CESP Exam Dumps - APSE Employment Support Professional Questions and Answers

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

An assistive technology tool is any device, software, or equipment that helps people work around their challenges and achieve their goals1. A visual task list is an example of an assistive technology tool that can help employees with cognitive disabilities, learning disabilities, or attention deficits to organize their tasks, prioritize their work, and stay focused23. The other options are not correct because:

• An individualized education plan (IEP) is a document that outlines the special education and related services that a student with a disability will receive in school4. It is not relevant to the workplace setting.
• A workplace accommodation is any change in the work environment or in the way things are customarily done that enables an individual with a disability to enjoy equal employment opportunities5. A visual task list may be considered a workplace accommodation if it is provided by the employer to enable the employee to perform the essential functions of the job, but it is not the only example of a workplace accommodation.
• A task analysis is a process of breaking down a complex task into smaller, manageable steps that can be taught to the learner6. A visual task list may be based on a task analysis, but it is not the same thing. A task analysis is a method of instruction, while a visual task list is a tool for self-management. References:
• Domain 4 Workplace and Related Supports123456
• What is Assistive Technology?
• Using Visual Schedules: A Guide for Parents
• Visual Task Lists for Students with Disabilities
• Individualized Education Program (IEP)
• Workplace Accommodations
• Task Analysis

• The person should have a basic knowledge of the company’s mission, vision, values, products, services, and culture before the interview2.
• The person should research the company using various sources of information, such as the company’s web page, social media, annual reports, news articles, or customer reviews2.
• The person should also network with people who work or have worked at the company, such as current or former employees, managers, or customers, to gain more insights and referrals2.
• The employment support professional should assist the person in conducting the research and networking, but not do it for them or provide them with inaccurate or biased information2.
• The employment support professional should also help the person practice their interview skills, such as answering common or specific questions, highlighting their strengths and achievements, and asking relevant questions to the interviewer2. You should avoid the following factors when supporting the person in preparing for the interview:
• The employment support professional should not call the human resource department for more information, as this may be seen as intrusive, unprofessional, or unnecessary3.
• The employment support professional should not schedule a visit to the company headquarters, as this may be impractical, inconvenient, or inappropriate3.
• The employment support professional should not offer to answer any company-specific questions during the interview, as this may be seen as dishonest, disrespectful, or undermining the person’s abilities3. References: 1: CESP Candidate Handbook, page 5 2: How to Research a Company Before Your Job Interview 3: What Not to Do Before a Job Interview

According to the CESP handbook, one of the roles of the employment support professional (ESP) is to collaborate with other service providers, such as residential staff, to ensure the individual’s employment success1. This includes coordinating and communicating with the residential staff about the individual’s employment goals, needs, and preferences1. However, the ESP should respect the boundaries and roles of the residential staff and avoid imposing unreasonable expectations on them1. Therefore, the only reasonable expectation to ask from the residential staff in support of the individual’s employment is to support the individual in maintaining a clean work uniform, as this is a basic hygiene and appearance requirement that can affect the individual’s performance and acceptance at work1. The other options are not reasonable because they are either beyond the scope of the residential staff’s responsibility or interfere with the ESP’s role. For example, ensuring the individual is making friends at work is not a direct support service that the residential staff can provide, and it may also infringe on the individual’s privacy and autonomy1. Calling the employer to discuss issues the employee is having at work is not appropriate for the residential staff, as this may confuse the employer and undermine the ESP’s relationship with the employer and the individual1. Reviewing skills learned at work and practicing tasks that might be difficult to perform is the primary responsibility of the ESP, who has the expertise and training to provide effective job coaching and skill development1. The residential staff should not interfere with the ESP’s instruction or assessment of the individual’s work skills1. References: 1: Certified Employment Support ProfessionalTM [EMPLOYMENT SUPPORT PROFESSIONAL CERTIFICATION COUNCIL] Certified Employment Support ProfessionalTM 2018 \nCertification Handbook \nLast Updated 11/2/18 \nEmployment Support Professional Certification Council Kari Tietjen, CESPTM Director kari@apse.org June 20, 2018 The Certified Employment Support Professional (CESP) Credential The Certified Employment Support Professional (CESP) credential recognizes individuals who have demonstrated a sufficient level of of knowledge and skill to provide integrated employment support services to a variety of client populations. The CESP credential is intended to help employers, employees and potential employees by increasing the visibility of – and access to – competent individuals in the profession. Individuals who earn the CESP credential have demonstrated knowledge of the facilitation and advocacy skills necessary to help establish and expand equitable employment opportunities for individuals with disabilities. CESPs also raise awareness of benefits within the business community, and promote social change that fosters an independent, productive lifestyle for individuals with disabilities. About ESPCC The EmploymentSupport Professional Certification Council (ESPCC) was established in 2011 by the APSE Board of Directors to establish and implement policies and procedures for the CESP certification program and to oversee the development the CESP examination. The ESPCC is responsible for developing and overseeing all aspects of the certification program. What is Certification ESPCC developed the Certified Employment Support Professional (CESP) program to set a standard of knowledge and distinguish employment support professionals who have shown they have the skill and competence to perform the requirements of the job. Professional certification is different than a training or educational program. Training programs offer a certificate of attendance when an individual completes the coursework, but they do not give a credential. ESPCC used a nationally recognized process to define the roles and responsibilities of the employment support professional and awards a credential after the individual passes an exam to demonstrate their competence. Meet Eligibility Requirements Submit Application Prepare for the Exam Meet Professional Development Requirements Display your CESP Credential Pass the Exam Potential Job Roles, Practice Settings of Typical Candidates/Certificants The ESPCC developed the CESPTM for employment support professionals (ESPs) who provide employment services to individuals with significant disabilities by assisting individuals to obtain and maintain competitive employment in integrated community workplaces. The CESP credential is designed for job coaches, job developers, transition employment specialists, job placement personnel, and employment specialists/consultants who serve a wide variety of target audiences including individuals with intellectual/developmental disabilities, mental health diagnoses, sensory impairments, physical disabilities, traumatic brain injury and autism spectrum disorders.