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

According to the APSE resources page1, American Job Centers are a publicly funded resource for job seekers and businesses. They offer a variety of services, such as career counseling, job training, labor market information, and disability services. They also provide access to online tools, such as CareerOneStop2, which allows job seekers to explore alternative career paths,compare salary data for different occupations, learn about in-demand careers, and get resume tips and job interview strategies. American Job Centers are part of the public workforce system under the Workforce Innovation and Opportunity Act (WIOA)3, which aims to increase employment, education, training, and support services for individuals with barriers to employment, including those with disabilities. The other options, Department of Social Services, Department of Education, and Centers for Medicare and Medicaid Services, are not publicly funded resources that offer the specific services mentioned in the question. References: 1: APSE Resources 2: CareerOneStop 3: Workforce Innovation and Opportunity Act (WIOA)

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.

According to the CESP handbook, one of the core competencies of an employment support professional is to facilitate natural supports in the workplace1. Natural supports are the relationships and assistance that occur among co-workers and supervisors in a typical work environment2. They can help the employee with ADHD to integrate into the work culture, learn new skills, and receive feedback and encouragement3. Working with the employee at all times to keep him on task is the least important structured activity because it may undermine his autonomy, self-confidence, and motivation. It may also create a dependency on the employment support professional and prevent the development of natural supports. A better approach would be to help the employee find strategies to cope with his ADHD symptoms, such as minimizing distractions, breaking down tasks, using reminders, and taking breaks4. Movinghim to a less busy time of the day, developing a routine of tasks, and having the co-workers be his natural supports are all more important structured activities than working with him at all times. References: 1: CESP Candidate Handbook, page 5 2: CESP Candidate Handbook, page 18 3: Natural Supports in the Workplace 4: ADHD in the Workplace

The first consideration when deciding whether to pursue an interview for a job-seeker who has a physical disability and uses a wheelchair is ensuring that the office where the meeting is held is wheelchair accessible. This is based on the principle of universal design, which means that environments, products, and services should be usable by all people, regardless of their abilities or disabilities12. Ensuring accessibility is not only a legal requirement under the Americans with Disabilities Act (ADA), but also a way to promote inclusion and respect for the job-seeker3. The other options (A, B, and C) are important factors to consider, but they are not the first consideration. The job-seeker’s interests, capabilities, and transportation needs should be assessed and addressed before the job development stage, as part of the individualizedemployment and career planning process. References: 1: Universal Design - Association of People Supporting Employment First 2: What is Universal Design? | Centre for Excellence in Universal Design 3: ADA Requirements: Wheelchair Ramps : CESP study guide Flashcards |

The best way to know more about a job seeker is to ask him directly about his background and desire for services. This is consistent with the principles of self-determination, empowerment, and person-centered planning that are part of the CESP Domain 2 Individualized Employment and Career Planning1. Asking him directly also shows respect for his autonomy and preferences, and allows him to share his strengths, interests, and goals in his own words. Asking family and clinicians, reading his case file, or placing him in a job without his input may provide some useful information, but they may also be biased, outdated, or irrelevant to his current situation and aspirations. Moreover, they may undermine his confidence and motivation to pursue employment. References: 1: CESP Content Outline - CESP