Every two years, the clock resets. You need your units, and the temptation is real — grab whatever is cheapest, closest to the deadline, and easiest to sit through. We’ve all done it. But if you’ve been in this field long enough, you know the difference between a CEU that changed how you think and one you forgot before the certificate loaded.
The hours you spend on continuing education are hours away from your clients, your supervision, your life. They should give you something back. Here’s what to pay attention to.
Red flags
Vague learning objectives. “Participants will understand the basics of…” is not a learning objective. It’s a placeholder. Strong courses tell you what you’ll be able to do differently afterward — not just what topics will be mentioned.
No instructor bio. A course on advanced functional analysis should be taught by someone who has actually conducted advanced functional analyses. Recently. If the provider doesn’t list who’s teaching or what their clinical background is, that tells you something.
Passive format, no accountability. Pre-recorded webinars with no quizzes, no competency checks, and no interaction. You can have them playing in the background while you do documentation. That’s not learning. That’s background noise with a certificate attached.
“All 32 CEUs for $49.” Quality instruction costs money to produce. If the price seems too good to be true, the content probably reflects that.
What actually matters
The instructor is the single biggest predictor of whether a course will be worth your time. Look for people who are actively practicing in the topic area they’re teaching. A clinician running a pediatric feeding clinic teaches a feeding course differently than someone who compiled a literature review last month. Check for published work, clinical specialization, conference presentations. Read reviews from other BCBAs if they’re available.
Format matters too. There’s a real difference between listening to someone talk about behavioral skills training and actually practicing it with feedback. Courses with case studies, data interpretation exercises, or guided practice produce deeper learning than slide decks with a narrator. If you must use pre-recorded content, choose providers that build in reflection prompts and knowledge checks — not just a five-question quiz at the end.
Be strategic about topics
It’s easy to default to what you already know. Reinforcement strategies, data collection, ethics refreshers — safe territory. But the most valuable CEUs address the edges of your competence. Audit your caseload. Are you seeing more adolescent clients but all your training is in early intervention? Are caregivers asking about topics where you feel underprepared? Those gaps are your roadmap.
Consider where the field is heading too. Assent-based practices, telehealth delivery, interdisciplinary collaboration, culturally responsive care — these aren’t fringe topics anymore. They’re the standard your clients’ families increasingly expect.
On cost
Cost per insight matters more than cost per CEU hour. A $300 workshop that reshapes how you approach caregiver training is a better investment than $50 spread across ten forgettable webinars. Factor in hidden costs — a free conference CEU requiring travel and two days away from billable hours isn’t free. Many employers offer professional development stipends. Use them intentionally rather than letting them expire.
Your CEU hours are a finite resource. Spend them on courses that make you measurably better at something, not courses that simply confirm what you already believe.
