Pass the APSE Employment Support Professional CESP Questions and answers with ExamsMirror

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 regulations1. 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 field2. 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 Plumber1

2: Plumbing Trade Organizations2

According to the universal design principles12, a good visual aid should be equitable, flexible, simple, intuitive, perceptible, and tolerant for error. Among the four options, only B meets these criteria. A map on the client’s phone (A) may not be accessible or convenient for all users, especially if they have vision or dexterity impairments, or if they do not have a phone. A printed map in the breakroom © may not be easily visible or available for reference when needed. Written instructions at the main workstation (D) may not be understandable or legible for users with low literacy or language skills. Arrows indicating turns that are taped to the floor (B) are a simple and intuitive way to guide the user along the preferred path, regardless of their abilities or preferences. They are also perceptible in different lighting and noise conditions, and they minimize the risk of errors or accidents. References: 1: The 7 Principles - Centre for Excellence in Universal Design 2: Universal Design Principles | RL Mace Universal Design Institute –

This answer respects the job seeker’s right to privacy and self-determination, as well as the legal requirements of the Americans with Disabilities Act (ADA)1. The ADA prohibits employers from asking about a person’s disability before making a job offer, unless it is related to an essential job function or a reasonable accommodation2. The job seeker has the choice to disclose or not disclose her disability, and the employment support professional should honor that choice and obtain her consent before sharing any information with the employer34. The other answers are not appropriate because they either violate the job seeker’s rights, damage the relationship with the employer, or provide unnecessary information that could lead to discrimination or stigma. References:

Domain 1 Application of Core Values and Principles to Practice1234

Domain 2 Individualized Employment and Career Planning1234

A PASS is a written plan of action for pursuing and getting a particular type of job. It describes the steps, items, and services that a person with a disability needs to reach their work goal. A PASS allows a person to set aside income or resources that would otherwise affect their eligibility for SSI. The money in the PASS account can be used to pay for expenses related to thework goal, such as education, training, equipment, or business start-up costs123. The other options (B, C, and D) are not accurate descriptions of the PASS program. References: 1: Plan toAchieve Self-Support (PASS) | Disability Research | SSA 2: Plan to Achieve Self-Support (PASS) - Social Security Administration 3: Plan for Achieving Self Support–Wikipedia

According to the Americans with Disabilities Act (ADA), employers are required to provide reasonable accommodations for qualified individuals with disabilities, unless doing so would cause an undue hardship. An undue hardship is defined as a significant difficulty or expense in relation to the employer’s size, financial resources, and the nature of its operations. Therefore, when advocating for supports and accommodations for someone with a disability, it is most important to consider that the employer must provide accommodations regardless of the cost unless the employer can prove that the accommodation would create an undue hardship. The other options are incorrect because:

B. The accommodations may be used by other employees as well, as long as they do not interfere with the performance of the employee with a disability or create a safety hazard.

C. The accommodations are not the decision of one person, but rather the result of an interactive process between the employer and the employee with a disability, and possibly a third party such as a vocational rehabilitation counselor or an employment support professional.

D. The accommodations are not limited to physical accommodations, but may also include changes to the work environment, work schedule, work tasks, work equipment, work policies, or work procedures, depending on the individual’s needs and preferences. References:

Reasonable Accommodations in the Workplace

Disability and Health Inclusion Strategies

According to the CESP handbook, one of the core competencies of an employment support professional is to facilitate natural supports in the workplace1. Natural supports are the relationships and assistance that occur among co-workers and supervisors in a typical work environment2. They can help the employee with ADHD to integrate into the work culture, learn new skills, and receive feedback and encouragement3. Working with the employee at all times to keep him on task is the least important structured activity because it may undermine his autonomy, self-confidence, and motivation. It may also create a dependency on the employment support professional and prevent the development of natural supports. A better approach would be to help the employee find strategies to cope with his ADHD symptoms, such as minimizing distractions, breaking down tasks, using reminders, and taking breaks4. Movinghim to a less busy time of the day, developing a routine of tasks, and having the co-workers be his natural supports are all more important structured activities than working with him at all times. References: 1: CESP Candidate Handbook, page 5 2: CESP Candidate Handbook, page 18 3: Natural Supports in the Workplace 4: ADHD in the Workplace

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

Non-paid work experiences (NPWE) are opportunities for students and job-seekers with disabilities to gain exposure to different work settings and tasks, without receiving wages from the employer1. The purpose of NPWE is to provide vocational exploration, assessment, and training, and to facilitate the transition to competitive, integrated employment2. Therefore, NPWE must follow certain guidelines and regulations to ensure that they are not exploitative, discriminatory, or detrimental to the participants or the labor market3.

One of the key guidelines for NPWE is that they must not displace regular employees or impair existing contracts for services4. This means that the NPWE participants must not perform work that would otherwise be done by paid workers, or that would reduce the hours or wages of paid workers5. The NPWE participants must also not be used to fill in for absent employees, or to meet the employer’s labor needs during peak periods. The NPWE must be primarily for the benefit of the participant, not the employer.

In this case, option B is the most likely to be in violation of the guidelines for NPWE, as Susan is performing tasks that are normally done by the beauticians, such as cleaningand folding towels, sweeping the floors, and other odd jobs. Her work helps the beauticians, who are paid workers, and may reduce their workload or hours. This situation may also imply that Susan is not receiving adequate instruction, supervision, or support from the school or the employer, as she is not engaged in any meaningful or relevant work activities that match her vocational interests or goals. Therefore, option B is not a valid NPWE, but a form of exploitation or displacement of regular employees. References: 1: VA Non-Paid Work Experience Factsheet, page 1 2: Certified Employment Support Professional Candidate Handbook, page 5 3: CESP Examination Content Outline, Domain 2, 2Q 4: CESP Examination Content Outline, Domain 1, 1K 5: CESP study guide Flashcards, question 9 : CESP study guide Flashcards, question 10 : CESP study guide Flashcards, question 11

Impairment-related work expenses, earned income exclusion, and trial work periods are examples of work incentives, which are special rules that make it possible for people with disabilities receiving Social Security or Supplemental Security Income (SSI) to work and still receive monthly payments and Medicare or Medicaid1. Work incentives are designed to help people with disabilities transition to work while minimizing the risk of losing theirbenefits2. Disclosure terms are the conditions under which a person with a disability chooses toshare information about their disability with others, such as employers or co-workers3. Tax credits are reductions in the amount of tax that a person or business owes to the government, such as the Earned Income Tax Credit (EITC) or the Work Opportunity Tax Credit (WOTC)4. Employer benefits are non-wage compensations provided to employees in addition to their normal wages or salaries, such as health insurance, retirement plans, or paid leave. References: 1: CESP Candidate Handbook, page 9. Download here. 2: Social Security Administration. [Work Incentives]. 3: CESP Candidate Handbook, page 11. Download here. 4: Internal Revenue Service. [Tax Credits]. : U.S. Department of Labor. [Employee Benefits].

 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.).