff with experience or train new hires with no prior ABA background. The panel discusses the advantages and potential risks of each approach. Joseph explains how his practice screens applicants by focusing on personality, flexibility, and willingness to learn—traits that are often more valuable than experience alone. 4. Creating Strong Onboarding Processes April highlights the need for structured onboarding, including timelines, assessments, and opportunities to observe soft skills. These processes help ensure that new hires are adequately prepared and aligned with the organization’s values. 5. Supporting Staff Retention Stephen emphasizes the importance of providing continuous support to staff, including supervision, professional development opportunities, and open communication. He notes that employee retention improves significantly when staff members feel valued and supported. Meet the Guest: Joseph Wilson Joseph Wilson is the Operations Manager at Imagination Station, an ABA practice he co-founded with his wife, who serves as the clinical director. In his role, Joseph oversees the business operations, including hiring, staff development, and client relations. His mission is to build a sustainable and ethical practice that prioritizes high-quality service for families. Sponsor Spotlight: Margin Keepers Running an ABA business comes with its share of challenges—managing clients, staff, and insurance can be overwhelming. That’s why Margin Keepers is here to help. Specializing in ABA business finances, Margin Keepers takes the stress out of bookkeeping so you can focus on what truly matters—your clients and your practice's growth. Learn more about Margin Keepers. Helpful Resources for ABA Business Leaders Starting a practice, not sure where to start? Want to make sure you have everything needed for your established practice? Download our free start-up list here. Explore membership options with 3 Pie Squared and access exclusive resources for ABA business leaders. Click here. Listen to the Full Podcast Episode Catch the full episode with Joseph Wilson and learn more about how to strengthen your onboarding and staff management processes in your ABA practice.

2025-01-31 11:00:01 Author: 3 Pie Squared Marketing Team

Would You Rather: Hiring in ABA

Would You Rather: Hiring in ABA  Hiring in the field of Applied Behavior Analysis (ABA) is full of tough decisions. Do you prioritize experience or culture fit? Should you invest in schedulers before adding another BCBA? How do you create a work environment that supports your team while maintaining high-quality client care? In this episode of 3 Pie Squared - ABA Business Leaders, Jennifer Holton, BCBA of Unique Pathways and Mallory Stinger, BCBA of Mallory Stinger ABA join us for a lively discussion as we play a game of "Would You Rather?"—ABA hiring and practice management edition. Hiring for Experience vs. Culture Fit One of the biggest hiring dilemmas ABA practice owners face is whether to prioritize candidates with extensive experience or those who align well with company culture. Hiring for experience means bringing in professionals who already have technical knowledge and skills. But what if they don’t align with your company’s values? Hiring for culture fit ensures your team remains cohesive, but can skills be trained quickly enough to meet client needs? Our panelists weigh in on why culture fit might be the better choice and share insights on how they’ve approached this hiring decision in their own practices. Scheduler vs. Additional BCBA: Which Comes First? As ABA practices grow, business owners often debate whether to hire more clinical staff or invest in administrative roles. Many practice owners find that adding a scheduler significantly reduces cancellations, improves client consistency, and streamlines operations. A well-organized scheduler can actually increase billable hours, making the role cost-neutral or even profitable in the long run. On the other hand, expanding clinical staff allows practices to serve more clients and distribute caseloads more evenly. But without strong scheduling support, adding another BCBA can sometimes create more logistical challenges. Our panelists discuss their personal experiences with these decisions, providing valuable insights for ABA business owners. Unlimited PTO vs. Structured PTO Policies Employee burnout is a major concern in ABA, but how do you balance staff well-being with client care? Unlimited PTO sounds great, but studies show that employees actually take less time off when given unlimited leave. Plus, ensuring proper client coverage can become a challenge. Structured PTO policies provide more predictability but can sometimes make staff feel restricted. Jennifer and Mallory share their thoughts on how to create a healthy balance between supporting staff and maintaining high-quality client services. The Role of Technology and AI in Onboarding With advances in technology, ABA practices now have access to AI-driven onboarding systems that streamline paperwork, track certifications, and reduce administrative errors. But is technology the best way to handle onboarding, or should practice owners invest more time in hands-on staff training? Our panelists discuss the pros and cons of onboarding automation, the potential risks of relying too much on AI, and how practices can integrate technology while maintaining a personal touch. Key Takeaways Prioritize culture fit when hiring—skills can be trained, but a poor culture fit can disrupt your team. Schedulers can be game-changers, reducing cancellations and making operations more efficient. Structured PTO might be more effective than unlimited PTO in maintaining work-life balance while ensuring client coverage. Technology can help streamline onboarding, but personal training and oversight are still essential. What’s your take? Would you rather hire for experience or culture fit? Invest in a scheduler or another BCBA? Let us know in the comments. Resources for ABA Business Owners Join the ABA Business Leaders Membership for exclusive resources and expert support: https://3piesquared.com/productDetails/aba_business_leaders Starting an ABA practice? Download our free startup checklist: https://3piesquared.com/productDetails/the_aba_business_start_up_list

2025-01-24 10:25:48 Author: 3 Pie Squared Marketing Team

Grow your own BCBAs vs. hiring- What you need to know

BCBA Retention: Overcoming Recruitment and Retention Challenges Recruiting and retaining BCBAs has become one of the most pressing challenges for ABA businesses. With a high demand for skilled professionals and a competitive job market, how can ABA companies address this ongoing issue? In this blog, we’ll explore effective strategies to not only recruit but also retain quality BCBAs for the long term. The Current Challenges in BCBA Recruitment The demand for BCBAs is at an all-time high, and the limited supply often leaves employers struggling to find qualified candidates. Some common barriers include: Geographic Limitations: Certain states or regions have fewer BCBAs, making recruitment particularly difficult. Competition: BCBAs have numerous opportunities, giving them the flexibility to choose employers that best align with their goals. Time Constraints: Credentialing and onboarding processes can take months, delaying when new hires can start providing services. Proven Strategies to Recruit BCBAs To stand out in a competitive market, it’s crucial to adopt innovative approaches to recruitment. Consider the following strategies: Maximize Online Platforms: Platforms like Indeed and LinkedIn remain valuable tools. Use their messaging features and expand your search radius to attract out-of-state candidates. Offer Relocation Incentives: Provide competitive sign-on bonuses or relocation assistance to attract candidates willing to move. Highlight Flexibility: Emphasize flexible work schedules and other benefits that set your company apart. Retention: Supporting BCBAs Beyond Recruitment Recruitment is only the first step; retention is where the real work begins. Retaining skilled BCBAs requires ongoing effort and investment. Here’s how to create a supportive environment: Clear Onboarding Processes: Ensure new hires know what to expect by providing detailed onboarding plans, training schedules, and clear communication. Opportunities for Growth: Offer professional development programs, mentorship opportunities, and clear career paths to show employees their potential within your company. Training Platforms: Leverage tools like the ABA Business Leaders Training Platform to provide high-quality training and skill development for BCBAs and RBTs. Why Growing Your Own BCBAs Is a Long-Term Solution One effective way to overcome recruitment challenges is by investing in your current staff to help them become BCBAs. Here’s how to start: Partner with Universities: Collaborate with nearby ABA programs or online universities to create internship opportunities and recruit future BCBAs. Provide Supervision: Offer quality supervision and support to employees pursuing their BCBA credentials. Set Clear Expectations: Use tools like training platforms to outline paths for growth, from mastering RBT tasks to transitioning into BCBA roles. The Role of RBT Training in ABA Practices Regardless of payer requirements, providing RBT certification training can elevate the quality of your services. The ABA Business Leaders Training Platform includes a 40-hour RBT training module, making it easier to onboard and upskill new employees. Call to Action - Struggling with hiring and retention? Download our free startup list here. - Explore membership options with 3 Pie Squared and gain access to exclusive resources for ABA business leaders. Click here. Closing Thoughts BCBA retention is a challenge, but it’s one that can be addressed with the right strategies and tools. By focusing on clear communication, professional development, and meaningful opportunities for growth, your ABA practice can stand out as an employer of choice. Reach out to us for guidance or to explore our tools designed to support your journey! © 2025 3 Pie Squared. All rights reserved.

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