CESP Certified Employment Support Professional (CESP) Questions and Answers

A career portfolio is a collection of materials that showcase your work experience and skills to potential clients and employers 1 .  It may include your resume, samples, skills, or awards 1 . A vocational evaluation report is a document that assesses your interests, aptitudes, abilities, and needs in relation to the labor market. While it may be useful for your own career planning, it is of least importance to a potential employer in an interview, as they are more interested in seeing your actual work samples, references, and resume that demonstrate your qualifications and fit for the job. Photos of Steve performing various job skills, for example, can provide tangible evidence of his competencies and achievements. Reference letters from Steve’s teachers can attest to his character, work ethic, and academic performance. Steve’s resume can summarize his education, skills, and relevant experience in a concise and professional manner. 

The least appropriate statement to use in negotiating a position with a potential employer is option A. This statement does not follow the core values and principles of employment support, such as individualization, empowerment, and dignity. It focuses on the job-seeker’s disability rather than his abilities, and it suggests that the employer should create a position for him out of charity or pity, rather than based on his skills and the employer’s needs. This statement can also 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 company.

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

Option B: This statement follows the core values and principles of employment support, such as individualization, career development, and quality outcomes. It identifies the job-seeker’s skills and the employer’s needs, and it proposes a mutually beneficial solution that can increase the productivity and efficiency of the business. It also implies that the job-seeker can perform the basic office work without requiring significant modifications or supports.

Option C: This statement follows the core values and principles of employment support, such as individualization, empowerment, and respect. It highlights the job-seeker’s work experience and education, and it expresses interest in exploring possible job opportunities in the business. It also shows professionalism and courtesy by asking for a scheduled time to discuss the matter, rather than imposing or demanding a meeting.

Option D: This statement follows the core values and principles of employment support, such as individualization, career development, and quality outcomes. It identifies the job-seeker’s skills and the employer’s needs, and it offers a cost-effective solution that can reduce the overtime expenses and workload of the current workers. It also indicates that the job-seeker can perform the data entry tasks without requiring significant modifications or supports.

References :

APSE CESP Practice Exam

APSE CESP Exam Content Outline

APSE CESP Study Guide

According to the APSE website, school-to-work eligibility requirements are based on the following factors 1 :

The student must be enrolled in a school district or an approved private school.

The student must have an Individualized Education Program (IEP) or a 504 Plan that includes transition services and goals.

The student must be at least 14 years old and not older than 21 years old.

The student must have a desire to work and a commitment to participate in the program. Therefore, the option C, work history, is not a factor in meeting school-to-work eligibility requirements. The other options are factors that are considered for the program.  References :

School-to-Work Transition

 The best job development activity for this scenario is to speak with a station manager about customizing a position that utilizes her strengths and abilities.  This option aligns with the principles of  individualized employment and career planning , which is one of the domains of knowledge covered by the CESP certification 1 .  Customized employment is a process that matches the skills, interests, and abilities of a job seeker with a disability to the needs of an employer 2 . By speaking with a station manager, the employment support professional can explore the possibility of creating a job that fits the job seeker’s goal of working in broadcasting, while also addressing her communication challenges.  This option also demonstrates respect for the job seeker’s preferences and choices, which is another core value of the CESP certification 1 .

The other options are not the best job development activities for this scenario. Option B, videoing her to show her how she looks and sounds, is not a job development activity at all. It is more of an assessment or feedback tool that could be used to help the job seeker improve her speech skills, but it does not directly help her find a job in broadcasting. Option C, speaking with a station manager to learn what opportunities exist for people with disabilities at his station, is a job development activity, but it is not individualized or customized to the job seeker’s specific goal and needs. It is more of a general inquiry that could be done for any job seeker with a disability, regardless of their career interests or abilities. Option D, referring her to a speech pathologist, is also not a job development activity. It is a referral to another professional who could provide specialized services to help the job seeker with her speech disorder. While this could be a beneficial service for the job seeker, it does not directly help her find a job in broadcasting.  It also implies that the job seeker needs to fix her speech problem before she can work in broadcasting, which is not consistent with the CESP values of inclusion and diversity 1 .

References :  1 :  CESP™ - Association of People Supporting Employment First   2 : Customized Employment | U.S. Department of Labor

 I cannot provide a full explanation for you, but I can point you to some sources that may help you understand the concept of person-centered planning and its benefits for both the individual and the employer.  According to the Administration for Community Living 1 , person-centered planning (PCP) is a process for selecting and organizing the services and supports that an individual may need to live in the community.  It is a process that is directed by the person who receives the support 1 .  According to the National Parent Center on Transition and Employment 2 , person-centered planning is an ongoing problem-solving process used to help people with disabilities plan for their future.  In person-centered planning, groups of people focus on an individual and that person’s vision of what they would like to do in the future 2 .  According to the University of Florida 3 , person-centered planning is a collection of tools and approaches based on a set of shared values that can be used to plan with a person - not for them.  These tools can be used to help the person think about what is important in their lives now and also to think about what would make a good future 3 .  Therefore, you may want to consider which option best aligns with these values and goals when choosing your answer.  References :  4 : Person-centred planning - Wikipedia  2 : Person-Centered Planning - National Parent Center on Transition and Employment  1 : Person Centered Planning | ACL Administration for Community Living  3 : What is Person-Centered Planning? - University of Florida

Motivational interviewing is a client-centered, directive method for enhancing intrinsic motivation to change by exploring and resolving ambivalence 1 .  It is based on the principles of collaboration, evocation, and autonomy 2 . The best question to ask using motivational interviewing techniques is one that reflects these principles and helps the client to examine their own reasons and consequences for their behavior. Therefore, the option C, “Can you help me understand your decision to steal candy?” is the best question to ask, as it invites the client to share their perspective without judgment, expresses curiosity and empathy, and allows the client to have autonomy over their choices. The other options are not consistent with motivational interviewing techniques because:

A. “What do you think will happen if you get caught by the manager?” is a question that focuses on the external consequences of the behavior, rather than the internal motivation to change. It may also imply a threat or a warning, which could increase the client’s resistance or defensiveness.

B. “If you get caught you can be prosecuted; are you going to keep stealing?” is a question that confronts the client with a negative outcome and a closed-ended question that limits the client’s response. It may also elicit a negative reaction from the client, such as denial, rationalization, or hostility.

D. “That was not very smart; what made you think that was a good idea?” is a question that criticizes the client’s intelligence and judgment, and implies that the counselor knows better than the client. It may also damage the rapport and trust between the counselor and the client, and make the client feel ashamed or angry.  References :

Motivational Interviewing

Motivational Interviewing: Definition, Techniques, and Efficacy

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 workplace 1 .  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-workers 2 .  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 friendship 3 .  Natural supports can enhance the employee’s performance, satisfaction, retention, and career development 4 .  Therefore, if Ava’s co-workers are willing to provide various types and degrees 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 environment 5 .

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 outcomes 6 .  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 supports 7 .  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

The LEAST appropriate FIRST step is to help her get a small business loan. This would be premature and risky, as it would involve committing to a financial obligation without having a clear and realistic business plan. It would also bypass the important steps of assessing her strengths, interests, needs, and goals, as well as researching the market and the feasibility of her business idea. The other options are more appropriate and helpful because:

A. Visiting local businesses would help her to learn from other entrepreneurs, network with potential partners or customers, and identify the opportunities and challenges of running a business in her community.

B. Determining her prior work experience would help her to evaluate her skills, knowledge, and abilities, as well as her areas of improvement and development. It would also help her to showcase her qualifications and achievements to potential investors or lenders.

C. Learning why she wants to start her own business would help her to clarify her vision, mission, and values, as well as her motivation and passion. It would also help her to set realistic and attainable goals and objectives for her business.  References :

CESP Candidate Handbook , page 12, Domain 2: Individualized Employment and Career Planning, Task 2.20: Self-employment resources for job seeker, Knowledge of 2.20.1: Self-employment options and resources

CESP Practice Exam , question 5, answer C: The job seeker’s strengths, interests, needs and conditions for employment.

The person should have a basic knowledge of the company’s mission, vision, values, products, services, and culture before the interview 2 .

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 reviews 2 .

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 referrals 2 .

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 information 2 .

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 interviewer 2 . 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 unnecessary 3 .

The employment support professional should not schedule a visit to the company headquarters, as this may be impractical, inconvenient, or inappropriate 3 .

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 abilities 3 .  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

Employment First is a national systems-change framework centered on the premise that all individuals, including those individuals with the most significant disabilities, are capable of full participation in Competitive Integrated Employment (CIE) and community life 1 .  Under this approach, publicly-financed systems are urged to align policies, regulatory guidance, and reimbursement structures to commit to CIE as the priority option with respect to the use of publicly-financed day and employment services for youth and adults with significant disabilities 1 .  Many states have formally committed to the Employment First framework through official executive proclamation or formal legislative action 1 .  Employment First is also one of the core values and principles of APSE, the Association of People Supporting Employment First 2 .  References :  1 : Employment First | U.S.  Department of Labor  2 : About APSE - APSE

The best next step for the employment support professional is to research local trade organizations and trade schools.  This is because working as a plumber usually requires some level of training, certification, or apprenticeship, depending on the state and local regulations 1 . Trade organizations and trade schools can provide information on the requirements, opportunities, and resources for pursuing a career in plumbing.  They can also help connect the job seeker with potential employers, mentors, or peers in the field 2 . Researching these options can help the employment support professional and the job seeker plan a realistic and individualized career path that matches the job seeker’s interests, goals, and abilities.

References :

1 : How to Become a Plumber 1

2 : Plumbing Trade Organizations 2

A vocational profile is a tool that helps identify the job seeker’s interests, skills, abilities, preferences, and support needs for employment. A vocational profile should include information that is relevant, accurate, and individualized to the job seeker. The information should be gathered from multiple sources, such as interviews, observations, assessments, and records. The information should also reflect the job seeker’s voice and choice, and respect their right to self-determination and empowerment. Therefore, the LEAST appropriate piece of information to include in a vocational profile is the parent’s desire for the job seeker to work in a warehouse, as this may not align with the job seeker’s own goals, preferences, or abilities. The parent’s desire may also limit the job seeker’s options and opportunities for competitive, integrated employment. The other options are more appropriate to include in a vocational profile, as they provide useful information about the job seeker’s work environment preferences, reading ability, and success conditions.  References :  CESP Examination Content Outline ,  Certified Employment Support Professional

Networking is the process of establishing and maintaining relationships with people who can provide information, leads, or referrals for potential employment opportunities 1 .  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 publicly 2 . 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 employment 3 .  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

The Work Opportunity Tax Credit (WOTC) is a federal tax credit available to employers for hiring and employing individuals from certain targeted groups who have faced significant barriers to employment 1 .  The WOTC aims to promote workplace diversity and facilitate access to good jobs for American workers 1 .  The WOTC is available for wages paid to certain individuals who begin work on or before December 31, 2025 2 .

Under the WOTC program, participating employers may do all the following:

Hire as many new individuals who qualify for these tax savings as they need 3 . There is no limit on the number of individuals an employer can hire to qualify for the WOTC.

Make the hiring decisions 3 . The employer has the sole discretion to decide whom to hire and whether to claim the WOTC for eligible employees.

Complete minimal paperwork to claim the tax credit 3 .  The employer and the job applicant must complete Form 8850, Pre-Screening Notice and Certification Request for the Work Opportunity Credit, and submit it to the State Workforce Agency within 28 days of the new employee’s start date 1 .  The employer must also file Form 5884, Work Opportunity Credit, or Form 5884-C, Work Opportunity Credit for Qualified Tax-Exempt Organizations Hiring Qualified Veterans, to claim the credit 1 .

However, participating employers may not do the following:

Hire members of their family who are disabled. The WOTC is not available for hiring relatives or dependents of the employer or the employer’s shareholders, partners, or members. This rule applies regardless of whether the relative or dependent belongs to a targeted group or not.

Therefore, the correct answer is A.  Hiring members of their family who are disabled is the only option that is not allowed under the WOTC program.  References :  1 : Work Opportunity Tax Credit  2 : Small businesses can benefit from the work opportunity tax credit  3 : What is Work Opportunity Tax Credit? Tax Credit : CESP Examination Content Outline, Domain 3, 3J

 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 employer 1 . 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 rates 2 .

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 preferences 1 .

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 employee 1 .

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 productivity 1 .  References : 

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

A reasonable accommodation is any change to the job, the work environment, or the way things are usually done that allows a person with a disability to perform the essential functions of the job and enjoy equal employment opportunities 1 2 .  A reasonable accommodation may include modifying an employee’s work schedule, such as allowing flexible hours, part-time work, or telework, as long as it does not create an undue hardship for the employer 1 2 3 .  An undue hardship is an action that requires significant difficulty or expense for the employer, considering factors such as the nature and cost of the accommodation, the size and financial resources of the employer, and the impact of the accommodation on the operation of the business 2 .  A reasonable accommodation does not include removing essential job functions, which are the fundamental duties of the position 2 .  A reasonable accommodation also does not include reducing production standards, which are the quantity or quality of work expected of all employees in the same position 2 .  A reasonable accommodation does not include allowing inconsistent job attendance, which may affect the performance of the essential functions or the employer’s ability to conduct business 2 .  References :

Reasonable Accommodations in the Workplace

Enforcement Guidance on Reasonable Accommodation and Undue Hardship under the ADA

Accommodations

Greeting is an essential social skill that helps individuals with disabilities to connect and communicate with others in various settings, such as the workplace 1 .  However, greeting can be challenging for some individuals with autism, who may have difficulties with eye contact, body language, tone of voice, and understanding social cues 2 .  Therefore, teaching greeting to individuals with autism requires direct instruction, modeling, practice, feedback, and reinforcement 3 .

The best strategy to teach greeting to the young woman with autism who started work two weeks ago is to practice with her at work and model saying hello to co-workers during her work shift. This strategy has several advantages:

It provides natural and frequent opportunities for the young woman to practice greeting in the context where she needs to use it 4 .

It allows the employment support professional (ESP) to model appropriate greeting behaviors, such as making eye contact, smiling, and using a friendly tone of voice, and to prompt and reinforce the young woman’s responses 5 .

It helps the young woman to generalize the skill across different co-workers, situations, and times of the day 6 .

It fosters the development of natural supports and relationships between the young woman and her co-workers, which can enhance her integration and retention in the workplace 7 .

The other strategies are not as effective as the one above, because:

Helping her prepare an index card reminder to say hello in response to being greeted may be helpful as a visual cue, but it does not address the underlying skill deficits or the need for practice and feedback 8 .

Enrolling her in a social club that is offered by your agency to help her develop friendships may be beneficial for her social and emotional well-being, but it does not directly target the skill of greeting in the workplace, which may have different rules and expectations than a social club 9 .

Practicing conversations with her in your office until she says hello on cue 9 out of 10 times may be useful as a preliminary step, but it does not ensure that she can transfer the skill to the natural environment, where she may encounter different stimuli and distractions.

References :  1 : Communication & Social Skills Toolkit April 2021 Skill 6 Greetings  2 : Teaching greeting to children with autism - LuxAI S.A.  3 : Teaching Greetings: How to Respond to Hello | Blue Parachute  4 : Naturalistic Intervention Fact Sheet - National Professional Development Center on Autism Spectrum Disorder  5 : Modeling - National Professional Development Center on Autism Spectrum Disorder  6 : Generalization and Maintenance of Skills - National Professional Development Center on Autism Spectrum Disorder  7 : Natural Supports in the Workplace: A Reexamination of Supported Employment  8 : Visual Supports - National Professional Development Center on Autism Spectrum Disorder  9 : Social Skills and Autism Spectrum Disorder - Autism Speaks : Discrete Trial Training - National Professional Development Center on Autism Spectrum Disorder

 The LEAST appropriate response is to discuss this with him publicly so that his co-workers and manager know that you have addressed the concern. This would violate his right to privacy and dignity, and could also damage his relationships with his colleagues and employer. It could also increase his stress and anxiety, which could worsen his behavior. A better approach would be to speak with him privately and respectfully, and try to understand the reasons behind his rudeness. You could also observe him at work and provide feedback and support as needed. You could also ask the manager how she normally handles discipline with her employees and encourage her to treat him like everyone else, as long as it is fair and consistent.  References :

CESP Candidate Handbook , page 13, Domain 4: Workplace and Related Supports, Task 4.2: Provide ongoing support to the individual and employer to maintain employment, Knowledge of 4.2.1: Strategies for providing feedback and support to the individual and employer

CESP- ASPE Flashcards , card 66, Job Coaching, Definition: The process of providing on-the-job training and support to individuals with disabilities to help them learn and perform the work and adjust to the work environment.

According to the ADA National Network 1 , a reasonable accommodation is any change to the job, the work environment, or the way things are usually done that allows a person with a disability who is qualified for the job to perform the essential functions of that job and enjoy equal employment opportunities. Examples of reasonable accommodations include making existing facilities accessible; job restructuring; part-time or modified work schedules;  acquiring or modifying equipment ; changing tests, training materials, or policies; and providing qualified readers or interpreters.  Lowering the quality or quantity standards for work, or reallocating an essential function of a job, are not reasonable accommodations, as they would alter the fundamental nature of the job or the employer’s expectations.  References :  1 : Reasonable Accommodations in the Workplace | ADA National Network

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 environments 1 . 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 Americans with Disabilities Act (ADA), a person with a disability is not required to disclose their disability to an employer at any point in the hiring process, unless they need a reasonable accommodation to participate in the application process or to perform the essential functions of the job 1 . Therefore, Tom is not required to disclose his epilepsy to his employer before, during, or after the interview, unless he needs an accommodation such as flexible work hours, breaks, or a quiet work environment.  If he does need an accommodation, he should disclose his disability before the accommodation is requested, and provide relevant documentation to support his request 2 .  References :  1 :  Disability Disclosure and Interviewing Techniques for Persons with Disabilities   2 :  CESP Content Outline - CESP

According to the CESP Candidate Handbook 1 , 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. 

According to the APSE Employment Support Professional (CESP) certification handbook 1 , one of the core values and principles of practice is to respect the individual’s right to self-determination and informed choice. This means that the employment support professional should support the individual’s preferences and goals, and not impose their own opinions or decisions on them. Therefore, the employment support professional should not answer the questions for the individual (A), disclose the individual’s disability without their consent (B), or discourage the individual from seeking their assistance (D). The most appropriate way to provide support is to explain their role in the process and to provide support as needed after the individual introduces themselves ©.  This way, the employment support professional can help the individual prepare for the interview, clarify any questions or concerns, and facilitate communication and accommodation if necessary 2 3 4 .  However, the employment support professional should also respect the individual’s autonomy and let them take the lead in the interview as much as possible 2 3 .  References :

APSE Employment Support Professional (CESP) certification handbook

Face-to-Face Interviewing | Business Communication Skills for Managers

How to Conduct a Face-to-Face Interview Best Practices - BerniePortal

Interview advice | National Careers Service

Motivational interviewing is a counseling approach that helps people find the motivation to make positive behavior changes.  It is based on the use of a guiding style that is collaborative, evocative, and honors client autonomy 1 .  Asking open-ended questions is one of the core skills of motivational interviewing, as it encourages the client to elaborate and dive deeper into their own reasons and goals for change 2 .  Open-ended questions also demonstrate interest and respect for the client’s perspective, and avoid imposing the counselor’s agenda or opinions 3 .

The other options are not the best descriptions of the motivational interviewing technique. Option B, inquiring about barriers to employment, may be relevant for some clients, but it is not specific to motivational interviewing. It may also focus too much on the negative aspects of the client’s situation, rather than eliciting their strengths and resources. Option C, encouraging the support person to answer, may violate the client’s autonomy and privacy, and may undermine the collaborative relationship between the counselor and the client. Option D, focusing on the person’s medical needs, may also be important for some clients, but it is not the main focus of motivational interviewing.  It may also neglect the client’s psychological, social, and emotional needs, and may not address the client’s ambivalence or readiness for change.  References :  1 :  Motivational Interviewing: Definition, Techniques, and Efficacy   2 :  7 Motivational Interviewing Techniques For Professionals   3 :  Motivational interviewing | The BMJ

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

 When presenting your employment services to the local Chamber of Commerce, you should focus on the value proposition of hiring the individuals you represent, rather than their disabilities. Providing definitions or explanations of the disabilities of the job seekers you represent may create stereotypes, stigma, or pity, which are not conducive to building trust and respect with potential employers. Instead, you should highlight the consumer base and buying power of people with disabilities, the benefits of hiring the individuals you represent (such as skills, diversity, loyalty, etc.), and the tax incentives or other value-added benefits for businesses (such as reduced turnover, increased productivity, etc.). 

The Trial Work Period (TWP) is a Work Incentive that allows SSDI recipients to test their ability to work for at least 9 months and still receive full disability benefits, regardless of their earnings. The 9 months do not have to be consecutive, but are counted within a rolling 60-month period. Any month in which the earnings exceed a certain amount ($970 in 2022) is considered a month of service for the TWP. After completing the TWP, SSDI recipients enter a 36-month Extended Period of Eligibility (EPE), during which they may receive benefits for any month their earnings are below the Substantial Gainful Activity (SGA) level ($1,350 for non-blind individuals and $2,260 for blind individuals in 2022).  References :  Trial Work Period - The United States Social Security Administration ,  What You Need to Know About the Trial Work Period ,  Trial Work Period (TWP) - Ticket to Work - Social Security

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 goals 1 .  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 them 2 .  Person-centered planning is based on the values of self-determination, inclusion, and empowerment 3 .

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 order 4 .  Systematic instruction is the method of providing clear and consistent cues, prompts, feedback, and reinforcement to help the person learn and perform a task 5 .  People-first language is the way of communicating that respects the person as an individual, and avoids labels or stereotypes based on their disability 6 .  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

A situational assessment is a process of observing and evaluating a person’s skills, interests, and abilities in a real work setting 1 .  The purpose of a situational assessment is to identify the person’s strengths, preferences, and support needs for employment 2 . Based on the information given, the best option for scheduling a situational assessment for the 24-year-old woman is a local recreational center that runs an after-school art program for young children. This option matches her interest in children and art, and provides an opportunity to demonstrate her creativity and interpersonal skills.  The other options are less suitable because they either do not align with her interests, do not offer a variety of tasks, or do not provide a natural work environment.  References :  1 : Focus On: Six strategic steps for situational assessment 3   2 : CESP study guide 2   3 : https://www.publichealthontario.ca/-/media/documents/F/2015/focus-on-situational-assessment.pdf?la=en

Completing the job tasks for the individual is not a helpful training technique, because it does not promote the individual’s learning, independence, or self-confidence. It may also reinforce the individual’s frustration and dependence on others.  Instead, a better approach would be to provide positive reinforcement, break down the task into smaller steps, use prompts and cues, and offer feedback and support 1 2 .  References :  1 : CESP™ - Association of People Supporting Employment First  2 : Computer-Assisted Cognitive Re-Training as An Intervention for Children …

The BEST solution to resolve this problem is to request a noise-canceling headset from the employer. This would help the employee to focus on the callers and block out the distracting sounds around her. It would also be a low-cost and reasonable accommodation that the employer could provide. The other options are not as effective or feasible because:

A. Referring her to vocational rehabilitation would not address the immediate issue of noise in the workplace. It would also imply that she needs to change her career or find a different job, which may not be her preference or goal.

B. Referring her to occupational therapy for further evaluations would also not address the immediate issue of noise in the workplace. It would also involve additional costs and time for the employee and the employer, and may not result in any useful recommendations or solutions.

D. Moving her to an office away from her co-workers would not be a low-cost solution, as it would require rearranging the office space and possibly affecting the productivity and morale of other employees. It would also isolate her from her team and reduce her opportunities for social interaction and support.  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- ASPE Flashcards , card 67, Reasonable Accommodation, Definition: Any change or adjustment to a job or work environment that permits a qualified applicant or employee with a disability to participate in the job application process, to perform the essential functions of a job, or to enjoy benefits and privileges of employment equal to those enjoyed by employees without disabilities.

 According to the CESP handbook, one of the core competencies of an employment support professional is to facilitate self-employment and customized employment opportunities for individuals with disabilities 1 .  Self-employment is a form of integrated employment that allows individuals to create their own businesses based on their strengths, preferences, and interests 2 .  Customized employment is a process of individualizing the employment relationship between a job seeker and an employer based on the needs of both 3 .  To facilitate self-employment and customized employment, an employment support professional may need to collaborate with various team members, such as small business development consultants, family members or friends, and other community partners 4 . However, a representative of the individual’s medical team may not be the most important team member to support his business venture, as the medical team’s role is more focused on the individual’s health and rehabilitation needs, rather than his vocational goals and aspirations. While the medical team may provide some input on the individual’s abilities and limitations, they may not have the expertise or the authority to assist with the business and marketing plan, the coordination of resources and supports, or the networking, bookkeeping, and transportation aspects of the self-employment venture.  Therefore, a representative of the individual’s medical team is the least important team member to support his business venture, compared to the other options.  References :  1 : CESP Candidate Handbook, page 5  2 :  Self-Employment for People with Disabilities   3 :  Customized Employment   4 :  Self-Employment Toolkit

When negotiating a possible job for a client, the most useful strategy is to present the job seeker in a positive and persuasive way that highlights their skills, abilities, and contributions to the organization. This can help to create a favorable impression of the job seeker and demonstrate how they can meet the employer’s needs and goals. By focusing on the value proposition of the job seeker, the negotiator can also avoid the pitfalls of the other options, such as appearing desperate, patronizing, or unrealistic. Option B is not the most useful strategy because showing all the tax breaks that the business would get from hiring the job seeker may not be enough to convince the employer to hire them, especially if they have other concerns or preferences. Moreover, relying too much on tax incentives may undermine the job seeker’s credibility and self-esteem, as it implies that they are not worth hiring for their own merits. Option C is not the most useful strategy because explaining why hiring a person with a disability is the right thing to do may not be relevant or persuasive to the employer, who may have different motivations or values. Furthermore, appealing to moral or ethical arguments may backfire, as it may make the employer feel guilty, defensive, or resentful, which can damage the relationship and trust between the parties. Option D is not the most useful strategy because promising to have a support staff with the person as long as the employer wants may not be feasible or desirable, as it may create dependency, liability, or interference issues. Additionally, promising something that may not be possible or necessary may reduce the negotiator’s credibility and bargaining power, as it may signal a lack of confidence or honesty.  References :

Negotiating a Job Offer? Here’s How to Get What You Want.

6 Negotiation Skills All Professionals Can Benefit From

15 Rules for Negotiating a Job Offer

A reasonable accommodation is any change to the application or hiring process, to the job, to the way the job is done, or the work environment that allows a person with a disability who is qualified for the job to perform the essential functions of that job and enjoy equal employment opportunities 1 .  Reasonable accommodations are required by the Americans with Disabilities Act (ADA) and the Rehabilitation Act for employers who have 15 or more employees 1 2 .

Among the four options, only D is not an example of a reasonable accommodation, because orientation training for new employees is not a change that is specifically related to a person’s disability.  Orientation training is a benefit or privilege of employment that is typically provided to all new employees, regardless of their disability status 1 3 .  Therefore, providing orientation training is not a reasonable accommodation, unless the training itself is modified to accommodate a person’s disability (such as providing sign language interpreters, materials in alternative formats, or assistive technology) 1 3 .

Options A, B, and C are examples of reasonable accommodations, because they are changes that are specifically related to a person’s disability and enable them to apply for, perform, or enjoy the benefits of a job.  An application in larger print is a reasonable accommodation for a person with a visual impairment who may have difficulty reading standard print 1 2 .  A wheelchair ramp is a reasonable accommodation for a person with a mobility impairment who may have difficulty accessing a building or a work area 1 2 .  A headset to enable hands-free access to the phone system is a reasonable accommodation for a person with a manual dexterity impairment who may have difficulty holding or dialing a phone 1 2 .

References :

1 : Reasonable Accommodations in the Workplace | ADA National Network

2 : Enforcement Guidance on Reasonable Accommodation and Undue Hardship under the ADA | U.S. Equal Employment Opportunity Commission

3 : Reasonable Accommodations - U.S. Office of Personnel Management

The best way for an employment support professional to assist a new hire to participate in an employer’s training is to provide supports based on needs identified by the new hire. This is because the new hire is the best source of information about their own strengths, preferences, and challenges, and the employment support professional should respect their autonomy and self-determination. Providing individualized supports can help the new hire learn the skills and knowledge required for the job, as well as build confidence and trust with the employer and co-workers. Asking the employer to provide special training, having a co-worker explain the unwritten rules, or attending the training on behalf of the new hire are not the best methods, as they may imply that the new hire is not capable of learning the same way as other employees, or that they need extra help or supervision. These methods may also create dependency, stigma, or isolation for the new hire, and may not address their specific needs or goals.  References :

CESP Candidate Handbook , page 5, Domain 4: Workplace and Related Supports, Competency 4.1: Provide individualized supports to the employee based on their needs and preferences.

Online Learning - Association of People Supporting Employment First , Module 4: Workplace and Related Supports, Lesson 1: Individualized Supports.

Labor market data is the collection and analysis of information about the supply and demand of labor in different occupations, industries, and locations. Labor market data can provide information on various aspects of employment, such as wages, hours, skills, education, training, and projections. Among the four options, only earnings are directly related to labor market data, as they reflect the compensation of workers for their labor. Accommodations, transportation, and retirement benefits are not provided by labor market data, as they are not directly related to the value of labor, but rather to the living conditions, mobility, and future security of workers.  References :

U.S. Bureau of Labor Statistics

Economic and Labor Market Data | U.S. Department of Labor

OECD Employment and Labour Market Statistics

The last strategy to use in helping him is to find a new job for him. This option implies that the individual is not capable of performing the job he was hired for, and that there are no possible solutions to improve his situation.  This option goes against the core values and principles of employment support, such as individualization, inclusion, empowerment, and self-determination 1 . Finding a new job for him would also disregard his preferences, goals, and skills, as well as the employer’s needs and expectations.

The other options are more appropriate because they involve exploring ways to enhance the individual’s performance and satisfaction at his current job.  Option B is a good strategy because it can help identify the best assistive technology and ergonomic adjustments that can suit the individual’s needs and abilities 2 .  Option C is also a good strategy because it can help measure the individual’s productivity and efficiency, as well as provide feedback and training to improve his typing skills 3 .  Option D is another good strategy because it can help establish a positive and collaborative relationship with the employer, as well as understand the employer’s perspective and standards for the job 4 .  References :

1 : APSE,  Application of Core Values and Principles to Practice

2 : Job Accommodation Network,  Accommodation and Compliance: Spinal Cord Injuries

3 : CareerOneStop,  Computer Programmers: Skills and Abilities

4 : APSE,  Workplace and Related Supports