The Certified Employment Support Professional (CESP) (CESP)

According to the CESP Candidate Handbook 1 , one of the knowledge areas for Domain 3: Community Research and Job Development is “Strategies for marketing job seekers to employers”. The handbook also states that “The CESP exam is based on the application of knowledge, not just the recall of facts”. Therefore, the best answer is the one that demonstrates the most effective and evidence-based practice for presenting a person’s experience to a potential employer.

Option C is the best answer because a visual portfolio is a collection of work samples, photos, videos, or other materials that showcase a person’s skills, abilities, and achievements in a concrete and appealing way 2 .  A visual portfolio can help an employment support professional to highlight the person’s strengths and interests, match them to the employer’s needs and expectations, and address any possible concerns or questions that the employer may have 3 .

Option A is not the best answer because a social networking account may not be relevant or appropriate for demonstrating a person’s experience in a professional context.  A social networking account may contain personal or private information that the person may not want to share with a potential employer, or that may create a negative impression of the person’s character or suitability for the job 4 .

Option B is not the best answer because a job analysis is a tool that an employment support professional uses to gather information about the tasks, duties, skills, and requirements of a specific job. A job analysis is not a resource that can demonstrate a person’s experience, but rather a method that can help identify the best fit between a person and a job.

Option D is not the best answer because an individualized employment plan is a document that outlines the goals, objectives, strategies, and supports that a person and an employment support professional agree to pursue in order to achieve successful employment outcomes. An individualized employment plan is not a resource that can demonstrate a person’s experience, but rather a plan that can guide the process of finding and maintaining a job.

References :  1 : CESP Candidate Handbook  2 : Visual Portfolios: A Tool for Marketing Job Seekers  3 : Using Visual Portfolios to Market Job Seekers  4 : Social Media and Employment : Job Analysis: An Overview : Individualized Employment Plan (IEP)

According to the ADA National Network 1 , a reasonable accommodation is any change to the job, the work environment, or the way things are usually done that allows a person with a disability who is qualified for the job to perform the essential functions of that job and enjoy equal employment opportunities. Examples of reasonable accommodations include making existing facilities accessible; job restructuring; part-time or modified work schedules;  acquiring or modifying equipment ; changing tests, training materials, or policies; and providing qualified readers or interpreters.  Lowering the quality or quantity standards for work, or reallocating an essential function of a job, are not reasonable accommodations, as they would alter the fundamental nature of the job or the employer’s expectations.  References :  1 : Reasonable Accommodations in the Workplace | ADA National Network

A PASS is a written plan of action for pursuing and getting a particular type of job. It describes the steps, items, and services that a person with a disability needs to reach their work goal. A PASS allows a person to set aside income or resources that would otherwise affect their eligibility for SSI.  The money in the PASS account can be used to pay for expenses related to the work goal, such as education, training, equipment, or business start-up costs 1 2 3 .  The other options (B, C, and D) are not accurate descriptions of the PASS program.  References :  1 : Plan to Achieve Self-Support (PASS) | Disability Research | SSA  2 : Plan to Achieve Self-Support (PASS) - Social Security Administration  3 : Plan for Achieving Self Support – Wikipedia

 The most effective marketing materials are those that communicate the main message and value proposition of your organization and programs in a clear, concise, and compelling way 1 . State-of-the-art graphics and pictures may be attractive, but they are not essential and may even distract from the content. Including everything that describes your organization and programs may overwhelm the reader and make it hard to identify the key points. Targeting information for all your large audiences may dilute the impact and relevance of your message for each specific group.  Therefore, the best option is D, clear, concise written material.  References :  1 : CESP Candidate Handbook, page 17.

 A situational assessment is a process of observing and evaluating a job-seeker’s performance, skills, interests, and preferences in various work settings 1 .  The purpose of a situational assessment is to identify the most suitable and satisfying employment options for the job-seeker 2 .  Therefore, the situational assessment should be conducted in realistic and natural work environments that match the job-seeker’s vocational themes 3 .

In this case, the job-seeker has a vocational theme of working with animals, so the situational assessment should involve settings where he can interact with different types of animals and perform various tasks related to animal care. Options B, C, and D are all examples of such settings, where the job-seeker can explore different aspects of working with animals, such as grooming, feeding, cleaning, and assisting. Option A, however, is not a realistic or natural work environment, as it involves bringing dogs from a facility-based program to a grooming station that is not part of an actual business. This option does not provide the job-seeker with an authentic experience of working with animals in a community setting, and it does not expose him to the diversity and complexity of the animal care industry.  Therefore, option A is the least useful location for the situational assessment.  References :  2 : Certified Employment Support Professional Candidate Handbook, page 5  3 : CESP study guide Flashcards, question 5  1 : Focus On: Six strategic steps for situational assessment, page 1

The best response the employment support professional (ESP) can offer to relieve the employer’s concern is to assure them that they can provide assistance and guidance to the employee’s co-workers if there are any issues or challenges related to working with a person with disabilities. This response shows that the ESP is committed to supporting the employee’s successful integration and inclusion in the workplace, and that they are willing to address any potential problems that may arise from negative or inaccurate attitudes toward the employee with disabilities. The ESP can also offer to provide information, education, or training to the co- workers to help them understand the employee’s disability, strengths, and needs, and to foster positive and respectful interactions.  This response is consistent with the evidence-based practices and principles of supported employment, which emphasize the role of the ESP as a facilitator and a resource for both the employee and the employer

The Trial Work Period (TWP) is a Work Incentive that allows SSDI recipients to test their ability to work for at least 9 months and still receive full disability benefits, regardless of their earnings. The 9 months do not have to be consecutive, but are counted within a rolling 60-month period. Any month in which the earnings exceed a certain amount ($970 in 2022) is considered a month of service for the TWP. After completing the TWP, SSDI recipients enter a 36-month Extended Period of Eligibility (EPE), during which they may receive benefits for any month their earnings are below the Substantial Gainful Activity (SGA) level ($1,350 for non-blind individuals and $2,260 for blind individuals in 2022).  References :  Trial Work Period - The United States Social Security Administration ,  What You Need to Know About the Trial Work Period ,  Trial Work Period (TWP) - Ticket to Work - Social Security

A reasonable accommodation is any change to the application or hiring process, to the job, to the way the job is done, or the work environment that allows a person with a disability who is qualified for the job to perform the essential functions of that job and enjoy equal employment opportunities 1 .  Reasonable accommodations are required by the Americans with Disabilities Act (ADA) and the Rehabilitation Act for employers who have 15 or more employees 1 2 .

Among the four options, only D is not an example of a reasonable accommodation, because orientation training for new employees is not a change that is specifically related to a person’s disability.  Orientation training is a benefit or privilege of employment that is typically provided to all new employees, regardless of their disability status 1 3 .  Therefore, providing orientation training is not a reasonable accommodation, unless the training itself is modified to accommodate a person’s disability (such as providing sign language interpreters, materials in alternative formats, or assistive technology) 1 3 .

Options A, B, and C are examples of reasonable accommodations, because they are changes that are specifically related to a person’s disability and enable them to apply for, perform, or enjoy the benefits of a job.  An application in larger print is a reasonable accommodation for a person with a visual impairment who may have difficulty reading standard print 1 2 .  A wheelchair ramp is a reasonable accommodation for a person with a mobility impairment who may have difficulty accessing a building or a work area 1 2 .  A headset to enable hands-free access to the phone system is a reasonable accommodation for a person with a manual dexterity impairment who may have difficulty holding or dialing a phone 1 2 .

References :

1 : Reasonable Accommodations in the Workplace | ADA National Network

2 : Enforcement Guidance on Reasonable Accommodation and Undue Hardship under the ADA | U.S. Equal Employment Opportunity Commission

3 : Reasonable Accommodations - U.S. Office of Personnel Management

 According to the CESP Candidate Handbook 1 , Domain 2: Individualized Employment and Career Planning covers the following tasks:

2.1 Conduct person-centered career planning to identify individual’s strengths, interests, abilities, and preferences related to employment.

2.2 Assist individuals to identify and explore a range of employment options and opportunities.

2.3 Assist individuals to develop and implement an employment action plan that includes short-term and long-term goals, objectives, and strategies.

2.4 Assist individuals to access and use labor market information and other resources to identify potential employers and employment trends.

2.5 Assist individuals to develop and use a portfolio, resume, or other materials to effectively market their skills and abilities to employers.

2.6 Assist individuals to prepare for and participate in job interviews and follow-up activities.

2.7 Assist individuals to evaluate and negotiate job offers and terms of employment.

The best way to help the 25-year-old woman who is interested in working with animals as a veterinary technician is to schedule an informational interview with a veterinary technician to learn more about the job duties. This option aligns with tasks 2.2, 2.4, and 2.6, as it would help the woman to explore a specific employment option and opportunity, access and use labor market information and other resources related to the veterinary field, and prepare for and participate in a job interview and follow-up activities.  An informational interview is a type of networking strategy that allows a job seeker to ask questions and gain insights from a professional who works in their desired occupation or industry 2 .  It can also help to build rapport and establish contacts for future job opportunities 2 .

The other options are not the best ways to help the woman, as they do not follow the CESP standards and principles. Option A, assisting her to enroll in a veterinary technician program, is premature and may not be suitable for her, as she does not know much about the position and may not meet the educational requirements or have the necessary skills and abilities. Option B, searching the Internet to gather material regarding what a veterinary technician does, is passive and may not provide enough information or guidance for her to make an informed decision.  Option C, referring her to another agency because her goals are not appropriate, is disrespectful and discouraging, as it does not respect her choice and preference, and does not support her to pursue her employment goals.  References :  1 :  CESP Candidate Handbook   2 :  Informational Interviewing