Starting January 1st 2026, Registered Behavior Technicians are required to complete professional development hours, as outlined by the Behavior Analyst Certification Board (BACB). While these hours are commonly referred to as CEUs, the BACB officially calls them professional development hours. Specifically, RBTs must complete 12 hours every two years, with training focused on behavior-analytic service delivery. It’s important to note that training on a client’s specific program cannot be counted toward these hours. However, RBTs can include continuing education events provided by Authorized Continuing Education (ACE) Providers like Behavior University to meet this requirement.

For organizations employing RBTs, having a clear and well-structured CEU policy (aka professional development policy) is essential. Not only does it help RBTs meet their certification requirements, but it also promotes professional growth, supports retention, and ensures the highest quality of care for clients.

1. Understand BACB Requirements

The BACB requires RBTs to engage in professional development activities that focus on behavior-analytic service delivery and align with the RBT Task List 2.0 and Ethics Code. These activities must total at least 12 hours every two years to maintain certification. While training related to a client’s specific program does not qualify, professional development hours can include continuing education events offered by ACE Providers.

Key Resource: For more details, refer to the BACB December 2023 Newsletter, which outlines the professional development requirements for RBTs.

2. Set Clear Expectations for Professional Development

Your CEU policy (aka professional development policy) should define:

• Frequency: How often RBTs need to complete professional development hours (e.g., monthly, quarterly, or during the two-year cycle).
• Topics: Specify focus areas that align with organizational goals, such as behavior reduction or ethical practice.
• Documentation: Outline how RBTs should track and report their professional development to supervisors or HR.

Once you have your policy finalized, consider holding a dedicated group or individual supervision meeting to introduce and explain the new policy. This approach provides an opportunity for team members to ask questions and understand how they can follow the policy.

3. Make Professional Development Relevant to Daily Practice

Professional development hours should not be treated as a checkbox activity. Instead, focus on topics that directly impact your RBTs' daily work. For example:

1. Review our blog "The 4 Most Challenging Concepts for RBT Trainees" for insights on where RBTs may need additional support.
2. Encourage training that aligns with client-specific goals, such as advanced data collection or skill acquisition strategies.

Relevant professional development can enhance engagement and lead to measurable improvements in client outcomes.

4. Integrate Professional Development into Supervision Sessions

Use supervision as an opportunity to review professional development material and discuss its application. This not only reinforces learning but also provides real-world context for RBTs. For strategies on integrating professional development into supervision, explore our blog "Incorporating RBT CEUs in Supervision."

5. Provide Access to Quality Professional Development

A key component of your CEU policy (aka professional development policy) should be identifying reliable and affordable professional development opportunities. At Behavior University, we offer engaging, BACB-compliant professional development that covers critical topics, ensuring your RBTs stay informed and effective in their roles.

For BCBAs, we also provide an opportunity to earn free CEUs through live webinars, making professional development accessible across your organization.

6. Foster a Culture of Continuous Learning

Your professional development policy should emphasize growth as a shared value. Celebrate professional development achievements during team meetings and encourage open discussions about what your staff learned. This not only motivates your team but also reinforces the importance of continuous improvement.