APSE CESP Practice Test Questions Answers

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. 

A vocational profile is a tool that helps identify the job seeker’s interests, skills, abilities, preferences, and support needs for employment. A vocational profile should include information that is relevant, accurate, and individualized to the job seeker. The information should be gathered from multiple sources, such as interviews, observations, assessments, and records. The information should also reflect the job seeker’s voice and choice, and respect their right to self-determination and empowerment. Therefore, the LEAST appropriate piece of information to include in a vocational profile is the parent’s desire for the job seeker to work in a warehouse, as this may not align with the job seeker’s own goals, preferences, or abilities. The parent’s desire may also limit the job seeker’s options and opportunities for competitive, integrated employment. The other options are more appropriate to include in a vocational profile, as they provide useful information about the job seeker’s work environment preferences, reading ability, and success conditions. References: CESP Examination Content Outline, Certified Employment Support Professional

 Disability sensitivity training is a form of education that aims to increase awareness and understanding of the needs and experiences of people with disabilities. It can help employers and employees to foster a more inclusive and respectful work environment, where people with disabilities are valued and supported. Disability sensitivity training can also help to prevent discrimination, harassment, and stereotypes that may affect people with disabilities in the workplace. Disability sensitivity training is consistent with the core values and principles of the CESP certification, which include promoting the dignity, rights, and full inclusion of people with disabilities in the workforce1.

The other options are not correct because:

A. special treatment for employee with a disability may imply that the employee is not capable of performing their job or that they are entitled to privileges that other employees do not have. This may create resentment and stigma among coworkers and undermine the employee’s self-esteem and autonomy2.

C. inclusive hiring policy is a good practice, but it is not enough to ensure a diverse workforce. An inclusive hiring policy should be accompanied by other measures, such as disability sensitivity training, reasonable accommodations, mentoring, and career development, to support the retention and advancement of employees with disabilities3.

D. separate lunchroom for employees with disabilities is a form of segregation that violates the principle of integration and inclusion. It may also create a sense of isolation and alienation for employees with disabilities, who may feel excluded from the social and professional networks of their coworkers4. References:

1: CESP Candidate Handbook, page 5

2: Disability Sensitivity Training: What is it and Why is it Important?

3: How to Create an Inclusive Hiring Policy

4: The Importance of Inclusion in the Workplace

The LEAST appropriate response to the female’s concern is B, because it implies that she should not do an assessment unless she knows exactly what she wants to do. This is contrary to the purpose of situational assessments, which are meant to help individuals with disabilities explore their interests, skills, and preferences in different work environments1. Telling her that it is best to have a clear idea of her career goal may discourage her from trying new things and limit her options. The other responses are more supportive and reassuring, as they emphasize the benefits of assessments and acknowledge her feelings. References: 1: CESP Candidate Handbook, page 5. Download here.

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-basedpractices 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