behavioral specialist

direct support professional

clinical supervisor

board certified behavior analyst

clinical supervisor ii

360 Behavioral Health

This is a job great for exposure to populations with special needs and is hence a wholesome starting point for those interested in careers in psychology and related fields. Theory and evidence-based practices are paramount to success. Initial assignments and scheduling are really flexible in accordance with one's availability. Once schedules become stable and more routine, one will inevitably build bonds and relations with clients and their families—understandably so since one would be with them in their home almost every day for months or even years. Progress is observable over time, changing lives of entire families who become touchingly grateful, leaving one with a sense of fulfillment. That's about all I found to be great about this job.

[For the uninitiated trying to research this company, this job, or this field, while with CPC you will work with individuals with behavioral diagnoses (i.e., autism spectrum disorders, Down's syndrome, cerebral palsy, etc.). The company takes on all referrals, so technical diagnoses of clients may also be on the fringes of that classification, and ages of clients range widely. Due to the nature of these population, there is always a chance that you may encounter or even be assigned to a case with aggression of varying degrees and frequencies—keep in mind that these families seek services for a reason.]

This company may offer a wage higher than what fresh undergraduates may usually get or expect, depending on completed level of academic degree and performance on competency tests through training, and that's great to start, but there are subsequently very few opportunities for that to grow through one's tenure with CPC. Per the handbook/protocol, one can earn up to two raises of 1-4% each raise, and direct staff become eligible for each raise after officially logging arbitrary milestones of service hours, the second of which is incredibly unreasonably high considering that the company often only schedules direct staff 15-20 hours a week, maybe in the mid to high 20s if you're really good and preferred by supervisors, but hardly ever 30+ unless they really can't find willing or suitable staff for certain cases. I should highlight here that this is a for-profit company.

Unless you're hired as a supervisor straight away, you do not get benefits. Employees must meet one of two criteria in order to be eligible for benefits, and each criterion spans a couple months and involves a minimum number of hours worked—which is hardly in the employee's control. Employees can work extra hours in the office aside from their contracted session hours with a compensation rate of the prevailing minimum wage, but in my experiences, these hours don't count toward eligibility for full time. I was denied by HR, and support from a supervisor and my senior admin was unfortunately fruitless. Again, a for-profit company.

Supervisors are hit or miss. They are the ones in charge of your client cases and corresponding reports, development of client programs, specialized training and guidance, etc. Some supervisors are simply incompetent at parts of their job. With some cases, often the "tougher" ones, supervisors may decide to cater to what would make things easier for the parent/family rather than building functional skills in the client to tackle issues at the foundation. Personally, I didn't like this because it never managed problematic behaviors or put them on extinction; in fact, on one of my cases, this approach actually created more opportunities for extreme behavior and maladaptive fixations to be reinforced (this is not what you want if you work in this field).  Supervisors are required to fulfill a certain number of hours per week (in Orange County) of supervising you in the field, but that's become increasingly difficult over time. At the start, they surely do that regularly because you're a new hire, but if they acknowledge that you're really good at the job and get good reports from the parents/caretakers, they'll stop coming. This can easily be attributed to a reallocation of necessity and priority as other new hires come in, scheduled cases (supervisors oversee dozens—way too many—scattered all throughout OC) start to conflict in time/location, etc. Positively, however, the supervisors I worked with (majority of them during my tenure as a direct staff) are responsive when contacted. (Tip: Learn your supervisor's/supervisors' preferred mode of contact, be it email, phone call, or text message.)

The company's HR department (based in CPC's head office in Van Nuys) is nearly completely unresponsive. They never answer phone calls, even from local department heads or senior administrators. I have never received calls back from voicemails. They answer emails sometimes; if and when they do, they are often delayed. The payroll department is clearly understaffed considering how much they have to process for all offices combined every couple of weeks. Employees submit their own time sheets to payroll every pay period, and vast majority do so via email, but if the meager and mismanaged email system has issues (it's happened frequently), expect that check to get to you maybe a week or week and a half later than it should have. Speaking of the email system, the IT department also seems understaffed and/or underfunded. Email servers often have technical bugs and do not have a perpetual authorized security certificate (this leads to issues with mobile device syncing often), and company system servers are underperforming.

A bit of almost unspoken honesty: This is a lonely job. Direct staff work alone in the field with the client, and maybe the family pending their voluntary participation, and supervisors are the only people from the company whom you see outside the office. Maybe you'll get a visit from the quality assurance rep (usually a surprise visit), or someone from the county or other overseeing/contracting agency (another surprise visit), or the case's parent consultant (who technically works with only the parent(s)/guardian(s) and thus can schedule their visits non-contingent on your client's presence) or other direct staff freshly hired if you're good and trusted enough to have shadows on your cases, but most of the time and for most people, these don't happen. If you go to monthly "mandatory" staff meetings, it would be one of your only opportunities to get to know others in your position.

Those meetings are basically lectures on theory and practices, a form of regular re-training. Most staff leave immediately, some stay to gather materials and forms they need. Sometimes office staff prepare coffee, rarely do they prepare or offer snacks or confections. Most staff don't attend due to having classes or even other jobs during the same time, but usually maybe a classroom full of people show up.

I'm glad that I held my job for all that I've learned and experienced, for the families I've met and who have touched my life, for the few people I've met within the company who were actually down to earth, competent, cool, and critical, but I'm also glad I left. It's not a place to stay too long unless you already planned to have a lifelong career in behavioral psychology.

I have worked with the company for about 4 years. I have both experience as an admin in the office and direct staff (behavior instructor/interventionist). My experience with the company has mainly been positive however, there are many ways the company can improve.

The first year I worked with the company I was frequently paid late. I often received my paycheck about 1-2 weeks late. The times I was paid on time, I was not paid my full hours worked and I would have to call payroll in order to receive my full paycheck. The company has improved in this aspect. However, when it comes to getting paid for sick time I often receive it late till this day. There was onetime it took them 4 months to pay me for a few days I was out sick. When I called payroll, they said my office never sent in my sick time form. Little did they know, the office had already forwarded me two emails they had sent payroll weeks earlier with my sick time form. Payroll makes a lot of mistakes and they are not held accountable. They blame office admins for their mistakes. 

Admins in the office are overworked. This leads to admins often being disrespectful and rude to direct staff. Admins don’t always return phone calls or emails from direct staff. You have to constantly be trying to call and send emails to talk to the staffing coordinator. Sometimes the only way to get an admin to respond to an email is to CC the director or the QA. 

It’s difficult to get hours and a steady schedule as a direct staff (BI). When I first started the first few months I worked about 3-5 hours per day but my hours were spread out within a 10 hour day. For example, I worked from 10am-12pm and then again from 3-4:30pm and then again from 6-8pm. At the time I wasn’t getting paid drive time or mileage because the time in between clients was more than an hour. Now if your sessions are more than 2 hours apart, you don’t get paid drive time or mileage. There was times I drove an hour to a clients home for a clinical meeting that lasted and hour and then drove back home another hour. I spent more on gas then money I made in an hour of work.  There are clients who cancel sessions on a weekly basis and sometimes put sessions on hold for months at a time. This makes work hours very unreliable. This company as with all ABA companies has a high turnover rate for direct staff for that reason.  I almost left the company because of this until I was offered very specific cases where hours were more consistent and I was able to work full time. However, this is a rare instance. I would say 90% of direct staff work part time 10-20 hours although they are available for full time. There is plenty of cases, it’s just that the availability of families are always the same, after school hours. This is not a job for you if you want to work full time. Although it is possible depending on what office you work out of in California, but not all offices offer the same services. 

Pay for admins is about $15/hr. Pay for direct staff/BI starts about $15/hr with no college education and $16/hr with a bachelors. You don’t get paid for the initial training (some other companies do pay for that training). Shadowing hours, in office training, and drive time are paid at the minimum wage of $12/hr. It is possible to get a raise after a certain amount of billable hours worked. Before the company became 360 Behavioral Health, there were special rates offered for high profile/more challenging cases, but that does not exist as far as I am aware now. Corporate has made changes to “benefit” the company, but it has negatively impacted direct staff. For example, there were staff that worked a few hours of overtime a week and staff depended on that income. Now, no overtime is allowed. The company prefers to save money than to think of the welfare of the client and will remove you from cases if you go into overtime. Clients should come before profit, but that is not how corporate always thinks. 

Supervisors/Program Coordinators come in all shapes and sizes. What I mean is that there are some amazing ones that are very supportive, you can call anytime with questions, and they respond as soon as they can. There are others you will not see for months. In my experience one PC didn’t come to my session for 8 months. I know because clients parents always asked for them and I was the only BI assigned to the case. They didn’t respond to calls or texts and purposely ignored me. I took it as a learning experience and it helped me grow as a BI and become more independent and confident in my work. However, it was completely unethical on their part. I have worked under several supervisors and come are just simply better and put more effort into their job than others.

Overall the job is what you make it. Don’t expect to have a great experience, but it can definitely be one you can grow from. If you love kids and have a heart for special needs kiddos, this is a good job for you. Patience, hard work, and consistency is key. It’s not for everyone but you can learn a lot. Good place to start in ABA.

This is really long, but I urge you to read this if you are seriously considering working here. Don’t let the “high wages” fool you. I came into this job as a second form of income. During my interview, my schedule was open three times a week from the early morning to 6pm at night. The supervisor basically told me that they didn’t have morning shifts and that if I wanted the job, I’d have to free up my schedule. This forced me into the corner of quitting my stable job since CPC “paid more”. First of all, I didn’t feel properly traIned, nor was I paid for training. I was basically thrown into my first case with only 9 hours of shadowing as a background. Talk about unethical. On top of that, you only get minimum for shadowing and not your standard rate. Other ABA companies make sure you attend a PAID training before even shadowing and then you begin work. I felt totally unprepared working with some of the kiddos due to terrible supervision. At one point, I requested a session off due to a orientation for my master’s program. I let my program coordinator know a week in advance as well as the parents of my kiddo and the administration office. That the admin could make changes to my online schedule and my program coordinator could make other arrangements. The day of my orientation, I come out with three missed calls and a text from my coordinator. When I called her back, she was annoyed and scolded me for not communicating with her about missing my session. I didn’t realize it was my job to remind my program coordinator to be more organized and attentive. A few weeks later, a co-worker mentioned to me that there are actually sessions in the mornings that begin at 7am because he was just offered another client. The supervisor interviewing mentioned they didn’t have morning clients and I was never set up or offered a client during my open availability. Instead I felt backed into a corner and quit the only stable form of income I had. The final straw was when my program coordinator tried setting up a meeting with the other BI and I. We both had extremely different schedules and it was difficult to make time to meet. Our program coordinator asked us what days we were free and so I gave her the exact times and dates. She rudely replied that she was “asking for my availability and that she had gone ahead and just asked admin.” She included that she saw we were both listed as available on Thursday and decided that we would meet then. First of all CPC, employees put that they are available on certain days so that you can assign us cases during those dates/times. If we aren’t scheduled to work with a client, chances are we’ve scheduled some other errand or appointment BECAUSE WE’RE ALL ADULTS. Don’t go off on your employees just because they’re not working at your beck and call. What really took the cake was how my program coordinator for one of my clients had my other program coordinator for another client talk to me about my availability. She made me reschedule a session I had for another client just for a team meeting that never ended up happening.. then both program coordinators showed up to one of my sessions as if to evaluate me. It felt uncomfortable and threatening. Like I was under a microscope or doing something wrong. Bottom line is, this company sucks and the hours are inconsistent. I once didn’t work a whole week due to cancellations. While it’s difficult to leave the kids behind, it’s not worth the drama. CPC needs to get their act together and hire more professional supervisors because they clearly have no clue how to manage employees.

Working for 360 Behavioral Health presents an intriguing experience. While being rated as one of the top five ABA Therapy providers in 2023 may seem ambitious, the reality, according to insiders, paints a different picture. The recruitment team is reputed for hiring individuals with questionable backgrounds, often lacking the required experience or exhibiting poor tenure at previous jobs. Allegedly, their focus is on availability and staying within budget constraints. This hiring strategy may contribute to high turnover rates, both at the clinical and administrative levels, possibly stemming from insufficient training, incidents of direct support professionals and behavior therapists getting injured on the job, or inadequate guidance from the "clinical team."

The company's association with private equity seems to have an impact on its work culture. There are murmurs of partners walking off the job, leaving clients unattended, instances of drug usage, conflicts among partners, and inappropriate advances from parents.

Compensation appears to be a point of contention, with entry-level partners reportedly being underpaid for the demanding work they undertake. In contrast, mid-level management, clinical teams, and C-suite executives are said to enjoy six-figure salaries and generous bonuses. However, employees note delays and difficulties in receiving promised bonuses, as illustrated by the challenge faced in obtaining employee referral bonuses.

Internal growth within the organization seems elusive, with claims that roles are often handed to favorites of supervisors rather than being based on merit. The prevailing sentiment among employees is that hard work is not adequately appreciated, with the focus seemingly placed on the bottom line—a perception that aligns with the influence of private equity.

Past events, such as the closure of clinics and laying off over 400 employees in 2021/2022, raise concerns about the company's plans for expansion in 2023/2024. Additionally, questions arise regarding the company's commitment to diversity, equity, and inclusion, given the apparent disconnect between the diverse composition of entry-level and middle-level employees, and the predominantly Caucasian or white leadership at the C-level.

While the work itself is considered meaningful and transformative for families, employees express frustration about management overlooking their hard work and expecting more without adequate recognition. Grievances include extended working hours without overtime pay for Direct Support Professionals (DSPs) and insufficient hours to qualify for benefits. Disparities between the working conditions of front-line staff and corporate employees, who enjoy salaried positions, remote work opportunities, unlimited paid time off, and benefits, are highlighted as contributing to a sense of inequity.

It's worth noting the positive mention of program coordinators, who are perceived as great, but the sentiment takes a turn when dealing with higher levels of management.

Lack of leadership, goals, prioritization, sense of urgency, and service to the families. It is about the company goals and not what the families deserve. The Clinical supervisor should be the Director as she has leadership skills, effective communication and tact when approaching an issue. Issues get set aside and accumulated until the last second by the Director. There is only 2 admin people in this office for the amount of staff and families requiring services and staff providing services. Position was not in a management position and was a front office/receptionist position. Office manager did not manage any staff and the job description does not state that one will be fulfilling front office/receptionist duties. In addition the office manager position has to travel to other offices once a month in all Southern California locations. This is also not stated in the job description nor in the interview process. Be prepared to do 50 tasks as a Office Manager/Front Desk Receptionist and receiving phone calls are none stop. You will have to answer phones, listen to families complain and resolve them, receive calls from staff to adjust their schedules, stay on top of authorizations, inputting them into the system, be interrupted by the Director at least 5 times a day to clean the office, inputting notes from all families that call in to cancel sessions, communicate with the staff into why the families canceled sessions, be in charge of 5 other reports that are but not limited to: cancellation reports, timesheets reports, missing signatures reports, consumer spreadsheet report, schedule supervisor updates.  All of this is while the phone rings every 15 minutes and being interrupted by the Director to throw the trash out, clean, arrange pillows on couches, and sending her reminders about the tasks the director needs to do. In addition handle all of the training for the staff, handle CDE appointments, manage training, clinical room and conference room calendar. In addition welcome families for CDE appointments and assist the scheduling coordinator when needed. Will be cross trained to cover the scheduling coordinator is not in the office. You will always be playing catch up as there is not enough time in the day to do your tasks and you will be asked why you haven’t completed them. Answering the phones and being interrupted by the director is not an excuse. You will be doing this job at maximum 16.00 an hour. Lack of Onboarding new employees and clarity on goals, expectations and daily tasks. Lack of proper training for new employees. Zero clarity on job expectations and never sat with the director for one on one for position expectation because the director was always too busy. Prepare to be called in by the director at the end of the day 4pm for an hour meeting and staying pass closing time. Plus part you get paid overtime pass 5:15pm time at time and a half. Currently there is no cleaning crew hired to clean the office and it’s the duty for the staffing coordinator and office manager to clean the office and throw everyone’s trash.

What is the best part of working at the company?
The best part of working at this company is being part of a mission that truly makes a difference in the lives of children with autism and their families. Every day, the work feels meaningful knowing that you are helping children grow, communicate, and reach milestones that can positively shape their future.

What is the most stressful part about working at the company?
The most stressful part of working at the company is the noticeable lack of organization and consistency within executive leadership, including at the CEO level. Frequent shifts in direction, unclear communication, and evolving priorities can make it difficult for staff to feel grounded or confident in long-term plans. This often leads to confusion, inefficiencies, and added stress for teams who are already working in a demanding environment.

There have also been concerning lapses in leadership judgment and oversight. For example, the Chief People Officer hired an HR Business Partner before a background check was fully cleared. When the results were returned, the individual reportedly had multiple criminal charges, was still on probation, and prior employment could not be verified. Situations like this contribute to a lack of trust in leadership and increase anxiety among staff.

While the mission of helping children with autism is incredibly meaningful and motivating, these organizational challenges can make it more difficult to fully focus on the work and maintain a sense of stability.

What is the work environment and culture like at the company?
The work environment at the company is a mix of deeply committed, mission-driven staff and challenges stemming from leadership practices. On the ground level, many employees are passionate about helping children with autism and work hard to create a supportive, compassionate environment for both clients and colleagues. There is a strong sense of purpose among team members, which helps foster collaboration and dedication despite ongoing challenges.

However, the overall culture is significantly impacted by executive leadership decisions. There is a pattern of leaders being terminated without clear or justified cause, sometimes appearing to be based on personal preferences rather than performance or competence. This creates an atmosphere of uncertainty and instability, particularly for those in leadership roles. It can be difficult for employees to feel secure or to trust in long-term organizational direction when decisions at the top seem inconsistent or unpredictable.

As a result, while the frontline culture is caring and mission-focused, the broader work environment can feel unsettled, with concerns around transparency, fairness, and leadership accountability.

Starting right off the bat, if you don't like children being aggressive, spitting, hitting, or punching you this enviroment might not be for you.
You will be working with a community of children who will need of your support and guideness in order to teach them the skill they need to be as independent and safe as possible.
The hours tend to be  the typical after school hours  and if you have a car you might be able to to get 2 to 3 cases. 
My recommendation is that having clients/patients small or big, girl or boy, they all come with their unique challenge.
This job is rewarding, but you will get that sensation of reward because of going through a lot of stress and difficult behaviors with the client. You will be there for them, not the other way around.
I like the fact that the company tends to be understanding with personal situations and accomodate your cases in consideration to your schedule, although this  might be hard if the hours are small.
I enjoy the staff and the management of the company, you can defenetly build a career with them.
Things I didnt like:
- Few managers for large size teams. If you have an emergency or in need of support they might not be able to help you right away. This can create complications if you have a difficult day with your client.
- I have caught the admissions office leaving important documents expose to anyone that walks or near the office. This include on-board hirirng documents along with other papers that carry sensitive information more than once. 

Things I like-
This company trust their employees and when I was there I reecive opportunities to grow.
They  want you to be as educated and trained as possible so that you  have the proper skills and tools to do your best. 
They compensate you financially and also  give you opportunities  to increase your wage with them.
There plan and structure to becoming certefied with them is clear and consized.  You get paid to get trained, which I don't see as often.
Although I felt the managers might had had too many  people to look after, I always felt that they looked out for us and were there when they could. 
Managers tell you things how they are and communicate  their expectations . They let you know if there's something you need to work on, this is specifically important in this field because i can facilitate your sessions with your client/patient.
They also  help with  planning and stragedisisng on how to approach the cases.
All things that ultimately benefit you.
I enjoy my time in the company, there's things that they could improve, but it's a company that  defenetly is working to provide a service that will help future generation and I think is really cool to be part of that.

I worked for this company for years and although u managed to progress from the direct staff position, it was made very clear to me that unless I decided to pursue a BCBA certification, my growth was limited (this is after the company decided it wanted to become multifaceted in its treatment, hence “360” behavioral health). Additionally, for years, I didn’t have access to benefits, and when they were finally offered, they were prohibitively expensive for myself and my husband. 

The management is completely unsupportive and unhelpful, and I never felt like I received adequate training after being thrown into a management role. 

The company is so afraid of lawsuits that they refuse to fire people who waste company time and money for months on end, despite ample documentation to support it. 

For years, families have been able to dictate how the services are used, and even though most offices have more referrals rolling in than they have staff for, families who don’t utilize the service to its full potential are kept on the books (and taking up valuable staffing hours for services they continually cancel). The company doesn’t do a good job to curb this behavior. 

Offices vary widely depending on location — some receive information before others. 

Training is inadequate and billing practices seem shady. 

The middle tier staff are inundated with an obscene amount of paperwork, and the bottom line always seems to be how much money is being brought in, not the quality of services being provided. 

I have 7 years worth of complaints, but suffice it to say that I had more negative experiences than positive. They pay was competitive enough to keep me for a while, but ultimately the lack of support from management and HR, and the amount of work they expect contract employees to complete outside of work broke me down. 

Do not recommend.

Right after I graduated from college, I was interested in a behavioral therapist job because I'd done it before so when I got a call for an interview (which the person who called was extremely unprepared and unprofessional also but i wasn't about to be picky) and was hired on the spot for this company I was really excited. I have about 7-8 years experience with children and have worked with many on the autism spectrum before. I got my background check and fingerprints done and sent them ALL of my information as soon as possible so I could get started faster. They told me I would need to come in for an exam, okay easy, I know a lot about operant conditioning and reinforcement ABA strategies. I passed the exam with "flying colors". Then they said within a week they'd call for my orientation since I had all my paperwork in. 1 week and a half goes by and nothing, so i call them only for them to say they were waiting on my fingerprints to come back and then they'll call me within the next week. At this point, I'm bummed but i understand sometimes fingerprints can take up to 3 weeks which it had been about that at this point. Then another week goes by and still nothing, i decided to wait another half week and then called them. No answer. I emailed them and got a response from the receptionist who said she'd forward my email to the person who needs it. I never heard back from them and after 1 month of nothing, i found another job. DON'T WASTE YOUR TIME with this place. All the 1 star reviews are on here for a reason. After almost 2-2.5 months they called me asking for me to call them back. Never in my life have I experienced such an unprofessional awful company. SO unorganized and poorly managed.

Being a behavioral instructor at California Psychcare surely comes with a load of pros and cons. To start, working with autistic and Down Syndrome children provides a very rewarding feeling and is most definitely a job that requires one to develop and maintain utmost patience. 

A typical day at work consists of driving over to a client's house in order to conduct 2-3 hour sessions of ABA (applied behavior analysis). The goal is to teach the clients socially acceptable behavior and also practice behavior modification in order to eliminate socially inappropriate behavior. 

In my 2-3 months here, I've learned how demanding this field of work is, and just how much it can provide one with gratefulness and appreciation for life. The work done here would not be possible without the collaboration of all employees under the constant supervision of management. It is a bit different than other industries, especially because although we do have coworkers, you do not ever see them, as the services provided are one to one with the client.

The hardest part of the job is having to be mobile and drive everywhere around Orange County from home to home. We are compensated for gas mileage, however, I would preferably have a job that requires no travel. Although it is very tedious and a bit of a hassle to drive from client to client, the most enjoyable part of the job is knowing that you are making a difference in the lives of the children and their families.

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