Newly Released APSE CESP Exam PDF

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. 

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 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