Helping Hand Questions for CESP

The LEAST effective way for a family to support a job seeker in obtaining competitive employment is to attend job interviews and new employer orientation sessions to learn more about the job and hiring procedures. This is because it may interfere with the job seeker’s autonomy, self-determination, and self-advocacy skills, which are essential for successful employment outcomes. It may also create a negative impression on the employer, who may perceive the job seeker as dependent, unprepared, or lacking confidence. Furthermore, it may violate the confidentiality and privacy of the job seeker, who may not want to disclose personal information to the family or the employer. Therefore, the family should respect the job seeker’s choices and preferences, and support them from a distance, unless the job seeker explicitly requests their presence or assistance. References:

• APSE CESP Practice Exam, Question 3
• APSE CESP Exam Content Outline, Domain 2, Task 2.2
• APSE CESP Code of Conduct, Principle 1, Section 1.3
• APSE CESP Handbook, Page 12, Section 4.1.3

 According to the CESP handbook, one of the core competencies of an employment support professional is to facilitate self-employment and customized employment opportunities for individuals with disabilities1. Self-employment is a form of integrated employment that allows individuals to create their own businesses based on their strengths, preferences, and interests2. Customized employment is a process of individualizing the employment relationship between a job seeker and an employer based on the needs of both3. To facilitate self-employment and customized employment, an employment support professional may need to collaborate with various team members, such as small business development consultants, family members or friends, and other community partners4. However, a representative of the individual’s medical team may not be the most important team member to support his businessventure, as the medical team’s role is more focused on the individual’s health and rehabilitation needs, rather than his vocational goals and aspirations. While the medical team may provide some input on the individual’s abilities and limitations, they may not have the expertise or the authority to assist with the business and marketing plan, the coordination of resources and supports, or the networking, bookkeeping, and transportation aspects of the self-employment venture. Therefore, a representative of the individual’s medical team is the least important team member to support his business venture, compared to the other options. References: 1: CESP Candidate Handbook, page 5 2: Self-Employment for People with Disabilities 3: Customized Employment 4: Self-Employment Toolkit

 People First Language is a way of communicating respectfully and appropriately with and about people with disabilities. It puts the person before the diagnosis, describing what condition a person “has” rather than asserting what a person “is”. It avoids using labels or adjectives that define or dehumanize someone based on their disability. Forexample, instead of saying “a diabetic”, we can say “a person with diabetes”. This way, we emphasize the person’s individuality, personhood, and dignity, not their disability.

In the given options, only D. He is a person with autism follows the People First Language. It refers to the person first, and then to the condition that he has. The other options use offensive, insensitive, or outdated terms that imply negative stereotypes or limitations. For example, A. He is disabled suggests that the person is defined by his disability, and does not acknowledge his abilities or potential. B. She is brain damaged is a derogatory and inaccurate term that does not respect the person’s cognitive or intellectual abilities. C. She is confined to a wheelchair implies that the person is trapped or restricted by their mobility device, rather than empowered or assisted by it. References: 

https://www.cdc.gov/ncbddd/disabilityandhealth/materials/factsheets/fs-communicating-with-people.html

https://www.nih.gov/about-nih/what-we-do/science-health-public-trust/perspectives/writing-respectfully-person-first-identity-first-language

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