2025 Salary Ranges by State
Based on public district postings and HR schedules
California
$90k–$125k+
Metro coastal higher; stipends common in LAUSD, SFUSD
Texas
$70k–$95k
District size and supplements vary; Austin/Dallas higher
Florida
$65k–$90k
Cost-of-living adjusted; Miami-Dade competitive
New York
$80k–$115k
NYC and suburbs significantly higher
Illinois
$72k–$100k
Chicagoland districts higher; strong union presence
Arizona
$65k–$90k
Phoenix area competitive; rural lower
Pennsylvania
$70k–$95k
Philadelphia suburbs highest
Ohio
$68k–$92k
Columbus, Cleveland, Cincinnati higher
Washington
$85k–$115k
Seattle area top tier; strong benefits
Massachusetts
$85k–$120k
Boston metro highest; excellent benefits
Benchmark Salary Ranges (selected states)
USD thousandsPlus (+) signs in some ranges indicate postings above the plotted max; chart uses a conservative cap for visualization.
Methodology & Data Sources
Ranges aggregated from 2024–2025 public district postings, HR salary schedules, and recruiter data. Figures reflect full-time School BCBA/behavior analyst roles aligned to K–12 districts and are directional benchmarks only.
Always verify step/column placement, education differentials (Master's vs. Doctorate), and available stipends (bilingual, high-need sites, leadership). Some districts offer 200+ day contracts and robust benefits packages that effectively raise total compensation by 15-30%.
Salary Negotiation Strategies
Proven tactics to maximize your offer
Bring Evidence of Systems-Level Impact
Present a 90-day implementation plan with sample artifacts: IEP goals, behavior intervention plans, staff coaching cycles, and progress monitoring templates. Districts value candidates who demonstrate readiness to drive immediate impact.
Highlight Advanced Credentials & Specializations
Doctorate holders often qualify for higher step/column placement (typically $5k-$15k premium). Additional certifications in trauma-informed care, PBIS, or autism support can strengthen negotiations. Review the complete qualification pathway if you're building credentials.
Research District Comparables & Job Market
Study surrounding district salary schedules (often public). If you're in California, compare your offer to LAUSD, SFUSD, and San Diego Unified. Use the 2025 Job Guide for interview prep and positioning strategies.
Negotiate Beyond Base Salary
If base salary is fixed by union contract, negotiate for: extended contract days (200+ vs. 180), professional development stipends, conference funding, leadership differentials, technology allowances, or flexible scheduling. These can add $3k-$10k in effective compensation.
Career Progression Timeline
How School BCBA salaries grow over time
Entry Level (0-2 Years)
Lower-Mid RangeStart at the lower end of your state's range. Focus on building a comprehensive portfolio of FBAs, BIPs, IEP contributions, and staff training documentation. Typical starting salaries: CA $90-100k, TX $70-80k, NY $80-90k.
Experienced (3-7 Years)
Mid-Upper RangeAdvance to mid-upper range through step increases (2-5% annually) and taking on leadership roles. May lead department initiatives, train new BCBAs, or coordinate district-wide PBIS/MTSS implementation. Typical range: CA $105-120k, TX $85-92k, NY $95-110k.
Senior / Leadership (8+ Years)
Top of Range + AdminReach top of scale or transition to administrative roles: Director of Special Education, Behavior Program Coordinator, or Assistant Principal for Student Services. These positions often range $100k-$150k+ with 12-month contracts and enhanced benefits.
Pro Tip: Many districts promote experienced School BCBAs to Director of Special Education or Behavior Program Coordinator roles. These positions typically require CA administrative credentials or similar state requirements, but offer substantial salary increases and district-wide impact.
View 2025 Job Guide for Career Advancement TipsBeyond Base Salary: Total Compensation
Understanding the full value of your package
Base Salary Components
Step/Column Increases
Typically 2-5% annually, automatic with years of service
Education Differentials
Master's vs. Doctorate ($5k-$15k premium)
Stipends & Supplements
Bilingual ($2k-$5k), high-need schools ($1k-$3k), dept chair ($2k-$4k)
Extended Year Contracts
200-220 days vs. standard 180 days (10-20% increase)
Benefits & Perks
Health Insurance
Often district-paid or heavily subsidized ($8k-$20k value)
Retirement Matching
Pension (CalSTRS, TRS) or 403(b) matching (3-10% of salary)
Professional Development
$500-$2000/year for conferences, CEUs, training
Paid Time Off
10-20 sick days, 15-20 vacation days, summer break, holidays
Hidden Value: Compare Offers Holistically
Example: A $75k offer with full health benefits ($15k value), pension matching (7% = $5.2k), 15 PTO days, and $1500 PD budget has an effective value of ~$97k. This may exceed an $85k offer with minimal benefits and 180-day contract.
Always calculate total compensation when comparing district offers. California districts often have higher benefits costs that substantially increase effective compensation.