Based on Official Syllabus Topics of Actual APSE CESP Exam [Q68-Q82]

QUESTION 68
To ensure that job development is person-centered, the employment support professional should:

review previous employment and assessments of the individual

empower the person supported to determine their own interests and strengths

pre-screen what information the individual supported needs to know about an employer

find a job that the employment support professional feels is the best fit for the person supported

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.

QUESTION 69
An employment support professional is working with Carl, a 25-year-old man with an intellectual disability, who rode the city bus once and got lost. Since then, his parents will not allow him to ride the city bus and do not want him riding with strangers on specialized transportation service which provides door-to-door service.
His current transportation does not provide rides to work. Carl is his own guardian and wants to receive city bus training but does not want to upset his parents. What is the BEST advocacy for Carl to receive bus training?

Inform Carl’s parents that he is gelling city bus training because he requested it and is his own guardian

Explain to Carl’s parents how city bus training is provided and ensure that Carl knows what to do if he were to become lost.

Assist Carl to meet with his team and his parents to discuss city bus training, then plan and prepare for the city bus training.

Provide city bus training to Carl without his parents’ knowledge and ask Carl not to tell them until he is successfully trained.

QUESTION 70
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?

Project Search

Affirmative Action

Access to Work

Employment First

QUESTION 71
You are working with a 20-year-old student with a cognitive disability. His teacher reports that he seems to enjoy organizational tasks. Which of the following environments would be the LEAST appropriate to observe work-related organizational tasks?

At a retail store, stocking products

At a restaurant, setting tables

At home, while putting away clean dishes

At school, filing documents

QUESTION 72
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

QUESTION 73
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

QUESTION 74
You helped develop a job opportunity for an individual who receives Social Security Disability Insurance (SSDI). The individual notified the Social Security office when the job started. He successfully finished his
6-month probationary period and was offered a raise. You helped him get a benefits analysis when the job started, but you are concerned about how the raise may affect his benefits. The BEST approach would be to:

ask the employer not to give him the raise

do nothing, because the Social Security office will learn about the raise when he files his taxes

arrange for another benefits analysis to inform the individual how the raise will affect his benefits

remind the individual to inform the Social Security office about the raise

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.

QUESTION 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

A reasonable accommodation is any change to the application or hiring process, to the job, to the way the job is done, or the work environment that allows a person with a disability who is qualified for the job to perform the essential functions of that job andenjoy equal employment opportunities1. Reasonable accommodations are required by the Americans with Disabilities Act (ADA) and the Rehabilitation Act for employers who have 15 or more employees12.
Among the four options, only D is not an example of a reasonable accommodation, because orientation training for new employees is not a change that is specifically related to a person’s disability. Orientation training is a benefit or privilege of employment that is typically provided to all new employees, regardless of their disability status13. Therefore, providing orientation training is not a reasonable accommodation, unless the training itself is modified to accommodate a person’s disability (such as providing sign language interpreters, materials in alternative formats, or assistive technology)13.
Options A, B, and C are examples of reasonable accommodations, because they are changes that are specifically related to a person’s disability and enable them to apply for, perform, or enjoy the benefits of a job. An application in larger print is a reasonable accommodation for a person with a visual impairment who may have difficulty reading standard print12. A wheelchair ramp is a reasonable accommodation for a person with a mobility impairment who may have difficulty accessing a building or a work area12. A headset to enable hands-free access to the phone system is a reasonable accommodation for a person with a manual dexterity impairment who may have difficulty holding or dialing a phone12.
References:
1: Reasonable Accommodations in the Workplace | ADA National Network
2: Enforcement Guidance on Reasonable Accommodation and Undue Hardship under the ADA | U.S.
Equal Employment Opportunity Commission
3: Reasonable Accommodations – U.S. Office of Personnel Management

QUESTION 76
You are assisting a young man who has cerebral palsy and a mild cognitive disability. Based on his community work experiences at an office where he assembled binders and did data entry, you learn that he will need a customized position that ism tailored to his abilities. Which of the following statements would be LEAST appropriate in negotiating a position with a potential employer?

“I represent a young man with cerebral palsy who is an excellent worker and has experience with data entry. Would you be interested in creating a position for him in your company?”

“Do you have basic office work such as copying, assembling binders, or data entry where your current employees are having difficulty keeping up the production?”

“I represent a recent high school graduate who has work experience in an office setting doing data entry. Can I schedule a time to discuss possible job openings in your business?”

“Do you have data entry tasks at your business that you are paying workers overtime to complete?”

QUESTION 77
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.

QUESTION 78
A job-seeker wants to work at a local gas station where he steals candy. Which of the following is the BEST question to ask using motivational interviewing techniques?

“What do you think will happen if you get caught by the manager?”

“If you get caught you can be prosecuted; are you going to keep stealing?”

“Can you help me understand your decision to steal candy?”

‘That was not very smart; what made you think that was a good idea?”

QUESTION 79
To customize a job for an employee, an employment support professional should identify all the following EXCEPT:

job duties not essential to the employer’s needs

job duties that remove employees from their areas of expertise, and combine the tasks into one position to save employer money

tasks that are not being done or done often enough, and negotiate a job description

tasks for which the employer is paying overtime that could be combined into a position to save the company money

QUESTION 80
You are working with a 29-year-old man who has a mental illness. He works as a janitor in a church in the mornings for 30 hours a week. The employer notices that he has recently started having difficulty staying on task and seems drowsy at work after 2 years of working there. What factor is LEAST likely to be causing his current difficulties at work?

His medication

His work hours

His sleeping pattern/schedule

His general health/mental illness

QUESTION 81
Which of the following is the LEAST effective way for a family to support a job seeker in obtaining competitive employment?

Providing the employment support professional with information about her job history

Providing the employment support professional with pertinent information about her disability

Attending job interviews and new employer orientation sessions to learn more about the job and hiring procedures

Assisting her to identify her interests and vocational strengths

QUESTION 82
What core pre-employment transition requirement is met when teaching a student about disclosing a disability?

work-based learning

workplace readiness

disability etiquette

self-advocacy

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