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CESP PDF Dumps | Jul 30, 2024 Recently Updated Questions
NEW QUESTION # 17
While communicating through an ASL interpreter with a job seeker who is Deaf and uses sign language as their primary mode of communication, it is MOST appropriate to:
- A. shift eye contact frequently between the interpreter and job seeker.
- B. write notes to the job seeker.
- C. speak directly to the interpreter.
- D. direct your attention to the job seeker.
Answer: D
NEW QUESTION # 18
You are completing a Community-based Work Assessment (CBWA) with a 26-year-old female who has a cognitive disability. She was offered a job during her CBWA at the first of the 3 business sites you set up. Which of the following is the BEST way to proceed?
- A. Inquire if the other CBWA sites would hire her so that she would have options from which to choose.
- B. Accept the job offer immediately.
- C. Complete the CBWA and discuss the job opportunity with all stakeholders.
- D. Decline the job offer immediately.
Answer: C
NEW QUESTION # 19
Which of the following is NOT considered to be the role of the employment support professional when supporting someone on the job?
- A. Providing training and feedback to co-workers working with the supported employee
- B. Developing natural supports
- C. Identifying accommodations to help the supported employee become more independent on the job
- D. Providing all the job training
Answer: D
NEW QUESTION # 20
You are creating a portfolio for a job-seeker who has autism. He is interested in working in construction, as he has a lot of related experience, but is unable to conduct a traditional interview because he is nonverbal. Which of the following items would be LEAST appropriate to include in his portfolio which will be presented to prospective employers?
- A. A brief guide to working with someone who has autism
- B. A list of references from people for whom the job-seeker has worked
- C. Pictures of the job-seeker's completed projects
- D. Testimonials from people who have previously contracted the sen-ices of the job-seeker
Answer: A
NEW QUESTION # 21
Which of the following BEST describes the motivational interviewing technique?
- A. Encouraging the support person to answer
- B. Asking open-ended questions
- C. Focusing on the person's medical needs
- D. Inquiring about barriers to employment
Answer: B
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 # 22
Which of the following statements is NOT consistent with the core values of customized employment?
- A. The individual is the primary source of information and decides the direction to explore the job market.
- B. The individual is hired and paid directly by the employer.
- C. The individual has a personalized job description and/or employer expectations that were created during the negotiation process.
- D. The individual can earn sub-minimum wages if this is part of the negotiated job description process.
Answer: D
Explanation:
Customized employment is a process that involves individualizing the relationship between the employee and the employer to meet the needs and preferences of both1. One of the core valuesof customized employment is that the individual has the right to choose the type, amount, and frequency of employment support services they receive1. Another core value is that the individual has the opportunity to earn competitive wages and benefits that are commensurate with their skills and abilities1. Therefore, the statement that the individual can earn sub-minimum wages if this is part of the negotiated job description process is not consistent with the core values of customized employment, as it violates the individual's right to fair compensation and economic self-sufficiency1. The other statements are consistent with the core values of customized employment, as they reflect the individual's autonomy, self-determination, and inclusion in the workforce1. References: 1:
Customized Employment | U.S. Department of Labor
NEW QUESTION # 23
You are helping to find employment for a 32-year-old man who has a significant cognitive disability and limited expressive language. You have completed the discovery process and learned that one of his vocational themes is working with animals. Which of the following situations would be the LEAST useful location for the situational assessment?
- A. Make an appointment with the owner of a pet boarding facility that will give the job-seeker a tour and explain the jobs that are available there.
- B. Take the job-seeker to browse in a local pet store to see if he might like to complete a situational assessment in that setting.
- C. Ask staff from his facility-based program to bring in their dogs and set up a grooming station to see if grooming is something he might like to do.
- D. Ask your veterinarian if you and the job-seeker can spend a half day doing odd jobs in his office.
Answer: C
NEW QUESTION # 24
You are a job developer for a 36-year-old male who has a mental health disability. You are meeting with a manager of a local business, conducting an informational interview. Which of the following is the LEAST effective question to ask?
- A. "How do you feel about employing people with disabilities?"
- B. "What are some tasks that get done that are not in anyone's job description?"
- C. "What is your work environment like?"
- D. "How do you think your company can grow in the comma years?"
Answer: A
NEW QUESTION # 25
The BEST time to start transition planning is:
- A. when the student has chosen a vocation
- B. as early as possible (prior to high school)
- C. after the student graduates from high school
- D. during the second semester of the student's last year of high school
Answer: B
NEW QUESTION # 26
Which of the following is the BEST way to get the attention of a person with a hearing loss?
- A. toss a light object at them
- B. speak louder
- C. grab their shoulders and turn them toward you
- D. tap them lightly on the shoulder
Answer: D
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 # 27
You are meeting with an employer to locate job openings that may be desirable for some of the job-seekers whom you are assisting. He indicates having heard great things about your organization but says that he cannot afford to hire people with special needs at this time. The BEST way to proceed is to:
- A. avoid wasting time with this employer because he is resistant to hiring individuals with a disability
- B. tell him how eager the job-seekers you represent are to work, and how much it would mean for many of them to have a job
- C. tell him that it is illegal to discriminate on the basis of a disability
- D. discuss the skills and strengths that the job-seekers you represent can offer to his company
Answer: D
NEW QUESTION # 28
You are doing job development in the community with an individual who has decided to disclose that he has a mental illness. In the interview, the employer begins to ask specific questions about the individual's diagnosis.
Which of the following is the MOST appropriate way to proceed in this situation?
- A. Tell the job-seeker to answer the questions to help you avoid looking bad in front of the employer.
- B. Leave the meeting to convey the inappropriateness of the employer's questions.
- C. Tell the employer that his questioning is illegal and educate him on the Americans with Disabilities Act (ADA).
- D. Reframe the employer's question from diagnosis to reasonable accommodations in the workplace.
Answer: D
Explanation:
The MOST appropriate way to proceed in this situation is to reframe the employer's question from diagnosis to reasonable accommodations in the workplace. This is because it respects the job seeker's right to privacy and self-determination, while also addressing the employer's concerns about the job performance and productivity. It also helps to focus on the job seeker's abilities and skills, rather than the disability label or symptoms. By reframing the question, the employment support professional can also educate the employer on the benefits of hiring people with disabilities, such as diversity, loyalty, and innovation. Furthermore, it can also open up a dialogue about the available resources and supports for both the employer and the employee, such as tax credits, assistive technology, or job coaching. References:
APSE CESP Practice Exam, Question 2
APSE CESP Exam Content Outline, Domain 3, Task 3.4
APSE CESP Code of Conduct, Principle 1, Section 1.2
APSE CESP Handbook, Page 13, Section 4.2.2
NEW QUESTION # 29
Which of the following services are provided by local Work Incentives Planning and Assistance offices?
- A. Tutoring
- B. Tax preparation
- C. Benefits analysis
- D. Transportation
Answer: C
Explanation:
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
NEW QUESTION # 30
Under the Work Opportunities Tax Credit (WOTC) program, participating employers may do all the following EXCEPT:
- A. hire members of their family who are disabled
- B. hire as many new individuals who qualify for these tax savings as they need
- C. make the hiring decisions
- D. complete minimal paperwork to claim the tax credit
Answer: A
Explanation:
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
NEW QUESTION # 31
Which of the following is NOT considered to be the role of the employment support professional when supporting someone on the job?
- A. Providing training and feedback to co-workers working with the supported employee
- B. Developing natural supports
- C. Identifying accommodations to help the supported employee become more independent on the job
- D. Providing all the job training
Answer: D
Explanation:
According to the CESP handbook, one of the core competencies of an employment support professional is to facilitate the transfer of training and support to 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 supported employee to learn the job tasks, receive feedback, and integrate into the work culture3. Providing all the job training is not considered to be the role of the employment support professional because it may prevent the development of natural supports and create a dependency on the employment support professional. A better approach would be to provide initial training and fading support, while encouraging the involvement of co-workers and supervisors as naturalsupports4. Providing training and feedback to co-workers working with the supported employee, identifying accommodations to help the supported employee become more independent on the job, and developing natural supports are all considered to be the roles of the employment support professional. References: 1: CESP Candidate Handbook, page 5 2: CESP Candidate Handbook, page 18 3: Natural Supports in the Workplace 4: Job Coaching and Natural Supports
NEW QUESTION # 32
You are job training with an individual who has a cognitive disability and has just started working. Which of the following training techniques is LEAST likely to be helpful?
- A. Providing gestures without verbal instructions
- B. Modeling demonstration, giving cues of task steps
- C. Completing the job tasks if the individual gets frustrated
- D. Providing specific verbal instructions
Answer: C
NEW QUESTION # 33
Which of the following is the national movement centered on the concept that all citizens, including those with significant disabilities, are capable of integrated employment?
- A. Access to Work
- B. Employment First
- C. Project Search
- D. Affirmative Action
Answer: B
Explanation:
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 life1. Under this approach, publicly-financed systems are urged to align policies, regulatory guidance, andreimbursement 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 disabilities1. Many states have formally committed to the Employment First framework through official executive proclamation or formal legislative action1. Employment First is also one of the core values and principles of APSE, the Association of People Supporting Employment First2. References: 1:
Employment First | U.S. Department of Labor 2: About APSE - APSE
NEW QUESTION # 34
Why is it important for an employment support professional to maintain data on an individual's job performance?
- A. To identify areas of success and need for additional support
- B. So a job analysis can be completed
- C. To know whether the employee may need a different job
- D. So the employment support professional can ask for a raise
Answer: A
Explanation:
Maintaining data on an individual's job performance is important for an employment support professional because it enables them to monitor the progress and outcomes of the individual, provide feedback and coaching, and adjust the level and type of support as needed. Data on job performance can include objective measures such as productivity, quality, attendance, and customer satisfaction, as well as subjective measures such as self-efficacy, satisfaction, and engagement. By collecting andanalyzing data on job performance, an employment support professional can identify the strengths and areas of improvement of the individual, celebrate their achievements, address any challenges or barriers, and facilitate their career development and advancement. References:
Employment Support Professional (ESPro) Competencies Evaluation Tool
21 Employee Performance Metrics
Individual job performance
NEW QUESTION # 35
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 # 36
The primary role of an employment support professional on the job site includes all the following EXCEPT:
- A. building capacity within the workplace to provide training and support for the individual
- B. providing one-to-one training and support as well as a fade-out plan
- C. guaranteeing that the job gets done
- D. helping the employee learn about the work culture
Answer: C
Explanation:
The primary role of an employment support professional (ESP) on the job site is to assist the individual with a disability to find and maintain competitive employment in integrated community workplaces1. This involves building capacity within the workplace to provide training and support for the individual, providing one-to-one training and support as well as a fade-out plan, and helping the employee learn about the work culture2.
However, guaranteeing that the job gets done is not the responsibility of the ESP, but rather the employer and the employee. The ESP should not take over the employee's tasks or interfere with the employer's expectations, but rather facilitate the natural supports and accommodations that enable the employee to perform the job independently and satisfactorily3. References: 1: CESP -Association of People Supporting Employment First 2: Supporting Individuals with Significant Disabilities: The Roles of a Job Coach 3: Job Description - Employment Support Worker - Voscur
NEW QUESTION # 37
You are presenting your employment services to the local Chamber of Commerce in order to make business contacts and connections for future job development meetings. Which of the following information should NOT be included in your presentation?
- A. Consumer base and buying power of people with disabilities
- B. Benefits of hiring the individuals you represent
- C. Definitions/explanations of the disabilities of the job seekers you represent
- D. Tax incentives or other value-added benefits for businesses
Answer: C
Explanation:
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.).
NEW QUESTION # 38
You are a job developer for a 36-year-old male who has a mental health disability. You are meeting with a manager of a local business, conducting an informational interview. Which of the following is the LEAST effective question to ask?
- A. "How do you feel about employing people with disabilities?"
- B. "What are some tasks that get done that are not in anyone's job description?"
- C. "What is your work environment like?"
- D. "How do you think your company can grow in the comma years?"
Answer: A
Explanation:
The least effective question to ask is "How do you feel about employing people with disabilities?" This is because this question is not relevant to the purpose of an informational interview, which is to gather information about the business, the industry, the job requirements, and the employer's needs1. Asking this question may also create a negative impression of the job developer and the job seeker, as it may imply that the job seeker is not qualified or capable of performing the job, or that the employer has a bias or prejudice against people with disabilities2. Furthermore, this question may violate the Americans with Disabilities Act (ADA), which prohibits employers from asking disability-related questions before making a job offer3.
References:
1: Informational Interviewing: A Guide for Employment Support Professionals1
2: Job Development Dos and Don'ts2
3: Pre-Employment Inquiries and the ADA3
NEW QUESTION # 39
You are assisting a 33-year-old female who has an anxiety disorder. She has started a new job but is having substantial difficulty getting through the day due to the chaotic nature of the office in which she works. Which of the following is the LEAST appropriate way to proceed?
- A. Visit her office and identify how she can create more order in her workload.
- B. Ask the employer for a reasonable accommodation.
- C. Coach her how to quit the job in a professional manner.
- D. Talk to her support team about ways to cope with her anxiety.
Answer: C
Explanation:
The LEAST appropriate way to proceed is to coach her how to quit the job in a professional manner. This would imply that she is not capable of working in that environment and that there are no other options to help her succeed. It would also undermine her self-confidence and career goals. A better approach would be to explore the possible accommodations and supports that could make her job more manageable and enjoyable.
You could also visit her office and identify how she can create more order in her workload, such as prioritizing tasks, using a planner, or delegating responsibilities. You could also talk to her support team about ways to cope with her anxiety, such as relaxation techniques, counseling, or medication. 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 Practice Exam, question 2, answer C: The job seeker's strengths, interests, needs and conditions for employment.
NEW QUESTION # 40
Paid work trials include:
- A. on-the-job training.
- B. guarantee of job offer.
- C. volunteer work.
- D. going to the day program.
Answer: A
Explanation:
Paid work trials are a form of on-the-job training that allow employers to assess the skills and suitability of potential employees before offering them a job contract. They are different from unpaid work trials, which are only legal if they are brief, supervised, and used to demonstrate the minimum requirements of the job12. Paid work trials are also different from volunteer work, which is done for a charitable or community organization without expectation of payment or employment3. A guarantee of job offer is not a part of a paid work trial, as the employer may decide not to hire the worker after the trial period. Going to the day program is not a paid work trial, as it is not related to a specific job or employer. References: 1: What are Your Entitlements: Paid vs Unpaid Trials 2: When is a Trial Shift Legal? (2024 Update) - Lawpath 3: Volunteering - Fair Work Ombudsman
NEW QUESTION # 41
An employment support professional is representing a job-seeker to a potential employer. The employer says, "This girl seems pretty disabled. Are you sure she can do the job?" Which of the following is the BEST initial response?
- A. "There may be tasks she cannot do, so now seems like a good time to talk about accommodations."
- B. "I understand. Our job matching' process is designed to connect candidates who can do the job."
- C. "I agree with you. We will look for a job elsewhere."
- D. "Oh. I'm sure she can do the job. Otherwise, I wouldn't be here, "ve known her for years."
Answer: B
NEW QUESTION # 42
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