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NEW QUESTION # 64
You are job developing for an 18-year-old male who does not perform well when the person in charge is very direct, or as the job-seeker says, "gets in his face." Which of the following is MOST likely to assist you in determining the workplace culture of a company that you are exploring for him to seek a job?
- A. Ask his family for ideas about how to help him be more comfortable with supervision.
- B. Attend the employee orientation to learn about his co-workers.
- C. Ask an associate with experience at the company to give you an assessment of the work culture.
- D. Read the company handbook for information about supervisor qualifications.
Answer: C
Explanation:
Asking an associate with experience at the company to give you an assessment of the work culture is the most likely way to determine the workplace culture of a company that you are exploring for the job-seeker. This will help you to understand the expectations, norms, values, and communication styles of the company and its employees, as well as the level of supervision and feedback that the job-seeker can expect. This information can help you to match the job-seeker's preferences and needs with the company's culture and avoid potential conflicts or misunderstandings. The other options are less helpful because they do not provide direct or reliable information about the company's culture. Asking his family for ideas may be useful for general strategies, but not specific to the company. Attending the employee orientation may give some insights, but it may not reflect the actual work environment or the supervisor's style. Reading the company handbook may provide some formal policies, but it may not capture the informal or unwritten aspects of the culture. References: https://apse.org/wp-content/uploads/2019/08/CESP-Practice-Exam-8-2.pdf
NEW QUESTION # 65
Which of the following is the LEAST effective way for a family to support a job seeker in obtaining competitive employment?
- A. Providing the employment support professional with pertinent information about her disability
- B. Assisting her to identify her interests and vocational strengths
- C. Attending job interviews and new employer orientation sessions to learn more about the job and hiring procedures
- D. Providing the employment support professional with information about her job history
Answer: C
Explanation:
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
NEW QUESTION # 66
You are meeting with an employer to locate job openings that may be desirable for some of the job-seekers whom you are assisting. He indicates having heard great things about your organization but says that he cannot afford to hire people with special needs at this time. The BEST way to proceed is to:
- A. avoid wasting time with this employer because he is resistant to hiring individuals with a disability
- B. tell him how eager the job-seekers you represent are to work, and how much it would mean for many of them to have a job
- C. tell him that it is illegal to discriminate on the basis of a disability
- D. discuss the skills and strengths that the job-seekers you represent can offer to his company
Answer: D
Explanation:
The BEST way to proceed is to discuss the skills and strengths that the job-seekers you represent can offer to his company. This would help the employer to see the value and potential of hiring people with disabilities, and how they can contribute to his business goals and needs. It would also demonstrate your professionalism and respect for the employer, and create a positive impression of your organization. The other options are not as effective or appropriate because:
A. Telling him how eager the job-seekers you represent are to work, and how much it would mean for many of them to have a job, would not address the employer's concern about the cost of hiring people with special needs. It would also imply that the job-seekers are desperate or needy, and not qualified or competent for the job.
B. Telling him that it is illegal to discriminate on the basis of a disability would not persuade the employer to hire people with disabilities, but rather make him defensive or hostile. It would also damage the relationship and trust between you and the employer, and possibly harm the reputation of your organization.
D. Avoiding wasting time with this employer because he is resistant to hiring individuals with a disability would miss an opportunity to educate and inform the employer about the benefits and advantages of hiring people with disabilities. It would also limit the options and choices for the job-seekers you represent, and prevent them from accessing potential employment opportunities. References:
CESP Candidate Handbook, page 12, Domain 3: Community Research and Job Development, Task 3.2:
Develop and maintain relationships with employers, Knowledge of 3.2.1: Effective marketing strategies and techniques CESP- ASPE Flashcards, card 68, Marketing, Definition: The process of identifying and communicating the benefits of hiring individuals with disabilities to potential employers.
NEW QUESTION # 67
The primary role of an employment support professional on the job site includes all the following EXCEPT:
- A. guaranteeing that the job gets done
- B. building capacity within the workplace to provide training and support for the individual
- C. providing one-to-one training and support as well as a fade-out plan
- D. helping the employee learn about the work culture
Answer: A
Explanation:
The primary role of an employment support professional (ESP) on the job site is to assist the individual with a disability to find and maintain competitive employment in integrated community workplaces1. This involves building capacity within the workplace to provide training and support for the individual, providing one-to-one training and support as well as a fade-out plan, and helping the employee learn about the work culture2.
However, guaranteeing that the job gets done is not the responsibility of the ESP, but rather the employer and the employee. The ESP should not take over the employee's tasks or interfere with the employer's expectations, but rather facilitate the natural supports and accommodations that enable the employee to perform the job independently and satisfactorily3. References: 1: CESP -Association of People Supporting Employment First 2: Supporting Individuals with Significant Disabilities: The Roles of a Job Coach 3: Job Description - Employment Support Worker - Voscur
NEW QUESTION # 68
During prep for an upcoming interview, the employment support professional notes the individual has a lack of basic knowledge about the company. How should the employment support professional BEST support this person?
- A. The employment support professional calls the Human Resource Department for more information.
- B. The employment support professional schedules a visit to the company headquarters.
- C. The employment support professional offers to answer any company-specific questions during the interview.
- D. The employment support professional assists the person in reviewing the company's web page.
Answer: D
NEW QUESTION # 69
To ensure that job development is person-centered, the employment support professional should:
- A. empower the person supported to determine their own interests and strengths
- B. find a job that the employment support professional feels is the best fit for the person supported
- C. pre-screen what information the individual supported needs to know about an employer
- D. review previous employment and assessments of the individual
Answer: A
Explanation:
According to the CESP Candidate Handbook1, Domain 3 of the CESP certification covers Community Research and Job Development, which includes the following tasks:
3.1 Conduct community research to identify potential employers and employment opportunities that match the job seeker's employment goals and support needs.
3.2 Develop and maintain relationships with employers and community partners to facilitate job development and placement.
3.3 Negotiate customized employment opportunities that meet the needs and preferences of both the job seeker and the employer.
3.4 Assist the job seeker to prepare for and participate in the hiring process.
To ensure that job development is person-centered, the employment support professional should empower the person supported to determine their own interests and strengths. This would be consistent with the task 3.1, which requires the employment support professional to identify employment opportunities that match the job seeker's employment goals and support needs. By empowering the person supported to determine their own interests and strengths, the employment support professional would help the person to explore and identify their career aspirations, preferences, and potential, and to make informed choices about their employment options.
The other options are not consistent with person-centered job development, because they either disregard or undermine the person supported's autonomy, voice, and involvement in the job development process.
Reviewing previous employment and assessments of the individual (option A) is important, but it is not enough to ensure that job development is person-centered, because it does not necessarily reflect the person's current interests and strengths, or their desired employment outcomes. Pre-screening what information the individual supported needs to know about an employer (option C) is also important, but it is not sufficient to ensure that job development is person-centered, because it does not involve the person supported in the research and decision-making process, and it may limit their access to relevant information. Finding a job that the employment support professional feels is the best fit for the person supported (option D) is contrary to person-centered job development, because it imposes the employment support professional's judgment and opinion on the person supported, and it does not respect the person's right to self-determination and choice.
References: 1: CESP Candidate Handbook, page 10.
NEW QUESTION # 70
You are conducting job development when you learn that a large on-line shopping merchant is opening a store in your are a. You investigate and determine the specific skills the company will need for positions when the store opens. Your NEXT step is to:
- A. determine if one of the individuals you support wants to do the job for which the employer is hiring
- B. work with the individuals you support to teach them the skills desired by the employer
- C. take an individual whom you support to an interview and hope he has the skills that the employer is seeking
- D. bring several individuals whom you support to interview, hoping that one matches a job opening
Answer: A
NEW QUESTION # 71
Which of the following does NOT define the Supplemental Security Income (SSI) program?
- A. SSI's determined by a parent's Social Security earnings during the life of the parent's working history.
- B. The program makes payments to people with low income who are age 65 or older or have a disability.
- C. Qualifying for SSI is based upon earned income and owned assets.
- D. The basic SSI amount is the same nationwide, but many states add money to the basic benefit.
Answer: A
NEW QUESTION # 72
Collecting data for a task analysis requires:
- A. training.
- B. observation.
- C. Instruction.
- D. fading.
Answer: B
Explanation:
Collecting data for a task analysis requires observation. Task analysis is the method of learning through observation. A person closely observes another person to understand how they complete tasks. They then divide that larger task into subtasks, making it more manageable1. Observation is the primary way of collecting data for a task analysis, as it allows the analyst to see the actual steps, actions, and skills involved in performing a task. Instruction, fading, and training are not methods of collecting data, but rather methods of providing support or intervention to the person performing the task. References:
What Is Task Analysis? Definition, How To and Examples
NEW QUESTION # 73
You are assisting a 30-year-old woman in an interview during which she indicates having a traumatic brain injury. The employer asks about the nature of this disability. Which of the following is your MOST appropriate response?
- A. Disclose disability information.
- B. Excuse yourself from the interview, as the employer may not be a good match for this individual.
- C. Tell the employer that this question violates the Americans with Disabilities Act (ADA).
- D. Focus on the individual's strengths, talents, and capabilities to complete the job tasks.
Answer: D
Explanation:
The most appropriate response is to focus on the individual's strengths, talents, and capabilities to complete the job tasks. This way, you can highlight the positive aspects of the individual and how they can contribute to the employer's goals. You can also address any concerns or misconceptions the employer may have about the disability and how it affects the individual's work performance. By doing so, you can demonstrate respect for the individual's privacy and dignity, as well as promote the principles of inclusion and diversity in the workplace.
The other options are not appropriate because they either violate the individual's rights, damage the relationship with the employer, or miss the opportunity to showcase the individual's abilities. Option B is not appropriate because it implies that the employer is not willing or able to accommodate the individual's needs, which may not be true. Option C is not appropriate because it confronts the employer in a hostile and accusatory manner, which may ruin the chances of getting the job or creating a positive impression. Option D is not appropriate because it discloses disability information without the individual's consent, which may violate the ADA and the individual's preferences. References:
APSE CESP Practice Exam
ADA Title I: Employment
NEW QUESTION # 74
What is the BEST time for an employment support professional to conduct a job analysis?
- A. once the individual has accepted a position
- B. when the individual applies for work
- C. after the individual starts work
- D. on the day of the interview
Answer: A
Explanation:
According to the CESP Candidate Handbook1, Domain 4 of the CESP certification covers Workplace and Related Supports, which includes the following tasks:
4.1 Conduct job analysis to identify the essential functions, skills, and supports needed for successful job performance.
4.2 Provide job training and coaching to facilitate skill acquisition, work performance, and retention.
4.3 Collaborate with the employer, the employee, and other stakeholders to develop and implement natural and ongoing supports.
4.4 Monitor and evaluate the employee's work performance, satisfaction, and career development.
The best time for an employment support professional to conduct a job analysis is once the individual has accepted a position. This would be consistent with the task 4.1, which requires the employment support professional to identify the essential functions, skills, and supports needed for successful job performance. By conducting a job analysis after the individual has accepted a position, the employment support professional would be able to collect accurate and relevant data on the specific job duties, tasks, activities, and elements, as well as the work environment, tools and equipment, relationships, and requirements. This information would help the employment support professional to provide job training and coaching, collaborate with the employer and the employee, and monitor and evaluate the employee's work performance, satisfaction, and career development.
The other options are not the best times to conduct a job analysis, because they either occur too early or too late in the employment process. Conducting a job analysis after the individual starts work (option B) is too late, because the employment support professional would miss the opportunity to provide job training and coaching, and to facilitate the employee's adjustment and integration into the workplace. Conducting a job analysis on the day of the interview (option C) is too early, because the employment support professional would not have enough information or access to the specific job and workplace that the individual is applying for. Conducting a job analysis when the individual applies for work (option D) is also too early, because the employment support professional would not know which position the individual would be offered or accept, and would have to conduct multiple job analyses for different potential jobs.
References: 1: CESP Candidate Handbook, page 10.
NEW QUESTION # 75
Paid work trials include:
- A. on-the-job training.
- B. guarantee of job offer.
- C. volunteer work.
- D. going to the day program.
Answer: A
NEW QUESTION # 76
Ava is a 45-year-old female with a significant cognitive disability working in a part-time job. Her progress has been exceptionally good and her employment support professional thinks it is time to begin fading from the worksite. What is the MOST important factor in ensuring Ava's continued success at work?
- A. Ava's co-workers are willing to provide various types and degrees of work support for her.
- B. Ava's family feels that she is now well adjusted to the community.
- C. Ava's supervisor can contact the employment support professional whenever work expectations are not met.
- D. Ava and her co-workers enjoy having lunch together.
Answer: A
Explanation:
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
NEW QUESTION # 77
You are assisting a 33-year-old female who has an anxiety disorder. She has started a new job but is having substantial difficulty getting through the day due to the chaotic nature of the office in which she works. Which of the following is the LEAST appropriate way to proceed?
- A. Ask the employer for a reasonable accommodation.
- B. Visit her office and identify how she can create more order in her workload.
- C. Coach her how to quit the job in a professional manner.
- D. Talk to her support team about ways to cope with her anxiety.
Answer: C
Explanation:
The LEAST appropriate way to proceed is to coach her how to quit the job in a professional manner. This would imply that she is not capable of working in that environment and that there are no other options to help her succeed. It would also undermine her self-confidence and career goals. A better approach would be to explore the possible accommodations and supports that could make her job more manageable and enjoyable.
You could also visit her office and identify how she can create more order in her workload, such as prioritizing tasks, using a planner, or delegating responsibilities. You could also talk to her support team about ways to cope with her anxiety, such as relaxation techniques, counseling, or medication. References:
CESP Candidate Handbook, page 13, Domain 4: Workplace and Related Supports, Task 4.1: Identify and implement accommodations and supports to meet the needs of the individual and employer, Knowledge of 4.1.1: Types of accommodations and supports CESP Practice Exam, question 2, answer C: The job seeker's strengths, interests, needs and conditions for employment.
NEW QUESTION # 78
You are working with a 35-year-old woman who has a hidden disability. She told you during intake that she does not want to disclose her disability because she has heard from friends that disclosure can result in her being fired. Which of the following is the BEST way for you to address this concern?
- A. Discuss her disability with the prospective supervisor on your own so that she can be protected by the Americans with Disabilities Act (ADA).
- B. Explore what she sees as the risks versus benefits of disclosure, so that she can make an informed decision.
- C. Counter her concern with success stories you have seen professionally.
- D. Agree that disclosure often ends badly, and that it is often not a good idea to disclose.
Answer: B
Explanation:
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
NEW QUESTION # 79
While attending a local Chamber of Commerce event, an employment support professional finds out about an upcoming job fair and plans to bring a job-seeker. This activity is an example of:
- A. networking
- B. peer group
- C. community integration
- D. discovery
Answer: A
Explanation:
Networking is the process of establishing and maintaining relationships with people who can provide information, leads, or referrals for potential employment opportunities1. An employment support professional can use networking as a strategy to identify and access the hidden job market, which consists of jobs that are not advertised or posted publicly2. By attending a local Chamber of Commerce event, an employment support professional can meet and interact with local business owners, employers, and other professionals who may have information about current or future job openings, or who may be interested in hiring a job-seeker that the professional supports. This activity is an example of networking, as it involves building connections and exchanging information with potential sources of employment3. References: 1: Developing peer support in the community: a toolkit - Mind 2: TIES Peer Engagement Practice Guides - Institute on Community Integration 3: Understanding and Configuring MSDP - Cisco Community
NEW QUESTION # 80
Which of the following statements is NOT consistent with the core values of customized employment?
- A. The individual can earn sub-minimum wages if this is part of the negotiated job description process.
- B. The individual has a personalized job description and/or employer expectations that were created during the negotiation process.
- C. The individual is the primary source of information and decides the direction to explore the job market.
- D. The individual is hired and paid directly by the employer.
Answer: A
NEW QUESTION # 81
Focusing on a job-seeker's vision of their future is a component of:
- A. task analysis
- B. people-first language
- C. person-centered planning
- D. systematic instruction
Answer: C
Explanation:
Focusing on a job-seeker's vision of their future is a component of person-centered planning. Person-centered planning is a process for selecting and organizing the services and supports that an individual may need to live and work in the community. It is a process that is directed by the person who receives the support, and that reflects their preferences, strengths, and goals1. Person-centered planning helps the job-seeker to identify their desired outcomes, and to develop a plan to achieve them with the help of a team of people who care about them2. Person-centered planning is based on the values of self-determination, inclusion, and empowerment3.
Task analysis, systematic instruction, and people-first language are not components of person-centered planning, but rather methods or strategies that can be used to support the person in their employment journey. Task analysis is the method of breaking down a complex task into smaller and simpler steps, and teaching them in a sequential order4. Systematic instruction is the method of providing clear and consistent cues, prompts, feedback, and reinforcement to help the person learn and perform a task5. People-first language is the way of communicating that respects the person as an individual, and avoids labels or stereotypes based on their disability6. References:
Person Centered Planning | ACL Administration for Community Living
Person-Centered Planning - National Parent Center on Transition and Employment What is Person-Centered Planning? - University of Florida Task Analysis - Association of People Supporting Employment First Systematic Instruction - Association of People Supporting Employment First People First Language - Association of People Supporting Employment First
NEW QUESTION # 82
You are supporting a female with a cognitive disability as she begins community-based situational assessments. She tells you that she is nervous because she has never worked and that she does not have a clear idea of the type of job she wants to do. Which of the following is the LEAST appropriate response to this concern?
- A. Assessments are a good way to explore what she may be interested in and therefore, it is okay if she is unsure now.
- B. It is best to have a clear idea of exactly what she wants to do to avoid doing an assessment that does not match her interests.
- C. Assessments help familiarize her with working in a particular job without the pressure she would have had if she were already employed there.
- D. It is okay if she does not have work experience because assessments are a great way to learn
Answer: B
Explanation:
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.
NEW QUESTION # 83
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