CESP Exam Dumps : Certified Employment Support Professional (CESP)

The least appropriate statement to use in negotiating a position with a potential employer is option A. This statement does not follow the core values and principles of employment support, such as individualization, empowerment, and dignity. It focuses on the job-seeker’s disability rather than his abilities, and it suggests that the employer should create a position for him out of charity or pity, rather than based on his skills and the employer’s needs. This statement can also create a negative impression of the job-seeker as someone who needs special treatment or accommodation, rather than someone who can add value to the company.

The other statements are more appropriate than option A, for the following reasons:

• Option B: This statement follows the core values and principles of employment support, such as individualization, career development, and quality outcomes. It identifies the job-seeker’s skills and the employer’s needs, and it proposes a mutually beneficial solution that can increase the productivity and efficiency of the business. It also implies that the job-seeker can perform the basic office work without requiring significant modifications or supports.
• Option C: This statement follows the core values and principles of employment support, such as individualization, empowerment, and respect. It highlights the job-seeker’s work experience and education, and it expresses interest in exploring possible job opportunities in the business. It also shows professionalism and courtesy by asking for a scheduled time to discuss the matter, rather than imposing or demanding a meeting.
• Option D: This statement follows the core values and principles of employment support, such as individualization, career development, and quality outcomes. It identifies the job-seeker’s skills and the employer’s needs, and it offers a cost-effective solution that can reduce the overtime expenses and workload of the current workers. It also indicates that the job-seeker can perform the data entry tasks without requiring significant modifications or supports.

References:

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

it illustrates the universal design principle of equitable use, which means that the design is useful and marketable to people with diverse abilities1. A concrete sidewalk ramp is an example of a design that can benefit people with different mobility needs, such as wheelchair users, stroller users, or people with walkers. It provides the same means of access for all users, without segregating or stigmatizing anyone1.

Answer A is not correct, because it does not demonstrate a universal design principle, but rather an individual adaptation or accommodation. A head pointer is a specialized device that is not widely available or usable by most people. It does not meet the criteria of equitable use, flexibility in use, simple and intuitive use, perceptible information, tolerance for error, low physical effort, or size and space for approach and use1, which are the seven principles of universal design.

Answer B is not correct, because it does not show any specific design feature that is relevant to the universal design principles. Pushing carts in the parking lot is a job task that may or may not be accessible or usable by people with diverse abilities, depending on the design of the carts, the parking lot, and the store. It is not clear how this example relates to any of the universal design principles.

Answer D is not correct, because it is also an example of an individual adaptation or accommodation, not a universal design principle. A picture prompt list is a personalized tool that may help some people with cognitive disabilities, but it is not a design that is applicable or beneficial to all users. It does not meet the criteria of the universal design principles. References

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: