[Sep 04, 2024] CESP Exam Dumps - Try Best CESP Exam Questions - ActualPDF
Verified CESP exam dumps Q&As with Correct 135 Questions and Answers
NEW QUESTION # 61
You are a job developer for a 38-year-old female who has a cognitive disability. You are creating a vocational profile to assist with her job search. Which of the following is the LEAST appropriate piece of information to include?
- A. Her reading ability
- B. Her parent's desire for her to work in a warehouse
- C. Her preferences for work environment
- D. The conditions that are needed for her to be successful
Answer: B
Explanation:
A vocational profile is a tool that helps identify the job seeker's interests, skills, abilities, preferences, and support needs for employment. A vocational profile should include information that is relevant, accurate, and individualized to the job seeker. The information should be gathered from multiple sources, such as interviews, observations, assessments, and records. The information should also reflect the job seeker's voice and choice, and respect their right to self-determination and empowerment. Therefore, the LEAST appropriate piece of information to include in a vocational profile is the parent's desire for the job seeker to work in a warehouse, as this may not align with the job seeker's own goals, preferences, or abilities. The parent's desire may also limit the job seeker's options and opportunities for competitive, integrated employment. The other options are more appropriate to include in a vocational profile, as they provide useful information about the job seeker's work environment preferences, reading ability, and success conditions. References: CESP Examination Content Outline, Certified Employment Support Professional
NEW QUESTION # 62
Which of the following does NOT define the Supplemental Security Income (SSI) program?
- A. Qualifying for SSI is based upon earned income and owned assets.
- B. The basic SSI amount is the same nationwide, but many states add money to the basic benefit.
- C. The program makes payments to people with low income who are age 65 or older or have a disability.
- D. SSI's determined by a parent's Social Security earnings during the life of the parent's working history.
Answer: D
NEW QUESTION # 63
While communicating through an ASL interpreter with a job seeker who is Deaf and uses sign language as their primary mode of communication, it is MOST appropriate to:
- A. write notes to the job seeker.
- B. shift eye contact frequently between the interpreter and job seeker.
- C. direct your attention to the job seeker.
- D. speak directly to the interpreter.
Answer: C
Explanation:
The most appropriate way to communicate through an ASL interpreter with a job seeker who is Deaf and uses sign language is to direct your attention to the job seeker. This shows respect and inclusion for the job seeker, and allows you to pick up their non-verbal cues. You should also speak in the first person, use your normal language and tone, and pause for the interpreter to interpret. Writing notes, speaking to the interpreter, or shifting eye contact are not recommended, as they can create confusion, distraction, or misunderstanding. References: 10 Tips for Using a Sign Language Interpreter, Best Practices for Using an ASL Interpreter, Etiquette using interpreter, Best Practices for Communicating Through an Interpreter
NEW QUESTION # 64
The primary purpose of a task analysis is to:
- A. take a job duty and break it down into teachable steps
- B. help the job coach fade from supporting the employee
- C. list the types of responsibilities of the employee
- D. identify various positions available in an organization
Answer: A
NEW QUESTION # 65
You are scheduling a meeting with Susan, a 21-year-old woman with a mild cognitive disability, to discuss the employment process and explore her vocational interests. The MOST important person to provide input regarding her vocational aptitudes and interests would be:
- A. her vocational rehabilitation counselor
- B. her teacher
- C. Susan herself
- D. her parents
Answer: C
NEW QUESTION # 66
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?
- A. Her co-worker, who sits beside her in the adjacent office and has become a friend
- B. Her job coach who trained her on the job
- C. Her mother who drives her to work every day and picks her up after work ends
- D. Her supervisor, with whom she connects 1-2 times a week
Answer: A
NEW QUESTION # 67
Which of the following is the BEST resource that an employment support professional can provide to a business to demonstrate a person's experience?
- A. Job analysis
- B. Visual portfolio
- C. Social networking account
- D. Individualized employment plan
Answer: B
Explanation:
According to the CESP Candidate Handbook1, one of the knowledge areas for Domain 3: Community Research and Job Development is "Strategies for marketing job seekers to employers". The handbook also states that "The CESP exam is based on the application of knowledge, not just the recall of facts". Therefore, the best answer is the one that demonstrates the most effective and evidence-based practice for presenting a person's experience to a potential employer.
Option C is the best answer because a visual portfolio is a collection of work samples, photos, videos, or other materials that showcase a person's skills, abilities, and achievements in a concrete and appealing way2. A visual portfolio can help anemployment support professional to highlight the person's strengths and interests, match them to the employer's needs and expectations, and address any possible concerns or questions that the employer may have3.
Option A is not the best answer because a social networking account may not be relevant or appropriate for demonstrating a person's experience in a professional context. A social networking account may contain personal or private information that the person may not want to share with a potential employer, or that may create a negative impression of the person's character or suitability for the job4.
Option B is not the best answer because a job analysis is a tool that an employment support professional uses to gather information about the tasks, duties, skills, and requirements of a specific job. A job analysis is not a resource that can demonstrate a person's experience, but rather a method that can help identify the best fit between a person and a job.
Option D is not the best answer because an individualized employment plan is a document that outlines the goals, objectives, strategies, and supports that a person and an employment support professional agree to pursue in order to achieve successful employment outcomes. An individualized employment plan is not a resource that can demonstrate a person's experience, but rather a plan that can guide the process of finding and maintaining a job.
References: 1: CESP Candidate Handbook 2: Visual Portfolios: A Tool for Marketing Job Seekers 3: Using Visual Portfolios to Market Job Seekers 4: Social Media and Employment : Job Analysis: An Overview :
Individualized Employment Plan (IEP)
NEW QUESTION # 68
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?
- A. Talk to her parents about her early childhood to anticipate any issues that she might have at work.
- B. 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.
- C. Role play with her on how to interact with the librarian and customers.
- D. Review her medical records.
Answer: B
NEW QUESTION # 69
Ann has autism and a reputation for challenging behaviors. She lost her prior retail job after refusing to punch in using the clock at work and running out the back door of the store. Which of the following should you do FIRST in supporting Ann in her new job?
- A. Describe Ann's challenging behaviors, including her prior retail experience, to her new supervisor tohelp him anticipate any problems that they may encounter.
- B. Review any data, previous training programs, and records to identity positive reinforcers or events that have been used to assist Ann in managing her challenging behaviors.
- C. Identify a back-up staff person who can come to the job site immediately if Ann has problems.
- D. Suggest to your program manager that Ann be assigned to an enclave placement until she can demonstrate positive work skills.
Answer: B
Explanation:
According to the CESP Candidate Handbook1, one of the knowledge areas for Domain 2: Individualized Employment and Career Planning is "Strategies for addressing challenging behaviors in the workplace". The handbook also states that "The CESP exam is based on the application of knowledge, not just the recall of facts". Therefore, the best answer is the one that demonstrates the most effective and evidence-based practice for supporting Ann in her new job.
Option B is the best answer because it involves reviewing any relevant data and information that can help identify what triggers Ann's challenging behaviors, what motivates her to work, and what strategies have been successful in the past. This can help the employment support professional to design a personalized and proactive plan for Ann that can increase her chances of success and satisfaction in her new job.
Option A is not the best answer because it suggests that Ann should be segregated from the integrated community workplace and placed in a sheltered setting until she proves herself. This goes against the core values and principles of APSE and the CESP credential, which promote inclusion, choice, and self-determination for people with disabilities2.
Option C is not the best answer because it implies that Ann is likely to have problems and that the employment support professional is not confident or competent enough to handle them. This can create a negative impression of Ann and her abilities to the employer and the co-workers, and undermine her self-esteem and independence. Moreover, having a back-up staff person is not a guarantee that Ann will not have challenging behaviors, and it does not address the root causes or the solutions for them.
Option D is not the best answer because it focuses on the negative aspects of Ann's behavior and history, rather than her strengths and interests. This can also create a biased and unfavorable view ofAnn to the employer and the co-workers, and lower their expectations and support for her. Furthermore, describing Ann's challenging behaviors without providing any context, rationale, or intervention plan is not helpful or professional.
References: 1: CESP Candidate Handbook 2: APSE Ethical Guidelines for Professionals in Supported Employment
NEW QUESTION # 70
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?
- A. Representative of the individual's medical team
- B. Small business development consultant to assist with a business and marketing plan
- C. Employment support professional to help coordinate resources and supports
- D. Family member or friend to assist with networking, bookkeeping, and transportation
Answer: A
NEW QUESTION # 71
You are meeting for the first time with a 45-year-old male who is considering employment after many years of mental health treatment. Which of the following is the BEST way to know more about him in order to tailor services to meet his needs?
- A. Read his case file, because people who have known him probably have written about him. and the file will contain many of the answers you need.
- B. Ask family and clinicians who know him well lo inform you about what he has been able lo do in the past and what they think he can do now
- C. place him in a job now to determine his capabilities.
- D. Ask him directly about his background and desire for services.
Answer: D
Explanation:
The best way to know more about a job seeker is to ask him directly about his background and desire for services. This is consistent with the principles of self-determination, empowerment, and person-centered planning that are part of the CESP Domain 2 Individualized Employment and Career Planning1. Asking him directly also shows respect for his autonomy and preferences, and allows him to share his strengths, interests, and goals in his own words. Asking family and clinicians, reading his case file, or placing him in a job without his input may provide some useful information, but they may also be biased, outdated, or irrelevant to his current situation and aspirations. Moreover, they may undermine his confidence and motivation to pursue employment. References: 1: CESP Content Outline - CESP
NEW QUESTION # 72
Which of the following should the employment support professional utilize when supporting the job-seeker to work independently?
- A. Job skills assessment
- B. Benefits plan
- C. Fading plan
- D. Risk assessment
Answer: C
Explanation:
A fading plan is a strategy that the employment support professional (ESP) uses to gradually reduce the amount and frequency of support that they provide to the job-seeker, while increasing the use of natural supports from the employer and co-workers12. The goal of a fading plan is to help the job-seeker work independently and integrate socially in the workplace, without relying on the ESP for assistance3. A fadingplan should be individualized, flexible, and based on the job-seeker's needs and preferences4.
The other options are not the best choices for supporting the job-seeker to work independently. A benefits plan is a document that outlines the impact of employment income on the job-seeker's public benefits, such as Social Security or Medicaid5. While a benefits plan can help the job-seeker make informed decisions about working, it does not directly address the issue of reducing the ESP's support. A risk assessment is a process of identifying and evaluating the potential hazards and threats that the job-seeker may face in the workplace, such as health and safety risks, discrimination, or harassment6. While a risk assessment can help the ESP and the employer mitigate or prevent these risks, it does not directly address the issue of increasing the job-seeker's independence. A job skills assessment is a tool that measures the job-seeker's abilities, interests, and aptitudes for different types of work7. While a job skills assessment canhelp the ESP and the job-seeker find a suitable job match, it does not directly address the issue of decreasing the ESP's intervention.
References: 1: Fading and Support Strategies for Employment Success 2: Natural Supports and Fading Background Information 3: Job Site Fading 4: NATURAL SUPPORTS - FADING PLAN 5: Benefits Planning Services | U.S. Department of Labor 6: Risk Assessment | Health and Safety Authority 7: Job Skills Assessment - CareerOneStop
NEW QUESTION # 73
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?
- A. Inquire if the other CBWA sites would hire her so that she would have options from which to choose.
- B. Complete the CBWA and discuss the job opportunity with all stakeholders.
- C. Decline the job offer immediately.
- D. Accept the job offer immediately.
Answer: B
Explanation:
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
NEW QUESTION # 74
You are helping to find employment for a 32-year-old man who has a significant cognitive disability and limited expressive language. You have completed the discovery process and learned that one of his vocational themes is working with animals. Which of the following situations would be the LEAST useful location for the situational assessment?
- A. Ask your veterinarian if you and the job-seeker can spend a half day doing odd jobs in his office.
- B. Make an appointment with the owner of a pet boarding facility that will give the job-seeker a tour and explain the jobs that are available there.
- C. Ask staff from his facility-based program to bring in their dogs and set up a grooming station to see if grooming is something he might like to do.
- D. Take the job-seeker to browse in a local pet store to see if he might like to complete a situational assessment in that setting.
Answer: C
Explanation:
A situational assessment is a process of observing and evaluating a job-seeker's performance, skills, interests, and preferences in various work settings1. The purpose of a situational assessment is to identify the most suitable and satisfying employment options for the job-seeker2. Therefore, the situational assessment should be conducted in realistic and natural work environments that match the job-seeker's vocational themes3.
In this case, the job-seeker has a vocational theme of working with animals, so the situational assessment should involve settings where he can interact with different types of animals and perform various tasks related to animal care. Options B, C, and D are all examples of such settings, where the job-seeker can explore different aspects of working with animals, such as grooming, feeding, cleaning, and assisting. Option A, however, is not a realistic or natural work environment, as it involves bringing dogs from a facility-based program to a grooming station that is not part of an actual business. This option does not provide the job-seeker with an authentic experience of working with animals in a community setting, and it does not expose him to the diversity and complexity of the animal care industry. Therefore, option A is the least useful location for the situational assessment. References: 2: Certified Employment Support Professional Candidate Handbook, page 5 3: CESP study guide Flashcards, question 5 1: Focus On: Six strategic steps for situational assessment, page 1
NEW QUESTION # 75
Which of the following services are provided by local Work Incentives Planning and Assistance offices?
- A. Tax preparation
- B. Transportation
- C. Tutoring
- D. Benefits analysis
Answer: D
Explanation:
Work Incentives Planning and Assistance (WIPA) offices are funded by Social Security to provide information and counseling about work and benefits to people who receive Social Security Disability Insurance (SSDI) or Supplemental Security Income (SSI) because of a disability1. One ofthe main services they provide is benefits analysis, which is an accurate and personalized assessment of how work will affect a person's benefits and health insurance2. Benefits analysis can help people understand the availability and use of work incentives, such as the Trial Work Period, Expedited Reinstatement, and Protection from Medical Continuing Disability Reviews2. Benefits analysis can also help people plan and prepare for work, manage their benefits, and achieve their employment goals3. WIPA offices do not provide transportation, tutoring, or tax preparation services, which are not related to their mission and scope of work. References:
https://choosework.ssa.gov/about/work-incentives/
https://www.ssa.gov/work//WIPA.html
NEW QUESTION # 76
To be protected by the American with Disabilities Act (ADA), one must:
- A. receive Social Security.
- B. apply for ADA benefits.
- C. work with an employment support professional.
- D. have a disability that impacts a major life area.
Answer: D
Explanation:
The ADA is a federal civil rights law that prohibits discrimination against people with disabilities in everyday activities. To be protected by the ADA, one must have a disability that meets the definition of the law.
According to the ADA, a person with a disability is someone who:
has a physical or mental impairment that substantially limits one or more major life activities, such as walking, seeing, hearing, speaking, breathing, learning, working, or caring for oneself has a history or record of such an impairment, such as cancer that is in remission, or is perceived by others as having such an impairment, such as a person who has scars from a severe burn.
The ADA does not require a person to apply for benefits, work with an employment support professional, or receive Social Security to be covered by the law. These are not criteria for determining disability status under the ADA. Therefore, options A, B, and C are incorrect. References:
Introduction to the Americans with Disabilities Act
The Americans with Disabilities Act
Employers and the ADA: Myths and Facts
Your Rights Under the Americans with Disabilities Act
NEW QUESTION # 77
When contacting with employers to begin job development, it is BEST to:
- A. conduct a cold call or appear unannounced
- B. call the employer and describe your services
- C. have as little contact as possible
- D. ask for the best time for the employer to meet with you
Answer: D
NEW QUESTION # 78
Of the following, what is the MOST effective strategy for ensuring that people with disabilities are welcomed into the mainstream of a community's workforce?
- A. Educating employers about the legal requirements of the Americans with Disabilities Act (ADA)
- B. Developing a marketing approach that represents people with disabilities in a positive, inclusive manner
- C. Helping employers identify areas of their workplace where employees with disabilities will not interfere with the productivity of other workers
- D. Assisting the community to establish separate training programs for individuals with disabilities to prepare for competitive employment
Answer: B
Explanation:
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.
The most effective strategy for ensuring that people with disabilities are welcomed into the mainstream of a community's workforce is to develop a marketing approach that represents people with disabilities in a positive, inclusive manner. This would be consistent with the task 3.2, which requires the employment support professional to develop and maintain relationships with employers and community partners to facilitate job development and placement. By developing a marketing approach that represents people with disabilities in a positive, inclusive manner, the employment support professional would help to raise awareness and change attitudes about the value and potential of people with disabilities as employees, customers, and citizens. This wouldalso help to promote the benefits of diversity and inclusion in the workplace, such as increased productivity, innovation, and customer satisfaction23.
The other options are not the most effective strategies for ensuring that people with disabilities are welcomed into the mainstream of a community's workforce, because theyeither create or reinforce barriers, stereotypes, or segregation for people with disabilities. Helping employers identify areas of their workplace where employees with disabilities will not interfere with the productivity of other workers (option A) is not an effective strategy, because it implies that people with disabilities are a burden or a problem for the workplace, rather than an asset or a solution. This would also limit the opportunities and choices for people with disabilities, and prevent them from fully participating and contributing to the workplace. Educating employers about the legal requirements of the Americans with Disabilities Act (ADA) (option C) is an important strategy, but it is not the most effective one, because it focuses on the compliance and obligation of employers, rather than the motivation and opportunity of employers. This would also not address the attitudinal and cultural barriers that may exist in the workplace, such as stigma, prejudice, or discrimination. Assisting the community to establish separate training programs for individuals with disabilities to prepare for competitive employment (option D) is not an effective strategy, because it creates segregation and isolation for people with disabilities, rather than integration and inclusion. This would also imply that people with disabilities need special or different training than others, rather than equal or customized training.
References: 1: CESP Candidate Handbook, page 10. 2: Disability and work, ILO, 6. 3: Disability and Employment, United Nations Enable, 5.
NEW QUESTION # 79
Which of the following information is provided by labor market data?
- A. Retirement benefits
- B. Transportation
- C. Accommodations
- D. Earnings
Answer: D
NEW QUESTION # 80
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. Search the Internet to gather material regarding what a veterinary technician does.
- B. Refer her to another agency because her goals are not appropriate.
- C. Schedule an informational interview with a veterinary technician to learn more about the job duties.
- D. Assist her to enroll in a veterinary technician program.
Answer: C
NEW QUESTION # 81
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