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Free BCBA Certification Examination Practice Questions

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Sample Practice Questions

Try these 10 sample questions from the BCBA Certification Examination practice bank. Each includes the answer and explanation. Continue with the interactive practice above to review the full question set.

  1. 1A behavior analyst has repeatedly observed that a fourth grader's hand raising occurs more often on days when the teacher calls on students frequently. The analyst wants to move the analysis from what these observations alone support to the level of control, the most demanding of the goals of behavior analysis as a science. What must the analyst be able to do?

    1. A. Manipulate the variable thought to produce hand raising, having first predicted the effect before it occurred
    2. B. Show that hand raising and teacher attention covary reliably across many further days of classroom observation
    3. C. Define hand raising precisely enough that two independent observers record its occurrences identically
    4. D. Show that the relation between hand raising and teacher attention also holds in a second, similar classroom

    Answer: A

    Explanation: Control, as a goal of a science of behavior, requires manipulation of the variable responsible for the effect, and it is reached through prediction: "The best way to test reliability is to predict an effect before it occurs. If we can manipulate the independent variables (the efficient causes) that make it occur, then ability to predict makes it possible to control ." Repeated observation of covariation (B) and replication of that covariation in another classroom (D) both strengthen description and prediction without any manipulation, so neither reaches control. Precise response definition (C) is a measurement requirement that must be met before any of the three goals can be pursued, but it establishes none of them.

    Reference: Predict, Control, and Replicate to Understand: How Statistics Can Foster the Fundamental Goals of Science - PMC — Perspectives on Behavior Science, 'Predict, Control, and Replicate to Understand: How Statistics Can Foster the Fundamental Goals of Science', abstract

  2. 2A behavior analyst records that a learner sometimes pushes a worksheet away, sometimes drops to the floor, and sometimes swipes materials off the desk. All three produce the same outcome and are maintained by it. On what basis are these three different-looking responses grouped together as a single functional response class?

    1. A. They result in the same consequence
    2. B. They require a similar amount of physical effort to emit
    3. C. They share the same movement topography
    4. D. They occur in a predictable temporal order

    Answer: A

    Explanation: A functional response class is defined by shared consequence, not by shared form: "When a group of responses result in the same consequence, a functional response class exists." Response effort (B) is a real variable within such a class, since "When reinforcement is held constant across several available responses, an organism will likely emit the response that requires the least caloric expenditure (physical effort)," but it governs which member occurs rather than what makes them one class. Shared topography (C) is what groups responses into a topographical class, a real but different basis. A predictable temporal order (D) is the further feature that turns a functional response class into a hierarchy: "If the members of a functional response class occur in a predictable order, a response-class hierarchy is said to exist."

    Reference: DEVELOPMENT AND MODIFICATION OF A RESPONSE CLASS VIA POSITIVE AND NEGATIVE REINFORCEMENT: A TRANSLATIONAL APPROACH - PMC — Journal of Applied Behavior Analysis, 'Development and Modification of a Response Class via Positive and Negative Reinforcement: A Translational Approach', introduction

  3. 3A behavior analyst writes the target for a new case as "aggressive behavior" and records every episode a staff member judges to fit that label. A reviewer objects that this way of defining the target carries a specific risk once the data are summarized. What is that risk?

    1. A. The broad label implies a degree of generality across instances that has not been empirically substantiated
    2. B. The broad label specifies a topographical characteristic where a functional characteristic is required
    3. C. The broad label specifies a functional characteristic where a topographical characteristic is required
    4. D. The broad label specifies the recording procedure rather than the behavior that the procedure records

    Answer: A

    Explanation: Defining targets by everyday category labels was identified as producing exactly this problem: "One outcome of this approach was growing areas of literature referenced by broad behavioral labels (e.g., aggressive behavior, play behavior) that implied a degree of generality that was not necessarily appropriate, or at least not empirically substantiated." Options B and C invoke the topographical-versus-functional distinction, which the same source notes was neglected in these early definitional practices, so each names a real definitional fault, but a label such as aggressive behavior does not commit to either characteristic. Option D describes confusing a measurement procedure with the behavior, which is a further real error but not what a category label does.

    Reference: Behavioral Measurement as Centerpiece - PMC — Perspectives on Behavior Science, 'Behavioral Measurement as Centerpiece', section on the growth of definitional practices in applied work

  4. 4A behavior analyst runs a single-case evaluation in which she alternates two levels of praise delivery and records the client's on-task behavior in every session. A supervisee asks her to identify which variable is which. Which pairing is correct?

    1. A. Praise delivery is the independent variable and on-task behavior is the dependent variable
    2. B. On-task behavior is the independent variable and praise delivery is the dependent variable
    3. C. Both praise delivery and on-task behavior are independent variables in this arrangement
    4. D. Both praise delivery and on-task behavior are dependent variables in this arrangement

    Answer: A

    Explanation: The variable the experimenter manipulates is the independent variable and the behavior measured repeatedly is the dependent variable: "the telltale traits of these studies include repeated and frequent assessment of behavior, experimental manipulation of the independent variable, and replication of effects within and across participants." Praise delivery is what the analyst alternates, and on-task behavior is what she measures every session. Option B reverses the two roles. Options C and D collapse the distinction, which would leave nothing for the design to relate to anything else.

    Reference: Single-Case Experimental Designs to Evaluate Novel Technology-Based Health Interventions - PMC — Journal of Medical Internet Research, 'Single-Case Experimental Designs to Evaluate Novel Technology-Based Health Interventions', section on the defining traits of single-case designs

  5. 5A behavior analyst is asked which parties' interests she must place first when the wishes of an employer, a funder and a client pull in different directions. Under the core principle that behavior analysts work to maximize benefits and do no harm, whose welfare and rights come first?

    1. A. The client's, whose welfare and rights are protected above all others
    2. B. The employer's, because the behavior analyst's professional role is defined by the employer
    3. C. The funder's, because continued authorization of services depends on the funder's terms
    4. D. The behavior analyst's own, because she remains accountable for the services delivered

    Answer: A

    Explanation: The first core principle is elaborated as a ranked obligation beginning with the client: behavior analysts work to maximize benefits and do no harm by "Protecting the welfare and rights of clients above all others" and then "Protecting the welfare and rights of other individuals with whom they interact in a professional capacity." The same principle requires "Effectively and respectfully collaborating with others in the best interest of those with whom they work and always placing clients' interests first." Employers and funders are stakeholders whose interests are real and must be addressed, and accountability for one's own work is a separate obligation, but none of the three displaces the client's welfare.

    Reference: Ethics Code for Behavior Analysts — Ethics Code for Behavior Analysts (Updated 08/2024), Introduction, 'Core Principles', principle 1 'Benefit Others'

  6. 6A behavior analyst is taking a new case in which the client has very limited verbal skills and cannot describe symptoms. Which practice at intake does the published guidance on addressing medical issues emphasize?

    1. A. Documenting the client's medical history and keeping the medical file updated thereafter
    2. B. Documenting the client's preference hierarchy and updating it before each teaching session
    3. C. Documenting the client's prior placement history and updating it at each annual review
    4. D. Documenting the client's funding authorization and updating it whenever the funder changes

    Answer: A

    Explanation: The guidance singles out this intake practice: "The importance of documenting clients' medical histories at intake and keeping updated medical files is emphasized. Behavioral manifestations and data patterns that may serve as red flags for medical problems are reviewed, with an emphasis on clients with limited verbal skills who cannot describe their symptoms." Options B, C and D each name a genuine record a behavior analyst maintains, a preference hierarchy, a placement history and a funding authorization, but none of them is the record the guidance identifies as central to detecting medical contributions to behavior.

    Reference: Addressing Medical Issues in Behavior Analytic Treatment - PMC — Behavior Analysis in Practice, 'Addressing Medical Issues in Behavior Analytic Treatment', abstract

  7. 7A behavior analyst is designing a reinforcement procedure to build independent responding during teaching. A review of differential reinforcement in skill acquisition identifies one arrangement as both the most frequently used and the one associated with better acquisition. Which arrangement is it?

    1. A. Reinforcement favoring independent responses over prompted responses
    2. B. Reinforcement favoring prompted responses over independent responses
    3. C. Reinforcement delivered equally for independent and prompted responses
    4. D. Reinforcement delivered independently of whether a response occurs

    Answer: A

    Explanation: The review identifies both the prevalence and the outcome: "The differential reinforcement condition in which reinforcement favored independent responses (e.g., edible for independent; praise for prompted responses) was the most frequently employed differential reinforcement condition and it resulted in the acquisition of more responses or faster acquisition for most participants." Option B reverses the direction of the differential. Option C removes the differential, leaving no basis for independent responding to be favoured, and option D describes response-independent delivery, which is a real procedure but not a differential reinforcement arrangement at all.

    Reference: Systematic Review of Differential Reinforcement in Skill Acquisition - PMC — Behavior Analysis in Practice, 'Systematic Review of Differential Reinforcement in Skill Acquisition', abstract

  8. 8A behavior analyst writes the goal for a client as "will improve social interaction." A reviewer asks her to restate it so that its attainment can be judged from data. What does a comparison of mastery criteria in research and practice show is commonly missing from written criteria, even in published work?

    1. A. A technological description of the mastery criterion adopted
    2. B. A statement of the reinforcer to be used during acquisition
    3. C. A statement of the setting in which teaching will occur
    4. D. A statement of the number of therapists who will teach it

    Answer: A

    Explanation: The descriptive comparison found this gap in the published literature itself: "Surprisingly, a large amount of research (a) lacks technological descriptions of the mastery criterion adopted and (b) does not include assessments of maintenance following acquisition." A goal such as improving social interaction has no such description and so cannot be judged from data. Options B, C and D name a reinforcer, a setting and a number of implementers. Each is a real element of a well-specified program, but none of them is what makes the criterion for goal attainment measurable.

    Reference: Mastery Criteria and Maintenance: a Descriptive Analysis of Applied Research Procedures - PMC — Journal of Applied Behavior Analysis, 'Mastery Criteria and Maintenance: a Descriptive Analysis of Applied Research Procedures', abstract

  9. 9A new supervisor is asked to state, for her supervisee, what the purpose of supervision is. Which purpose does the official supervisor training curriculum list first, and what two activities fall under it?

    1. A. Providing high-quality services that result in client improvement, by creating a context for clear communication and ensuring procedural fidelity of service delivery
    2. B. Providing high-quality services that result in client improvement, by verifying certification status and reviewing certification maintenance requirements
    3. C. Developing the supervisee's professional and ethical repertoires, by creating a context for clear communication and ensuring procedural fidelity of service delivery
    4. D. Developing the supervisee's problem-solving skills, by verifying certification status and reviewing certification maintenance requirements

    Answer: A

    Explanation: The curriculum places client outcome first among the purposes and lists two sub-activities under it: "The supervisor should be able to state the purpose of supervision to the supervisee or trainee" beginning with "Provide high-quality services that result in client improvement," under which fall "Create context for clear communication" and "Ensure procedural fidelity of service delivery." Option C attaches those two activities to the second listed purpose, developing the supervisee's repertoires. Options B and D pair purposes with verification of certification status and maintenance requirements, which the same curriculum lists under preparing for the supervisory relationship rather than under the purpose of supervision.

    Reference: Bacb Supervisor Training Curriculum — BACB Supervisor Training Curriculum Outline (2.0), Version 08/2019, 'Supervision of Ongoing Services'

  10. 10In behavior analysis the word "control" is used in two distinct senses when the goals of the science are described. One sense is the ability to produce an effect by manipulating an independent variable. What is the second sense in which the term is used?

    1. A. A comparison condition run to show what would have happened had the key ingredient of the hypothesis not been used
    2. B. A limit placed in advance on the range of values that an independent variable is permitted to take during a study
    3. C. A restriction on who may observe the participant, so that the presence of an observer does not alter the data obtained
    4. D. An adjustment made after data collection to remove the influence of variables that the investigator did not manipulate

    Answer: A

    Explanation: The second sense of the term is comparative rather than manipulative: "Control also refers to a comparison condition, conducted to see what would have happened if we had not deployed the key ingredient of the hypothesis: scientific knowledge only accrues when we compare what happens in one condition against what happens in another." Restricting the values an independent variable may take (B), limiting observer presence to avoid reactivity (C), and statistically adjusting for unmanipulated variables (D) are all real procedures in behavioral research, but none of them is the comparison-condition sense of control described here.

    Reference: Predict, Control, and Replicate to Understand: How Statistics Can Foster the Fundamental Goals of Science - PMC — Perspectives on Behavior Science, 'Predict, Control, and Replicate to Understand: How Statistics Can Foster the Fundamental Goals of Science', abstract

Topics in this practice bank

These topics describe the available practice for BCBA Certification Examination. Review the examination outline and its sources for scope and allocation details.

  • A. Behaviorism and Philosophical Foundations (8 of 175 scored questions)
    • A.1. Identify the goals of behavior analysis as a science (i.e., description, prediction, control).
    • A.2. Explain the philosophical assumptions underlying the science of behavior analysis (e.g., selectionism, determinism, empiricism, parsimony, pragmatism).
    • A.3. Explain behavior from the perspective of radical behaviorism.
    • A.4. Distinguish among behaviorism, the experimental analysis of behavior, applied behavior analysis, and professional practice guided by the science of behavior analysis.
    • A.5. Identify and describe dimensions of applied behavior analysis.
  • B. Concepts and Principles (24 of 175 scored questions)
    • B.1. Identify and distinguish among behavior, response, and response class.
    • B.2. Identify and distinguish between stimulus and stimulus class.
    • B.3. Identify and distinguish between respondent and operant conditioning.
    • B.4. Identify and distinguish between positive and negative reinforcement contingencies.
    • B.5. Identify and distinguish between positive and negative punishment contingencies.
    • B.6. Identify and distinguish between automatic and socially mediated contingencies.
    • B.7. Identify and distinguish among unconditioned, conditioned, and generalized reinforcers.
    • B.8. Identify and distinguish among unconditioned, conditioned, and generalized punishers.
    • B.9. Identify and distinguish among simple schedules of reinforcement.
    • B.10. Identify and distinguish among concurrent, multiple, mixed, and chained schedules of reinforcement.
    • B.11. Identify and distinguish between operant and respondent extinction as operations and processes.
    • B.12. Identify examples of stimulus control.
    • B.13. Identify examples of stimulus discrimination.
    • B.14. Identify and distinguish between stimulus and response generalization.
    • B.15. Identify examples of response maintenance.
    • B.16. Identify examples of motivating operations.
    • B.17. Distinguish between motivating operations and stimulus control.
    • B.18. Identify and distinguish between rule-governed and contingency-shaped behavior.
    • B.19. Identify and distinguish among verbal operants.
    • B.20. Identify the role of multiple control in verbal behavior.
    • B.21. Identify examples of processes that promote emergent relations and generative performance.
    • B.22. Identify ways behavioral momentum can be used to understand response persistence.
    • B.23. Identify ways the matching law can be used to interpret response allocation.
    • B.24. Identify and distinguish between imitation and observational learning.
  • C. Measurement, Data Display, and Interpretation (21 of 175 scored questions)
    • C.1. Create operational definitions of behavior.
    • C.2. Distinguish among direct, indirect, and product measures of behavior.
    • C.3. Measure occurrence.
    • C.4. Measure temporal dimensions of behavior (e.g., duration, latency, interresponse time).
    • C.5. Distinguish between continuous and discontinuous measurement procedures.
    • C.6. Design and apply discontinuous measurement procedures (e.g., interval recording, time sampling).
    • C.7. Measure efficiency (e.g., trials to criterion, cost-benefit analysis, training duration).
    • C.8. Evaluate the validity and reliability of measurement procedures.
    • C.9. Select a measurement procedure to obtain representative data that accounts for the critical dimension of the behavior and environmental constraints.
    • C.10. Graph data to communicate relevant quantitative relations (e.g., equal-interval graphs, bar graphs, cumulative records).
    • C.11. Interpret graphed data.
    • C.12. Select a measurement procedure to obtain representative procedural integrity data that accounts for relevant dimensions (e.g., accuracy, dosage) and environmental constraints.
  • D. Experimental Design (13 of 175 scored questions)
    • D.1. Distinguish between dependent and independent variables.
    • D.2. Distinguish between internal and external validity.
    • D.3. Identify threats to internal validity (e.g., history, maturation).
    • D.4. Identify the defining features of single-case experimental designs (e.g., individuals serve as their own controls, repeated measures, prediction, verification, replication).
    • D.5. Identify the relative strengths of single-case experimental designs and group designs.
    • D.6. Critique and interpret data from single-case experimental designs.
    • D.7. Distinguish among reversal, multiple-baseline, multielement, and changing-criterion designs.
    • D.8. Identify rationales for conducting comparative, component, and parametric analyses.
    • D.9. Apply single-case experimental designs.
  • E. Ethical and Professional Issues (22 of 175 scored questions)
    • E.1. Identify and apply core principles underlying the ethics codes for BACB certificants (e.g., benefit others; treat others with compassion, dignity, and respect; behave with integrity).
    • E.2. Identify the risks to oneself, others, and the profession as a result of engaging in unethical behavior.
    • E.3. Develop and maintain competence by engaging in professional development activities (e.g., read literature, seek consultation, establish mentors).
    • E.4. Identify and comply with requirements for collecting, using, protecting, and disclosing confidential information.
    • E.5. Identify and comply with requirements for making public statements about professional activities (e.g., social media activity; misrepresentation of professional credentials, behavior analysis, and service outcomes).
    • E.6. Identify the conditions under which services or supervision should be discontinued and apply steps that should be taken when transitioning clients and supervisees to another professional.
    • E.7. Identify types of and risks associated with multiple relationships, and how to mitigate those risks when they are unavoidable.
    • E.8. Identify and apply interpersonal and other skills (e.g., accepting feedback, listening actively, seeking input, collaborating) to establish and maintain professional relationships.
    • E.9. Engage in cultural humility in service delivery and professional relationships.
    • E.10. Apply culturally responsive and inclusive service and supervision activities.
    • E.11. Identify personal biases and how they might interfere with professional activity.
    • E.12. Identify and apply the legal, regulatory, and practice requirements (e.g., licensure, jurisprudence, funding, certification) relevant to the delivery of behavior-analytic services.
  • F. Behavior Assessment (23 of 175 scored questions)
    • F.1. Identify relevant sources of information in records (e.g., educational, medical, historical) at the outset of the case.
    • F.2. Identify and integrate relevant cultural variables in the assessment process.
    • F.3. Design and evaluate assessments of relevant skill strengths and areas of need.
    • F.4. Design and evaluate preference assessments.
    • F.5. Design and evaluate descriptive assessments.
    • F.6. Design and evaluate functional analyses.
    • F.7. Interpret assessment data to determine the need for behavior-analytic services and/or referral to others.
    • F.8. Interpret assessment data to identify and prioritize socially significant, client-informed, and culturally responsive behavior-change procedures and goals.
  • G. Behavior-Change Procedures (25 of 175 scored questions)
    • G.1. Design and evaluate positive and negative reinforcement procedures.
    • G.2. Design and evaluate differential reinforcement (e.g., DRA, DRO, DRL, DRH) procedures with and without extinction.
    • G.3. Design and evaluate time-based reinforcement (e.g., fixed-time) schedules.
    • G.4. Identify procedures to establish and use conditioned reinforcers (e.g., token economies).
    • G.5. Incorporate motivating operations and discriminative stimuli into behavior-change procedures.
    • G.6. Design and evaluate procedures to produce simple and conditional discriminations.
    • G.7. Select and evaluate stimulus and response prompting procedures (e.g., errorless, most-to-least, least-to-most).
    • G.8. Design and implement procedures to fade stimulus and response prompts (e.g., prompt delay, stimulus fading).
    • G.9. Design and evaluate modeling procedures.
    • G.10. Design and evaluate instructions and rules.
    • G.11. Shape dimensions of behavior.
    • G.12. Select and implement chaining procedures.
    • G.13. Design and evaluate trial-based and free-operant procedures.
    • G.14. Design and evaluate group contingencies.
    • G.15. Design and evaluate procedures to promote stimulus and response generalization.
    • G.16. Design and evaluate procedures to maintain desired behavior change following intervention (e.g., schedule thinning, transferring to naturally occurring reinforcers).
    • G.17. Design and evaluate positive and negative punishment (e.g., time-out, response cost, overcorrection).
    • G.18. Evaluate emotional and elicited effects of behavior-change procedures.
    • G.19. Design and evaluate procedures to promote emergent relations and generative performance.
  • H. Selecting and Implementing Interventions (20 of 175 scored questions)
    • H.1. Develop intervention goals in observable and measurable terms.
    • H.2. Identify and recommend interventions based on assessment results, scientific evidence, client preferences, and contextual fit (e.g., expertise required for implementation, cultural variables, environmental resources).
    • H.3. Select socially valid alternative behavior to be established or increased when a target behavior is to be decreased.
    • H.4. Plan for and attempt to mitigate possible unwanted effects when using reinforcement, extinction, and punishment procedures.
    • H.5. Plan for and attempt to mitigate possible relapse of the target behavior.
    • H.6. Make data-based decisions about procedural integrity.
    • H.7. Make data-based decisions about the effectiveness of the intervention and the need for modification.
    • H.8. Collaborate with others to support and enhance client services.
  • I. Personnel Supervision and Management (19 of 175 scored questions)
    • I.1. Identify the benefits of using behavior-analytic supervision (e.g., improved client outcomes, improved staff performance and retention).
    • I.2. Identify and apply strategies for establishing effective supervisory relationships (e.g., executing supervisor-supervisee contracts, establishing clear expectations, giving and accepting feedback).
    • I.3. Identify and implement methods that promote equity in supervision practices.
    • I.4. Select supervision goals based on an assessment of the supervisee’s skills, cultural variables, and the environment.
    • I.5. Identify and apply empirically validated and culturally responsive performance management procedures (e.g., modeling, practice, feedback, reinforcement, task clarification, manipulation of response effort).
    • I.6. Apply a function-based approach (e.g., performance diagnostics) to assess and improve supervisee behavior.
    • I.7. Make data-based decisions about the efficacy of supervisory practices.

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