APSE CESP Dumps Questions [2024] Pass for CESP Exam
Updated APSE Study Guide CESP Dumps Questions
NEW QUESTION # 30
A job-seeker tells an employment support professional he is interested in doing auto body work, although he indicates he does not know much about it. Which of the following would be the BEST initial step?
- A. Help him enroll in the auto body course at the local community college.
- B. Help him visit with the auto body garage to better understand the work.
- C. Help him fill out an application at a local auto body garage.
- D. Help him research the career's potential earnings.
Answer: B
NEW QUESTION # 31
When advocating for supports and accommodations for someone with a disability, it is MOST important to consider that:
- A. the accommodations may only be used by the employee with a disability
- B. the accommodations are the decision of one person
- C. the employer must provide accommodations regardless of the cost unless the employer can prove that the accommodation would create an undue hardship
- D. only physical accommodations are required of the employer
Answer: C
NEW QUESTION # 32
The Social Security Administration's Plan to Achieve Self-Support (PASS) is a program that
- A. assists a person with a disability to complete their taxes.
- B. allows money to be set aside to pursue a work goal.
- C. helps a person continue to attend a day program.
- D. provides funding for employment-related expenses.
Answer: B
Explanation:
A PASS is a written plan of action for pursuing and getting a particular type of job. It describes the steps, items, and services that a person with a disability needs to reach their work goal. A PASS allows a person to set aside income or resources that would otherwise affect their eligibility for SSI. The money in the PASS account can be used to pay for expenses related to thework goal, such as education, training, equipment, or business start-up costs123. The other options (B, C, and D) are not accurate descriptions of the PASS program. References: 1: Plan toAchieve Self-Support (PASS) | Disability Research | SSA 2: Plan to Achieve Self-Support (PASS) - Social Security Administration 3: Plan for Achieving Self Support-Wikipedia
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?
- A. Ensuring that the office where the meeting is held is wheelchair accessible
- B. Determining if this position aligns with her interests
- C. Arranging transportation to ensure that she can get to the interview safely
- D. Getting her doctors' opinions regarding her capability to hold this type of position
Answer: B
NEW QUESTION # 34
Why is it important for an employment support professional to maintain data on an individual's job performance?
- A. To know whether the employee may need a different job
- B. So the employment support professional can ask for a raise
- C. So a job analysis can be completed
- D. To identify areas of success and need for additional support
Answer: D
NEW QUESTION # 35
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?
- A. Focus on the individual's strengths, talents, and capabilities to complete the job tasks.
- B. Disclose disability information.
- C. Tell the employer that this question violates the Americans with Disabilities Act (ADA).
- D. Excuse yourself from the interview, as the employer may not be a good match for this individual.
Answer: A
Explanation:
The most appropriate response is to focus on the individual's strengths, talents, and capabilities to complete the job tasks. This way, you can highlight the positive aspects of the individual and how they can contribute to the employer's goals. You can also address any concerns or misconceptions the employer may have about the disability and how it affects the individual's work performance. By doing so, you can demonstrate respect for the individual's privacy and dignity, as well as promote the principles of inclusion and diversity in the workplace.
The other options are not appropriate because they either violate the individual's rights, damage the relationship with the employer, or miss the opportunity to showcase the individual's abilities. Option B is not appropriate because it implies that the employer is not willing or able to accommodate the individual's needs, which may not be true. Option C is not appropriate because it confronts the employer in a hostile and accusatory manner, which may ruin the chances of getting the job or creating a positive impression. Option D is not appropriate because it discloses disability information without the individual's consent, which may violate the ADA and the individual's preferences. References:
APSE CESP Practice Exam
ADA Title I: Employment
NEW QUESTION # 36
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:
- A. ask the employer not to give him the raise
- B. remind the individual to inform the Social Security office about the raise
- C. do nothing, because the Social Security office will learn about the raise when he files his taxes
- D. arrange for another benefits analysis to inform the individual how the raise will affect his benefits
Answer: D
Explanation:
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.
NEW QUESTION # 37
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?
- A. 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.
- B. Ask the employer for an accommodation and negotiate a lower production rate for the worker.
- C. Continue your training program as designed, since this is only the first week of training.
- D. 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.
Answer: A
Explanation:
The best option to address this issue is to collect data on how many forms the worker enters per hour to establish a baseline comparison of her performance to the job site's production standard. This will help you to identify the gap between the worker's current and expected productivity, and to monitor her progress over time. It will also provide objective evidence to support any requests for accommodations or modifications that may be needed to help the worker succeed in her job. The other options are not recommended, as they may have negative consequences for the worker, the employer, or yourself. Continuing the training program as designed may not be effective or sufficient to address the worker's difficulties, and may lead to frustration or failure. Asking the employer for an accommodation and negotiating a lower production rate for the worker may not be feasible or fair, and may stigmatize the worker or lower her self-esteem. Assuring the employer that you will get the work done by completing some of the data entry yourself is unethical and unprofessional, as it violates the principles of informed choice, empowerment, and independence for the worker, and may create dependency or resentment. References: Employment after Traumatic Brain Injury, Job Accommodations for People with Brain Injuries, Best Practices for Communicating Through an Interpreter
NEW QUESTION # 38
What is the PRIMARY role of the employment support professional?
- A. Ensure the employee remains on task.
- B. Provide integrated employment services.
- C. Ensure the employee takes their scheduled breaks.
- D. Provide supervision to the employee.
Answer: B
NEW QUESTION # 39
You are explaining the assessment process at your workplace to a new job coach. Which of the following statements MOST accurately reflects best practice in assisting a person to find a job of choice?
- A. Our agency has a very good picture assessment for determining job preferences using these flash cards and asking your job-seekers to point to the jobs they might like.
- B. Our agency uses a "discovery" process that includes situational assessments based on the individual's identified interests.
- C. Our agency begins the job development process simultaneously with individualized assessment.
- D. The job-seeker's formal records should be read first, since they will include a great deal of relevant information that you must know prior to meeting the individual.
Answer: B
Explanation:
The best practice in assisting a person to find a job of choice is to use a "discovery" process that includes situational assessments based on the individual's identified interests. This is because this process allows the job coach to learn about the person's strengths, preferences, skills, and support needs in various settings and situations, rather than relying on formal records or standardized tests that may not capture the person's true potential or motivation1. The discovery process also involves the person and their family, friends, and other natural supports in identifying their employment goals and developing a career plan2.
References:
1: Discovery: A Guide for Employment Support Professionals1
2: The Discovery Process: An Introduction2
NEW QUESTION # 40
Tom is a 27-year-old male who has epilepsy, but it is currently managed by medication. When is he required to disclose his disability to his employer?
- A. After the job offer
- B. During the interview
- C. Before the interview
- D. Before an accommodation is requested
Answer: D
NEW QUESTION # 41
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?
- A. The employment support professional calls the Human Resource Department for more information.
- B. The employment support professional assists the person in reviewing the company's web page.
- C. The employment support professional offers to answer any company-specific questions during the interview.
- D. The employment support professional schedules a visit to the company headquarters.
Answer: B
NEW QUESTION # 42
Which of the following statements is NOT consistent with the core values of customized employment?
- A. The individual has a personalized job description and/or employer expectations that were created during the negotiation process.
- B. The individual is hired and paid directly by the employer.
- C. The individual can earn sub-minimum wages if this is part of the negotiated job description process.
- D. The individual is the primary source of information and decides the direction to explore the job market.
Answer: C
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 # 43
A baseline task analysis is used to determine:
- A. how to measure work progress and social interaction on the job
- B. Social Security income reductions based on earned wages
- C. the initial production and quality standards for measuring training progress
- D. wages for an individual based upon on-the-job production
Answer: C
Explanation:
A baseline task analysis is a method of assessing the current performance and skills of a job seeker or employee before providing any training or intervention. It is used to determine the initial production and quality standards for measuring training progress, as well as to identify the strengths and areas of improvement for the individual. A baseline task analysis can also help to design a customized training plan that matches the individual's learning style and preferences12.
Answer B is not correct, because a baseline task analysis is not related to Social Security income reductions based on earned wages. Social Security income reductions are determined by the Substantial Gainful Activity (SGA) level, the Trial Work Period (TWP), the Extended Period of Eligibility (EPE), and the Impairment-Related Work Expenses (IRWE)3. A baseline task analysis does not affect these factors.
Answer C is not correct, because a baseline task analysis is not used to determine wages for an individual based upon on-the-job production. Wages are determined by the employer, the market value of the job, and the Fair Labor Standards Act (FLSA)4. A baseline task analysis does not influence these factors.
Answer D is not correct, because a baseline task analysis is not used to measure work progress and social interaction on the job. Work progress and social interaction are measured by ongoing assessments, such as performance reviews, feedback, observations, and data collection5. A baseline task analysis is only a snapshot of the initial performance and skills of the individual. References:
https://www.apse.org/wp-content/uploads/docs/CESP%20Candidate%20Handbook.1.123.pdf
NEW QUESTION # 44
You are serving a 25-year-old woman who is interested in working with animals. She thinks she wants to become a veterinary technician but does not know much about the position. What is the BEST way to help her?
- A. Assist her to enroll in a veterinary technician program.
- B. Schedule an informational interview with a veterinary technician to learn more about the job duties.
- C. Refer her to another agency because her goals are not appropriate.
- D. Search the Internet to gather material regarding what a veterinary technician does.
Answer: B
NEW QUESTION # 45
You are working with a 19-year-old female who is very nervous about working for the first time. She is concerned that she will not be able to perform the work and will not get along with co-workers or make any friends at work. Which of the following natural supports is MOST likely to help her feel more connected and confident in the workplace?
- A. Secure more therapy so that she can manage her anxiety.
- B. Ensure that a job coach is always present while she is working.
- C. Help her find a co-worker at the job who can empathize with, mentor, and support her on the job.
- D. Ask your supervisor if you can give her your mobile phone number so that she can call you at any time the need arises.
Answer: C
NEW QUESTION # 46
Motivational interviewing is designed to help an individual with all the following EXCEPT:
- A. examining the individual's ambivalence to change
- B. planning for and beginning the process of change
- C. deferring to the vocational rehabilitation counselor for decision making
- D. eliciting and strengthening change talk
Answer: C
Explanation:
Motivational interviewing is a collaborative, goal-oriented method of communication that aims to enhance the individual's intrinsic motivation to change1. It is based on four principles: expressing empathy, developing discrepancy, rolling with resistance, and supporting self-efficacy2. Motivational interviewing does not involve deferring to the vocational rehabilitation counselor for decision making, as this would undermine the individual's autonomy and self-determination. Rather, motivational interviewing respects the individual's perspective and preferences, and helps them explore and resolve their own ambivalence to change3.
References:
Motivational Interviewing: Helping People Change, Chapter 1
Motivational Interviewing in Employment Services, page 4
APSE CESP Study Guide, page 18, Section 2.2.1
NEW QUESTION # 47
A material handler assisting carpenters at job sites is enjoying his job, but consistently returns late from scheduled lunch breaks. Which of the following is the BEST sustainable structured activity for this situation?
- A. Instruct the supervisor to remind him when to return to work.
- B. Refer to an assistive technology person to inquire if anything can help with time management.
- C. Have a Parent, friend, or job coach call him to monitor time spent on lunch.
- D. Coach him to build relationships with co-workers who take lunch and return to work at the same time.
Answer: D
NEW QUESTION # 48
You are developing work experience with a 25-year-old male with attention deficit disorder. The only place where he wants to work is at the local go-kart track. He has trouble maintaining the fast pace of the job due to his inability to stay focused. Which of the following is the LEAST important structured activity to keep him on task?
- A. Work with him at all times to keep him on task.
- B. Move him to a less busy time of the day to work.
- C. Have the co-workers be his natural supports to remind him to stay on pace with the job.
- D. Develop a routine of tasks to keep him on pace with the job.
Answer: A
Explanation:
According to the CESP handbook, one of the core competencies of an employment support professional is to facilitate 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 employee with ADHD to integrate into the work culture, learn new skills, and receive feedback and encouragement3. Working with the employee at all times to keep him on task is the least important structured activity because it may undermine his autonomy, self-confidence, and motivation. It may also create a dependency on the employment support professional and prevent the development of natural supports. A better approach would be to help the employee find strategies to cope with his ADHD symptoms, such as minimizing distractions, breaking down tasks, using reminders, and taking breaks4. Movinghim to a less busy time of the day, developing a routine of tasks, and having the co-workers be his natural supports are all more important structured activities than working with him at all times. References: 1: CESP Candidate Handbook, page 5 2: CESP Candidate Handbook, page 18 3: Natural Supports in the Workplace 4: ADHD in the Workplace
NEW QUESTION # 49
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?
- A. Locate an internship for the individual.
- B. Place individual in an entry-level job.
- C. Find an apprenticeship for the individual.
- D. Explore various careers with the individual.
Answer: D
NEW QUESTION # 50
An employee uses a visual task list to help them manage day-to-day tasks assigned by their supervisor. This is an example of:
- A. a task analysis.
- B. an assistive technology tool.
- C. a workplace accommodation.
- D. an individualized education plan.
Answer: B
Explanation:
An assistive technology tool is any device, software, or equipment that helps people work around their challenges and achieve their goals1. A visual task list is an example of an assistive technology tool that can help employees with cognitive disabilities, learning disabilities, or attention deficits to organize their tasks, prioritize their work, and stay focused23. The other options are not correct because:
An individualized education plan (IEP) is a document that outlines the special education and related services that a student with a disability will receive in school4. It is not relevant to the workplace setting.
A workplace accommodation is any change in the work environment or in the way things are customarily done that enables an individual with a disability to enjoy equal employment opportunities5.
A visual task list may be considered a workplace accommodation if it is provided by the employer to enable the employee to perform the essential functions of the job, but it is not the only example of a workplace accommodation.
A task analysis is a process of breaking down a complex task into smaller, manageable steps that can be taught to the learner6. A visual task list may be based on a task analysis, but it is not the same thing. A task analysis is a method of instruction, while a visual task list is a tool for self-management. References:
Domain 4 Workplace and Related Supports123456
What is Assistive Technology?
Using Visual Schedules: A Guide for Parents
Visual Task Lists for Students with Disabilities
Individualized Education Program (IEP)
Workplace Accommodations
Task Analysis
NEW QUESTION # 51
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?
- A. Darrell's former manager has told you that he has poor customer service skills.
- B. Darrell has expressed interest in learning cashiering in a retail store, although he sometimes has difficulty counting money
- C. 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.
- D. 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.
Answer: B
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 helping Darrell look for a job:
His interests, preferences, strengths, and needs
His informed choice and self-determination
His potential for learning and growth
His natural supports and accommodations
His integration and inclusion in the community and workplace
His opportunities for advancement and career development You should avoid the following factors when helping Darrell look for a job:
His limitations, challenges, or deficits
His diagnosis, label, or disability category
His family's, teacher's, or manager's opinions or assumptions
His conformity to pre-determined or standardized options
His segregation or isolation from the community and workplace
His stagnation or lack of progress in his career References: 1: CESP Candidate Handbook, page 5
NEW QUESTION # 52
You are conducting job development when you learn that a large on-line shopping merchant is opening a store in your are a. You investigate and determine the specific skills the company will need for positions when the store opens. Your NEXT step is to:
- A. take an individual whom you support to an interview and hope he has the skills that the employer is seeking
- B. work with the individuals you support to teach them the skills desired by the employer
- C. determine if one of the individuals you support wants to do the job for which the employer is hiring
- D. bring several individuals whom you support to interview, hoping that one matches a job opening
Answer: C
NEW QUESTION # 53
Paid work trials include:
- A. guarantee of job offer.
- B. on-the-job training.
- C. going to the day program.
- D. volunteer work.
Answer: B
NEW QUESTION # 54
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