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NEW QUESTION # 14
What is the BEST time for an employment support professional to conduct a job analysis?
- A. when the individual applies for work
- B. after the individual starts work
- C. on the day of the interview
- D. once the individual has accepted a position
Answer: D
NEW QUESTION # 15
You are creating a portfolio for a job-seeker who has autism. He is interested in working in construction, as he has a lot of related experience, but is unable to conduct a traditional interview because he is nonverbal. Which of the following items would be LEAST appropriate to include in his portfolio which will be presented to prospective employers?
- A. A brief guide to working with someone who has autism
- B. Testimonials from people who have previously contracted the sen-ices of the job-seeker
- C. Pictures of the job-seeker's completed projects
- D. A list of references from people for whom the job-seeker has worked
Answer: A
NEW QUESTION # 16
While attending a local Chamber of Commerce event, an employment support professional finds out about an upcoming job fair and plans to bring a job-seeker. This activity is an example of:
- A. networking
- B. peer group
- C. discovery
- D. community integration
Answer: A
Explanation:
Networking is the process of establishing and maintaining relationships with people who can provide information, leads, or referrals for potential employment opportunities1. An employment support professional can use networking as a strategy to identify and access the hidden job market, which consists of jobs that are not advertised or posted publicly2. By attending a local Chamber of Commerce event, an employment support professional can meet and interact with local business owners, employers, and other professionals who may have information about current or future job openings, or who may be interested in hiring a job-seeker that the professional supports. This activity is an example of networking, as it involves building connections and exchanging information with potential sources of employment3. References: 1: Developing peer support in the community: a toolkit - Mind 2: TIES Peer Engagement Practice Guides - Institute on Community Integration 3: Understanding and Configuring MSDP - Cisco Community
NEW QUESTION # 17
You are working with a 29-year-old man with a spinal cord injury who was hired as a computer programmer for an insurance company. After a week on the job, he reports having difficulty with his keyboard arrangement and not working as fast as he thinks he could. What is the LAST strategy to use in helping him?
- A. Talk to the employer about his performance to see how the employer thinks he is progressing.
- B. Test his typing skills and speed using his computer programs.
- C. Request a technology and ergonomic assessment from his vocational rehabilitation counselor.
- D. Find a new job for him.
Answer: D
NEW QUESTION # 18
Paid work trials include:
- A. volunteer work.
- B. going to the day program.
- C. guarantee of job offer.
- D. on-the-job training.
Answer: D
Explanation:
Paid work trials are a form of on-the-job training that allow employers to assess the skills and suitability of potential employees before offering them a job contract. They are different from unpaid work trials, which are only legal if they are brief, supervised, and used to demonstrate the minimum requirements of the job12. Paid work trials are also different from volunteer work, which is done for a charitable or community organization without expectation of payment or employment3. A guarantee of job offer is not a part of a paid work trial, as the employer may decide not to hire the worker after the trial period. Going to the day program is not a paid work trial, as it is not related to a specific job or employer. References: 1: What are Your Entitlements: Paid vs Unpaid Trials 2: When is a Trial Shift Legal? (2024 Update) - Lawpath 3: Volunteering - Fair Work Ombudsman
NEW QUESTION # 19
The ADA requires employers to provide reasonable accommodations such as:
- A. lower quantity standards for work
- B. lower quality standards for work
- C. acquiring or modifying equipment
- D. reallocating an essential function of a job
Answer: C
Explanation:
According to the ADA National Network1, a reasonable accommodation is any change to the job, the work environment, or the way things are usually done that allows a person with a disability who is qualified for the job to perform the essential functions of that job and enjoy equal employment opportunities. Examples of reasonable accommodations include making existing facilities accessible; job restructuring; part-time or modified work schedules; acquiring or modifying equipment; changing tests, training materials, or policies; and providing qualified readers or interpreters. Lowering the quality or quantity standards for work, or reallocating an essential function of a job, are not reasonable accommodations, as they would alter thefundamental nature of the job or the employer's expectations. References: 1: Reasonable Accommodations in the Workplace | ADA National Network
NEW QUESTION # 20
You are scheduling a situational assessment for a 24-year-old woman with a developmental disability. Her only work experience has been in a facility-based / sheltered workshop program for 2 years. During discovery, you learn she enjoys children and has often kept her younger siblings entertained with art projects. Based on this information, the situational assessment should be scheduled at:
- A. an elementary school as a cafeteria line worker
- B. a day care facility sanitizing toys and equipment
- C. a local recreational center that runs an after-school art program for young children
- D. day care center run by your facility-based program for young children with disabilities
Answer: C
Explanation:
A situational assessment is a process of observing and evaluating a person's skills, interests, and abilities in a real work setting1. The purpose of a situational assessment is to identify the person's strengths, preferences, and support needs for employment2. Based on the information given, the best option for scheduling a situational assessment for the 24-year-old woman is a local recreational center that runs an after-school art program for young children. This option matches her interest in children and art, and provides an opportunity to demonstrate her creativity and interpersonal skills. The other options are less suitable because they either do not align with her interests, do not offer a variety of tasks, or do not provide a natural work environment. References: 1: Focus On: Six strategic steps for situational assessment3 2: CESP study guide2 3:
https://www.publichealthontario.ca/-/media/documents/F/2015/focus-on-situational-assessment.pdf?la=en
NEW QUESTION # 21
The Social Security Administration's Plan to Achieve Self-Support (PASS) is a program that
- A. helps a person continue to attend a day program.
- B. assists a person with a disability to complete their taxes.
- C. provides funding for employment-related expenses.
- D. allows money to be set aside to pursue a work goal.
Answer: D
NEW QUESTION # 22
You are assisting a young man who has cerebral palsy and a mild cognitive disability. Based on his community work experiences at an office where he assembled binders and did data entry, you learn that he will need a customized position that ism tailored to his abilities. Which of the following statements would be LEAST appropriate in negotiating a position with a potential employer?
- A. "Do you have data entry tasks at your business that you are paying workers overtime to complete?"
- B. "Do you have basic office work such as copying, assembling binders, or data entry where your current employees are having difficulty keeping up the production?"
- C. "I represent a recent high school graduate who has work experience in an office setting doing data entry.
Can I schedule a time to discuss possible job openings in your business?" - D. "I represent a young man with cerebral palsy who is an excellent worker and has experience with data entry. Would you be interested in creating a position for him in your company?"
Answer: D
Explanation:
The least appropriate statement to use in negotiating a position with a potential employer is option A. This statement does not follow the core values and principles of employment support, such as individualization, empowerment, and dignity. It focuses on the job-seeker's disability rather than his abilities, and it suggests that the employer should create a position for him out of charity or pity, rather than based on his skills and the employer's needs. This statement can also create a negative impression of the job-seeker as someone who needs special treatment or accommodation, rather than someone who can add value to the company.
The other statements are more appropriate than option A, for the following reasons:
Option B: This statement follows the core values and principles of employment support, such as individualization, career development, and quality outcomes. It identifies the job-seeker's skills and the employer's needs, and it proposes a mutually beneficial solution that can increase the productivity and efficiency of the business. It also implies that the job-seeker can perform the basic office work without requiring significant modifications or supports.
Option C: This statement follows the core values and principles of employment support, such as individualization, empowerment, and respect. It highlights the job-seeker's work experience and education, and it expresses interest in exploring possible job opportunities in the business. It also shows professionalism and courtesy by asking for a scheduled time to discuss the matter, rather than imposing or demanding a meeting.
Option D: This statement follows the core values and principles of employment support, such as individualization, career development, and quality outcomes. It identifies the job-seeker's skills and the employer's needs, and it offers a cost-effective solution that can reduce the overtime expenses and workload of the current workers. It also indicates that the job-seeker can perform the data entry tasks without requiring significant modifications or supports.
References:
APSE CESP Practice Exam
APSE CESP Exam Content Outline
APSE CESP Study Guide
NEW QUESTION # 23
Motivational interviewing is designed to help an individual with all the following EXCEPT:
- A. planning for and beginning the process of change
- B. examining the individual's ambivalence to change
- C. deferring to the vocational rehabilitation counselor for decision making
- D. eliciting and strengthening change talk
Answer: C
NEW QUESTION # 24
You are developing a job for Darrell, who has a cognitive disability. He has a team of support that is dedicated to his well-being and success. Which of the following is the MOST important factor to consider when helping him look for a job?
- A. Darrell has expressed interest in learning cashiering in a retail store, although he sometimes has difficulty counting money
- B. Darrell's mother has observed him cleaning at home and thinks custodial work may be a good direction to take because it would highlight his skills.
- C. Darrell's teacher has observed that he has difficulty paying attention and therefore, he should probably not have a position that would require long shifts without a break.
- D. Darrell's former manager has told you that he has poor customer service skills.
Answer: A
NEW QUESTION # 25
You are accompanying a 34-year-old female job-seeker with a cognitive disability as she is job shadowing at a veterinary clinic. The owner of the clinic tells you privately that the job-seeker is doing an excellent job, but he wants to know what disability she has. Which of the following is the MOST appropriate response?
- A. Tell the owner that you will be able to disclose this information if she chooses to hire the individual you are supporting.
- B. Explain that you are not entitled to disclose this information unless she authorizes release.
- C. Explain that it is illegal for her to ask this and leave the office immediately.
- D. Disclose her disability to the owner but explain how she can be supported with job coaching.
Answer: B
NEW QUESTION # 26
You are meeting for the first time with a 50-year-old male who has utilized mental health services since adolescence. He has requested assistance with getting a job and tells you he does not know where to begin, because he has been in-and-out of hospitals for much of his life and has very little job history. What should you do FIRST?
- A. Access his file to determine if anyone else has tried to work with him regarding employment.
- B. Tell him that you want to check with people who know him to see if they think he can work.
- C. Orient him to employment support services, since he has so little experience.
- D. Ask him to have his therapist verily that his symptoms are under control.
Answer: C
Explanation:
it aligns with the core values and principles of employment support professionals, such as respecting the right to work, promoting self-determination and empowerment, and providing community-based services. Orienting the job seeker to employment support services would help him understand the process and expectations, as well as build rapport and trust with the employment support professional.
Answer B is not correct, because it implies that the job seeker needs to meet certain criteria or have his symptoms under control before he can pursue employment, which goes against the principle of zero exclusion.
Asking him to have his therapist verify his symptoms could also undermine his confidence and motivation.
Answer C is not correct, because it does not address the job seeker's immediate needs and goals, and it could delay the engagement in the employment process. Accessing his file could be useful later on, but it should not be the first step.
Answer D is not correct, because it suggests that the employment support professional does not believe in the job seeker's abilities and potential, and that he needs external validation from others. This could also violate the job seeker's privacy and dignity, anddiscourage him from pursuing his employment goals. References: https://apse.org/wp-content/uploads/2019/08/CESP-Practice-Exam-8-2.pdf
https://cesp.helpscoutdocs.com/article/637-cesp-examination-content-outline
NEW QUESTION # 27
You are assisting a 33-year-old female who has an anxiety disorder. She has started a new job but is having substantial difficulty getting through the day due to the chaotic nature of the office in which she works. Which of the following is the LEAST appropriate way to proceed?
- A. Talk to her support team about ways to cope with her anxiety.
- B. Ask the employer for a reasonable accommodation.
- C. Coach her how to quit the job in a professional manner.
- D. Visit her office and identify how she can create more order in her workload.
Answer: C
NEW QUESTION # 28
What is the PRIMARY role of the employment support professional?
- A. Provide supervision to the employee.
- B. Ensure the employee remains on task.
- C. Provide integrated employment services.
- D. Ensure the employee takes their scheduled breaks.
Answer: C
NEW QUESTION # 29
The primary purpose of a task analysis is to:
- A. take a job duty and break it down into teachable steps
- B. identify various positions available in an organization
- C. list the types of responsibilities of the employee
- D. help the job coach fade from supporting the employee
Answer: A
NEW QUESTION # 30
You are working with a team to develop a new brochure for your employment services and have a choice of photos of a woman with disabilities from which to include. Of the following photo settings, which would be LEAST effective to use in promoting employment services to employers?
- A. Standing with an attractive, alert expression on her face
- B. Chatting with her roommates in her group home
- C. Having lunch with co-workers in a company cafeteria
- D. Working in a corporate office
Answer: B
NEW QUESTION # 31
A benefits analysis should include a description of:
- A. the Earned Income Tax Credit (EITC)
- B. the benefits offered by an employer
- C. the Work Opportunity Tax Credit
- D. all public benefits received by the job seeker.
Answer: D
Explanation:
A benefits analysis is a service that helps an individual understand how their income from work may affect their public benefits, such as Social Security, Medicaid, Medicare, food stamps, housing subsidies, etc. A benefits analysis should include a description of all the public benefits that the individual receives, how they are calculated, what are the eligibility criteria, what are the work incentives or special rules that allow the individual to keep some or all of their benefits while working, and what are the reporting requirements and potential consequences of non-compliance. A benefits analysis should also provide the individual with information on how to access benefits counseling and planning services, and how to make informed choices about their employment goals and options. A benefits analysis should not include information on tax credits or employer benefits, as these are not public benefits and are not affected by the individual's income from work. References: CESP Examination Content Outline, Benefits of Certification
NEW QUESTION # 32
When contacting with employers to begin job development, it is BEST to:
- A. have as little contact as possible
- B. call the employer and describe your services
- C. ask for the best time for the employer to meet with you
- D. conduct a cold call or appear unannounced
Answer: C
Explanation:
When contacting employers to begin job development, it is best to ask for the best time for the employer to meet with you. This shows respect for the employer's time and schedule, and also allows you to establish rapport and interest. Asking for the best time also gives you an opportunity to follow up and confirm the meeting, and to prepare for the meeting by researching the employer and their needs12. The other options (A, C, and D) are not effective ways to contact employers, as they may be perceived as intrusive, unprofessional, or disinterested. References: 1: Informational Interviewing - Association of People Supporting Employment First 2: CESP study guide Flashcards | Quizlet
NEW QUESTION # 33
To ensure that job development is person-centered, the employment support professional should:
- A. empower the person supported to determine their own interests and strengths
- B. pre-screen what information the individual supported needs to know about an employer
- C. review previous employment and assessments of the individual
- D. find a job that the employment support professional feels is the best fit for the person supported
Answer: A
NEW QUESTION # 34
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