Pass the APSE Employment Support Professional CESP Questions and answers with CertsForce

This answer respects the job seeker’s right to privacy and self-determination, as well as the legal requirements of the Americans with Disabilities Act (ADA)1. The ADA prohibits employers from asking about a person’s disability before making a job offer, unless it is related to an essential job function or a reasonable accommodation2. The job seeker has the choice to disclose or not disclose her disability, and the employment support professional should honor that choice and obtain her consent before sharing any information with the employer34. The other answers are not appropriate because they either violate the job seeker’s rights, damage the relationship with the employer, or provide unnecessary information that could lead to discrimination or stigma. References:

Domain 1 Application of Core Values and Principles to Practice1234

Domain 2 Individualized Employment and Career Planning1234

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.

According to the CESP Candidate Handbook1, one of the core competencies of Domain 2 (Individualized Employment and Career Planning) is to “assist the job seeker in identifying interests, skills, preferences, and support needs related to employment”. This involves using various methods such as assessments, interviews, observations, and discovery activities to help the job seeker explore different career options and find a good match. Finding an apprenticeship, locating an internship, or placing the individual in an entry-level job are all possible outcomes of the career exploration process, but they are not the best way to start supporting the job seeker who has no work experience, no clear interests, and who is unsure about their career goals. 

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 getting the attention of a person with a hearing loss:

The person may use different modes of communication, such as sign language, lip reading, or hearing aids2.

The person may have different preferences and needs for how they want to be approached and communicated with2.

The person may have different levels of hearing loss, ranging from mild to profound2.

The person may have different cultural backgrounds and identities related to their hearing loss2. You should avoid the following factors when getting the attention of a person with a hearing loss:

Tossing a light object at them, as this may be seen as disrespectful, rude, or aggressive3.

Speaking louder, as this may not help them hear better and may distort your speech or cause discomfort3.

Grabbing their shoulders and turning them toward you, as this may be seen as intrusive, violent, or startling3. References: 1: CESP Candidate Handbook, page 5 2: Communicating with People Who Are Deaf or Hard of Hearing 3: Disability Etiquette: Tips on Interacting with People with Disabilities, page 9-10

 The LEAST appropriate way to proceed is to coach her how to quit the job in a professional manner. This would imply that she is not capable of working in that environment and that there are no other options to help her succeed. It would also undermine her self-confidence and career goals. A better approach would be to explore the possible accommodations and supports that could make her job more manageable and enjoyable. You could also visit her office and identify how she can create more order in her workload, such as prioritizing tasks, using a planner, or delegating responsibilities. You could also talk to her support team about ways to cope with her anxiety, such as relaxation techniques, counseling, or medication. References:

CESP Candidate Handbook, page 13, Domain 4: Workplace and Related Supports, Task 4.1: Identify and implement accommodations and supports to meet the needs of the individual and employer, Knowledge of 4.1.1: Types of accommodations and supports

CESP Practice Exam, question 2, answer C: The job seeker’s strengths, interests, needs and conditions for employment.