CESP Exam Dumps : Certified Employment Support Professional (CESP)

Natural supports are methods of inclusion and assistance that exist in any given workplace, and that an employee with a disability can tap into1. These supports help the person to perform their role, and also to feel socially included, which is crucial for highperformance and job retention1. Natural supports can involve people, procedures, customs, tools, and benefits that are typically available in the workplace, along with individualized supports seen as normative within the setting1. Some examples of natural supports are mentoring, friendship, socializing, providing feedback, or reminding12.

Among the four options, only C involves a natural support that can help the 19-year-old female feel more connected and confident in the workplace. By finding a co-worker who can empathize with, mentor, and support her on the job, she can benefit from the guidance, encouragement, and friendship of someone who understands the work environment and culture. This can also help her to develop her skills, overcome her challenges, and integrate into the social network of the workplace12.

Option A is not a natural support, but a paid support that may create a barrier between the employee and her co-workers. It may also send a message that she cannot do the job without a support person, and hinder her independence and self-esteem2. Option B is also not a natural support, but a personal support that may blur the boundaries between the professional and personal relationship. It may also create a dependency onthe supervisor, and prevent the employee from seeking help from other sources3. Option D is not a workplace support, but a clinical support that may not address the specific needs and goals of the employee in relation to her work. It may also stigmatize the employee, and make her feel more isolated and anxious4.

References:

• 1: The Importance of Natural Supports - ThinkWork
• 2: The Case for Natural Supports in the Workplace
• 3: Natural Supports - Project 10
• 4: Workplace Mental Health - Anxiety Disorders Association of Canada

This question belongs to Domain 2 Individualized Employment and Career Planning, which covers the skills and knowledge needed to assess the job seeker’s preferences, abilities, and goals, and to develop a customized employment plan based on the job seeker’s strengths andinterests1. One of the tasks in this domain is to review the job seeker’s information to identify the most important factors for successful employment2. In this case, the job seeker has a cognitive disability, which may affect her learning, memory, problem-solving, and communication skills3. She also has some specific preferences for her work environment, such as interacting with customers, working in a temperature-controlled setting, and avoiding working when it is dark outside. Based on these factors, the best fit for her would be a job that:

• Allows her to use her social skills and customer service abilities
• Provides a comfortable and consistent work environment
• Matches her preferred work hours and schedule

Among the four options given, only option D meets all these criteria. Cashiering at a retail store during the early afternoon would allow her to interact with customers, work in a temperature-controlled setting, and avoid working when it is dark outside. Option A, preparing food during morning hours, may not involve much customer interaction, and may expose her to varying temperatures and potential hazards in the kitchen. Option B, assisting customers at a plant nursery during the afternoon, may not be temperature-controlled, and may require working with plants and soil, which may not suit her preferences. Option C, filing and scanning documents in an office during lunch hours, may not offer enough customer interaction, and may be too short and irregular for her work hours.

Therefore, option D is the best fit for the job seeker, as it matches her preferences, abilities, and goals the most. References: 1: CESP Examination Content Outline - CESP 2: CESP Content Outline - CESP 3: Cognitive Disability - CDC

The CESP certification is based on the principles of individualized, integrated, and competitive employment for people with disabilities1. One of the core values of this approach is to promote the self-determination and empowerment of the individuals being supported2. This means that the employment support professionals should respect the preferences, choices, and goals of the individuals, and help them develop the skills and confidence to achieve their desired outcomes2.

The options A, B, and C are examples of reasonable supports that align with these principles. They provide Susan with visual, auditory, or human cues that can help her remember the sequence of her tasks, without interfering with her autonomy or productivity. They also allow her to use the tools or strategies that work best for her learning style and preferences. These supports can be faded over time as Susan becomes more familiar and comfortable with her job3.

The option D, however, is an example of an unreasonable support that violates these principles. It implies that the store manager does not trust Susan to perform her tasks correctly, and that he or she needs to monitor and control her every hour. This can undermine Susan’s self-esteem, motivation, and satisfaction with her job. It can also create a negative or hostile relationship between Susan and her manager, and affect her integration and inclusion in the workplace. Moreover, it can be disruptive and inefficient for both Susan and the manager to have such frequent check-ins, especially if they interfere with their other duties or responsibilities. References: