Please fill out the contact form, below, and let us know a little about you.
Are you a Registered Behavior Technician (RBT), or a Behavior Technician/Paraprofessional interested in becoming one?
Are you a Board Certified Behavior Analyst (BCBA) or Board Certified assistant Behavior Analyst (BCaBA)? Are you studying Applied Behavior Analysis and need a fieldwork placement? Are you a teacher seeking experience in behavior analysis?
Scroll down to see our available positions!
We accept staff resumes at any time of the year! If you are a Registered Behavior Technician (RBT), A Board Certified assistant Behavior Analyst (BCaBA), a Board Certified Behavior Analyst (BCBA), an ABA pre-certificant, or a Teacher seeking ABA experience, attach your resume, above.
Descriptions of our positions are below.
We will be in touch soon!
Please review our Code of Ethics at the bottom of this page.
550 Solutions Way, Rockledge, Florida 32955, United States
(321) 639-9800 A subsidiary of Behavior Services of Brevard
Monday - Friday: 9:00am - 5:00pm
Saturday - Sunday: Closed
We are seeking full-time Board Certified Behavior Analyst (BCBA) and Board Certified assistant Behavior Analysts (BCaBAs) with experience working with individuals with significant challenging behavior. We may also consider a strong, well-rounded BCBA/BCaBA with two years of experience working in a different specialty, who is seeking experience with individuals with significant challenging behavior.
ABA services are provided in our small private program, serving individuals from the age of two to 21. Although many have a diagnosis of autism or other developmental disability, we also serve typically developing children whose behavior has limited their ability to succeed in public school.
We are open year-round to better serve our families. Staffing ratios are very dense, often 1:1 for individualized skill instruction. This is a salaried, 40-hour a week position that requires the ability to author and implement Individual Behavior Plans (IBPs), as well as train and supervise staff who will implement programming. Although IBPs are authored to focus on skill acquisition and plentiful reinforcement, physical management is utilized when necessary.
Here in Rockledge, Florida the climate is generally warm in the winter and hot in the summer. Housing is less expensive than the large urban areas of Orlando, Tampa, and Miami, but we are only 60-90 minutes the theme parks. Florida has no state income tax. Brevard County has Kennedy Space Center, several beaches and outdoor activities, with minimal traffic, reasonable housing and low crime. We are 30 minutes from the Florida Institute of Technology, and 50 minutes from the University of Central Florida.
We offer a very competitive salary, paid holidays, paid time off, Platinum health insurance, an annual conference stipend, tuition reimbursement, access to free CEUs and a safe work environment. Successful candidates are, or will become, certified in Professional Crisis Management (PCM) and credentialed with participating Insurance companies, and Florida Medicaid.
A great BCBA job for someone who is seeking to return to an active, exciting position, or who is seeking to expand his or her intervention repertoire
We are seeking experienced, certified (or eligible) SPED Teachers, preferably with experience in Direct Instruction, for our small SPED program in Rockledge, Florida. The optimal candidate will be interested in gaining experience working with children with challenging behavior, though we may consider the right person seeking to learn.
We serve children and youth from the age of two to 21. Although many have a diagnosis of autism or other developmental disability, we also serve typically developing children whose behavior has limited their ability to succeed in public school.
We are open year-round to better serve our families. Staffing ratios are very dense, often 1:1 for individualized skill instruction. This is an salaried, 40-hour a week position that requires the ability to assess, diagnose skill deficits, and instruct. The successful candidate will be expected to participate in individual program implementation, crisis management, and Implement physical management procedures as needed.
We offer competitive wages, and for full-time staff, paid holidays, paid time off, Platinum health insurance, tuition reimbursement and a safe work environment.
We are seeking Registered Behavior Technicians (RBTs), preferably with one year of experience working with children with challenging behavior, though we may consider the right RBT with limited experience.
ABA services are provided in our small private school in Rockledge, serving individuals from the age of two to 21. Although many have a diagnosis of autism or other developmental disability, we also serve typically developing children whose behavior has limited their ability to succeed in public school.
We are open year-round to better serve our families. Staffing ratios are very dense, often 1:1 for individualized skill instruction. This is an hourly, 35 to 40-hour a week position that requires the ability to consistently implement programming. Although interventions focus on skill acquisition and plentiful reinforcement, physical management is utilized when necessary.
We offer competitive wages, and for full-time staff, paid holidays, paid time off, Platinum health insurance, tuition reimbursement and a safe work environment. Successful RBT candidates are, or will become, certified in Professional Crisis Management (PCM) and have/are eligible for, a Florida Medicaid provider number.
BEHAVIOR EDUCATION CENTER POLICY 1.02: ETHICS
Standards of Ethical Conduct
(adapted from the Code of Ethics of the Education Profession in Florida and Principles of Professional Conduct for the Education Profession in Florida)
1. Our school values the worth and dignity of every person, the pursuit of truth, devotion to excellence, acquisition of knowledge, and the nurture of democratic citizenship. Essential to the achievement of these standards are the freedom to learn and to teach and the guarantee of equal opportunity for all.
2. Our primary concern is the student and the development of the student's potential. Employees will therefore strive for professional growth and will seek to exercise the best professional judgment and integrity.
3. Concern for the student requires that our instructional personnel:
a) Shall make reasonable effort to protect the student from conditions harmful to learning and/or to the student's mental and/or physical health and/or safety.
b) Shall not unreasonably restrain a student from independent action in pursuit of learning.
c) Shall not unreasonably deny a student access to diverse points of view.
d) Shall not intentionally suppress or distort subject matter relevant to a student's academic program.
e) Shall not intentionally expose a student to unnecessary embarrassment or disparagement.
f) Shall not intentionally violate or deny a student's legal rights.
g) Shall not harass or discriminate against any student on the basis of race, color, religion, sex, age, national or ethnic origin, political beliefs, marital status, handicapping condition, sexual orientation, or social and family background and shall make reasonable effort to assure that each student is protected from harassment or discrimination.
h) Shall not exploit a relationship with a student for personal gain or advantage.
i) Shall keep in confidence personally identifiable information obtained in the course of professional service, unless disclosure serves professional purposes or is required by law.
4. Aware of the importance of maintaining the respect and confidence of colleagues, of students, of parents, and of the community, employees of our school must display the highest degree of ethical conduct. This commitment requires that our employees:
a) Shall maintain honesty in all professional dealings.
b) Shall not on the basis of race, color, religion, sex, age, national or ethnic origin, political beliefs, marital status, handicapping condition if otherwise qualified, or social and family background deny to a colleague professional benefits or advantages or participation in any professional organization.
c) Shall not interfere with a colleague's exercise of political or civil rights and responsibilities.
d) Shall not engage in harassment or discriminatory conduct which unreasonably interferes with an individual's performance of professional or work responsibilities or with the orderly processes of education or which creates a hostile, intimidating, abusive, offensive, or oppressive environment; and, further, shall make reasonable effort to assure that each individual is protected from such harassment or discrimination.
e) Shall not make malicious or intentionally false statements about a colleague.
All instructional personnel and administrators are required as a condition of employment to complete training on these standards of ethical conduct.
Reporting Misconduct by Instructional Personnel and Administrators
All employees, educational support employees, and administrators have an obligation to report misconduct by instructional personnel and school administrators which affects the health, safety, or welfare of a student. Examples of misconduct include obscene language, drug and alcohol use, disparaging comments, prejudice or bigotry, sexual innuendo, cheating or testing violations, physical aggression, and accepting or offering favors.
Reports of misconduct of employees should be made to the President/CEO, School Director, or the Human Resources Specialist.
Reports of misconduct committed by administrators should be made to the Florida Dept of Education (DOE) Regional Manager Veronica Sitaras at firstname.lastname@example.org or Phone: 850-245-9595.
Legally sufficient allegations of misconduct by Florida certified educators will be reported to the Office of Professional Practices Services. Phone: (850) 245-0438 Fax: (850) 245-0621
Policies and procedures for reporting misconduct by instructional personnel or school administrators which affects the health, safety, or welfare of a student are posted in the front office and on our website at www.behavioreducationcenter.org.
Reporting Child Abuse, Abandonment or Neglect
All employees and agents have an affirmative duty to report all actual or suspected cases of child abuse, abandonment, or neglect. Call 1-800-96-ABUSE (1-800-962-2873) or report online at: http://www.dcf.state.fl.us/abuse/report/.
Signs of Physical Abuse
The child may have unexplained bruises, welts, cuts, or other injuries; broken bones; or burns. A child experiencing physical abuse may seem withdrawn or depressed, seem afraid to go home or may run away, shy away from physical contact, be aggressive, or wear inappropriate clothing to hide injuries.
Signs of Sexual Abuse
The child may have torn, stained or bloody underwear, trouble walking or sitting, pain or itching in genital area, or a sexually transmitted disease. A child experiencing sexual abuse may have unusual knowledge of sex or act seductively, fear a particular person, seem withdrawn or
depressed, gain or lose weight suddenly, shy away from physical contact, or run away from home.
Signs of Neglect
The child may have unattended medical needs, little or no supervision at home, poor hygiene, or appear underweight. A child experiencing neglect may be frequently tired or hungry, steal food, or appear overly needy for adult attention.
Patterns of Abuse
Serious abuse usually involves a combination of factors. While a single sign may not be significant, a pattern of physical or behavioral signs is a serious indicator and should be reported.
Any person, official, or institution participating in good faith in any act authorized or required by this chapter (law) or reporting in good faith any instance of child abuse, abandonment, or neglect to the department or any law enforcement agency, shall be immune from any civil or criminal liability which might otherwise result by reason of such action. (F.S. 39.203)
An employer who discloses information about a former or current employee to a prospective employer of the former or current employee upon request of the prospective employer or of the former or current employee is immune from civil liability for such disclosure or its consequences unless it is shown by clear and convincing evidence that the information disclosed by the former or current employer was knowingly false or violated any civil right of the former or current employee protected under F.S. Chapter 760. (F.S. 768.095)