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

Networking is the process of establishing and maintaining relationships with people who can provide information, leads, or referrals for potential employment opportunities1. An employment support professional can use networking as a strategy to identify and access the hidden job market, which consists of jobs that are not advertised or posted publicly2. By attending a local Chamber of Commerce event, an employment support professional can meet and interact with local business owners, employers, and other professionals who may have information about current or future job openings, or who may be interested in hiring a job-seeker that the professional supports. This activity is an example of networking, as it involves building connections and exchanging information with potential sources of employment3. References: 1: Developing peer support in the community: a toolkit - Mind 2: TIES Peer Engagement Practice Guides - Institute on Community Integration 3: Understanding and Configuring MSDP - Cisco Community

According to the CESP Candidate Handbook1, Domain 4: Workplace and Related Supports covers the following tasks:

4.1 Assist individuals to understand their rights and responsibilities related to employment, including the Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA), and other relevant laws and policies.

4.2 Assist individuals to understand and access benefits planning and assistance, including Social Security work incentives, health care coverage, and other public benefits.

4.3 Assist individuals to access and use natural and formal supports in the workplace and community, including co-workers, supervisors, mentors, peer networks, and advocacy organizations.

4.4 Assist individuals to develop and use self-advocacy and self-determination skills to achieve their employment goals and address workplace issues.

4.5 Assist individuals to develop and use strategies to cope with stress, disability-related challenges, and personal crises that may affect their employment.

4.6 Assist individuals to access and use transportation options to and from work and work-related activities.

4.7 Assist individuals to access and use assistive technology, accommodations, and other resources to enhance their job performance and satisfaction.

4.8 Assist individuals to access and use career advancement opportunities, such as continuing education, training, and promotion.

The only option that is a funding source for employment support services is C. Ticket to Work (OTW). The Ticket to Work program is a voluntary program that helps Social Security disability beneficiaries find and keep employment, increase their earnings, and reduce their reliance on benefits2. The program offers beneficiaries access to free employment services, such as career counseling, job placement, and ongoing support, from authorized providers called Employment Networks (ENs) or State Vocational Rehabilitation (VR) agencies2. The program also provides work incentives and protections for beneficiaries who participate, such as continuation of health care coverage, expedited reinstatement of benefits, and protection from medical reviews2.

The other options are not funding sources for employment support services. Option A, Work Opportunity Tax Credit (WOTC), is a federal tax credit available to employers who hire and retain workers from certain target groups, such as veterans, ex-felons, and Supplemental Nutrition Assistance Program (SNAP) recipients3. Option B, Earned Income Tax Credit (EITC), is a refundable tax credit for low- to moderate-income working individuals and families, especially those with children4. Option D, Americans with Disabilities Act (ADA), is a civil rights law that prohibits discrimination against individuals with disabilities in all areas of public life, including employment, education, transportation, and access to public and private facilities5. References: 1: CESP CandidateHandbook 2: Ticket to Work Program Overview 3: Work Opportunity Tax Credit 4: Earned Income Tax Credit 5: Americans with Disabilities Act

 An informational interview is a meeting with a potential employer or a person who works in a field of interest to learn more about their business, industry, or occupation. It is not a job interview, but rather a networking and research opportunity12. The main purpose of an informational interview is to gather information that can help with job development and career planning for a job-seeker. Therefore, it is important to ask open-ended questions that can reveal the business’s needs, challenges, culture, and expectations3. The other options (A, C, and D) are not appropriate for an informational interview, as they may come across as too pushy, irrelevant, or premature. References: 1: Informational Interviewing | Career Center 2: Informational Interviewing - Association of People Supporting Employment First 3: CESP study guide Flashcards | Quizlet

it illustrates the universal design principle of equitable use, which means that the design is useful and marketable to people with diverse abilities1. A concrete sidewalk ramp is an example of a design that can benefit people with different mobility needs, such as wheelchair users, stroller users, or people with walkers. It provides the same means of access for all users, without segregating or stigmatizing anyone1.

Answer A is not correct, because it does not demonstrate a universal design principle, but rather an individual adaptation or accommodation. A head pointer is a specialized device that is not widely available or usable by most people. It does not meet the criteria of equitable use, flexibility in use, simple and intuitive use, perceptible information, tolerance for error, low physical effort, or size and space for approach and use1, which are the seven principles of universal design.

Answer B is not correct, because it does not show any specific design feature that is relevant to the universal design principles. Pushing carts in the parking lot is a job task that may or may not be accessible or usable by people with diverse abilities, depending on the design of the carts, the parking lot, and the store. It is not clear how this example relates to any of the universal design principles.

Answer D is not correct, because it is also an example of an individual adaptation or accommodation, not a universal design principle. A picture prompt list is a personalized tool that may help some people with cognitive disabilities, but it is not a design that is applicable or beneficial to all users. It does not meet the criteria of the universal design principles. References

https://www.passitcertify.com/apse/cesp-questions.html

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

 A work-related organizational task is a task that involves arranging, ordering, or coordinating items or activities in a work setting1. The purpose of observing work-related organizational tasks is to assess the job-seeker’s skills, interests, and preferences for different types of work environments and occupations2. Therefore, the observation should be conducted in realistic and natural work settings that match the job-seeker’s vocational goals and potential career paths3.

In this case, the job-seeker is a student with a cognitive disability who enjoys organizational tasks. Options A, B, and D are all examples of work settings where the job-seeker can perform and observe various organizational tasks, such as stocking products, setting tables, and filing documents. These settings can also provide the job-seeker with exposure to different industries, such as retail, hospitality, and education, and help him explore his career interests and options. Option C, however, is not a work setting, but a home setting, where the job-seeker is putting away clean dishes. This option does not provide the job-seeker with a realistic or natural work experience, and it does not help him discover his vocational potential or preferences. Therefore, option C is the least appropriate environment to observe work-related organizational tasks. References: 1: CESP study guide Flashcards, question 8 2: Focus On: Six strategic steps for situational assessment, page 1 3: Certified Employment Support Professional Candidate Handbook, page 5

 When contacting employers to begin job development, it is best to ask for the best time for the employer to meet with you. This shows respect for the employer’s time and schedule, and also allows you to establish rapport and interest. Asking for the best time also gives you an opportunity to follow up and confirm the meeting, and to prepare for the meeting by researching the employer and their needs12. The other options (A, C, and D) are not effective ways to contact employers, as they may be perceived as intrusive, unprofessional, or disinterested. References: 1: Informational Interviewing - Association of People Supporting Employment First 2: CESP study guide Flashcards | Quizlet

 Direct verbal prompting is the most intrusive type of support because it involves telling the individual what to do or say in a specific situation. This type of support may interfere with the individual’s autonomy, self-determination, and natural interactions with others. It may also create dependency and reduce the individual’s confidence and motivation. Direct verbal prompting should be used sparingly and only when other less intrusive types of support are ineffective or inappropriate. Less intrusive types of support include pictures or checklists, which provide visual cues for the individual to follow; indirect verbal prompting, which involves asking open-ended questions or giving hints to guide the individual; and gesturing, which involves using non-verbal signals such as pointing, nodding, or shaking the head to indicate approval or disapproval. References:

CESP™ - Association of People Supporting Employment First

Certified Employment Support Professional - apse.org

Difference between Invasive, Non-invasive, Intrusive & Non-intrusive

Including Specific Types of Supports in Plans Operational Guideline - Personal care supports

Types of OCD | OCD-UK

 According to the U.S. Department of Labor-funded Job Accommodation Network (JAN), 59 percent of accommodations for employees with disabilities cost nothing, while the rest of the accommodations had a typical cost of only $5001. This means that most workplace accommodations for people with a psychiatric disability are either free or very low-cost for the employer. Some examples of such accommodations are flexible scheduling, modified training and supervision, and leave for treatment or recovery234. These accommodations can benefit both the employee and the employer by enhancing productivity, reducing absenteeism, and improving retention24. References:

Accommodations for Employees with Mental Health Conditions

Workplace Accommodations for People with Mental Illness: A Scoping Review

Reasonable accommodations for disabilities - Employer.gov

Workplace Mental Health - Reasonable Job Accommodations

A benefits analysis is a service that helps an individual understand how their income from work may affect their public benefits, such as Social Security, Medicaid, Medicare, food stamps, housing subsidies, etc. A benefits analysis should include a description of all the public benefits that the individual receives, how they are calculated, what are the eligibility criteria, what are the work incentives or special rules that allow the individual to keep some or all of their benefits while working, and what are the reporting requirements and potential consequences of non-compliance. A benefits analysis should also provide the individual with information on how to access benefits counseling and planning services, and how to make informed choices about their employment goals and options. A benefits analysis should not include information on tax credits or employer benefits, as these are not public benefits and are not affected by the individual’s income from work. References: CESP Examination Content Outline, Benefits of Certification

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 employment1. The WOTC aims to promote workplace diversity and facilitate access to good jobs for American workers1. The WOTC is available for wages paid to certain individuals who begin work on or before December 31, 20252.

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

Hire as many new individuals who qualify for these tax savings as they need3. There is no limit on the number of individuals an employer can hire to qualify for the WOTC.

Make the hiring decisions3. 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 credit3. 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 date1. 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 credit1.

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