What are the responsibilities and job description for the Board Certified Behavior Analyst position at West Virginia University Hospital, Inc?
MINIMUM QUALIFICATIONS:
EDUCATION, CERTIFICATION, AND/OR LICENSURE:
1. Master's Degree in Behavior Analysis
2. Board Certified Behavior Analyst (BCBA)
EXPERIENCE:
1. Three years of experience providing ABA services to children.
PREFERRED QUALIFICATIONS:
EDUCATION, CERTIFICATION, AND/OR LICENSURE:
1. Master's Degree in relevant field of study
CORE DUTIES AND RESPONSIBILITIES:The statements described here are intended to describe the general nature of work being performed by people assigned to this position.They are not intended to be constructed as an all-inclusive list of all responsibilities and duties.Other duties may be assigned.
1. Provide direct ABA therapy to children with Autism and other developmental disorders in the clinic, home, school, and community settings.
2. Provide parent, teacher, and staff training on the principles of ABA and behavior modification.
3. Provide training and supervision to Behavioral Technicians.
4. Conduct functional behavioral assessments/analyses.
5. Conduct verbal behavior/language assessments (VB-MAPP/ABLLS-R).
6. Develop individualized treatment plans (e.g., goals, objectives, and interventions) and monitor client progress towards goals.
7. Consult and collaborate with schools, daycares, medical professionals, and other pediatric disciplines.
8. Assist with administrative tasks and oversight of the ABA deportment (including ensuring compliance with insurance requirements for session notes, treatment plans, supervision, treatment authorizations, RBT requirements, etc.).
9. Participate in Continuous quality improvement efforts
10. Consult on and supervise internal and external research projects as directed by BCBA Supervisor
PHYSICAL REQUIREMENTS:The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
1. Ability to be on feet/walking extended periods.
2. Ability to lift, push, and/or pull 40 pounds.
WORKING ENVIRONMENT:The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
1. Work is performed in a clinical outpatient environment.
SKILLS AND ABILITIES:
1. Must be ambitious and self-motivated.
2. Must like and be comfortable with change.
3. Must be comfortable collaborating with attending physicians.
4. Must be well organized.
5. Must possess efficient time management skills.
6. Excellent verbal communication skills.
7. Understanding of medical terminology.
8. Ability to respond quickly to varying demands from provider and patient.
9. Must be able to work well as part of a team.
10. Maintain professional boundaries.
11. Have basic knowledge of Microsoft Word, Excel, and PowerPoint.
12. Ability to accept constructive feedback and develop knowledge and related skills.
Additional Job Description:
Scheduled Weekly Hours:
40Shift:
Exempt/Non-Exempt:
United States of America (Exempt)Company:
WVUH West Virginia University HospitalsCost Center:
8215 WVUH CH Pediatrics NeurodevelopmentAddress:
201 Bakers Ridge RdMorgantownWest VirginiaWVU Medicine is proud to be an Equal Opportunity employer. We value diversity among our workforce and invite applications from all qualified applicants regardless of race, ethnicity, culture, gender, sexual orientation, sexual identity, gender identity and expression, socioeconomic status, language, national origin, religious affiliation, spiritual practice, age, mental and physical ability/disability or Veteran status.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
Please view Equal Employment Opportunity Posters provided by OFCCP here.
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)
