CESP Exam Dumps : Certified Employment Support Professional (CESP)

The best sustainable structured activity for this situation is to coach the material handler to build relationships with co-workers who take lunch and return to work at the same time. This option supports the core values and principles of employment support, such as self-determination, inclusion, and natural supports. By encouraging the material handler to socialize with his co-workers, he can benefit from peer modeling, accountability, and positive reinforcement. He can also feel more connected and valued at his workplace, which can increase his motivation and satisfaction. This option is also sustainable, as it does not rely on external or artificial interventions that may not be available or effective in the long term.

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

• Option B: Referring to an assistive technology person to inquire if anything can help with time management is not a bad idea, but it may not be the most effective or appropriate solution for this situation. Assistive technology can be helpful for some individuals with disabilities who need specific tools or devices to perform their job tasks, but it may not address the underlying reasons why the material handler is returning late from lunch breaks. Assistive technology can also be costly, inaccessible, or incompatible with the work environment or the individual’s preferences. Therefore, this option is not the best sustainable structured activity for this situation.
• Option C: Having a parent, friend, or job coach call him to monitor time spent on lunch is not a good option, as it violates the core values and principles of employment support, such as self-determination, dignity, and respect. This option implies that the material handler is not capable of managing his own time or making his own decisions, and that he needs constant supervision or reminders from others. This option can also create dependency, resentment, or embarrassment for the material handler, and can damage his relationship with his employer or co-workers. Therefore, this option is not a good sustainable structured activity for this situation.
• Option D: Instructing the supervisor to remind him when to return to work is also not a good option, as it does not support the core values and principles of employment support, such as empowerment, inclusion, and natural supports. This option places the responsibility andburden on the supervisor, who may not have the time, skills, or interest to do so. This option can also create conflict, tension, or mistrust between the material handler and his supervisor, and can undermine his autonomy and confidence. Therefore, this option is not a good sustainable structured activity for this situation.

References:

• APSE CESP Practice Exam
• APSE CESP Exam Content Outline
• APSE CESP Study Guide

 Supported employment services are a personalized model for supporting people with significant disabilities to secure and retain paid employment in integrated communitysettings12. The model uses a partnership strategy to enable people with disabilities to achieve sustainable long-term employment and businesses to employ valuable workers12. Supported employment services are based on the core values and principles of inclusion, empowerment, choice, respect, dignity, and individualization12.

Among the four options, only C is consistent with these values and principles, and the most appropriate way to proceed with the individual. By meeting with him to discuss his employment interests, and engaging him in the job development process, the supported employment professional can demonstrate respect for his preferences, goals, and abilities, and empower him to take an active role in his own employment journey12. This can also help to build rapport, trust, and motivation, and address anybarriers or challenges that may have affected his previous engagement and follow through34.

Option A is not appropriate, as it implies that the individual is not ready for services, and needs to undergo a prevocational program to assess his skills and abilities. This goes against the supported employment principle of zero exclusion, which states that anyone who wants to work can work, regardless of their level of disability or support needs12. Prevocational programs are often segregated, time-limited, and do not lead to competitive employment outcomes56. Option B is also not appropriate, as it implies that the individual is not committed or responsible, and needs to prove himself before receiving services. This goes against the supported employment principle of empowerment, which states that the individual should be treated as an equal partner, and not as a passive recipient of services12. Setting up conditions may also create a power imbalance, and discourage the individual from engaging in the process78. Option D is also not appropriate, as it implies that the individual is not welcome or valued by the current program or provider, and needs to start over with a new one. This goes against the supported employment principle of inclusion, which states that theindividual should be supported to participate fully in the community, and not be isolated or excluded12. Referring him to another program or provider may also disrupt the continuity of services, and affect the quality of the relationship and the outcomes910.

References:

• 1: What Is Supported Employment? | British Association for Supported Employment
• 2: Certified Employment Support Professional - apse.org
• 3: Supported Employment Services | DSHS
• 4: What Is Supported Employment? - Integrity, Inc.
• 5: The Case Against Prevocational Services - ThinkWork
• 6: Prevocational Services: A Review of the Literature - Journal of Vocational Rehabilitation
• 7: Motivational Interviewing in Supported Employment - Journal of Applied Research in Intellectual Disabilities
• 8: Motivational Interviewing in Employment Services - Journal of Rehabilitation
• 9: The Importance of Continuity in Employment Services - Journal of Vocational Rehabilitation
• 10: The Impact of Staff Turnover on Employment Services - Journal of Rehabilitation Administration

The best initial response is to acknowledge the employer’s concern and explain how the job matching process ensures that the candidate has the skills and abilities to perform the job. This response demonstrates respect for the employer and confidence in the candidate, as well as the professionalism of the employment support professional. It also opens the door for further discussion about the candidate’s strengths and potential contributions to the employer’s business. The other responses are either too defensive, too dismissive, or too passive, and do not address the employer’s question effectively. References:

• APSE CESP Practice Exam, Question 1
• APSE CESP Certification Handbook, page 14, Domain 3, Task 3.1
• APSE CESP Study Guide, page 23, Section 3.1.1