CESP Exam Dumps : Certified Employment Support Professional (CESP)

 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 APSE ethical guidelines are a set of principles and practices that professionals in supported employment should follow to promote services consistent with human dignity1. One of the core values of APSE is that employment should be an option for any person interested in working, regardless of label, support need, or perceived functioning level1. Therefore, the statement that individuals with severe disabilities are unemployable is NOT an APSE ethical guideline, but rathera misconception that contradicts the APSE vision of inclusive communities where everyone works2. References: 1: APSE Ethical Guidelines for Professionals in Supported Employment 2: APSE Mission and Vision Statement

According to the ADA National Network1, a reasonable accommodation is any change to the job, the work environment, or the way things are usually done that allows a person with a disability who is qualified for the job to perform the essential functions of that job and enjoy equal employment opportunities. Examples of reasonable accommodations include making existing facilities accessible; job restructuring; part-time or modified work schedules; acquiring or modifying equipment; changing tests, training materials, or policies; and providing qualified readers or interpreters. Lowering the quality or quantity standards for work, or reallocating an essential function of a job, are not reasonable accommodations, as they would alter thefundamental nature of the job or the employer’s expectations. References: 1: Reasonable Accommodations in the Workplace | ADA National Network