APSE CESP - Certified Employment Support Professional (CESP)

Collecting data for a task analysis requires observation. Task analysis is the method of learning through observation. A person closely observes another person to understand how they complete tasks. They then divide that larger task into subtasks, making it more manageable1. Observation is the primary way of collecting data for a task analysis, as it allows the analyst to see the actual steps, actions, and skills involved in performing a task. Instruction, fading, and training are not methods of collecting data, but rather methods of providing support or intervention to the person performing the task. References:

What Is Task Analysis? Definition, How To and Examples

One of the best ways to become more familiar with a job seeker’s daily routine and environment is to spend time with the individual in their natural settings, such as their home, community, or school1. This can help the employment support professional to observe the job seeker’s skills, interests, preferences, and needs, as well as to identify potential barriers and supports for employment2. Reading the Vocational Evaluation Report, checking their school records, or asking their counselor may provide some useful information, but they are not as effective as direct observation and interaction with the job seeker3. References: 1: CESP Content Outline -CESP 2: Certified Employment Support Professional 3: Domain Application of Core Values and Principles to Practice 1

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

A career portfolio is a collection of materials that showcase your work experience and skills to potential clients and employers1. It may include your resume, samples, skills, or awards1. A vocational evaluation report is a document that assesses your interests, aptitudes, abilities, and needs in relation to the labor market. While it may be useful for your own career planning, it is of least importance to a potential employer in an interview, as they are more interested in seeing your actual work samples, references, and resume that demonstrate your qualifications and fit for the job. Photos of Steve performing various job skills, for example, can provide tangible evidence of his competencies and achievements. Reference letters from Steve’steachers can attest to his character, work ethic, and academic performance. Steve’s resume can summarize his education, skills, and relevant experience in a concise and professional manner. 

Maintaining data on an individual’s job performance is important for an employment support professional because it enables them to monitor the progress and outcomes of the individual, provide feedback and coaching, and adjust the level and type of support as needed. Data on job performance can include objective measures such as productivity, quality, attendance, and customer satisfaction, as well as subjective measures such as self-efficacy, satisfaction, and engagement. By collecting andanalyzing data on job performance, an employment support professional can identify the strengths and areas of improvement of the individual, celebrate their achievements, address any challenges or barriers, and facilitate their career development and advancement. References:

Employment Support Professional (ESPro) Competencies Evaluation Tool

21 Employee Performance Metrics

Individual job performance

The best next step for the employment support professional is to research local trade organizations and trade schools. This is because working as a plumber usually requires some level of training, certification, or apprenticeship, depending on the state and local regulations1. Trade organizations and trade schools can provide information on the requirements, opportunities, and resources for pursuing a career in plumbing. They can also help connect the job seeker with potential employers, mentors, or peers in the field2. Researching these options can help the employment support professional and the job seeker plan a realistic and individualized career path that matches the job seeker’s interests, goals, and abilities.

References:

1: How to Become a Plumber1

2: Plumbing Trade Organizations2

 it is not a valid strategy for customizing a job for an employee. Customizing a job means creating or modifying a position that matches the skills and interests of the employee with the unmet needs of the employer1. Job duties that remove employees from their areas of expertise, and combine the tasks into one position to save employer money, do not meet this criterion. They may also result in lower quality of work, lower job satisfaction, and lower retention rates2.

Answer A is not correct, because it is a possible way to customize a job for an employee. Job duties not essential to the employer’s needs can be eliminated or reassigned to create a more focused and efficient position that suits the employee’s strengths and preferences1.

Answer C is not correct, because it is also a possible way to customize a job for an employee. Tasks that are not being done or done often enough, and negotiate a job description, can help to fill a gap in the employer’s operations and create a niche for the employee1.

Answer D is not correct, because it is another possible way to customize a job for an employee. Tasks for which the employer is paying overtime that could be combined into a position to save the company money, can help to reduce the employer’s costs and increase the employee’s productivity1. References: 

https://apse.org/wp-content/uploads/2019/08/CESP-Practice-Exam-8-2.pdf

Work Incentives Planning and Assistance (WIPA) offices are funded by Social Security to provide information and counseling about work and benefits to people who receive Social Security Disability Insurance (SSDI) or Supplemental Security Income (SSI) because of a disability1. One ofthe main services they provide is benefits analysis, which is an accurate and personalized assessment of how work will affect a person’s benefits and health insurance2. Benefits analysis can help people understand the availability and use of work incentives, such as the Trial Work Period, Expedited Reinstatement, and Protection from Medical Continuing Disability Reviews2. Benefits analysis can also help people plan and prepare for work, manage their benefits, and achieve their employment goals3. WIPA offices do not provide transportation, tutoring, or tax preparation services, which are not related to their mission and scope of work. References: 

https://choosework.ssa.gov/about/work-incentives/

https://www.ssa.gov/work//WIPA.html

According to the CESP Candidate Handbook1, Domain 2 of the CESP certification covers Individualized Employment and Career Planning, which includes the following tasks:

2.1 Conduct person-centered career planning and discovery activities to identify the job seeker’s skills, interests, preferences, and support needs.

2.2 Assist the job seeker to develop an individualized employment plan that reflects his or her employment goals and support strategies.

2.3 Assist the job seeker to explore and access education and training opportunities related to his or her employment goals.

The best initial step for an employment support professional to help a job seeker who is interested in doing auto body work, but does not know much about it, is to help him visit with the auto body garage to better understand the work. This would be an example of a person-centered career planning and discovery activity, which would help the job seeker to identify his or her skills, interests, preferences, and support needs related to auto body work. It would also provide the job seeker with an opportunity to learn more about the work environment, the tasks and responsibilities, the qualifications and requirements, and the potential earnings and benefits of auto body work. This information would help the job seeker to decide if auto body work is a suitable and realistic employment goal, and to develop an individualized employment plan accordingly.

The other options are not the best initial steps, because they either assume that the job seeker has already decided on auto body work as an employment goal, or they do not provide enough information or exploration for the job seeker to make an informed decision. Helping the job seeker research the career’s potential earnings (option A) is important, but it is not enough to determine if the job seeker is interested in andcapable of doing auto body work. Helping the job seeker fill out an application at a local auto body garage (option B) is premature, because the job seeker may not meet the qualifications or requirements, or may not enjoy the work once hired. Helping the job seeker enroll in the auto body course at the local community college (option C) is also premature, because the job seeker may not have the necessary prerequisites, or may not find the course relevant or useful for his or her employment goals.

References: 1: CESP Candidate Handbook, page 10.

Networking is the process of establishing and maintaining relationships with people who can provide information, leads, or referrals for potential employment opportunities1. An employment support professional can use networking as a strategy to identify and access the hidden job market, which consists of jobs that are not advertised or posted publicly2. By attending a local Chamber of Commerce event, an employment support professional can meet and interact with local business owners, employers, and other professionals who may have information about current or future job openings, or who may be interested in hiring a job-seeker that the professional supports. This activity is an example of networking, as it involves building connections and exchanging information with potential sources of employment3. References: 1: Developing peer support in the community: a toolkit - Mind 2: TIES Peer Engagement Practice Guides - Institute on Community Integration 3: Understanding and Configuring MSDP - Cisco Community