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Behavior Based Safety Jobs in Springfield, IL (NOW HIRING)

Sparc

Level 2 Behavior Analyst

Springfield, IL · On-site

$70K - $72K/yr

Identify behavioral functions using ABC analysis and data-based assessments. * Review clinical ... Comply with agency policies, HIPAA, safety procedures, and regulatory expectations. 7. Mission ...

Sysco

Environmental Health and Safety Leader

Lincoln, IL

$81K - $122K/yr

Identify gaps and opportunities for training compliance and delivery based on injury trends, KPIs ... behavior and prevent injury using data and research-driven methods. * Ability to analyze and ...

New

Memorial Health

Manager, Behavioral Health

Springfield, IL · On-site

$36.80 - $57.04/hr

... based care. Maintains interdepartmental relationships as well as positive employee morale ... Embodies the Memorial Health System Performance Excellence Standards of Safety, Courtesy, Quality ...

Memorial Health

Manager, Behavioral Health

Springfield, IL · On-site

$36.80 - $57.04/hr

... based care. Maintains interdepartmental relationships as well as positive employee morale ... Embodies the Memorial Health System Performance Excellence Standards of Safety, Courtesy, Quality ...

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How much do behavior based safety jobs pay per hour?

As of Jul 13, 2026, the average hourly pay for behavior based safety in Springfield, IL is $24.56, according to ZipRecruiter salary data. Most workers in this role earn between $17.88 and $30.24 per hour, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a Behavior Based Safety Specialist, and why are they important?

To thrive as a Behavior Based Safety (BBS) Specialist, you need a solid understanding of occupational safety principles, behavioral psychology, and relevant safety regulations, often supported by a degree in safety, industrial engineering, or a related field. Familiarity with safety management systems, incident tracking software, and BBS observation tools is commonly required. Strong analytical skills, communication, and the ability to influence and motivate employees are critical soft skills in this role. These competencies ensure effective identification and modification of at-risk behaviors, fostering a safer workplace and reducing incidents.

What are some common challenges faced by Behavior Based Safety (BBS) professionals when implementing new safety programs, and how can they be addressed?

BBS professionals often encounter resistance to change from employees and supervisors when rolling out new safety initiatives. Overcoming this challenge requires clear communication about the benefits of BBS, involving employees in the development process, and providing ongoing training and feedback. Building trust and demonstrating management support are also crucial for fostering participation and sustaining long-term engagement with safety practices. Regularly reviewing safety data and celebrating successes can help maintain momentum and reinforce positive behaviors.

What is Behavior Based Safety?

Behavior Based Safety (BBS) is a proactive approach to workplace safety that focuses on identifying and modifying unsafe behaviors among employees. It involves observing workers' actions, providing feedback, and encouraging safe practices to prevent accidents and injuries. BBS programs rely on employee involvement and continuous improvement to create a safer work environment. By emphasizing positive reinforcement and open communication, BBS aims to build a strong safety culture within organizations.

What is the difference between Behavior Based Safety vs Safety Technician?

AspectBehavior Based SafetySafety Technician
CertificationsOSHA 10/30, safety trainingOSHA 10/30, safety certifications
Work EnvironmentManufacturing, construction, industrial sitesIndustrial, construction, manufacturing sites
Primary FocusObserving and influencing safety behaviorsInspecting, testing, and ensuring safety compliance
Employer UsageUsed to improve safety cultureUsed for safety inspections and compliance

Behavior Based Safety focuses on observing and modifying worker behaviors to prevent accidents, emphasizing safety culture. Safety Technicians conduct inspections, testing, and ensure compliance with safety standards. Both roles are vital in maintaining workplace safety but differ in approach and daily tasks.

What are popular job titles related to Behavior Based Safety jobs in Springfield, IL? For Behavior Based Safety jobs in Springfield, IL, the most frequently searched job titles are:
What job categories do people searching Behavior Based Safety jobs in Springfield, IL look for? The top searched job categories for Behavior Based Safety jobs in Springfield, IL are:
What cities near Springfield, IL are hiring for Behavior Based Safety jobs? Cities near Springfield, IL with the most Behavior Based Safety job openings:
Behavior Based Safety jobs near you
Level 2 Behavior Analyst

Level 2 Behavior Analyst

Sparc

Springfield, IL • On-site

$70K - $72K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 15 days ago

Job description

Job Title: Level 2 (Two) Behavior Analyst Reports To: Director of Services and Supports
Classification: Exempt Starting Salary: $70,000 to $72,000 (Annualized)
Functions:
The DHS Level 2 (Two) Behavior Analyst is responsible for providing advanced behavioral assessment, treatment planning, clinical oversight, and staff training for individuals with intellectual and developmental disabilities (IDD). This position ensures that all services meet Illinois DHS Division of Developmental Disabilities (DDD) requirements, Medicaid Waiver standards, Human Rights Committee (HRC) regulations, and agency policies. The Behavior Analyst develops and monitors Behavior Support Plans (BSPs), conducts functional assessments, analyzes behavioral data, and supports interdisciplinary teams in implementing evidence-based, person-centered strategies.
Duties and Responsibilities:
1. Behavior Assessment amp; Clinical Evaluation (Essential and Non-Modifiable)
  • Conduct Functional Behavior Assessments (FBA) using direct observations, interviews, and standardized tools.
  • Identify behavioral functions using ABC analysis and data-based assessments.
  • Review clinical history, diagnoses, risk factors, environmental variables, and treatment history.
2. Development of Behavior Support Plans (BSPs) (Essential and Non-Modifiable)
  • Develop DHS-compliant BSPs including:
    • Demographic and diagnostic information
    • Operational definitions of target behaviors
    • Baseline data in graphs or tables
    • Functional assessment results and hypotheses
    • Preventative, teaching, and reinforcement strategies
    • Rationale for interventions aligned with behavioral functions
  • Ensure BSPs meet Rule 116, least-restrictive standards, and HRC review requirements.
3. Plan Implementation, Monitoring amp; Review (Essential and Non-Modifiable)
  • Monitor and evaluate fidelity of BSP implementation across all service settings.
  • Analyze ongoing data and make data-driven plan adjustments.
  • Provide monthly written progress summaries in accordance with DHS and Medicaid standards.
  • Participate in incident reviews, risk assessments, and follow-up recommendations.
4. Staff Training amp; Professional Development (Essential and Non-Modifiable)
  • Train DSPs, QIDPs, supervisors, and other team members in BSP procedures and ABA principles.
  • Provide modeling, feedback, and coaching to ensure quality implementation.
  • Participate in staff meetings, clinical team meetings, and interdisciplinary planning.
5. Collaboration amp; Consultation (Essential and Non-Modifiable)
  • Work collaboratively with QIDPs, nursing, guardians, case managers, vocational staff, and external professionals.
  • Attend ISP meetings, HRC reviews, and interdisciplinary team meetings.
  • Provide consultation during behavioral crises and contribute to post-incident analysis.
6. Compliance amp; Documentation (Essential and Non-Modifiable)
  • Maintain accurate, time-sensitive clinical documentation meeting Medicaid Waiver, Rule 116, and DHS Level 2 requirements.
  • Maintain DHS Level 2 credentialing, including updated transcripts and verification of supervised hours.
  • Ensure all documentation demonstrates medical necessity and meets billing standards where applicable.
  • Comply with agency policies, HIPAA, safety procedures, and regulatory expectations.
7. Mission Driven: Perform day-to-day duties that reflect Sparc’s mission and core values by being actively involved in the programs and the people that Sparc programs support. (Essential and Non-Modifiable)
8. Professionalism: Must demonstrate exemplary performance, including but not limited to professionalism, dependability, demeanor, attendance, communication, and maintaining confidential information. (Essential and Non-Modifiable)
9. Additional Duties: Performs other agency-related duties as assigned or required reasonably within the scope of the above-mentioned duties. “Related duties as assigned” are duties that may not be listed explicitly in the class specification or position description but are duties within the general, occupational series, and responsibility level typically associated with the employee’s class of work. (Essential and Non-Modifiable)
Education and Professional Requirements:
  • A bachelor’s degree in a Human Services-related field is required, including but not limited to Applied Behavior Analysis, Psychology, or Education.
  • Candidate is required to meet DHS Level 2 expectations:
    • Completion of 1,500 hours of coursework, practicum, and supervised experience in behavior analysis, including:
      • Behavior-analytic coursework
      • BCBA-approved university practicum
      • Supervised clinical experience
    • Supervision must be provided by a BCBA or licensed Clinical Psychologist.
    • Required DHS documents: transcripts, supervision verification table, and sample BSP meeting DHS specifications.
Skills and competencies:
  • Ability to train and support staff in behavior strategies and person-centered practices.
  • Ability to maintain professional boundaries and adhere to the BACB Ethics Code.
  • Must be detail-oriented with excellent time management and organizational skills; must demonstrate the proven ability to consistently meet competing deadlines in a dynamic work environment.
  • Strong interpersonal and communication skills with the demonstrated ability to effectively communicate and establish rapport with diverse staff and individuals, including the individuals supported, staff, families, guardians, and members of the Sparc community.
  • Must have basic knowledge and experience utilizing computers, electronic timekeeping systems, and various software programs, including Microsoft Word and Outlook.
  • Proven ability to work independently with minimal supervision.
Other Requirements:
  • Ability to work flexible hours based on clinical and program needs.
  • Must have a current, valid Illinois Driver’s License and the ability to travel between agency locations.
  • Must have current, valid proof of automobile insurance.
  • Must attend and satisfactorily complete all required agency and DHS training requirements.
  • Must possess the physical ability to assist residents with mobility as needed, including the ability to lift, push, and pull up to 50 lbs, the ability to bend, stoop, twist, turn, squat, climb stairs, walk, and stand stationary. Must possess the ability to physically manage any special needs of individuals supported by Sparc, including the ability to lift and transfer supported persons as needed and the ability to assist program staff in emergencies.
Benefits:
  • Starting Salary $70,000 to $72,000 (annualized). Competitive salary will be based on several factors, including experience, advanced education, amp; Certifications.
  • Comprehensive benefits package includes medical, prescription, group-paid life, dental, and vision insurance for full-time and part-time staff.
  • Pay rate increases for every 5 years of Sparc service
  • Ten to twenty-five (10-25) paid vacation days annually based on years of service.
  • Employees earn three (3) paid personal days pro-rated based on start date.
  • A minimum of eleven (11) paid holidays with the ability to earn additional leave time for holidays worked.
  • Employees earn eight to twelve (8-12) paid sick days annually based on years of service.
  • Retirement savings plan options.
  • Pre-tax Healthcare Flexible Spending Account option.
  • Pre-tax Dependent Care Flexible Spending Account option.
  • Employee Assistance Program.
  • Professional development opportunities.
Working Conditions:
  • Services may occur in residential CILAs, vocational sites, community settings, and administrative offices. Some locations may expose Sparc staff to mild to moderately high noise levels.
  • Safety, infection control, emergency, and security procedures for each work site must be followed.
  • Staff in this role may be exposed:
    • Individuals with behavioral challenges or aggression
    • Bodily fluids, bloodborne pathogens, and communicable diseases
    • Mild to moderate noise levels and varying environmental conditions

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