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The LEAST appropriate response to the female’s concern is B, because it implies that she should not do an assessment unless she knows exactly what she wants to do. This is contrary to the purpose of situational assessments, which are meant to help individuals with disabilities explore their interests, skills, and preferences in different work environments1. Telling her that it is best to have a clear idea of her career goal may discourage her from trying new things and limit her options. The other responses are more supportive and reassuring, as they emphasize the benefits of assessments and acknowledge her feelings. References: 1: CESP Candidate Handbook, page 5. Download here.

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

 The first step that you should take in helping this worker improve her job performance is to ask a bilingual Hispanic co-worker what cues she uses to distinguish the toiletries. This option follows the core values and principles of employment support, such as individualization, natural supports, and respect. It recognizes the worker’s cultural and linguistic background, and it seeks to find a solution that is based on her strengths and preferences. It also utilizes the existing resources and relationships in the workplace, and it promotes the worker’s independence and inclusion.

The other options are not as good as option A, for the following reasons:

Option B: Asking the manager for an accommodation by substituting another job duty for the one that she is having difficulty completing is not a bad option, but it is not the first step that you should take. This option may imply that the worker is not capable of performing the original job duty, and that she needs a special favor or exception from the employer. This option may also limit the worker’s career development and satisfaction, as it may not match her interests or goals. Therefore, this option should be considered only after exploring other possible solutions, such as option A.

Option C: Asking the manager if the worker can be paired with a co-worker to be her natural support for completing her daily job duties is also not a bad option, but it is not the first step that you should take. This option may depend on the availability and willingness of the co-worker, and it may create a dependency or a burden for the co-worker. This option may also reduce the worker’s autonomy and confidence, as it may suggest that she cannot do the job on her own. Therefore, this option should be considered only after exploring other possible solutions, such as option A.

Option D: Talking with the individual to determine if the job is a good match and if she needs to look for another job is not a good option, as it does not follow the core values and principles of employment support, such as empowerment, career development, and quality outcomes. This option may discourage the worker and undermine her achievements and potential. It may also create a negative impression of the worker to the employer, and it may jeopardize the worker’s employment status and income. Therefore, this option should be avoided unless there is no other way to resolve the issue.

References:

APSE CESP Practice Exam

APSE CESP Exam Content Outline

APSE CESP Study Guide

The best approach would be to arrange for another benefits analysis to inform the individual how the raise will affect his benefits. A benefits analysis is a service that provides information on how work and earnings may impact the eligibility and amount of SSDI and other public benefits, such as Medicare, Medicaid, food stamps, or housing assistance. A benefits analysis can also explain the various work incentives and programs that are available to help SSDI recipients transition to work without losing essentialbenefits and supports. For example, SSDI recipients may qualify for a trial work period, an extended period of eligibility, an expedited reinstatement, or an impairment-related work expense deduction12. A benefits analysis can help the individual and the employment support professional plan for future goals and needs, such as saving for education, training, or assistive technology.

The other options are not appropriate for the employment support professional to do because:

A. Asking the employer not to give him the raise may be seen as disrespectful or discouraging to the individual’s work performance and career advancement. It may also create conflict or mistrust between the individual and the employer or the employment support professional. The individual has the right to accept or decline the raise based on his or her own preferences and informed choices.

B. Doing nothing, because the Social Security office will learn about the raise when he files his taxes, may be risky or irresponsible for the individual and the employment support professional. The individual is required to report any changes in his or her work and earnings to the Social Security office as soon as possible, as they may affect his or her SSDI eligibility and amount. Failing to report changes in a timely manner may result in overpayments, underpayments, penalties, or termination of benefits34.

D. Reminding the individual to inform the Social Security office about the raise may be helpful, but not sufficient, to address the individual’s concerns and questions about how the raise will affect his or her benefits. The individual may need more detailed and specific information on how the raise will affect his or her current and future benefits and supports, and what work incentives and programs he or she may be eligible for or need to apply for. The employment support professional should also follow up with the individual and the Social Security office to ensure that the information is reported and processed correctly. References:

Working While Disabled: How We Can Help

The Rules for Working While Receiving Social Security Disability

Income Limits for SSDI Benefits

Working Part-Time While Getting Disability Benefits

Collecting data for a task analysis requires observation. Task analysis is the method of learning through observation. A person closely observes another person to understand how they complete tasks. They then divide that larger task into subtasks, making it more manageable1. Observation is the primary way of collecting data for a task analysis, as it allows the analyst to see the actual steps, actions, and skills involved in performing a task. Instruction, fading, and training are not methods of collecting data, but rather methods of providing support or intervention to the person performing the task. References:

What Is Task Analysis? Definition, How To and Examples

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

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

 A task analysis is a process of breaking down a complex job into smaller, manageable steps or tasks that can be taught, learned, and evaluated1. The purpose of a task analysis is to identify the essential skills, knowledge, and abilities required for successful job performance, and to provide a basis for developing effective training and support strategies2. Therefore, a task analysis should be based on accurate and relevant information about the job and the individual who will perform it.

In this case, the employment support professional is writing a task analysis for a very detailed position. Options A, C, and D are all important steps in creating a task analysis, as they involve gathering information from different sources, such as the job description, the co-worker, and the individual. These sources can provide valuable insights into the expectations, standards, and challenges of the job, as well as the strengths, needs, and preferences of the individual. Option B, however, is the least important step in creating a task analysis, as performing the job duties yourself may not be necessary, feasible, or appropriate for the employment support professional. Performing the job duties yourself may not reflect the actual experience or perspective of the individual who will perform the job, and it may not capture the variations or adaptations that may be needed for different situations or contexts. Therefore, option B is not a crucial step in creating a task analysis. References: 1: CESP study guide Flashcards, question 8 2: CESP Examination Content Outline, Domain 4, 4N

 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

Job coach services are an example of an Impairment Related Work Expense (IRWE). An IRWE is a cost for an item or service that a person with a disability needs in order to work because of their impairment1. Social Security will deduct the costs of an IRWE from the person’s countable income when determining their eligibility for Social Security disability benefits or Supplemental Security Income (SSI)1. Job coach services are a type of assistance that a person with a disability may require in order to perform their job duties, learn new skills, or adjust to the work environment2. Job coach services are not reimbursed by another source, such as the employer or a vocational rehabilitation agency, and the cost is reasonable, meaning that it represents the standard charge for the service in the community1. Therefore, job coach services meet the criteria for an IRWE and can be deducted from the person’s earnings.

The other options are not examples of an IRWE. Accommodations are changes or modifications that an employer makes to the work environment, equipment, or schedule to enable a person with a disability to perform their job3. Accommodations are not an IRWE because they are not paid by the person with a disability, but by the employer as required by the Americans with Disabilities Act (ADA)3. An individualized plan for employment (IPE) is a document that outlines the goals, services, and supports that a person with a disability needs to achieve their desired employment outcome4. An IPE is not an IRWE because it is not a cost for an item or service, but a plan that guides the person’s vocational rehabilitation process4. Transportation is a cost for getting to andfrom work, such as bus fare, taxi, or car expenses5. Transportation is not an IRWE unless the person with a disability needs a special transportation service because of their impairment, such as a wheelchair-accessible van or a personal driver5. If the person usesthe same transportation service as the general public, the cost is not deductible as an IRWE5.

References: 1: Impairment-Related Work Expenses - Social Security 2: Job Coach Services - CareerOneStop 3: Reasonable Accommodations - U.S. Department of Labor 4: Individualized Plan for Employment - Social Security 5: DI 10520.001 Impairment-Related Work Expenses (IRWE) - Social Security

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)