Behavior Technician (BT) A Shift

Behavior Technician Role and Responsibilities:

• Assist rehab staff in implementation of behavior protocols that are developed by the BCBA.
• Assist in novel data collection, making observations and documenting client behaviors and trends.
• Provide relevant corrective reinforcement and praise, for both clients and staff as appropriate. Feedback for staff would be specifically related to their implementation of Behavior Protocols.
• Model appropriate, professional, and compassionate behavior for both staff and clients.
• BTs would be involved in increasing the staff’s engagement with the clients. They will assist management with:
• ensuring client engagement schedules are being followed including therapy attendance.
• conduct daily observations on engagement and provide immediate feedback/praise when necessary.
• teach and model staff when dealing with more difficult clients.
• assist in more specific community access goals and interact directly with clients in the community when they are resistant or are otherwise underperforming in meeting their goals.
• BTs would be responsible for responding to crisis situations during their shift and often responsible for managing and assessing the interventions of staff (e.g., QBS protocol).
• While BTs will primarily be working with BCBAs, they will also be expected to work well within the multidisciplinary team. They will also need to communicate and work collaboratively with the Residential Unit Coordinators, Residential Supervisors, Program Coordinators, and clinicians of various disciplines (e.g., Occupational Therapists, Psychotherapists, Speech Therapists, Recreation Therapists, Health Educators, Dietician, Physical Therapists, etc.) depending on the client’s programming.
• BTs would work with clients on community transportation goals (e.g. cabbing, busing, and walking with them) and would help clients in developing their own social networks in the community. They would be available to provide pre-teaching, goal setting, and to provide feedback with the goal to significantly improve social skill sets and eventually increase their social networks outside of Eisenhower Center.
• They would input Incident Reports for their units. Estimated 8-10 hours per week would be spent on data entry.
• BTs would handle client incentives and assist in troubleshooting issues with incentive protocols.
• BTs would work varied hours, highlighting their presence during B-shifts and weekends. There are a mix of BT schedules as the idea is to have coverage on the campus so that a BT is available if needed to assist managing crisis situations or difficult client behaviors.

Behavior Technician Qualifications and Education Requirements:

• Valid Michigan driver’s license
• Previous experience as a Behavior Tech (preferred)
• High attention to detail. Experience with data collection, entry, and analysis
• Good problem-solving, communication skills (both written & verbal), & organizational skills
• Commitment to Eisenhower Center’s mission statement

Eisenhower Center is 100% employee owned and offers an excellent benefit package including:

• PTO
• Employee Stock Ownership Plan
• 401(k) plan eligible to participate after 1 year & 1,000 hours of employment
• Medical, Dental, & Vision Insurance
• Flexible Spending Account for Medical and Dependent Care
• Employer Paid Life Insurance and Long Term Disability
• Voluntary Life Insurance and Short Term Disability available
• Student Stipend
• Employee Discount Program
• Continuing professional development opportunities

Eisenhower Center is an EEO employer – Veterans/Disabled and other protected categories. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability or protected veteran status.

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)