Authentic APSE Certification Exam CESP Questions Answers

 According to the CESP Candidate Handbook1, one of the knowledge areas for Domain 1: Application of Core Values and Principles to Practice is “The impact of disclosure on employment and career development”. The handbook also states that “The CESP exam is based on the application of knowledge, not just the recall of facts”. Therefore, the best answer is the one that demonstrates the most effective and ethical practice for supporting the woman in her employment and career goals.

Option A is the best answer because it respects the woman’s right to self-determination and choice, and helps her to weigh the pros and cons of disclosing her disability in different situations and contexts. This can help her to make an informed decision that is based on her own preferences, needs, and circumstances, rather than on fear or misinformation.

Option B is not the best answer because it reinforces the woman’s negative perception of disclosure, and does not provide her with any information or guidance on how to handle disclosure issues. This can limit her opportunities and choices, and prevent her from accessing any reasonable accommodations or supports that she may need or want in the workplace.

Option C is not the best answer because it does not address the woman’s specific concerns or situation, and may come across as dismissive or insensitive. While sharing success stories can be helpful and motivational, they are not sufficient or relevant to help the woman make her own decision about disclosure. Moreover, success stories may not reflect the reality or diversity of experiences that people with disabilities face in the workplace.

Option D is not the best answer because it violates the woman’s privacy and autonomy, and may have legal and ethical implications. Discussing the woman’s disability with the prospective supervisor without her consent or knowledge is not appropriate or professional, and may damage the trust and rapport between the woman and theemployment support professional. Furthermore, the woman may not be protected by the ADA if she does not request or agree to any reasonable accommodations or modifications.

References: 1: CESP Candidate Handbook

This answer reflects the core values and principles of employment support professionals, who believe that all people have the right to work in the general workforce and earn competitive wages. Employment support professionals also respect the self-determination and empowerment of job seekers, and provide individualized services that match their interests, goals, and abilities. The other answers are not appropriate because they suggest limiting the job seeker’s options, segregating them from the community, or lowering their expectations. References:

• Domain 1 Application of Core Values and Principles to Practice1234
• Domain 2 Individualized Employment and Career Planning1234

Fading from the worksite is a process used by employment support professionals (ESPs) to reduce the dependency of the supported employee on external support structures and increase their independence and integration in the workplace1. The most important factor in ensuring the continued success of the employee after fading is the availability and quality of natural supports from the co-workers2. Natural supports are the informal and formal assistance that co-workers provide to the employee with a disability, such as mentoring, coaching, feedback, socialization, and friendship3. Natural supports can enhance the employee’s performance, satisfaction, retention, and career development4. Therefore, if Ava’s co-workers are willing to provide various types anddegrees of work support for her, she is more likely to maintain and improve her skills, adapt to changes, and feel valued and accepted in the work environment5.

The other options are not as important as natural supports from co-workers. While Ava’s family’s feelings and Ava’s social interactions with co-workers may affect her motivation and well-being, they are not directly related to her work performance and outcomes6. Ava’s supervisor’s ability to contact the ESP whenever work expectations are not met is a contingency plan, but it does not ensure Ava’s success at work; rather, it implies a lack of trust and confidence in Ava’s abilities and natural supports7. References: 1: FADING FROM THE JOB SITE - SUPPORTED EMPLOYMENT A CUSTOMER DRIVEN APPROACH 2: Natural Supports in the Workplace: A Reexamination of Supported Employment 3: Natural Supports in the Workplace: Defining an Agenda for Research and Practice 4: Natural Supports at Work: A Review of the Literature 5: Fading away at work: “I could have left without saying anything” – performing talent management in a multinational organization 6: The Impact of Family Support on the Success of Individuals with Disabilities in the Workplace 7: Job Site Fading - trn-store.com