APSE CESP Questions Answers

 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

 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

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