The best way for an employment support professional to assist a new hire to participate in an employer’s training is to provide supports based on needs identified by the new hire. This is because the new hire is the best source of information about their own strengths, preferences, and challenges, and the employment support professional should respect their autonomy and self-determination. Providing individualized supports can help the new hire learn the skills and knowledge required for the job, as well as build confidence and trust with the employer and co-workers. Asking the employer to provide special training, having a co-worker explain the unwritten rules, or attending the training on behalf of the new hire are not the best methods, as they may imply that the new hire is not capable of learning the same way as other employees, or that they need extra help or supervision. These methods may also create dependency, stigma, or isolation for the new hire, and may not address their specific needs or goals.  References :

CESP Candidate Handbook , page 5, Domain 4: Workplace and Related Supports, Competency 4.1: Provide individualized supports to the employee based on their needs and preferences.

Online Learning - Association of People Supporting Employment First , Module 4: Workplace and Related Supports, Lesson 1: Individualized Supports.

According to the APSE Employment Support Professional (CESP) certification handbook 1 , one of the core values and principles of practice is to respect the individual’s right to self-determination and informed choice. This means that the employment support professional should support the individual’s preferences and goals, and not impose their own opinions or decisions on them. Therefore, the employment support professional should not answer the questions for the individual (A), disclose the individual’s disability without their consent (B), or discourage the individual from seeking their assistance (D). The most appropriate way to provide support is to explain their role in the process and to provide support as needed after the individual introduces themselves ©.  This way, the employment support professional can help the individual prepare for the interview, clarify any questions or concerns, and facilitate communication and accommodation if necessary 2 3 4 .  However, the employment support professional should also respect the individual’s autonomy and let them take the lead in the interview as much as possible 2 3 .  References :

APSE Employment Support Professional (CESP) certification handbook

Face-to-Face Interviewing | Business Communication Skills for Managers

How to Conduct a Face-to-Face Interview Best Practices - BerniePortal

Interview advice | National Careers Service

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 disabilities 1 2 .  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-seeker 3 . 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 individualized employment 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 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

According to the Americans with Disabilities Act (ADA), a person with a disability is not required to disclose their disability to an employer at any point in the hiring process, unless they need a reasonable accommodation to participate in the application process or to perform the essential functions of the job 1 . Therefore, Tom is not required to disclose his epilepsy to his employer before, during, or after the interview, unless he needs an accommodation such as flexible work hours, breaks, or a quiet work environment.  If he does need an accommodation, he should disclose his disability before the accommodation is requested, and provide relevant documentation to support his request 2 .  References :  1 :  Disability Disclosure and Interviewing Techniques for Persons with Disabilities   2 :  CESP Content Outline - CESP

The BEST solution to resolve this problem is to request a noise-canceling headset from the employer. This would help the employee to focus on the callers and block out the distracting sounds around her. It would also be a low-cost and reasonable accommodation that the employer could provide. The other options are not as effective or feasible because:

A. Referring her to vocational rehabilitation would not address the immediate issue of noise in the workplace. It would also imply that she needs to change her career or find a different job, which may not be her preference or goal.

B. Referring her to occupational therapy for further evaluations would also not address the immediate issue of noise in the workplace. It would also involve additional costs and time for the employee and the employer, and may not result in any useful recommendations or solutions.

D. Moving her to an office away from her co-workers would not be a low-cost solution, as it would require rearranging the office space and possibly affecting the productivity and morale of other employees. It would also isolate her from her team and reduce her opportunities for social interaction and support.  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- ASPE Flashcards , card 67, Reasonable Accommodation, Definition: Any change or adjustment to a job or work environment that permits a qualified applicant or employee with a disability to participate in the job application process, to perform the essential functions of a job, or to enjoy benefits and privileges of employment equal to those enjoyed by employees without disabilities.

 Motivational interviewing is a collaborative, goal-oriented method of communication that aims to enhance the individual’s intrinsic motivation to change 1 .  It is based on four principles: expressing empathy, developing discrepancy, rolling with resistance, and supporting self-efficacy 2 . Motivational interviewing does not involve deferring to the vocational rehabilitation counselor for decision making, as this would undermine the individual’s autonomy and self-determination.  Rather, motivational interviewing respects the individual’s perspective and preferences, and helps them explore and resolve their own ambivalence to change 3 .  References :

Motivational Interviewing: Helping People Change , Chapter 1

Motivational Interviewing in Employment Services , page 4

APSE CESP Study Guide , page 18, Section 2.2.1

Employment First is a national systems-change framework centered on the premise that all individuals, including those individuals with the most significant disabilities, are capable of full participation in Competitive Integrated Employment (CIE) and community life 1 .  Under this approach, publicly-financed systems are urged to align policies, regulatory guidance, and reimbursement structures to commit to CIE as the priority option with respect to the use of publicly-financed day and employment services for youth and adults with significant disabilities 1 .  Many states have formally committed to the Employment First framework through official executive proclamation or formal legislative action 1 .  Employment First is also one of the core values and principles of APSE, the Association of People Supporting Employment First 2 .  References :  1 : Employment First | U.S.  Department of Labor  2 : About APSE - APSE

 The least effective photo setting to use in promoting employment services to employers is chatting with her roommates in her group home. This option does not demonstrate the woman’s skills, abilities, or contributions to the workforce. It also reinforces the stereotype that people with disabilities are dependent, isolated, or segregated from the community. This option does not align with the core values and principles of employment support, such as inclusion, empowerment, and dignity.

The other options are more effective than option B, for the following reasons:

Option A: Having lunch with co-workers in a company cafeteria shows that the woman is integrated, accepted, and valued by her peers. It also suggests that she has good social skills, communication skills, and teamwork skills. This option supports the core values and principles of employment support, such as inclusion, natural supports, and respect.

Option C: Standing with an attractive, alert expression on her face shows that the woman is confident, professional, and enthusiastic. It also creates a positive impression of her personality, attitude, and appearance. This option supports the core values and principles of employment support, such as empowerment, self-determination, and dignity.

Option D: Working in a corporate office shows that the woman is capable, productive, and qualified. It also indicates that she has relevant skills, knowledge, and experience for the job. This option supports the core values and principles of employment support, such as individualization, career development, and quality outcomes.

References :

APSE CESP Practice Exam

APSE CESP Exam Content Outline

APSE CESP Study Guide

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