All Obstacles During CESP Exam Preparation with CESP Real Test Questions
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NEW QUESTION # 68
An individual you serve has heard repeated myths about losing Supplemental Security Income (SSI) due to earned wages. Which of the following is the BEST way to dispel these myths?
- A. Suggest that the individual call the Social Security Administration to get more information.
- B. Suggest that if the Social Security Administration claims that the individual no longer has a disability, he can appeal the decision.
- C. Provide informational literature on disability benefits and work incentives and offer to refer the individual to have a benefits analysis.
- D. Suggest that the Social Security Administration may never know that the individual is working.
Answer: C
Explanation:
According to the CESP Candidate Handbook1, one of the core competencies of Domain 1 (Application of Core Values and Principles to Practice) is to "provide information and support to individuals and theirfamilies regarding the impact of employment on benefits". This involves educating the individual and their family about the various work incentives and programs that can help them retain some or all of their disability benefits while working, such as the earned income exclusion, the student earned income exclusion, the Plan to Achieve Self-Support, the Ticket to Work program, and others. Providing informational literature on disability benefits and work incentives and offering to refer the individual to have a benefits analysis is the best way to dispel the myths about losing SSI due to earned wages, as it will help the individual understand their rights and options, and make informed decisions about their employment goals. Suggesting that the individual can appeal the decision of the Social Security Administration, call them for more information, or hide their work activity are not effective or ethical ways to address the individual's concerns, as they do not provide accurate or comprehensive information, and may create more confusion or fear for the individual. References: 1: CESP Candidate Handbook, page 4.
NEW QUESTION # 69
Ann has autism and a reputation for challenging behaviors. She lost her prior retail job after refusing to punch in using the clock at work and running out the back door of the store. Which of the following should you do FIRST in supporting Ann in her new job?
- A. Describe Ann's challenging behaviors, including her prior retail experience, to her new supervisor tohelp him anticipate any problems that they may encounter.
- B. Review any data, previous training programs, and records to identity positive reinforcers or events that have been used to assist Ann in managing her challenging behaviors.
- C. Identify a back-up staff person who can come to the job site immediately if Ann has problems.
- D. Suggest to your program manager that Ann be assigned to an enclave placement until she can demonstrate positive work skills.
Answer: B
Explanation:
According to the CESP Candidate Handbook1, one of the knowledge areas for Domain 2: Individualized Employment and Career Planning is "Strategies for addressing challenging behaviors in the workplace". 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 evidence-based practice for supporting Ann in her new job.
Option B is the best answer because it involves reviewing any relevant data and information that can help identify what triggers Ann's challenging behaviors, what motivates her to work, and what strategies have been successful in the past. This can help the employment support professional to design a personalized and proactive plan for Ann that can increase her chances of success and satisfaction in her new job.
Option A is not the best answer because it suggests that Ann should be segregated from the integrated community workplace and placed in a sheltered setting until she proves herself. This goes against the core values and principles of APSE and the CESP credential, which promote inclusion, choice, and self-determination for people with disabilities2.
Option C is not the best answer because it implies that Ann is likely to have problems and that the employment support professional is not confident or competent enough to handle them. This can create a negative impression of Ann and her abilities to the employer and the co-workers, and undermine her self-esteem and independence. Moreover, having a back-up staff person is not a guarantee that Ann will not have challenging behaviors, and it does not address the root causes or the solutions for them.
Option D is not the best answer because it focuses on the negative aspects of Ann's behavior and history, rather than her strengths and interests. This can also create a biased and unfavorable view ofAnn to the employer and the co-workers, and lower their expectations and support for her. Furthermore, describing Ann's challenging behaviors without providing any context, rationale, or intervention plan is not helpful or professional.
References: 1: CESP Candidate Handbook 2: APSE Ethical Guidelines for Professionals in Supported Employment
NEW QUESTION # 70
Which of the following is considered one of the principles of Employment First?
- A. Enclave employment
- B. Zero exclusion
C Job ready - C. Work adjustment
Answer: B
Explanation:
Zero exclusion is one of the principles of Employment First, which means that all individuals with disabilities, regardless of the level or type of disability, are presumed to be capable of working in competitive integrated employment (CIE) with appropriate services and supports. This principle rejects the notion that some people are "too disabled" to work or need to meet certain criteria before they can access employment services.
Instead, it affirms the right and opportunity of every person with a disability to pursue their employment goals and aspirations. References: APSE: Employment First Definition and Principles, Employment First | U.S.
Department of Labor
NEW QUESTION # 71
Which of the following should the employment support professional utilize when supporting the job-seeker to work independently?
- A. Benefits plan
- B. Risk assessment
- C. Fading plan
- D. Job skills assessment
Answer: C
NEW QUESTION # 72
You receive a referral for supported employment services for an individual whom your program worked with in the past. When previously served, this individual was minimally engaged and had difficulty with follow through. Which of the following is the MOST appropriate way to proceed with this individual?
- A. Set up several conditions that he must meet to prove that he will follow through this time.
- B. Refer him to another program or provider with whom he does not have a history.
- C. Meet with him to discuss his employment interests, and engage him in the job development process.
- D. Refer him to a prevocational program to assess his readiness for services.
Answer: C
Explanation:
Supported employment services are a personalized model for supporting people with significant disabilities to secure and retain paid employment in integrated communitysettings12. The model uses a partnership strategy to enable people with disabilities to achieve sustainable long-term employment and businesses to employ valuable workers12. Supported employment services are based on the core values and principles of inclusion, empowerment, choice, respect, dignity, and individualization12.
Among the four options, only C is consistent with these values and principles, and the most appropriate way to proceed with the individual. By meeting with him to discuss his employment interests, and engaging him in the job development process, the supported employment professional can demonstrate respect for his preferences, goals, and abilities, and empower him to take an active role in his own employment journey12. This can also help to build rapport, trust, and motivation, and address anybarriers or challenges that may have affected his previous engagement and follow through34.
Option A is not appropriate, as it implies that the individual is not ready for services, and needs to undergo a prevocational program to assess his skills and abilities. This goes against the supported employment principle of zero exclusion, which states that anyone who wants to work can work, regardless of their level of disability or support needs12. Prevocational programs are often segregated, time-limited, and do not lead to competitive employment outcomes56. Option B is also not appropriate, as it implies that the individual is not committed or responsible, and needs to prove himself before receiving services. This goes against the supported employment principle of empowerment, which states that the individual should be treated as an equal partner, and not as a passive recipient of services12. Setting up conditions may also create a power imbalance, and discourage the individual from engaging in the process78. Option D is also not appropriate, as it implies that the individual is not welcome or valued by the current program or provider, and needs to start over with a new one. This goes against the supported employment principle of inclusion, which states that theindividual should be supported to participate fully in the community, and not be isolated or excluded12. Referring him to another program or provider may also disrupt the continuity of services, and affect the quality of the relationship and the outcomes910.
References:
1: What Is Supported Employment? | British Association for Supported Employment
2: Certified Employment Support Professional - apse.org
3: Supported Employment Services | DSHS
4: What Is Supported Employment? - Integrity, Inc.
5: The Case Against Prevocational Services - ThinkWork
6: Prevocational Services: A Review of the Literature - Journal of Vocational Rehabilitation
7: Motivational Interviewing in Supported Employment - Journal of Applied Research in Intellectual Disabilities
8: Motivational Interviewing in Employment Services - Journal of Rehabilitation
9: The Importance of Continuity in Employment Services - Journal of Vocational Rehabilitation
10: The Impact of Staff Turnover on Employment Services - Journal of Rehabilitation Administration
NEW QUESTION # 73
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 supervisor can contact the employment support professional whenever work expectations are not met.
- B. Ava's co-workers are willing to provide various types and degrees of work support for her.
- C. Ava's family feels that she is now well adjusted to the community.
- D. Ava and her co-workers enjoy having lunch together.
Answer: B
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 # 74
A job seeker has completed career exploration and desires to work as a plumber. What should their employment support professional do NEXT?
- A. Ask if they really want to be a plumber and offer other options.
- B. Encourage them to get a job at a home improvement store.
- C. Search for plumber jobs online.
- D. Research local trade organizations and trade schools.
Answer: D
NEW QUESTION # 75
Motivational interviewing is designed to help an individual with all the following EXCEPT:
- A. examining the individual's ambivalence to change
- B. deferring to the vocational rehabilitation counselor for decision making
- C. planning for and beginning the process of change
- D. eliciting and strengthening change talk
Answer: B
Explanation:
Motivational interviewing is a collaborative, goal-oriented method of communication that aims to enhance the individual's intrinsic motivation to change1. It is based on four principles: expressing empathy, developing discrepancy, rolling with resistance, and supporting self-efficacy2. Motivational interviewing does not involve deferring to the vocational rehabilitation counselor for decision making, as this would undermine the individual's autonomy and self-determination. Rather, motivational interviewing respects the individual's perspective and preferences, and helps them explore and resolve their own ambivalence to change3.
References:
Motivational Interviewing: Helping People Change, Chapter 1
Motivational Interviewing in Employment Services, page 4
APSE CESP Study Guide, page 18, Section 2.2.1
NEW QUESTION # 76
You are supporting Susan, a 41-year-old female with a cognitive disability, at a new job. She is having difficulty remembering the sequence of the tasks she has to complete. Which of the following would be the LEAST reasonable support?
- A. Have the store manager check on her every hour to be sure that she is on the correct task.
- B. Have a job coach support her through her tasks until she becomes more accustomed to her routine.
- C. Allow her to use her phone to reference reminders about which task to complete at specific times.
- D. Hang pictures in the supply closet so that she can refer to them if she is unsure of what to do next.
Answer: A
NEW QUESTION # 77
You are supporting Brad, a 19-year-old male with autism who has a paid job in the mail room at a bank. The mail room employees are holding a blood drive for a non-profit organization after work and have asked Brad to join them in this volunteer service. According to the Fair Labor Standards Act (FLSA), why should Brad NOT be paid for this volunteer activity?
- A. There is no prohibition for anyone employed in the private sector from volunteering in any capacity or line of work in the public sector.
- B. Being paid is required for volunteers with disabilities.
- C. There is a prohibition against employees with disabilities from volunteering in any capacity or line of work in the public sector.
- D. People are allowed to volunteer their services to public agencies except when they are doing work that is not the same as the work in which they are employed.
Answer: A
Explanation:
According to the FLSA, individuals may volunteer their services to public agencies for civic, charitable, or humanitarian reasons, without being considered employees of the public agencies, as long as they offer their services freely and without coercion, and they do not perform the same type of services as their regular employment1. Therefore, Brad can volunteer for the blood drive, which is a charitable activity organized by a non-profit organization, without being paid by the bank, which is his private sector employer. The other options are incorrect because they either misstate or contradict the FLSA provisions regarding volunteers. There is no prohibition against employees with disabilities from volunteering in any capacity or line of work in the public sector, as long as they meet the same criteria as other volunteers1. Being paid is not required for volunteers with disabilities, unless they are employed by the same public agency that they volunteer for2. People are not allowed to volunteer their services to public agencies when they are doing work that is the same as the work in which they are employed, regardless of whether their employer is a public or private entity1. References: Fact Sheet #14A: Non-Profit Organizations and the Fair Labor Standards Act (FLSA), eCFR :: 29 CFR Part 553 Subpart B - Volunteers
NEW QUESTION # 78
Which of the following BEST describes the motivational interviewing technique?
- A. Inquiring about barriers to employment
- B. Focusing on the person's medical needs
- C. Asking open-ended questions
- D. Encouraging the support person to answer
Answer: C
Explanation:
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 autonomy1. 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 change2. Open-ended questions also demonstrate interest and respect for the client's perspective, and avoid imposing the counselor's agenda or opinions3.
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
NEW QUESTION # 79
Which of the following is the BEST way to get the attention of a person with a hearing loss?
- A. tap them lightly on the shoulder
- B. grab their shoulders and turn them toward you
- C. toss a light object at them
- D. speak louder
Answer: A
Explanation:
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 getting the attention of a person with a hearing loss:
The person may use different modes of communication, such as sign language, lip reading, or hearing aids2.
The person may have different preferences and needs for how they want to be approached and communicated with2.
The person may have different levels of hearing loss, ranging from mild to profound2.
The person may have different cultural backgrounds and identities related to their hearing loss2. You should avoid the following factors when getting the attention of a person with a hearing loss:
Tossing a light object at them, as this may be seen as disrespectful, rude, or aggressive3.
Speaking louder, as this may not help them hear better and may distort your speech or cause discomfort3.
Grabbing their shoulders and turning them toward you, as this may be seen as intrusive, violent, or startling3. References: 1: CESP Candidate Handbook, page 5 2: Communicating with People Who Are Deaf or Hard of Hearing 3: Disability Etiquette: Tips on Interacting with People with Disabilities, page
9-10
NEW QUESTION # 80
An employee uses a visual task list to help them manage day-to-day tasks assigned by their supervisor. This is an example of:
- A. an assistive technology tool.
- B. an individualized education plan.
- C. a workplace accommodation.
- D. a task analysis.
Answer: A
NEW QUESTION # 81
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. Counter her concern with success stories you have seen professionally.
- B. Explore what she sees as the risks versus benefits of disclosure, so that she can make an informed decision.
- C. Agree that disclosure often ends badly, and that it is often not a good idea to disclose.
Answer: B
Explanation:
Discuss her disability with the prospective supervisor on your own so that she can be protected by the Americans with Disabilities Act (ADA).
NEW QUESTION # 82
What is the PRIMARY role of the employment support professional?
- A. Provide supervision to the employee.
- B. Ensure the employee remains on task.
- C. Provide integrated employment services.
- D. Ensure the employee takes their scheduled breaks.
Answer: C
NEW QUESTION # 83
You are working with a 29-year-old man who has a mental illness. He works as a janitor in a church in the mornings for 30 hours a week. The employer notices that he has recently started having difficulty staying on task and seems drowsy at work after 2 years of working there. What factor is LEAST likely to be causing his current difficulties at work?
- A. His sleeping pattern/schedule
- B. His work hours
- C. His medication
- D. His general health/mental illness
Answer: B
NEW QUESTION # 84
Which of the following is the MOST appropriate response to a family's concern about their family member working in the community and maintaining a job?
- A. "We can set him up in enclave employment."
- B. "We can try a workshop first if it will make you feel better."
- C. "We can find a good fit for him with the right accommodations."
- D. "We can find a job where he works alone."
Answer: C
Explanation:
This answer reflects the core values and principles of employment support professionals, who believe that all people have the right to work in the general workforce and earn competitive wages. Employment support professionals also respect the self-determination and empowerment of job seekers, and provide individualized services that match their interests, goals, and abilities. The other answers are not appropriate because they suggest limiting the job seeker's options, segregating them from the community, or lowering their expectations. References:
Domain 1 Application of Core Values and Principles to Practice1234
Domain 2 Individualized Employment and Career Planning1234
NEW QUESTION # 85
Of the following, what is the MOST effective strategy for ensuring that people with disabilities are welcomed into the mainstream of a community's workforce?
- A. Developing a marketing approach that represents people with disabilities in a positive, inclusive manner
- B. Assisting the community to establish separate training programs for individuals with disabilities to prepare for competitive employment
- C. Helping employers identify areas of their workplace where employees with disabilities will not interfere with the productivity of other workers
- D. Educating employers about the legal requirements of the Americans with Disabilities Act (ADA)
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.
The most effective strategy for ensuring that people with disabilities are welcomed into the mainstream of a community's workforce is to develop a marketing approach that represents people with disabilities in a positive, inclusive manner. This would be consistent with the task 3.2, which requires the employment support professional to develop and maintain relationships with employers and community partners to facilitate job development and placement. By developing a marketing approach that represents people with disabilities in a positive, inclusive manner, the employment support professional would help to raise awareness and change attitudes about the value and potential of people with disabilities as employees, customers, and citizens. This wouldalso help to promote the benefits of diversity and inclusion in the workplace, such as increased productivity, innovation, and customer satisfaction23.
The other options are not the most effective strategies for ensuring that people with disabilities are welcomed into the mainstream of a community's workforce, because theyeither create or reinforce barriers, stereotypes, or segregation for people with disabilities. Helping employers identify areas of their workplace where employees with disabilities will not interfere with the productivity of other workers (option A) is not an effective strategy, because it implies that people with disabilities are a burden or a problem for the workplace, rather than an asset or a solution. This would also limit the opportunities and choices for people with disabilities, and prevent them from fully participating and contributing to the workplace. Educating employers about the legal requirements of the Americans with Disabilities Act (ADA) (option C) is an important strategy, but it is not the most effective one, because it focuses on the compliance and obligation of employers, rather than the motivation and opportunity of employers. This would also not address the attitudinal and cultural barriers that may exist in the workplace, such as stigma, prejudice, or discrimination. Assisting the community to establish separate training programs for individuals with disabilities to prepare for competitive employment (option D) is not an effective strategy, because it creates segregation and isolation for people with disabilities, rather than integration and inclusion. This would also imply that people with disabilities need special or different training than others, rather than equal or customized training.
References: 1: CESP Candidate Handbook, page 10. 2: Disability and work, ILO, 6. 3: Disability and Employment, United Nations Enable, 5.
NEW QUESTION # 86
An individual has requested that the employment support professional is present during a face-to-face interview. Which of the following would be the MOST appropriate way to provide support?
- A. The employment support professional should inform the employer about the individual's disability that will cause significant challenges on the job.
- B. The employment support professional should not attend the interview because it is the responsibility of the individual to secure employment on their own.
- C. The employment support professional should explain their role in the process and to provide support as needed after the individual introduces themselves.
- D. The employment support professional should introduce the individual and themselves and proceed to answer all the questions.
Answer: C
Explanation:
According to the APSE Employment Support Professional (CESP) certification handbook1, 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 necessary234. However, the employment support professional should also respect the individual's autonomy and let them take the lead in the interview as much as possible23. 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
NEW QUESTION # 87
The Fair Labor Standards Act (FLSA) prescribes standards for:
- A. wages and overtime pay
- B. reasonable accommodations
- C. maternity leave
- D. benefits advisement
Answer: A
Explanation:
The Fair Labor Standards Act (FLSA) is a federal law that establishes minimum wage, overtime pay, recordkeeping, and child labor standards for employees in the private sector and in federal, state, and local governments1. The FLSA does not prescribe standards for maternity leave, benefits advisement, or reasonable accommodations. These are covered by other laws, such as the Family and Medical Leave Act (FMLA), the Employee Retirement Income Security Act (ERISA), and the Americans with Disabilities Act (ADA), respectively234.
References:
1: Fair Labor Standards Act (FLSA) Overview1
2: Family and Medical Leave Act (FMLA) Overview2
3: Employee Retirement Income Security Act (ERISA) Overview3
4: Americans with Disabilities Act (ADA) Overview4
NEW QUESTION # 88
The primary purpose of a task analysis is to:
- A. identify various positions available in an organization
- B. take a job duty and break it down into teachable steps
- C. help the job coach fade from supporting the employee
- D. list the types of responsibilities of the employee
Answer: B
Explanation:
A. take a job duty and break it down into teachable steps Comprehensive and Detailed Explanation: = This question belongs to Domain 4 Workplace and Related Supports, which covers the skills and knowledge needed to provide ongoing support to the employee and the employer in the workplace1. One of the tasks in this domain is to conduct a task analysis of the job duties and expectations2. A task analysis is a process of breaking down a complex job duty into smaller, sequential, and teachable steps3. Theprimary purpose of a task analysis is to help the employee learn the skills and procedures required for the job, and to identify the best methods and strategies for teaching and supporting the employee4. A task analysis can also help the job coach to assess the employee's progress, identify areas of strength and weakness, and plan for fading and natural supports.
Among the four options given, only option A correctly describes the primary purpose of a task analysis.
Option B, listing the types of responsibilities of the employee, is not the primary purpose of a task analysis, but rather a preliminary step before conducting a task analysis. Option C, helping the job coach fade from supporting the employee, is not the primary purpose of a task analysis, but rather a possible outcome of a successful task analysis and training. Option D, identifying various positions available in an organization, is not the primary purpose of a task analysis, but rather a part of the job development process.
Therefore, option A is the correct answer, as it matches the definition and purpose of a task analysis the most. References: 1: CESP Examination Content Outline - CESP 2: CESP Content Outline - CESP 3: Task Analysis - National Professional Development Center on Autism Spectrum Disorder 4: Task Analysis: Steps for Implementation - NationalProfessional Development Center on Autism Spectrum Disorder : Task Analysis
- Virginia Commonwealth University : Job Analysis - Virginia Commonwealth University : Fading Supports - Virginia Commonwealth University : Job Development - Virginia Commonwealth University
NEW QUESTION # 89
When negotiating a possible job for a client, which of the following would be the MOST useful?
- A. Show all the tax breaks that the business would get from hiring the job seeker.
- B. Promise to have a support staff with the person as long as the employer wants.
- C. Explain why hiring a person with a disability is the right thing to do.
- D. Present the job seeker in a manner that establishes the value they would bring to the organization.
Answer: D
NEW QUESTION # 90
You are working with a 19-year-old female who is very nervous about working for the first time. She is concerned that she will not be able to perform the work and will not get along with co-workers or make any friends at work. Which of the following natural supports is MOST likely to help her feel more connected and confident in the workplace?
- A. Ensure that a job coach is always present while she is working.
- B. Secure more therapy so that she can manage her anxiety.
- C. Help her find a co-worker at the job who can empathize with, mentor, and support her on the job.
- D. Ask your supervisor if you can give her your mobile phone number so that she can call you at any time the need arises.
Answer: C
NEW QUESTION # 91
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. pre-screen what information the individual supported needs to know about an employer
- C. find a job that the employment support professional feels is the best fit for the person supported
- 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 # 92
You are meeting for the first time with a 45-year-old male who is considering employment after many years of mental health treatment. Which of the following is the BEST way to know more about him in order to tailor services to meet his needs?
- A. Ask him directly about his background and desire for services.
- B. place him in a job now to determine his capabilities.
- C. Ask family and clinicians who know him well lo inform you about what he has been able lo do in the past and what they think he can do now
- D. Read his case file, because people who have known him probably have written about him. and the file will contain many of the answers you need.
Answer: A
Explanation:
The best way to know more about a job seeker is to ask him directly about his background and desire for services. This is consistent with the principles of self-determination, empowerment, and person-centered planning that are part of the CESP Domain 2 Individualized Employment and Career Planning1. Asking him directly also shows respect for his autonomy and preferences, and allows him to share his strengths, interests, and goals in his own words. Asking family and clinicians, reading his case file, or placing him in a job without his input may provide some useful information, but they may also be biased, outdated, or irrelevant to his current situation and aspirations. Moreover, they may undermine his confidence and motivation to pursue employment. References: 1: CESP Content Outline - CESP
NEW QUESTION # 93
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