Get CESP Dumps : Verified Certified Employment Support Professional (CESP)

 A fading plan is a strategy that the employment support professional (ESP) uses to gradually reduce the amount and frequency of support that they provide to the job-seeker, while increasing the use of natural supports from the employer and co-workers12. The goal of a fading plan is to help the job-seeker work independently and integrate socially in the workplace, without relying on the ESP for assistance3. A fadingplan should be individualized, flexible, and based on the job-seeker’s needs and preferences4.

The other options are not the best choices for supporting the job-seeker to work independently. A benefits plan is a document that outlines the impact of employment income on the job-seeker’s public benefits, such as Social Security or Medicaid5. While a benefits plan can help the job-seeker make informed decisions about working, it does not directly address the issue of reducing the ESP’s support. A risk assessment is a process of identifying and evaluating the potential hazards and threats that the job-seeker may face in the workplace, such as health and safety risks, discrimination, or harassment6. While a risk assessment can help the ESP and the employer mitigate or prevent these risks, it does not directly address the issue of increasing the job-seeker’s independence. A job skills assessment is a tool that measures the job-seeker’s abilities, interests, and aptitudes for different types of work7. While a job skills assessment canhelp the ESP and the job-seeker find a suitable job match, it does not directly address the issue of decreasing the ESP’s intervention.

References: 1: Fading and Support Strategies for Employment Success 2: Natural Supports and Fading Background Information 3: Job Site Fading 4: NATURAL SUPPORTS – FADING PLAN 5: Benefits Planning Services | U.S. Department of Labor 6: Risk Assessment | Health and Safety Authority 7: Job Skills Assessment - CareerOneStop

 A reasonable accommodation is any change to the job, the way the job is done, or the work environment that allows a qualified person with a disability to perform the essential functions of that job and enjoy equal employment opportunities1. Reasonable accommodations are required by the Americans with Disabilities Act (ADA) unless they create an undue hardship or a direct threat2. Among the four options, only B is a reasonable accommodation that does not alter the essential functions of the job or impose an undue burden on the employer. Providing longer time to complete mandatory training is a way of adjusting the methods or presentation of the trainingmaterials to accommodate the employee’s disability3. Option A is not a reasonable accommodation because transportation to and from the workplace is not related to the job itself, but rather to the living conditions or mobility of the employee4. Option C is not a reasonable accommodation because assistance from another employee to complete essential functions implies that the employee cannot perform the job on their own, which would make them unqualified for the position5. Option D is not a reasonable accommodation because omitting typing for a data entry position would eliminate an essential function of the job, which would fundamentally alter the nature of the position6. References:

• Reasonable Accommodations in the Workplace
• Your Employment Rights as an Individual with a Disability
• Your Right to Reasonable Accommodation at the workplace
• Reasonable Accommodations - U.S. Office of Personnel Management
• Accommodations | U.S. Department of Labor

Impairment-related work expenses, earned income exclusion, and trial work periods are examples of work incentives, which are special rules that make it possible for people with disabilities receiving Social Security or Supplemental Security Income (SSI) to work and still receive monthly payments and Medicare or Medicaid1. Work incentives are designed to help people with disabilities transition to work while minimizing the risk of losing theirbenefits2. Disclosure terms are the conditions under which a person with a disability chooses toshare information about their disability with others, such as employers or co-workers3. Tax credits are reductions in the amount of tax that a person or business owes to the government, such as the Earned Income Tax Credit (EITC) or the Work Opportunity Tax Credit (WOTC)4. Employer benefits are non-wage compensations provided to employees in addition to their normal wages or salaries, such as health insurance, retirement plans, or paid leave. References: 1: CESP Candidate Handbook, page 9. Download here. 2: Social Security Administration. [Work Incentives]. 3: CESP Candidate Handbook, page 11. Download here. 4: Internal Revenue Service. [Tax Credits]. : U.S. Department of Labor. [Employee Benefits].

According to the CESP handbook, one of the roles of the employment support professional (ESP) is to collaborate with other service providers, such as residential staff, to ensure the individual’s employment success1. This includes coordinating and communicating with the residential staff about the individual’s employment goals, needs, and preferences1. However, the ESP should respect the boundaries and roles of the residential staff and avoid imposing unreasonable expectations on them1. Therefore, the only reasonable expectation to ask from the residential staff in support of the individual’s employment is to support the individual in maintaining a clean work uniform, as this is a basic hygiene and appearance requirement that can affect the individual’s performance and acceptance at work1. The other options are not reasonable because they are either beyond the scope of the residential staff’s responsibility or interfere with the ESP’s role. For example, ensuring the individual is making friends at work is not a direct support service that the residential staff can provide, and it may also infringe on the individual’s privacy and autonomy1. Calling the employer to discuss issues the employee is having at work is not appropriate for the residential staff, as this may confuse the employer and undermine the ESP’s relationship with the employer and the individual1. Reviewing skills learned at work and practicing tasks that might be difficult to perform is the primary responsibility of the ESP, who has the expertise and training to provide effective job coaching and skill development1. The residential staff should not interfere with the ESP’s instruction or assessment of the individual’s work skills1. References: 1: Certified Employment Support ProfessionalTM [EMPLOYMENT SUPPORT PROFESSIONAL CERTIFICATION COUNCIL] Certified Employment Support ProfessionalTM 2018 \nCertification Handbook \nLast Updated 11/2/18 \nEmployment Support Professional Certification Council Kari Tietjen, CESPTM Director kari@apse.org June 20, 2018 The Certified Employment Support Professional (CESP) Credential The Certified Employment Support Professional (CESP) credential recognizes individuals who have demonstrated a sufficient level of of knowledge and skill to provide integrated employment support services to a variety of client populations. The CESP credential is intended to help employers, employees and potential employees by increasing the visibility of – and access to – competent individuals in the profession. Individuals who earn the CESP credential have demonstrated knowledge of the facilitation and advocacy skills necessary to help establish and expand equitable employment opportunities for individuals with disabilities. CESPs also raise awareness of benefits within the business community, and promote social change that fosters an independent, productive lifestyle for individuals with disabilities. About ESPCC The EmploymentSupport Professional Certification Council (ESPCC) was established in 2011 by the APSE Board of Directors to establish and implement policies and procedures for the CESP certification program and to oversee the development the CESP examination. The ESPCC is responsible for developing and overseeing all aspects of the certification program. What is Certification ESPCC developed the Certified Employment Support Professional (CESP) program to set a standard of knowledge and distinguish employment support professionals who have shown they have the skill and competence to perform the requirements of the job. Professional certification is different than a training or educational program. Training programs offer a certificate of attendance when an individual completes the coursework, but they do not give a credential. ESPCC used a nationally recognized process to define the roles and responsibilities of the employment support professional and awards a credential after the individual passes an exam to demonstrate their competence. Meet Eligibility Requirements Submit Application Prepare for the Exam Meet Professional Development Requirements Display your CESP Credential Pass the Exam Potential Job Roles, Practice Settings of Typical Candidates/Certificants The ESPCC developed the CESPTM for employment support professionals (ESPs) who provide employment services to individuals with significant disabilities by assisting individuals to obtain and maintain competitive employment in integrated community workplaces. The CESP credential is designed for job coaches, job developers, transition employment specialists, job placement personnel, and employment specialists/consultants who serve a wide variety of target audiences including individuals with intellectual/developmental disabilities, mental health diagnoses, sensory impairments, physical disabilities, traumatic brain injury and autism spectrum disorders.

A CBWA is an assessment conducted in a community employment setting with the purpose of helping the customer learn about his or her abilities and to determine if competitive integrated employment is an appropriate vocational goal1. A CBWA is not a job placement service, and the customer should not accept or decline a job offer without completing the assessment and discussing the results with all stakeholders, such as the RS counselor, the CDC or contractor, the employer, and the family or support network2. Completing the CBWA and discussing the job opportunity with allstakeholders will allow the customer to make an informed decision based on her interests, skills, preferences, and support needs. It will also ensure that the job offer is consistent with the customer’s vocational goal and that the employer is willing to provide reasonable accommodations and ongoing support if needed3.

The other options are not correct because:

• A. Inquiring if the other CBWA sites would hire her so that she would have options from which to choose may be premature and unnecessary. The customer should first complete the CBWA and evaluate the job offer based on her assessment results and vocational goal. Having more options may not necessarily benefit the customer if they are not aligned with her abilities and interests4.
• B. Declining the job offer immediately may be a missed opportunity for the customer. The customer should not reject a job offer without completing the CBWA and discussing the pros and cons of the job with all stakeholders. The job offer may be a good match for the customer’s abilities and interests, and the employer may be willing to provide reasonable accommodations and ongoing support if needed3.
• C. Accepting the job offer immediately may be a hasty decision for the customer. The customer should not accept a job offer without completing the CBWA and discussing the implications of the job with all stakeholders. The job offer may not be a good fit for the customer’s abilities and interests, and the employer may not be able to provide reasonable accommodations and ongoing support if needed3. References:
• 2: Community-Based Work Assessment (CBWA) Procedures
• 1: Berks County Community-Based Work Assessments - Threshold Rehabilitation Services
• 3: Community Based Work Assessments Definition | Law Insider
• 4: Community-Based Work Assessment / Experience | steps2work.ca