Get The Most Updated CESP Dumps To Employment Support Professional Certification [Q67-Q91]

FRAGE 67
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 isnonverbal. Which of the following items would be LEAST appropriate to include in his portfolio which will be presented to prospective employers?

A brief guide to working with someone who has autism

Testimonials from people who have previously contracted the sen-ices of the job-seeker

Pictures of the job-seeker’s completed projects

A list of references from people for whom the job-seeker has worked

The least appropriate item to include in his portfolio is a brief guide to working with someone who has autism.
This option does not showcase the job-seeker’s skills, abilities, or achievements in construction. It also may create a negative impression of the job-seeker as someone who needs special treatment or accommodation, rather than someone who can add value to the employer. This option does not align with the core values and principles of employment support, such as individualization, empowerment, and dignity.
The other options are more appropriate than option A, for the following reasons:
Option B: Testimonials from people who have previously contracted the services of the job-seeker are a good way to demonstrate the job-seeker’s reputation, quality of work, and customer satisfaction. They can also provide evidence of the job-seeker’s communication skills, reliability, and professionalism.
This option supports the core values and principles of employment support, such as career development, quality outcomes, and respect.
Option C: Pictures of the job-seeker’s completed projects are a great way to showcase the job-seeker’s skills, abilities, and achievements in construction. They can also illustrate the job-seeker’s creativity, diversity, and expertise in different types of projects. This option supports the core values and principles of employment support, such as individualization, career development, and quality outcomes.
Option D: A list of references from people for whom the job-seeker has worked is a useful way to provide contact information for potential employers to verify the job-seeker’s work history, performance, and character. They can also provide additional information or feedback on the job-seeker’s strengths, interests, and needs. This option supports the core values and principles of employment support, such as career development, quality outcomes, and respect.
Referenzen:
APSE CESP Practice Exam
APSE CESP Exam Content Outline
APSE CESP Study Guide

FRAGE 68
When contacting with employers to begin job development, it is BEST to:

call the employer and describe your services

ask for the best time for the employer to meet with you

have as little contact as possible

conduct a cold call or appear unannounced

FRAGE 69
You are supporting a job-seeker who is eager to start her own catering business. Her vocational counselor asks you to conduct some assessments to determine if she is capable of starting her own business. Which of the following assessment strategies or tools is LEAST useful in determining whether she will succeed in her own business?

Assisting her to identify her strengths and limitations in managing her own business

A vocational evaluation

Developing a business feasibility test

Evaluation of her family support, Social Security benefits, and other resources

FRAGE 70
Which of the following is an example of an Impairment Related Work Expense (IRWE)?

Job coach services

Accommodations

Individualized plan for employment

Transportation

FRAGE 71
To be protected by the American with Disabilities Act (ADA), one must:

apply for ADA benefits.

work with an employment support professional.

receive Social Security.

have a disability that impacts a major life area.

FRAGE 72
After learning that an employee was not invited to a new employee orientation program, an employment support professional approaches the supervisor to ask if the employee can attend the program. The supervisor explains that they are uncertain about including the employee in the orientation. The BEST response is to:

tell the supervisor that his decision would be in violation of Department of Labor laws

discuss with the supervisor the importance of the employee attending, with support provided if needed

discuss the supervisor’s reasoning for why the employee should not attend orientation

tell the supervisor that you agree and ask if the employee’s orientation can be scheduled at a later date

FRAGE 73
The primary role of an employment support professional on the job site includes all the following EXCEPT:

building capacity within the workplace to provide training and support for the individual

guaranteeing that the job gets done

providing one-to-one training and support as well as a fade-out plan

helping the employee learn about the work culture

FRAGE 74
Which of the following expectations is reasonable to ask from an individual’s residential staff in support of the individual’s employment?

ensuring the individual is making friends at work

calling the employer to discuss issues the employee is having at work

reviewing skills learned at work and practicing tasks that might be difficult to perform

supporting the individual in maintaining a clean work uniform

FRAGE 75
Which of the following is NOT an example of a reasonable accommodation?

An application in larger print

A wheelchair ramp

A headset to enable hands-free access to the phone system

Orientation training for new employees

FRAGE 76
You are supporting Mandy, a young woman with a cognitive disability and cerebral palsy. Of the following, who is MOST likely to provide her with natural supports during her workday?

Her job coach who trained her on the job

Her supervisor, with whom she connects 1-2 times a week

Her mother who drives her to work every day and picks her up after work ends

Her co-worker, who sits beside her in the adjacent office and has become a friend

FRAGE 77
You are assisting a 30-year-old woman in an interview during which she indicates having a traumatic brain injury. The employer asks about the nature of this disability. Which of the following is your MOST appropriate response?

Focus on the individual’s strengths, talents, and capabilities to complete the job tasks.

Excuse yourself from the interview, as the employer may not be a good match for this individual.

Tell the employer that this question violates the Americans with Disabilities Act (ADA).

Disclose disability information.

FRAGE 78
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?

Inquire if the other CBWA sites would hire her so that she would have options from which to choose.

Decline the job offer immediately.

Accept the job offer immediately.

Complete the CBWA and discuss the job opportunity with all stakeholders.

A CBWA is an assessment conducted in a community employment setting with the purpose of helping the customer learn about his or her abilities and to determine if competitive integrated employment is an appropriate vocational goal1. A CBWA is not a job placement service, and the customer should not accept or decline a job offer without completing the assessment and discussing the results with all stakeholders, such as the RS counselor, the CDC or contractor, the employer, and the family or support network2. Completing the CBWA and discussing the job opportunity with allstakeholders will allow the customer to make an informed decision based on her interests, skills, preferences, and support needs. It will also ensure that the job offer is consistent with the customer’s vocational goal and that the employer is willing to provide reasonable accommodations and ongoing support if needed3.
The other options are not correct because:
A. Inquiring if the other CBWA sites would hire her so that she would have options from which to choose may be premature and unnecessary. The customer should first complete the CBWA and evaluate the job offer based on her assessment results and vocational goal. Having more options may not necessarily benefit the customer if they are not aligned with her abilities and interests4.
B. Declining the job offer immediately may be a missed opportunity for the customer. The customer should not reject a job offer without completing the CBWA and discussing the pros and cons of the job with all stakeholders. The job offer may be a good match for the customer’s abilities and interests, and the employer may be willing to provide reasonable accommodations and ongoing support if needed3.
C. Accepting the job offer immediately may be a hasty decision for the customer. The customer should not accept a job offer without completing the CBWA and discussing the implications of the job with all stakeholders. The job offer may not be a good fit for the customer’s abilities and interests, and the employer may not be able to provide reasonable accommodations and ongoing support if needed3. References:
2: Community-Based Work Assessment (CBWA) Procedures
1: Berks County Community-Based Work Assessments – Threshold Rehabilitation Services
3: Community Based Work Assessments Definition | Law Insider
4: Community-Based Work Assessment / Experience | steps2work.ca

FRAGE 79
Impairment-related work expenses, earned income exclusion, and trial work periods are examples of:

work incentives.

disclosure terms.

tax credits.

employer benefits

FRAGE 80
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?

Refer him to a prevocational program to assess his readiness for services.

Set up several conditions that he must meet to prove that he will follow through this time.

Meet with him to discuss his employment interests, and engage him in the job development process.

Refer him to another program or provider with whom he does not have a history.

FRAGE 81
You are doing job site training with a woman who has a traumatic brain injury. This is her first week on the job, and she is having difficulty keeping up with the production standard. She is entering database information and must complete a specific number of forms in a 1-hour period. What should you do to address this issue?

Collect data on how many forms she enters per hour to establish a baseline comparison of her performance to the job site’s production standard.

Continue your training program as designed, since this is only the first week of training.

Ask the employer for an accommodation and negotiate a lower production rate for the worker.

Assure the employer that you will get the work done by completing some of the data entry yourself until she learns the job and her production increases.

FRAGE 82
You are working with a 41 -year-old male with a cognitive disability who is employed in a warehouse. One of his tasks involves moving product from one part of the warehouse to another. The warehouse is busy, and his supervisor prefers that he and other employees use a specific path to complete this task. Which of the following would be the BEST visual aid considering universal design principles?

A map on client’s phone

Arrows indicating turns that are taped to the floor

A printed map in the breakroom

Written instructions at the main workstation

FRAGE 83
You are meeting for the first time with a 50-year-old male who has utilized mental health services since adolescence. He has requested assistance with getting a job and tells you he does not know where to begin, because he has been in-and-out of hospitals for much of his life and has very little job history. What should you do FIRST?

Orient him to employment support services, since he has so little experience.

Ask him to have his therapist verily that his symptoms are under control.

Access his file to determine if anyone else has tried to work with him regarding employment.

Tell him that you want to check with people who know him to see if they think he can work.

FRAGE 84
The primary purpose of a task analysis is to:

take a job duty and break it down into teachable steps

list the types of responsibilities of the employee

help the job coach fade from supporting the employee

identify various positions available in an organization

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

FRAGE 85
An employment support professional has been working with an individual with no work experience, no clear interests, and who is unsure about their career goals. How should the employment support professional BEST support the job seeker in job developing?

Find an apprenticeship for the individual.

Locate an internship for the individual.

Explore various careers with the individual.

Place individual in an entry-level job.

FRAGE 86
An employee uses a visual task list to help them manage day-to-day tasks assigned by their supervisor. This is an example of:

an individualized education plan.

a workplace accommodation.

a task analysis.

an assistive technology tool.

FRAGE 87
Which of the following strategies is NOT recommended by the School-to-Work Opportunities Act?

Pull integration of youth with disabilities into the school-to-work system, rather than separate, set-aside programs

Participation of the student’s family in the absence of the student in the planning and decision-making process, with a focus on the student’s preferences

Continuous communication between members of the Individualized Education Program (IEP) and the transition planning team

Clearly defined roles and responsibilities of the members of the Individualized Education Program (IEP) and the transition planning team

FRAGE 88
You are developing a job for Darrell, who has a cognitive disability. He has a team of support that is dedicated to his well-being and success. Which of the following is the MOST important factor to consider when helping him look for a job?

Darrell has expressed interest in learning cashiering in a retail store, although he sometimes has difficulty counting money

Darrell’s teacher has observed that he has difficulty paying attention and therefore, he should probably not have a position that would require long shifts without a break.

Darrell’s mother has observed him cleaning at home and thinks custodial work may be a good direction to take because it would highlight his skills.

Darrell’s former manager has told you that he has poor customer service skills.

FRAGE 89
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?

Providing gestures without verbal instructions

Modeling demonstration, giving cues of task steps

Providing specific verbal instructions

Completing the job tasks if the individual gets frustrated

QUESTION 90
Matt is a 32-year-old-male who experienced a traumatic brain injury while serving in the military. His employment support professional from the Veterans’ Administration (VA) is assisting him in a self-employment venture. Of the following, who is the LEAST important team member to support his business venture?

Small business development consultant to assist with a business and marketing plan

Employment support professional to help coordinate resources and supports

Representative of the individual’s medical team

Family member or friend to assist with networking, bookkeeping, and transportation

QUESTION 91
You are a job coach for a 51-year-old male who has a cognitive disability. You decide to perform a site check to see how he has been doing at his job at a diner. When you arrive, you learn from his manager that he has been rude to customers lately. Which of the following is the LEAST appropriate response?

Speak with him to try and determine what factors may be causing this behavior

Ask the manager how she normally handles discipline with her employees and encourage her to treat him like everyone else.

Observe him as he is working to identify the situations that occur before he acts inappropriately.

Discuss this with him publicly so that his co-workers and manager know that you have addressed the concern.