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Average BCaBA Salary By State

Average BCaBA Salary By State

Average BCaBA Salary By State: Complete Compensation Analysis Board Certified Assistant Behavior

  • 8 min read

Average BCaBA Salary By State: Complete Compensation Analysis

Board Certified Assistant Behavior Analysts (BCaBAs) play a vital role in delivering behavior analytic services under the supervision of BCBAs. For professionals considering this certification or those already certified who are contemplating relocation, understanding salary variations across states is essential for career planning. Therefore, this comprehensive analysis examines current BCaBA compensation data across all 50 states, factors influencing regional variations, and strategies for maximizing earning potential.

Table of Contents

National BCaBA Salary Overview

Before examining state-specific data, it’s helpful to understand the national compensation landscape for BCaBAs:

National Averages (2023-2024 Data)

  • Median Annual Salary: $54,500
  • Salary Range: $45,000-$68,000
  • Experience-Based Variation:
    • Entry-Level (0-2 years): $45,000-$52,000
    • Mid-Career (3-5 years): Subsequently rising to $52,000-$60,000
    • Experienced (6+ years): Eventually reaching $58,000-$68,000
  • Educational Premium: Moreover, BCaBAs with master’s degrees (beyond the required bachelor’s) earn approximately 8-12% more

According to the Association of Professional Behavior Analysts, BCaBA salaries have increased at an average rate of 3.2% annually over the past five years, slightly outpacing general inflation during most of this period.

BCaBA Salary By State: Complete Rankings

The following data represents average annual salaries for BCaBAs across all 50 states plus the District of Columbia, based on a combination of Bureau of Labor Statistics data, salary reporting platforms, and professional association surveys:

Top 10 Highest-Paying States for BCaBAs

  1. California: $67,800
    • Metro Highlights: San Francisco ($72,500), Los Angeles ($69,200)
    • Key Factors: High cost of living, strong insurance mandates, high demand
  2. Massachusetts: $66,500
    • Metro Highlights: Boston ($68,900), Cambridge ($67,800)
    • Key Factors: Additionally, strong academic presence, early adoption of ABA services, high education levels
  3. New Jersey: $65,700
    • Metro Highlights: Newark ($67,200), Princeton area ($66,800)
    • Key Factors: Furthermore, comprehensive insurance coverage, high population density, strong advocacy
  4. New York: $64,900
    • Metro Highlights: New York City ($68,700), Long Island ($65,300)
    • Key Factors: In addition to high cost of living, substantial urban demand and diverse service settings
  5. Washington: $64,200
    • Metro Highlights: Seattle ($67,100), Bellevue ($66,400)
    • Key Factors: Meanwhile, tech industry benefits influence, strong insurance coverage, high education levels
  6. Connecticut: $63,800
    • Metro Highlights: Stamford ($65,900), New Haven ($63,200)
    • Key Factors: Similarly, early insurance mandate adoption, proximity to academic centers
  7. District of Columbia: $63,500
    • Metro Area: Washington DC Metro ($64,800)
    • Key Factors: Notably, high education levels, federal employee benefits, high cost of living
  8. Colorado: $62,900
    • Metro Highlights: Denver ($64,300), Boulder ($63,700)
    • Key Factors: Consequently, recent growth in services, high quality of life drawing talent, strong advocacy
  9. Alaska: $62,400
    • Metro Highlights: Anchorage ($63,100)
    • Key Factors: As a result of geographic isolation premium, higher cost of living, provider scarcity
  10. Hawaii: $62,100
    • Metro Highlights: Honolulu ($63,500)
    • Key Factors: Likewise, island premium, high cost of living, limited provider pool

Middle-Tier Paying States (11-30)

  1. Maryland: $61,800
  2. Oregon: Meanwhile, $61,200
  3. Virginia: $60,700
  4. New Hampshire: In comparison, $60,200
  5. Rhode Island: $59,700
  6. Minnesota: Additionally, $59,300
  7. Delaware: $58,900
  8. Illinois: Furthermore, $58,400
  9. Vermont: $57,900
  10. Pennsylvania: In contrast, $57,500
  11. Arizona: $57,200
  12. Nevada: As a result, $56,800
  13. Utah: $56,400
  14. Texas: Consequently, $55,900
  15. Florida: $55,600
  16. North Carolina: Therefore, $55,300
  17. Georgia: $54,900
  18. Maine: Moreover, $54,500
  19. Wisconsin: $54,200
  20. Michigan: Subsequently, $53,800

Lower-Tier Paying States (31-51)

  1. Ohio: $53,400
  2. Idaho: Nevertheless, $53,000
  3. New Mexico: $52,600
  4. Indiana: Similarly, $52,300
  5. Montana: $52,000
  6. Tennessee: Despite regional variation, $51,700
  7. Wyoming: $51,400
  8. South Carolina: Comparatively, $51,100
  9. Missouri: $50,800
  10. Nebraska: Although somewhat lower, $50,500
  11. Iowa: $50,200
  12. Kentucky: Accordingly, $49,900
  13. Kansas: $49,600
  14. Oklahoma: Hence, $49,300
  15. Louisiana: $49,000
  16. South Dakota: Meanwhile, $48,700
  17. North Dakota: $48,400
  18. Arkansas: In the same region, $48,100
  19. Alabama: $47,800
  20. West Virginia: Despite economic challenges, $47,500
  21. Mississippi: Finally, $47,200

Factors Influencing BCaBA Salary Variations By State

Several key factors drive the significant salary differences observed across states:

1. Cost of Living

Cost of living represents the most significant predictor of BCaBA salary variations:

  • Housing Impact: First and foremost, states with median home prices over $500,000 show BCaBA salaries approximately 22% higher than the national average
  • Regional Adjustment: When adjusted for cost of living, however, the actual purchasing power of BCaBAs in states like Mississippi and Arkansas is comparable to those in California
  • Urban Premium: Additionally, within states, urban areas typically offer 8-15% higher salaries than rural regions, primarily reflecting cost of living differences

2. Insurance Reimbursement Rates

State-specific insurance policies significantly impact compensation:

  • Mandate Strength: Above all, states with comprehensive autism insurance mandates show average BCaBA salaries 14% higher than states with limited mandates
  • Medicaid Rates: Furthermore, variations in state Medicaid reimbursement rates directly influence agency compensation capabilities
  • Self-Funded Plan Requirements: Moreover, states requiring self-funded plans to cover ABA services show higher overall compensation

3. Supply and Demand Dynamics

The ratio of BCaBAs to service needs varies dramatically by state:

  • Certification Density: Generally speaking, states with fewer BCaBAs per capita offer higher salaries (with exceptions for very rural states)
  • Urban Concentration: In most states, consequently, 65-80% of BCaBAs work in urban centers, creating supply shortages in rural areas
  • Growth Rate Impact: Meanwhile, states with the fastest growth in autism diagnosis rates often show accelerated salary increases as demand outpaces supply

4. Employment Setting Distribution

The mix of employment settings within each state influences average compensation:

  • Clinical Center Percentage: On one hand, states with higher percentages of clinic-based employment typically show higher average salaries
  • School District Employment: On the other hand, states with strong school-based ABA programs often show more moderate salaries but better benefits
  • Home-Based Services: Additionally, states with predominantly home-based services often include travel compensation that elevates total compensation

5. Regulatory Environment

State-specific regulations create meaningful salary impacts:

  • Licensure Requirements: In particular, states with behavior analyst licensure requirements (beyond BACB certification) typically show 5-10% higher average salaries
  • Supervision Requirements: Besides that, variations in required supervision hours and documentation impact employer costs and subsequent compensation
  • Public School Regulations: Furthermore, states recognizing BCaBAs within educational credentialing systems show more stable educational employment options

BCaBA vs. BCBA Salary Comparison By Region

Understanding how BCaBA salaries compare to BCBA compensation helps contextualize the data:

BCaBA to BCBA Salary Ratios by Region

  • Northeast: To begin with, BCaBAs earn approximately 63% of BCBA salaries
  • Mid-Atlantic: Similarly, BCaBAs earn approximately 65% of BCBA salaries
  • Southeast: Interestingly, BCaBAs earn approximately 68% of BCBA salaries
  • Midwest: Meanwhile, BCaBAs earn approximately 66% of BCBA salaries
  • Southwest: In this region, BCaBAs earn approximately 67% of BCBA salaries
  • West Coast: In contrast, BCaBAs earn approximately 62% of BCBA salaries
  • Northwest: Comparatively, BCaBAs earn approximately 64% of BCBA salaries
  • National Average: Overall, BCaBAs earn approximately 65% of BCBA salaries

The smaller salary gap in the Southeast and Southwest may reflect higher demand for BCaBAs in these regions relative to local BCBA supply.

Salary Change Trends (2019-2024)

Examining five-year trends reveals important patterns in BCaBA compensation:

States with Fastest-Growing BCaBA Salaries

  1. Colorado: Specifically, 4.8% annual growth
  2. Arizona: Following closely, 4.6% annual growth
  3. Texas: Similarly showing strong trends at 4.5% annual growth
  4. Georgia: Likewise experiencing 4.3% annual growth
  5. North Carolina: Also showing robust increases at 4.2% annual growth

States with Slowest-Growing BCaBA Salaries

  1. West Virginia: Unfortunately, only 1.9% annual growth
  2. Mississippi: Similarly slow at 2.1% annual growth
  3. Louisiana: Also showing limited increases at 2.2% annual growth
  4. Vermont: Despite its higher base salary, only 2.3% annual growth
  5. Maine: Likewise experiencing modest increases at 2.4% annual growth

The fastest growth typically occurs in states experiencing rapid population increases, strong economic expansion, or recent improvements in insurance coverage for behavior analytic services.

BCaBA Supplemental Income Opportunities By Region

Beyond base salary, BCaBAs in many states supplement their income through additional professional activities:

Common Supplemental Income Sources

  • Evening/Weekend Hours: First and foremost, additional $5,000-$15,000 annually (most common in Northeast and West Coast)
  • Parent Training Workshops: Additionally, $2,000-$8,000 annually (most common in affluent suburban areas)
  • School Consultation: Furthermore, $3,000-$10,000 annually (varies significantly by state education funding)
  • Materials Development: Moreover, $1,000-$5,000 annually (increasingly common with digital platforms)
  • Professional Training: Finally, $2,000-$7,000 annually (more common in states with RBT shortages)

Approximately 38% of BCaBAs report engaging in supplemental income activities, with the highest rates in high cost-of-living states.

Benefits and Total Compensation Considerations

Salary figures alone don’t capture total compensation value, which varies considerably by state and setting:

Benefit Value by Region

  • Northeast: Importantly, benefits typically add 28-35% value beyond base salary
  • Mid-Atlantic: Similarly, benefits typically add 25-30% value beyond base salary
  • Southeast: However, benefits typically add only 22-28% value beyond base salary
  • Midwest: Meanwhile, benefits typically add 25-32% value beyond base salary
  • Southwest: In comparison, benefits typically add 20-26% value beyond base salary
  • West Coast: Notably, benefits typically add 30-38% value beyond base salary
  • Northwest: Additionally, benefits typically add 26-33% value beyond base salary

Most Valuable Common Benefits

  1. Health Insurance: Most significantly, $6,000-$12,000 annual value
  2. Retirement Contributions: Additionally, $2,500-$8,000 annual value
  3. Tuition Assistance: Furthermore, $2,000-$10,000 annual value (especially valuable for BCaBAs pursuing BCBA)
  4. Paid Time Off: Also providing $3,000-$7,000 annual value
  5. Professional Development: Moreover, $1,000-$3,000 annual value
  6. Supervision Toward BCBA: Perhaps most valuable for career advancement, $5,000-$15,000 annual value (where provided)

Educational settings typically offer stronger benefits but lower base salaries, while private clinics often feature higher base salaries with more modest benefits.

Advancement and Career Path Economic Impact

The financial trajectory for BCaBAs varies based on career path choices:

Common BCaBA Career Progressions and Financial Impacts

  1. BCaBA → Senior BCaBA: To begin with, this offers a 15-25% salary increase over 3-5 years
  2. BCaBA → BCBA: Most significantly, this provides a 40-60% salary increase after certification
  3. BCaBA → Educational Specialist: Alternatively, this often includes salary structure advantages but may start at lower initial increase
  4. BCaBA → Administrative Leadership: Another option offering a 20-35% increase with experience/performance
  5. BCaBA → Private Practice: Finally, this presents highly variable outcomes (potentially highest earning but greatest risk)

Approximately 62% of BCaBAs pursue BCBA certification within 5 years, with the highest rates in states with the largest salary differentials between the credentials.

Strategies to Maximize BCaBA Compensation

BCaBAs can employ several strategies to optimize their earnings within their current state:

1. Specialization Premium

Developing specialized skills can significantly increase compensation:

  • Feeding Therapy Expertise: For instance, this offers an 8-15% salary premium
  • Severe Behavior Management: Similarly, this provides a 10-18% salary premium
  • Complex Medical Needs: Even more valuable, this commands a 12-20% salary premium
  • Early Intervention Specialization: Additionally, this yields a 5-12% salary premium
  • Adult Services Expertise: Furthermore, this generates a 7-14% salary premium

2. Setting Optimization

Strategic setting selection based on state-specific factors:

  • High Cost-of-Living States: Primarily, clinical settings typically offer highest compensation in these areas
  • Moderate Cost-of-Living States: In contrast, school districts often offer best total compensation when benefits are factored in
  • Rural Areas: Meanwhile, home health agencies frequently offer highest total compensation due to travel stipends and mileage reimbursement

3. Credential Stacking

Adding complementary credentials increases value:

  • BCaBA + Teaching Certification: Consequently, this creates an 8-15% salary premium in educational settings
  • BCaBA + Related Health Credential: Moreover, this generates a 10-20% premium in medical settings
  • BCaBA + Case Management Certification: Similarly, this leads to a 5-12% premium in social service settings

4. Geographic Arbitrage

Working remotely for companies based in high-paying states:

  • Telehealth Opportunities: Increasingly, these are growing rapidly, allowing BCaBAs to live in lower-cost areas while earning salaries benchmarked to higher-paying regions
  • Cross-Border Commuting: Alternatively, for BCaBAs living near state borders, commuting to higher-paying states (when practical)
  • Travel Positions: Additionally, short-term assignments in high-need areas often command 15-30% premiums

Conclusion: Optimizing Your BCaBA Career Path Based on Location

The substantial variation in BCaBA salaries across states presents both challenges and opportunities for career planning:

For New and Aspiring BCaBAs:

  • Training Location Selection: First and foremost, consider completing bachelor’s programs in states with strong job markets and competitive salaries
  • Initial Job Placement Strategy: Additionally, starting your career in a higher-paying state can establish a higher baseline for future compensation, even if you relocate later
  • Supervised Experience Consideration: Furthermore, states with integrated academic and supervised experience programs often provide the most cost-effective certification pathway

For Experienced BCaBAs:

  • Strategic Relocation: Above all, when adjusted for cost of living, some middle-tier salary states actually offer the highest effective compensation
  • Advancement Planning: Meanwhile, states with the largest number of BCBAs typically provide more diverse advancement opportunities
  • BCBA Transition Timing: Consequently, in states with larger BCaBA-to-BCBA salary gaps, prioritizing this advancement has greater financial impact

For BCaBAs Considering Relocation:

  • Total Compensation Calculation: Most importantly, evaluate complete packages beyond base salary, particularly education benefits if pursuing BCBA
  • Growth Trend Analysis: Additionally, states with rapidly growing salaries often offer better long-term prospects despite potentially lower current compensation
  • Lifestyle Consideration: In conclusion, when factoring cost of living, quality of life, and career growth potential, states like Colorado, Texas, and North Carolina currently offer particularly advantageous combinations

The BCaBA credential continues to provide a valuable entry point into the behavior analysis profession, with compensation patterns that reflect both regional economic factors and the growing demand for qualified behavior analysis professionals across the country.

References

  1. Association of Professional Behavior Analysts – Salary Survey
  2. U.S. Bureau of Labor Statistics – Occupational Employment Statistics
  3. Behavior Analyst Certification Board – Certificant Data
  4. Ziprecruiter – BCaBA Salary Data
  5. Payscale – BCaBA Compensation Research

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