CESP Exam Dumps - Certified Employment Support Professional (CESP)

The best way for an employment support professional to assist a new hire to participate in an employer’s training is to provide supports based on needs identified by the new hire. This is because the new hire is the best source of information about their own strengths, preferences, and challenges, and the employment support professional should respect their autonomy and self-determination. Providing individualized supports can help the new hire learn the skills and knowledge required for the job, as well as build confidence and trust with the employer and co-workers. Asking the employer to provide special training, having a co-worker explain the unwritten rules, or attending the training on behalf of the new hire are not the best methods, as they may imply that the new hire is not capable of learning the same way as other employees, or that they need extra help or supervision. These methods may also create dependency, stigma, or isolation for the new hire, and may not address their specific needs or goals. References:

• CESP Candidate Handbook, page 5, Domain 4: Workplace and Related Supports, Competency 4.1: Provide individualized supports to the employee based on their needs and preferences.
• Online Learning - Association of People Supporting Employment First, Module 4: Workplace and Related Supports, Lesson 1: Individualized Supports.

Fading from the worksite is a process used by employment support professionals (ESPs) to reduce the dependency of the supported employee on external support structures and increase their independence and integration in the workplace1. The most important factor in ensuring the continued success of the employee after fading is the availability and quality of natural supports from the co-workers2. Natural supports are the informal and formal assistance that co-workers provide to the employee with a disability, such as mentoring, coaching, feedback, socialization, and friendship3. Natural supports can enhance the employee’s performance, satisfaction, retention, and career development4. Therefore, if Ava’s co-workers are willing to provide various types anddegrees of work support for her, she is more likely to maintain and improve her skills, adapt to changes, and feel valued and accepted in the work environment5.

The other options are not as important as natural supports from co-workers. While Ava’s family’s feelings and Ava’s social interactions with co-workers may affect her motivation and well-being, they are not directly related to her work performance and outcomes6. Ava’s supervisor’s ability to contact the ESP whenever work expectations are not met is a contingency plan, but it does not ensure Ava’s success at work; rather, it implies a lack of trust and confidence in Ava’s abilities and natural supports7. References: 1: FADING FROM THE JOB SITE - SUPPORTED EMPLOYMENT A CUSTOMER DRIVEN APPROACH 2: Natural Supports in the Workplace: A Reexamination of Supported Employment 3: Natural Supports in the Workplace: Defining an Agenda for Research and Practice 4: Natural Supports at Work: A Review of the Literature 5: Fading away at work: “I could have left without saying anything” – performing talent management in a multinational organization 6: The Impact of Family Support on the Success of Individuals with Disabilities in the Workplace 7: Job Site Fading - trn-store.com

 Direct verbal prompting is the most intrusive type of support because it involves telling the individual what to do or say in a specific situation. This type of support may interfere with the individual’s autonomy, self-determination, and natural interactions with others. It may also create dependency and reduce the individual’s confidence and motivation. Direct verbal prompting should be used sparingly and only when other less intrusive types of support are ineffective or inappropriate. Less intrusive types of support include pictures or checklists, which provide visual cues for the individual to follow; indirect verbal prompting, which involves asking open-ended questions or giving hints to guide the individual; and gesturing, which involves using non-verbal signals such as pointing, nodding, or shaking the head to indicate approval or disapproval. References:

• CESPâ„¢ - Association of People Supporting Employment First
• Certified Employment Support Professional - apse.org
• Difference between Invasive, Non-invasive, Intrusive & Non-intrusive
• Including Specific Types of Supports in Plans Operational Guideline - Personal care supports
• Types of OCD | OCD-UK

According to the Americans with Disabilities Act (ADA), a person with a disability is not required to disclose their disability to an employer at any point in the hiring process, unless they need a reasonable accommodation to participate in the application process or to perform the essential functions of the job1. Therefore, Tom is not required to disclose his epilepsy to his employer before, during, or after the interview, unless he needs an accommodation such as flexible work hours, breaks, or a quiet work environment. If he does need an accommodation, he should disclose his disability before the accommodation is requested, and provide relevant documentation to support hisrequest2. References: 1: Disability Disclosure and Interviewing Techniques for Persons with Disabilities 2: CESP Content Outline - CESP

A benefits analysis is a service that helps an individual understand how their income from work may affect their public benefits, such as Social Security, Medicaid, Medicare, food stamps, housing subsidies, etc. A benefits analysis should include a description of all the public benefits that the individual receives, how they are calculated, what are the eligibility criteria, what are the work incentives or special rules that allow the individual to keep some or all of their benefits while working, and what are the reporting requirements and potential consequences of non-compliance. A benefits analysis should also provide the individual with information on how to access benefits counseling and planning services, and how to make informed choices about their employment goals and options. A benefits analysis should not include information on tax credits or employer benefits, as these are not public benefits and are not affected by the individual’s income from work. References: CESP Examination Content Outline, Benefits of Certification

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.

References:

• APSE CESP Practice Exam
• APSE CESP Exam Content Outline
• APSE CESP Study Guide

A reasonable accommodation is any change to the job, the work environment, or the way things are usually done that allows a person with a disability to perform theessential functions of the job and enjoy equal employment opportunities12. A reasonable accommodation may include modifying an employee’s work schedule, such as allowing flexible hours, part-time work, or telework, as long as it does not create an undue hardship for the employer123. An undue hardship is an action that requires significant difficulty or expense for the employer, considering factors such as the nature and cost of the accommodation, the size and financial resources of the employer, and the impact of the accommodation on the operation of the business2. A reasonable accommodation does not include removing essential job functions, which are thefundamental duties of the position2. A reasonable accommodation also does not include reducing production standards, which are the quantity or quality of work expected of all employees in the same position2. A reasonable accommodation does not include allowing inconsistent job attendance, which may affect the performance of the essential functions or the employer’s ability to conduct business2. References:

• Reasonable Accommodations in the Workplace
• Enforcement Guidance on Reasonable Accommodation and Undue Hardship under the ADA
• Accommodations

The best next step for the employment support professional is to research local trade organizations and trade schools. This is because working as a plumber usually requires some level of training, certification, or apprenticeship, depending on the state and local regulations1. Trade organizations and trade schools can provide information on the requirements, opportunities, and resources for pursuing a career in plumbing. They can also help connect the job seeker with potential employers, mentors, or peers in the field2. Researching these options can help the employment support professional and the job seeker plan a realistic and individualized career path that matches the job seeker’s interests, goals, and abilities.

References:

• 1: How to Become a Plumber1
• 2: Plumbing Trade Organizations2