Free Jun-2024 UPDATED APSE CESP Exam Questions & Answer [Q16-Q40]

NEW QUESTION 16
A supervisor reports to you that the young woman with autism who started work two weeks ago is not “fitting in.” Specifically, she is not greeting people. Instead she stares at people when they say hello to her, and her supervisor’s efforts at remediation have not been successful. After you verify the accuracy of his observation, which of the following strategies should you implement FIRST?

Help her prepare an index card reminder to say hello in response to being greeted.

Enroll her in a social club that is offered by your agency to help her develop friendships.

Practice conversations with her in your office until she says hello on cue 9 out of 10 times.

Practice with her at work and model saying hello to co-workers during her work shift.

NEW QUESTION 17
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

NEW QUESTION 18
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

NEW QUESTION 19
A benefits analysis should include a description of:

the Work Opportunity Tax Credit

the Earned Income Tax Credit (EITC)

the benefits offered by an employer

all public benefits received by the job seeker.

NEW QUESTION 20
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.

Supported employment services are a personalized model for supporting people with significant disabilities to secure and retain paid employment in integrated communitysettings12. The model uses a partnership strategy to enable people with disabilities to achieve sustainable long-term employment and businesses to employ valuable workers12. Supported employment services are based on the core values and principles of inclusion, empowerment, choice, respect, dignity, and individualization12.
Among the four options, only C is consistent with these values and principles, and the most appropriate way to proceed with the individual. By meeting with him to discuss his employment interests, and engaging him in the job development process, the supported employment professional can demonstrate respect for his preferences, goals, and abilities, and empower him to take an active role in his own employment journey12. This can also help to build rapport, trust, and motivation, and address anybarriers or challenges that may have affected his previous engagement and follow through34.
Option A is not appropriate, as it implies that the individual is not ready for services, and needs to undergo a prevocational program to assess his skills and abilities. This goes against the supported employment principle of zero exclusion, which states that anyone who wants to work can work, regardless of their level of disability or support needs12. Prevocational programs are often segregated, time-limited, and do not lead to competitive employment outcomes56. Option B is also not appropriate, as it implies that the individual is not committed or responsible, and needs to prove himself before receiving services. This goes against the supported employment principle of empowerment, which states that the individual should be treated as an equal partner, and not as a passive recipient of services12. Setting up conditions may also create a power imbalance, and discourage the individual from engaging in the process78. Option D is also not appropriate, as it implies that the individual is not welcome or valued by the current program or provider, and needs to start over with a new one. This goes against the supported employment principle of inclusion, which states that theindividual should be supported to participate fully in the community, and not be isolated or excluded12. Referring him to another program or provider may also disrupt the continuity of services, and affect the quality of the relationship and the outcomes910.
References:
1: What Is Supported Employment? | British Association for Supported Employment
2: Certified Employment Support Professional – apse.org
3: Supported Employment Services | DSHS
4: What Is Supported Employment? – Integrity, Inc.
5: The Case Against Prevocational Services – ThinkWork
6: Prevocational Services: A Review of the Literature – Journal of Vocational Rehabilitation
7: Motivational Interviewing in Supported Employment – Journal of Applied Research in Intellectual Disabilities
8: Motivational Interviewing in Employment Services – Journal of Rehabilitation
9: The Importance of Continuity in Employment Services – Journal of Vocational Rehabilitation
10: The Impact of Staff Turnover on Employment Services – Journal of Rehabilitation Administration

NEW QUESTION 21
During prep for an upcoming interview, the employment support professional notes the individual has a lack of basic knowledge about the company. How should the employment support professional BEST support this person?

The employment support professional calls the Human Resource Department for more information.

The employment support professional schedules a visit to the company headquarters.

The employment support professional assists the person in reviewing the company’s web page.

The employment support professional offers to answer any company-specific questions during the interview.

NEW QUESTION 22
The job seeker with whom you are working is a female who has a cognitive disability. She prefers to interact with customers in a temperature-controlled environment and does not want to work when it is dark outside. Which of the following jobs would be the BEST fit?

Preparing food during morning hours

Assisting customers at a plant nursery during the afternoon

Filing and scanning documents in an office during lunch hours

Cashiering at a retail store during the early afternoon

NEW QUESTION 23
You are meeting with a new business owner to market your employment program. Which of the following items is the LEAST appropriate topic to be discussed?

How difficult it is to find jobs for people with disabilities

Long-term follow along services to help with skill acquisition, diversity training, and promotion

Available tax credits for hiring individuals with disabilities

Job training supports that you provide for the person hired

NEW QUESTION 24
Which of the following is NOT considered to be the role of the employment support professional when supporting someone on the job?

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

Providing all the job training

Developing natural supports

NEW QUESTION 25
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

NEW QUESTION 26
Which of the following is an example of People First Language?

He is disabled.

She is brain damaged.

She is confined to a wheelchair.

He is a person with autism.

NEW QUESTION 27
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

NEW QUESTION 28
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

NEW QUESTION 29
You have completed the person-centered employment plan for a 25-year-old female whose job goal is to work in broadcasting. However, she has a significant lateral lisp causing great difficulty in verbal communication.
Which of the following would be the BEST job development activity?

Speak with a station manager about customizing a position that utilizes her strengths and abilities.

Video her to show her how she looks and sounds.

Speak with a station manager to learn what opportunities exist for people with disabilities at his station.

Refer her 10 a speech pathologist.

The best job development activity for this scenario is to speak with a station manager about customizing a position that utilizes her strengths and abilities. This option aligns with the principles of individualized employment and career planning, which is one of the domains of knowledge covered by the CESP certification1. Customized employment is a process that matches the skills, interests, and abilities of a job seeker with a disability to the needs of an employer2. By speaking with a station manager, the employment support professional can explore the possibility of creating a job that fits the job seeker’s goal of working in broadcasting, while also addressing her communication challenges. This option also demonstrates respect for the job seeker’s preferences and choices, which is another core value of the CESP certification1.
The other options are not the best job development activities for this scenario. Option B, videoing her to show her how she looks and sounds, is not a job development activity at all. It is more of an assessment or feedback tool that could be used to help the job seeker improve her speech skills, but it does not directly help her find a job in broadcasting. Option C, speaking with a station manager to learn what opportunities exist for people with disabilities at his station, is a job development activity, but it is not individualized or customized to the job seeker’s specific goal and needs. It is more of a general inquiry that could be done for any job seeker with a disability, regardless of their career interests or abilities. Option D, referring her to a speech pathologist, is also not a job development activity. It is a referral to another professional who could provide specialized services to help the job seeker with her speech disorder. While this could be a beneficial service for the job seeker, it does not directly help her find a job in broadcasting. It also implies that the job seeker needs to fix her speech problem before she can work in broadcasting, which is not consistent with the CESP values of inclusion and diversity1.
References: 1: CESP – Association of People Supporting Employment First 2: Customized Employment |
U.S. Department of Labor

NEW QUESTION 30
Which of the following is the BEST way to get the attention of a person with a hearing loss?

toss a light object at them

speak louder

grab their shoulders and turn them toward you

tap them lightly on the shoulder

NEW QUESTION 31
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

NEW QUESTION 32
For people with a psychiatric disability, MOST workplace accommodations cost the employer:

At least $1000

Slightly less than $500

$500 to $1000

$0-$100

NEW QUESTION 33
An employment support professional is developing a job for a job-seeker who has a physical disability and uses a wheelchair. There is an opportunity to set up an interview at a nearby law office. Which of the following is the FIRST consideration when deciding whether to pursue this interview?

Determining if this position aligns with her interests

Getting her doctors’ opinions regarding her capability to hold this type of position

Arranging transportation to ensure that she can get to the interview safely

Ensuring that the office where the meeting is held is wheelchair accessible

NEW QUESTION 34
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.

NEW QUESTION 35
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

NEW QUESTION 36
You are accompanying a 34-year-old female job-seeker with a cognitive disability as she is job shadowing at a veterinary clinic. The owner of the clinic tells you privately that the job-seeker is doing an excellent job, but he wants to know what disability she has. Which of the following is the MOST appropriate response?

Tell the owner that you will be able to disclose this information if she chooses to hire the individual you are supporting.

Explain that it is illegal for her to ask this and leave the office immediately.

Disclose her disability to the owner but explain how she can be supported with job coaching.

Explain that you are not entitled to disclose this information unless she authorizes release.

NEW QUESTION 37
Under the Work Opportunities Tax Credit (WOTC) program, participating employers may do all the following EXCEPT:

hire members of their family who are disabled

hire as many new individuals who qualify for these tax savings as they need

make the hiring decisions

complete minimal paperwork to claim the tax credit

NEW QUESTION 38
You are the transition coordinator at a high school and arrange the community-based work experiences for the high school seniors. Based on the labor law regulations for non-paid work experiences, which of the following situations is MOST likely to be in violation of the guidelines for non-paid work experiences?

Billy has non-paid work experience in the school gym during school hours assisting the coach by doing odd jobs such as cleaning the locker rooms, helping during football practice, and other tasks assigned by the coach.

Susan has non-paid work experience at a beauty salon cleaning and folding towels, sweeping the floors, and performing other odd jobs with support from an employment specialist. Her work helps the beauticians who normally perform these tasks.

Mary has non-paid work experience at the public library collecting and re-shelving books from the reading tables and rooms and is receiving direct instruction from a school employee.

Bob has non-paid work experience at a local bakery where he is paired with an employee for supervision and support, and a school employee collects data weekly on skill acquisition and provides general supervision.

Non-paid work experiences (NPWE) are opportunities for students and job-seekers with disabilities to gain exposure to different work settings and tasks, without receiving wages from the employer1. The purpose of NPWE is to provide vocational exploration, assessment, and training, and to facilitate the transition to competitive, integrated employment2. Therefore, NPWE must follow certain guidelines and regulations to ensure that they are not exploitative, discriminatory, or detrimental to the participants or the labor market3.
One of the key guidelines for NPWE is that they must not displace regular employees or impair existing contracts for services4. This means that the NPWE participants must not perform work that would otherwise be done by paid workers, or that would reduce the hours or wages of paid workers5. The NPWE participants must also not be used to fill in for absent employees, or to meet the employer’s labor needs during peak periods. The NPWE must be primarily for the benefit of the participant, not the employer.
In this case, option B is the most likely to be in violation of the guidelines for NPWE, as Susan is performing tasks that are normally done by the beauticians, such as cleaningand folding towels, sweeping the floors, and other odd jobs. Her work helps the beauticians, who are paid workers, and may reduce their workload or hours. This situation may also imply that Susan is not receiving adequate instruction, supervision, or support from the school or the employer, as she is not engaged in any meaningful or relevant work activities that match her vocational interests or goals. Therefore, option B is not a valid NPWE, but a form of exploitation or displacement of regular employees. References: 1: VA Non-Paid Work Experience Factsheet, page 1 2:
Certified Employment Support Professional Candidate Handbook, page 5 3: CESP Examination Content Outline, Domain 2, 2Q 4: CESP Examination Content Outline, Domain 1, 1K 5: CESP study guide Flashcards, question 9 : CESP study guide Flashcards, question 10 : CESP study guide Flashcards, question 11

NEW QUESTION 39
You are accompanying a 34-year-old female job-seeker with a cognitive disability as she is job shadowing at a veterinary clinic. The owner of the clinic tells you privately that the job-seeker is doing an excellent job, but he wants to know what disability she has. Which of the following is the MOST appropriate response?

Tell the owner that you will be able to disclose this information if she chooses to hire the individual you are supporting.

Explain that it is illegal for her to ask this and leave the office immediately.

Disclose her disability to the owner but explain how she can be supported with job coaching.

Explain that you are not entitled to disclose this information unless she authorizes release.

NEW QUESTION 40
You have just assisted Tanya to get a job at a local library. This is her first job. In her new job, Tanya will be assisting the librarian in a variety of tasks such as copying, shelving books, and maintaining the library by putting chairs in place and removing trash. What is the MOST important activity that you should complete to prepare her to start work?

Role play with her on how to interact with the librarian and customers.

Review her medical records.

Spend time on the job site learning about the job duties and preparing a job task analysis and identifying co-workers to help support her.

Talk to her parents about her early childhood to anticipate any issues that she might have at work.

Free Jun-2024 UPDATED APSE CESP Exam Questions & Answer [Q16-Q40]

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