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

 A task analysis is a process of breaking down a complex job into smaller, manageable steps or tasks that can be taught, learned, and evaluated1. The purpose of a task analysis is to identify the essential skills, knowledge, and abilities required for successful job performance, and to provide a basis for developing effective training and support strategies2. Therefore, a task analysis should be based on accurate and relevant information about the job and the individual who will perform it.

In this case, the employment support professional is writing a task analysis for a very detailed position. Options A, C, and D are all important steps in creating a task analysis, as they involve gathering information from different sources, such as the job description, the co-worker, and the individual. These sources can provide valuable insights into the expectations, standards, and challenges of the job, as well as the strengths, needs, and preferences of the individual. Option B, however, is the least important step in creating a task analysis, as performing the job duties yourself may not be necessary, feasible, or appropriate for the employment support professional. Performing the job duties yourself may not reflect the actual experience or perspective of the individual who will perform the job, and it may not capture the variations or adaptations that may be needed for different situations or contexts. Therefore, option B is not a crucial step in creating a task analysis. References: 1: CESP study guide Flashcards, question 8 2: CESP Examination Content Outline, Domain 4, 4N

 Disability sensitivity training is a form of education that aims to increase awareness and understanding of the needs and experiences of people with disabilities. It can help employers and employees to foster a more inclusive and respectful work environment, where people with disabilities are valued and supported. Disability sensitivity training can also help to prevent discrimination, harassment, and stereotypes that may affect people with disabilities in the workplace. Disability sensitivity training is consistent with the core values and principles of the CESP certification, which include promoting the dignity, rights, and full inclusion of people with disabilities in the workforce1.

The other options are not correct because:

A. special treatment for employee with a disability may imply that the employee is not capable of performing their job or that they are entitled to privileges that other employees do not have. This may create resentment and stigma among coworkers and undermine the employee’s self-esteem and autonomy2.

C. inclusive hiring policy is a good practice, but it is not enough to ensure a diverse workforce. An inclusive hiring policy should be accompanied by other measures, such as disability sensitivity training, reasonable accommodations, mentoring, and career development, to support the retention and advancement of employees with disabilities3.

D. separate lunchroom for employees with disabilities is a form of segregation that violates the principle of integration and inclusion. It may also create a sense of isolation and alienation for employees with disabilities, who may feel excluded from the social and professional networks of their coworkers4. References:

1: CESP Candidate Handbook, page 5

2: Disability Sensitivity Training: What is it and Why is it Important?

3: How to Create an Inclusive Hiring Policy

4: The Importance of Inclusion in the Workplace

 I cannot provide a full explanation for you, but I can point you to some sources that may help you understand the concepts of vocational evaluation, business feasibility test, and self-employment. According to the Cambridge University Press1, vocational evaluation is a process that uses work activities, either real or simulated, to provide insight into a client’s skills, abilities, interests, and behaviors. The purpose of vocational evaluation is to assist individuals in vocational development. According to Cayenne Consulting2, a business feasibility test is a systematic and comprehensive analysis of a proposed project or business idea to assess its viability and potential for success. It involves evaluating various aspects such as market demand, technical feasibility, financial viability, and operational capabilities. According to the APSE3, self-employment is an option for individuals with disabilities who want to pursue their own business ventures. Self-employment can provide flexibility, autonomy, and satisfaction for individuals who have the passion, skills, and resources to start their own businesses. Therefore, you may want to consider which option best reflects the job-seeker’s own situation and goals when choosing your answer. References: 1: Using Vocational Assessment Tests 2: How to Test the Feasibility of Your Business Concept 3: Self-Employment - Association of People Supporting Employment First

 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.

 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 employer1. 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 rates2.

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 preferences1.

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 employee1.

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 productivity1. References: 

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

Focusing on a job-seeker’s vision of their future is a component of person-centered planning. Person-centered planning is a process for selecting and organizing the services and supports that an individual may need to live and work in the community. It is a process that is directed by the person who receives the support, and that reflects their preferences, strengths, and goals1. Person-centered planning helps the job-seeker to identify their desired outcomes, and to develop a plan to achieve them with the help of a team of people who care about them2. Person-centered planning is based on the values of self-determination, inclusion, and empowerment3.

Task analysis, systematic instruction, and people-first language are not components of person-centered planning, but rather methods or strategies that can be used to support the person in their employment journey. Task analysis is the method of breaking down a complex task into smaller and simpler steps, and teaching them in a sequential order4. Systematic instruction is the method of providing clear and consistent cues, prompts, feedback, and reinforcement to help the person learn and perform a task5. People-first language is the way of communicating that respects the person as an individual, and avoids labels or stereotypes based on their disability6. References:

Person Centered Planning | ACL Administration for Community Living

Person-Centered Planning - National Parent Center on Transition and Employment

What is Person-Centered Planning? - University of Florida

Task Analysis - Association of People Supporting Employment First

Systematic Instruction - Association of People Supporting Employment First

People First Language - Association of People Supporting Employment First

 A reasonable accommodation is any change to the job, the way the job is done, or the work environment that allows a qualified person with a disability to perform the essential functions of that job and enjoy equal employment opportunities1. Reasonable accommodations are required by the Americans with Disabilities Act (ADA) unless they create an undue hardship or a direct threat2. Among the four options, only B is a reasonable accommodation that does not alter the essential functions of the job or impose an undue burden on the employer. Providing longer time to complete mandatory training is a way of adjusting the methods or presentation of the trainingmaterials to accommodate the employee’s disability3. Option A is not a reasonable accommodation because transportation to and from the workplace is not related to the job itself, but rather to the living conditions or mobility of the employee4. Option C is not a reasonable accommodation because assistance from another employee to complete essential functions implies that the employee cannot perform the job on their own, which would make them unqualified for the position5. Option D is not a reasonable accommodation because omitting typing for a data entry position would eliminate an essential function of the job, which would fundamentally alter the nature of the position6. References:

Reasonable Accommodations in the Workplace

Your Employment Rights as an Individual with a Disability

Your Right to Reasonable Accommodation at the workplace

Reasonable Accommodations - U.S. Office of Personnel Management

Accommodations | U.S. Department of Labor

According to the CESP Candidate Handbook1, Domain 1 of the CESP certification covers Application of Core Values and Principles to Practice, which includes the following tasks:

1.1 Demonstrate respect for the dignity, rights, and uniqueness of each individual.

1.2 Promote self-determination and informed choice for the individuals served.

1.3 Advocate for the full inclusion and participation of individuals with disabilities in the community.

1.4 Adhere to the code of ethics and professional standards of practice.

The most appropriate response to a family’s concern about their family member working in the community and maintaining a job is to say “We can find a good fit for him with the right accommodations.” This would be consistent with the task 1.3, which requires the employment support professional to advocate for the full inclusion and participation of individuals with disabilities in the community. By saying this, the employment support professional would show respect for the individual’s dignity, rights, and uniqueness, and promote self-determination and informed choice for the individual. The employment support professional would also acknowledge the family’s concern and offer a solution that would address the individual’s needs and preferences, as well as the employer’s expectations and requirements.

The other options are not the most appropriate responses, because they either disregard or undermine the individual’s dignity, rights, and uniqueness, and do not promote self-determination and informed choice for the individual. Saying “We can try a workshop first if it will make you feel better.” (option A) is not an appropriate response, because it implies that the individual’s employment goal is not valid or realistic, and that the family’s opinion is more important than the individual’s. This would also suggest that the individual needs to be segregated and isolated from the community, rather than integrated and included. Saying “We can set him up in enclave employment.” (option B) is also not an appropriate response, because it does not involve the individual in the decision-making process, and it does not offer a customized employment opportunity that matches the individual’s skills, interests, and goals. This would also limit the individual’s opportunities and choices, and prevent him from fully participating and contributing to the community. Saying “We can find a job where he works alone.” (option D) is not an appropriate response, because it assumes that the individual cannot work with others, and it does not consider the individual’s preferences and support needs. This would also isolate the individual from the social and professional networks that are essential for successful employment and career development.

References: 1: CESP Candidate Handbook, page 10.

Work Incentives Planning and Assistance (WIPA) offices are funded by Social Security to provide information and counseling about work and benefits to people who receive Social Security Disability Insurance (SSDI) or Supplemental Security Income (SSI) because of a disability1. One ofthe main services they provide is benefits analysis, which is an accurate and personalized assessment of how work will affect a person’s benefits and health insurance2. Benefits analysis can help people understand the availability and use of work incentives, such as the Trial Work Period, Expedited Reinstatement, and Protection from Medical Continuing Disability Reviews2. Benefits analysis can also help people plan and prepare for work, manage their benefits, and achieve their employment goals3. WIPA offices do not provide transportation, tutoring, or tax preparation services, which are not related to their mission and scope of work. References: 

https://choosework.ssa.gov/about/work-incentives/

https://www.ssa.gov/work//WIPA.html

Discussing how difficult it is to find jobs for people with disabilities is the least appropriate topic to be discussed when meeting with a new business owner to market your employment program. This topic may convey a negative impression of your program and the people you support, and may discourage the business owner from considering hiring them. It may also contradict thecore values and principles of the CESP certification, which include promoting the inclusion, empowerment, and self-determination of people with disabilities in integrated employment settings1. Instead, a more appropriate topic would be to highlight the benefits and advantages of hiring people with disabilities, such as their skills, abilities, contributions, and diversity2. References: 1: CESP™ - Association of People Supporting Employment First 2: What is CESP? - Employment Advocates Group