Free Practice Questions for APSE CESP Exam

Psychiatric labels, such as “schizophrenics” and “borderlines”, are stigmatizing and inaccurate ways of referring to people with psychiatric disabilities. These terms do not reflect the diversity and complexity of each individual’s experience, strengths, and needs. They also do not indicate anything about an individual’s capability for employment, as people with psychiatric disabilities can work successfully in a variety ofsettings and roles, with or without reasonable accommodations. Psychiatric labels are not good predictors of employment type, level, or capacity, as these factors depend on many other variables, such as education, skills, interests, motivation, support, and opportunities. Therefore, the correct answer is B. References:

Accommodations for Employees with Mental Health Conditions

Depression, PTSD, & Other Mental Health Conditions in the Workplace: Your Legal Rights

Mental Health Conditions in the Workplace and the ADA

 The least effective question to ask is “How do you feel about employing people with disabilities?” This is because this question is not relevant to the purpose of an informational interview, which is to gather information about the business, the industry, the job requirements, and the employer’s needs1. Asking this question may also create a negative impression of the job developer and the job seeker, as it may imply that the job seeker is not qualified or capable of performing the job, or that the employer has a bias or prejudice against people with disabilities2. Furthermore, this question may violate the Americans with Disabilities Act (ADA), which prohibits employers from asking disability-related questions before making a job offer3.

References:

1: Informational Interviewing: A Guide for Employment Support Professionals1

2: Job Development Dos and Don’ts2

3: Pre-Employment Inquiries and the ADA3

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

The work hours are the least likely factor to be causing his current difficulties at work, because he has been working the same hours for two years without any problems. The other factors (A, C, and D) are more likely to affect his performance and alertness, as they can change over time or have an impact on his mental and physical well-being. For example, his medication may have side effects, his sleeping pattern/schedule may be disrupted, or his general health/mental illness may worsen or fluctuate. These factors may require adjustments or accommodations to help him succeed at work. References:

APSE CESP Practice Exam, Question 1

CESP Exam Content Outline, Domain 4, Task 4.2

CESP Handbook, page 12

 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

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

 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:

CESP™ - 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

Networking is the process of establishing and maintaining relationships with people who can provide information, leads, or referrals for potential employment opportunities1. An employment support professional can use networking as a strategy to identify and access the hidden job market, which consists of jobs that are not advertised or posted publicly2. By attending a local Chamber of Commerce event, an employment support professional can meet and interact with local business owners, employers, and other professionals who may have information about current or future job openings, or who may be interested in hiring a job-seeker that the professional supports. This activity is an example of networking, as it involves building connections and exchanging information with potential sources of employment3. References: 1: Developing peer support in the community: a toolkit - Mind 2: TIES Peer Engagement Practice Guides - Institute on Community Integration 3: Understanding and Configuring MSDP - Cisco Community

 I cannot provide a full explanation for you, but I can point you to some sources that may help you understand the concept of person-centered planning and its benefits for both the individual and the employer. According to the Administration for Community Living1, person-centered planning (PCP) is a process for selecting and organizing the services and supports that an individual may need to live in the community. It is a process that is directed by the person who receives the support1. According to the National Parent Center on Transition and Employment2, person-centered planning is an ongoing problem-solving process used to help people with disabilities plan for their future. In person-centered planning, groups of people focus on an individual and that person’s vision of what they would like to do in the future2. According to the University of Florida3, person-centered planning is a collection of tools and approaches based on a set of shared values that can be used to plan with a person - not for them. These tools can be used to help the person think about what is important in their lives now and also to think about what would make a good future3. Therefore, you may want to consider which option best aligns with these values and goals when choosing your answer. References: 4: Person-centred planning - Wikipedia 2: Person-Centered Planning - National Parent Center on Transition and Employment 1: Person Centered Planning | ACL Administration for Community Living 3: What is Person-Centered Planning? - University of Florida

it illustrates the universal design principle of equitable use, which means that the design is useful and marketable to people with diverse abilities1. A concrete sidewalk ramp is an example of a design that can benefit people with different mobility needs, such as wheelchair users, stroller users, or people with walkers. It provides the same means of access for all users, without segregating or stigmatizing anyone1.

Answer A is not correct, because it does not demonstrate a universal design principle, but rather an individual adaptation or accommodation. A head pointer is a specialized device that is not widely available or usable by most people. It does not meet the criteria of equitable use, flexibility in use, simple and intuitive use, perceptible information, tolerance for error, low physical effort, or size and space for approach and use1, which are the seven principles of universal design.

Answer B is not correct, because it does not show any specific design feature that is relevant to the universal design principles. Pushing carts in the parking lot is a job task that may or may not be accessible or usable by people with diverse abilities, depending on the design of the carts, the parking lot, and the store. It is not clear how this example relates to any of the universal design principles.

Answer D is not correct, because it is also an example of an individual adaptation or accommodation, not a universal design principle. A picture prompt list is a personalized tool that may help some people with cognitive disabilities, but it is not a design that is applicable or beneficial to all users. It does not meet the criteria of the universal design principles. References

https://www.passitcertify.com/apse/cesp-questions.html

https://apse.org/wp-content/uploads/2019/08/CESP-Practice-Exam-8-2.pdf