Top HR metrics to Track in 2025-ABA Edition

Why it matters in ABA:
With thin margins and heavy staffing needs, ABA companies must make people-related decisions with data, not gut feeling. Strategic use of HR metrics can help balance staff satisfaction, compliance, and operational efficiency.

HR KPIs That Matter in ABA Organizations

Time to Fill (RBTs/BCBAs):
This measures how long it takes to fill open roles, a critical metric for ABA organizations struggling with workforce shortages and service delays. It reflects your recruiting efficiency and pipeline strength.

  1. Offer Acceptance Rate:
    This tells you how competitive your compensation, culture, and employer brand are. A low rate may indicate misalignment with candidate expectations or weak employer perception.

  2. Onboarding Satisfaction Score:
    Typically gathered via post-onboarding surveys, this metric shows whether new hires feel prepared, supported, and connected to the organization. In ABA, good onboarding reduces early-stage attrition.

  3. 6-Month Retention Rate:
    A more realistic turnover metric than 90-day retention, especially in ABA where staff may not be fully scheduled until after credentialing. It reflects cultural fit and workload sustainability.

  4. Internal Promotion Rate:
    Tracks how often current employees move into more advanced or leadership roles. Strong internal mobility boosts morale and retention, especially for RBTs progressing toward BCBA status.

  5. Average Tenure by Role:
    Understanding how long your RBTs, BCBAs, and admin staff typically stay helps pinpoint where turnover problems exist and where to focus retention strategies.

  6. Employee Engagement Score:
    Derived from surveys, this measures overall morale, purpose alignment, and organizational commitment. It’s especially important in emotionally intensive roles like behavior therapy.

  7. Burnout Risk Index:
    Pulled from pulse survey data or qualitative check-ins, this flags emotional exhaustion trends. A high score is a sign your staff might need schedule relief, case rotation, or mental health support.

Outcome:
Tracking these metrics helps HR pinpoint bottlenecks (e.g., overworked RBTs, low-engagement clinics), build data-driven incentive programs, and support better workforce planning.

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