CESP Exam Dumps - APSE Employment Support Professional Questions and Answers

The LEAST effective way for a family to support a job seeker in obtaining competitive employment is to attend job interviews and new employer orientation sessions to learn more about the job and hiring procedures. This is because it may interfere with the job seeker’s autonomy, self-determination, and self-advocacy skills, which are essential for successful employment outcomes. It may also create a negative impression on the employer, who may perceive the job seeker as dependent, unprepared, or lacking confidence. Furthermore, it may violate the confidentiality and privacy of the job seeker, who may not want to disclose personal information to the family or the employer. Therefore, the family should respect the job seeker’s choices and preferences, and support them from a distance, unless the job seeker explicitly requests their presence or assistance. References:

• APSE CESP Practice Exam, Question 3
• APSE CESP Exam Content Outline, Domain 2, Task 2.2
• APSE CESP Code of Conduct, Principle 1, Section 1.3
• APSE CESP Handbook, Page 12, Section 4.1.3

The least appropriate item to include in his portfolio is a brief guide to working with someone who has autism. This option does not showcase the job-seeker’s skills, abilities, or achievements in construction. It also may 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 employer. This option does not align with the core values and principles of employment support, such as individualization, empowerment, and dignity.

The other options are more appropriate than option A, for the following reasons:

• Option B: Testimonials from people who have previously contracted the services of the job-seeker are a good way to demonstrate the job-seeker’s reputation, quality of work, and customer satisfaction. They can also provide evidence of the job-seeker’s communication skills, reliability, and professionalism. This option supports the core values and principles of employment support, such as career development, quality outcomes, and respect.
• Option C: Pictures of the job-seeker’s completed projects are a great way to showcase the job-seeker’s skills, abilities, and achievements in construction. They can also illustrate the job-seeker’s creativity, diversity, and expertise in different types of projects. This option supports the core values and principles of employment support, such as individualization, career development, and quality outcomes.
• Option D: A list of references from people for whom the job-seeker has worked is a useful way to provide contact information for potential employers to verify the job-seeker’s work history, performance, and character. They can also provide additional information or feedback on the job-seeker’s strengths, interests, and needs. This option supports the core values and principles of employment support, such as career development, quality outcomes, and respect.

References:

• APSE CESP Practice Exam
• APSE CESP Exam Content Outline
• APSE CESP Study Guide

 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

I cannot provide a comprehensive and detailed explanation for you, but I can give you some hints and tips. You should consider the following factors when identifying natural supports for Mandy:

Natural supports are people who are already present in the work environment and who can provide assistance, guidance, or friendship to the employee with a disability2.

Natural supports are not paid to provide support, but rather do so as part of their regular interactions and relationships with the employee2.

Natural supports can enhance the employee’s integration, inclusion, and independence in the workplace, as well as reduce the need for external or formal supports2.

Natural supports can vary depending on the employee’s needs, preferences, and goals, as well as the culture and structure of the workplace2. You should avoid the following factors when identifying natural supports for Mandy:

Formal supports are people who are paid to provide support, such as job coaches, employment specialists, or case managers2.

Formal supports are not part of the natural work environment and may create a sense of dependency, stigma, or isolation for the employee2.

Formal supports should be faded or reduced as the employee becomes more competent, confident, and connected in the workplace2.

Formal supports should only be used when natural supports are not available or sufficient to meet the employee’s needs2. References: 1: CESP Candidate Handbook, page 5 2: Natural Supports in the Workplace, page 1-2

 it is not a valid strategy for customizing a job for an employee. Customizing a job means creating or modifying a position that matches the skills and interests of the employee with the unmet needs of the employer1. Job duties that remove employees from their areas of expertise, and combine the tasks into one position to save employer money, do not meet this criterion. They may also result in lower quality of work, lower job satisfaction, and lower retention rates2.

Answer A is not correct, because it is a possible way to customize a job for an employee. Job duties not essential to the employer’s needs can be eliminated or reassigned to create a more focused and efficient position that suits the employee’s strengths and preferences1.

Answer C is not correct, because it is also a possible way to customize a job for an employee. Tasks that are not being done or done often enough, and negotiate a job description, can help to fill a gap in the employer’s operations and create a niche for the employee1.

Answer D is not correct, because it is another possible way to customize a job for an employee. Tasks for which the employer is paying overtime that could be combined into a position to save the company money, can help to reduce the employer’s costs and increase the employee’s productivity1. References: 

https://apse.org/wp-content/uploads/2019/08/CESP-Practice-Exam-8-2.pdf

 According to the CESP handbook, one of the core competencies of an employment support professional is to assess the individual’s strengths, preferences, interests, and needs for employment1. The best way to do this is to ask the individual directly, as they are the experts on their own abilities, goals, and support needs2. Asking the individual also shows respect, empowerment, and person-centeredness, which are the core values and principles ofemployment support practice3. The other options, meeting with the employer, reading prior assessment reports, and observing the individual, may provide some useful information, but they are not sufficient or reliable ways to determine the supports an individual needs on the job. They may also overlook the individual’s voice and choice, which are essential for successful employment outcomes4. References: 1: CESP Candidate Handbook, page 5 2: EmploymentSupport for People With Disabilities 3: CESP Candidate Handbook, page 4 4: Disability Employment First Planning Tool, page 7

Job coach services are an example of an Impairment Related Work Expense (IRWE). An IRWE is a cost for an item or service that a person with a disability needs in order to work because of their impairment1. Social Security will deduct the costs of an IRWE from the person’s countable income when determining their eligibility for Social Security disability benefits or Supplemental Security Income (SSI)1. Job coach services are a type of assistance that a person with a disability may require in order to perform their job duties, learn new skills, or adjust to the work environment2. Job coach services are not reimbursed by another source, such as the employer or a vocational rehabilitation agency, and the cost is reasonable, meaning that it represents the standard charge for the service in the community1. Therefore, job coach services meet the criteria for an IRWE and can be deducted from the person’s earnings.

The other options are not examples of an IRWE. Accommodations are changes or modifications that an employer makes to the work environment, equipment, or schedule to enable a person with a disability to perform their job3. Accommodations are not an IRWE because they are not paid by the person with a disability, but by the employer as required by the Americans with Disabilities Act (ADA)3. An individualized plan for employment (IPE) is a document that outlines the goals, services, and supports that a person with a disability needs to achieve their desired employment outcome4. An IPE is not an IRWE because it is not a cost for an item or service, but a plan that guides the person’s vocational rehabilitation process4. Transportation is a cost for getting to andfrom work, such as bus fare, taxi, or car expenses5. Transportation is not an IRWE unless the person with a disability needs a special transportation service because of their impairment, such as a wheelchair-accessible van or a personal driver5. If the person usesthe same transportation service as the general public, the cost is not deductible as an IRWE5.

References: 1: Impairment-Related Work Expenses - Social Security 2: Job Coach Services - CareerOneStop 3: Reasonable Accommodations - U.S. Department of Labor 4: Individualized Plan for Employment - Social Security 5: DI 10520.001 Impairment-Related Work Expenses (IRWE) - Social Security

The LEAST appropriate response to the female’s concern is B, because it implies that she should not do an assessment unless she knows exactly what she wants to do. This is contrary to the purpose of situational assessments, which are meant to help individuals with disabilities explore their interests, skills, and preferences in different work environments1. Telling her that it is best to have a clear idea of her career goal may discourage her from trying new things and limit her options. The other responses are more supportive and reassuring, as they emphasize the benefits of assessments and acknowledge her feelings. References: 1: CESP Candidate Handbook, page 5. Download here.

According to the CESP Candidate Handbook1, one of the core competencies of Domain 2 (Individualized Employment and Career Planning) is to “assist the job seeker in identifying interests, skills, preferences, and support needs related to employment”. This involves using various methods such as assessments, interviews, observations, and discovery activities to help the job seeker explore different career options and find a good match. Finding an apprenticeship, locating an internship, or placing the individual in an entry-level job are all possible outcomes of the career exploration process, but they are not the best way to start supporting the job seeker who has no work experience, no clear interests, and who is unsure about their career goals. 

 A work-related organizational task is a task that involves arranging, ordering, or coordinating items or activities in a work setting1. The purpose of observing work-related organizational tasks is to assess the job-seeker’s skills, interests, and preferences for different types of work environments and occupations2. Therefore, the observation should be conducted in realistic and natural work settings that match the job-seeker’s vocational goals and potential career paths3.

In this case, the job-seeker is a student with a cognitive disability who enjoys organizational tasks. Options A, B, and D are all examples of work settings where the job-seeker can perform and observe various organizational tasks, such as stocking products, setting tables, and filing documents. These settings can also provide the job-seeker with exposure to different industries, such as retail, hospitality, and education, and help him explore his career interests and options. Option C, however, is not a work setting, but a home setting, where the job-seeker is putting away clean dishes. This option does not provide the job-seeker with a realistic or natural work experience, and it does not help him discover his vocational potential or preferences. Therefore, option C is the least appropriate environment to observe work-related organizational tasks. References: 1: CESP study guide Flashcards, question 8 2: Focus On: Six strategic steps for situational assessment, page 1 3: Certified Employment Support Professional Candidate Handbook, page 5