APSE Updated CESP Exam Questions and Answers by giovanni

 The LEAST appropriate way to proceed is to coach her how to quit the job in a professional manner. This would imply that she is not capable of working in that environment and that there are no other options to help her succeed. It would also undermine her self-confidence and career goals. A better approach would be to explore the possible accommodations and supports that could make her job more manageable and enjoyable. You could also visit her office and identify how she can create more order in her workload, such as prioritizing tasks, using a planner, or delegating responsibilities. You could also talk to her support team about ways to cope with her anxiety, such as relaxation techniques, counseling, or medication. References:

• CESP Candidate Handbook, page 13, Domain 4: Workplace and Related Supports, Task 4.1: Identify and implement accommodations and supports to meet the needs of the individual and employer, Knowledge of 4.1.1: Types of accommodations and supports
• CESP Practice Exam, question 2, answer C: The job seeker’s strengths, interests, needs and conditions for employment.

 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

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 Americans with Disabilities Act (ADA), employers are required to provide reasonable accommodations for qualified individuals with disabilities, unless doing so would cause an undue hardship. An undue hardship is defined as a significant difficulty or expense in relation to the employer’s size, financial resources, and the nature of its operations. Therefore, when advocating for supports and accommodations for someone with a disability, it is most important to consider that the employer must provide accommodations regardless of the cost unless the employer can prove that the accommodation would create an undue hardship. The other options are incorrect because:

• B. The accommodations may be used by other employees as well, as long as they do not interfere with the performance of the employee with a disability or create a safety hazard.
• C. The accommodations are not the decision of one person, but rather the result of an interactive process between the employer and the employee with a disability, and possibly a third party such as a vocational rehabilitation counselor or an employment support professional.
• D. The accommodations are not limited to physical accommodations, but may also include changes to the work environment, work schedule, work tasks, work equipment, work policies, or work procedures, depending on the individual’s needs and preferences. References:
• Reasonable Accommodations in the Workplace
• Disability and Health Inclusion Strategies