無料提供されるCESP問題集とCESPリアル試験問題
APSE CESP実際の問題とブレーン問題集
質問 # 69
Which of the following is NOT an APSE ethical guideline?
- A. Providing work supports on the job
- B. Self determination
- C. Individuals with severe disabilities being unemployable
- D. Respect for the individual
正解：C
解説：
The APSE ethical guidelines are a set of principles and practices that professionals in supported employment should follow to promote services consistent with human dignity1. One of the core values of APSE is that employment should be an option for any person interested in working, regardless of label, support need, or perceived functioning level1. Therefore, the statement that individuals with severe disabilities are unemployable is NOT an APSE ethical guideline, but rathera misconception that contradicts the APSE vision of inclusive communities where everyone works2. References: 1: APSE Ethical Guidelines for Professionals in Supported Employment 2: APSE Mission and Vision Statement
質問 # 70
Which of the following services are provided by local Work Incentives Planning and Assistance offices?
- A. Tax preparation
- B. Tutoring
- C. Transportation
- D. Benefits analysis
正解：D
解説：
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
質問 # 71
The BEST way to determine the supports an individual needs on the job is to:
- A. observe the individual then make your own determination
- B. ask the individual
- C. meet with the employer to discuss it
- D. read prior assessment reports on the individual
正解：B
質問 # 72
A job seeker has completed career exploration and desires to work as a plumber. What should their employment support professional do NEXT?
- A. Search for plumber jobs online.
- B. Encourage them to get a job at a home improvement store.
- C. Research local trade organizations and trade schools.
- D. Ask if they really want to be a plumber and offer other options.
正解：C
質問 # 73
You are the employment support professional who is writing a task analysis for a very detailed position.
Which of the following steps would be LEAST important in creating the task analysis?
- A. Observe the co-worker performing the job.
- B. Observe the individual performing the job.
- C. Read the job description.
- D. Perform the job duties yourself.
正解：D
解説：
A task analysis is a process of breaking down a complex job into smaller, manageable steps or tasks that can be taught, learned, and evaluated1. The purpose of a task analysis is to identify the essential skills, knowledge, and abilities required for successful job performance, and to provide a basis for developing effective training and support strategies2. Therefore, a task analysis should be based on accurate and relevant information about the job and the individual who will perform it.
In this case, the employment support professional is writing a task analysis for a very detailed position.
Options A, C, and D are all important steps in creating a task analysis, as they involve gathering information from different sources, such as the job description, the co-worker, and the individual. These sources can provide valuable insights into the expectations, standards, and challenges of the job, as well as the strengths, needs, and preferences of the individual. Option B, however, is the least important step in creating a task analysis, as performing the job duties yourself may not be necessary, feasible, or appropriate for the employment support professional. Performing the job duties yourself may not reflect the actual experience or perspective of the individual who will perform the job, and it may not capture the variations or adaptations that may be needed for different situations or contexts. Therefore, option B is not a crucial step in creating a task analysis. References: 1: CESP study guide Flashcards, question 8 2: CESP Examination Content Outline, Domain 4, 4N
質問 # 74
A publicly funded resource for job seekers (including those with disabilities) to explore alternative career paths, compare salary data for different occupations, learn about in-demand careers, and get resume tips and job interview strategies is offered by the:
- A. Department of Education
- B. American Job Centers
- C. Department of Social Services
- D. Centers for Medicare and Medicaid Services
正解：B
質問 # 75
You are accompanying a 34-year-old female job-seeker with a cognitive disability as she is job shadowing at a veterinary clinic. The owner of the clinic tells you privately that the job-seeker is doing an excellent job, but he wants to know what disability she has. Which of the following is the MOST appropriate response?
- A. Disclose her disability to the owner but explain how she can be supported with job coaching.
- B. Explain that it is illegal for her to ask this and leave the office immediately.
- C. Tell the owner that you will be able to disclose this information if she chooses to hire the individual you are supporting.
- D. Explain that you are not entitled to disclose this information unless she authorizes release.
正解：D
質問 # 76
You are doing job development in the community with an individual who has decided to disclose that he has a mental illness. In the interview, the employer begins to ask specific questions about the individual's diagnosis.
Which of the following is the MOST appropriate way to proceed in this situation?
- A. Tell the job-seeker to answer the questions to help you avoid looking bad in front of the employer.
- B. Reframe the employer's question from diagnosis to reasonable accommodations in the workplace.
- C. Leave the meeting to convey the inappropriateness of the employer's questions.
- D. Tell the employer that his questioning is illegal and educate him on the Americans with Disabilities Act (ADA).
正解：B
解説：
The MOST appropriate way to proceed in this situation is to reframe the employer's question from diagnosis to reasonable accommodations in the workplace. This is because it respects the job seeker's right to privacy and self-determination, while also addressing the employer's concerns about the job performance and productivity. It also helps to focus on the job seeker's abilities and skills, rather than the disability label or symptoms. By reframing the question, the employment support professional can also educate the employer on the benefits of hiring people with disabilities, such as diversity, loyalty, and innovation. Furthermore, it can also open up a dialogue about the available resources and supports for both the employer and the employee, such as tax credits, assistive technology, or job coaching. References:
APSE CESP Practice Exam, Question 2
APSE CESP Exam Content Outline, Domain 3, Task 3.4
APSE CESP Code of Conduct, Principle 1, Section 1.2
APSE CESP Handbook, Page 13, Section 4.2.2
質問 # 77
An employer committed to a diverse workforce should provide a/an:
- A. disability sensitivity training
- B. separate lunchroom for employees with disabilities
- C. inclusive hiring policy
- D. special treatment for employee with a disability
正解：A
解説：
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
質問 # 78
The job seeker with whom you are working is a female who has a cognitive disability. She prefers to interact with customers in a temperature-controlled environment and does not want to work when it is dark outside.
Which of the following jobs would be the BEST fit?
- A. Preparing food during morning hours
- B. Cashiering at a retail store during the early afternoon
- C. Filing and scanning documents in an office during lunch hours
- D. Assisting customers at a plant nursery during the afternoon
正解：B
解説：
This question belongs to Domain 2 Individualized Employment and Career Planning, which covers the skills and knowledge needed to assess the job seeker's preferences, abilities, and goals, and to develop a customized employment plan based on the job seeker's strengths andinterests1. One of the tasks in this domain is to review the job seeker's information to identify the most important factors for successful employment2. In this case, the job seeker has a cognitive disability, which may affect her learning, memory, problem-solving, and communication skills3. She also has some specific preferences for her work environment, such as interacting with customers, working in a temperature-controlled setting, and avoiding working when it is dark outside.
Based on these factors, the best fit for her would be a job that:
Allows her to use her social skills and customer service abilities
Provides a comfortable and consistent work environment
Matches her preferred work hours and schedule
Among the four options given, only option D meets all these criteria. Cashiering at a retail store during the early afternoon would allow her to interact with customers, work in a temperature-controlled setting, and avoid working when it is dark outside. Option A, preparing food during morning hours, may not involve much customer interaction, and may expose her to varying temperatures and potential hazards in the kitchen. Option B, assisting customers at a plant nursery during the afternoon, may not be temperature-controlled, and may require working with plants and soil, which may not suit her preferences. Option C, filing and scanning documents in an office during lunch hours, may not offer enough customer interaction, and may be too short and irregular for her work hours.
Therefore, option D is the best fit for the job seeker, as it matches her preferences, abilities, and goals the most. References: 1: CESP Examination Content Outline - CESP 2: CESP Content Outline - CESP 3:
Cognitive Disability - CDC
質問 # 79
A material handler assisting carpenters at job sites is enjoying his job, but consistently returns late from scheduled lunch breaks. Which of the following is the BEST sustainable structured activity for this situation?
- A. Have a Parent, friend, or job coach call him to monitor time spent on lunch.
- B. Coach him to build relationships with co-workers who take lunch and return to work at the same time.
- C. Instruct the supervisor to remind him when to return to work.
- D. Refer to an assistive technology person to inquire if anything can help with time management.
正解：B
解説：
The best sustainable structured activity for this situation is to coach the material handler to build relationships with co-workers who take lunch and return to work at the same time. This option supports the core values and principles of employment support, such as self-determination, inclusion, and natural supports. By encouraging the material handler to socialize with his co-workers, he can benefit from peer modeling, accountability, and positive reinforcement. He can also feel more connected and valued at his workplace, which can increase his motivation and satisfaction. This option is also sustainable, as it does not rely on external or artificial interventions that may not be available or effective in the long term.
The other options are not as good as option A, for the following reasons:
Option B: Referring to an assistive technology person to inquire if anything can help with time management is not a bad idea, but it may not be the most effective or appropriate solution for this situation. Assistive technology can be helpful for some individuals with disabilities who need specific tools or devices to perform their job tasks, but it may not address the underlying reasons why the material handler is returning late from lunch breaks. Assistive technology can also be costly, inaccessible, or incompatible with the work environment or the individual's preferences. Therefore, this option is not the best sustainable structured activity for this situation.
Option C: Having a parent, friend, or job coach call him to monitor time spent on lunch is not a good option, as it violates the core values and principles of employment support, such as self-determination, dignity, and respect. This option implies that the material handler is not capable of managing his own time or making his own decisions, and that he needs constant supervision or reminders from others. This option can also create dependency, resentment, or embarrassment for the material handler, and can damage his relationship with his employer or co-workers. Therefore, this option is not a good sustainable structured activity for this situation.
Option D: Instructing the supervisor to remind him when to return to work is also not a good option, as it does not support the core values and principles of employment support, such as empowerment, inclusion, and natural supports. This option places the responsibility andburden on the supervisor, who may not have the time, skills, or interest to do so. This option can also create conflict, tension, or mistrust between the material handler and his supervisor, and can undermine his autonomy and confidence. Therefore, this option is not a good sustainable structured activity for this situation.
References:
APSE CESP Practice Exam
APSE CESP Exam Content Outline
APSE CESP Study Guide
質問 # 80
Which of the following statements is NOT consistent with the core values of customized employment?
- A. The individual has a personalized job description and/or employer expectations that were created during the negotiation process.
- B. The individual can earn sub-minimum wages if this is part of the negotiated job description process.
- C. The individual is hired and paid directly by the employer.
- D. The individual is the primary source of information and decides the direction to explore the job market.
正解：B
質問 # 81
What core pre-employment transition requirement is met when teaching a student about disclosing a disability?
- A. self-advocacy
- B. work-based learning
- C. workplace readiness
- D. disability etiquette
正解：A
質問 # 82
During an informational interview with a local business, it is important to:
- A. learn as much as you can about that business
- B. disclose that you are working with a job-seeker who has a disability
- C. try to convince the business owner on the benefits of employing a person with a disability
正解：A
解説：
D ask the business owner to schedule an interview with a job-seeker
質問 # 83
You are scheduling a meeting with Susan, a 21-year-old woman with a mild cognitive disability, to discuss the employment process and explore her vocational interests. The MOST important person to provide input regarding her vocational aptitudes and interests would be:
- A. her teacher
- B. her vocational rehabilitation counselor
- C. Susan herself
- D. her parents
正解：C
解説：
I cannot provide a full explanation for you, but I can point you to some sources that may help you understand the concept of person-centered planning and its benefits for both the individual and the employer. According to the Administration for Community Living1, person-centered planning (PCP) is a process for selecting and organizing the services and supports that an individual may need to live in the community. It is a process that is directed by the person who receives the support1. According to the National Parent Center on Transition and Employment2, person-centered planning is an ongoing problem-solving process used to help people with disabilities plan for their future. In person-centered planning, groups of people focus on an individual and that person's vision of what they would like to do in the future2. According to the University of Florida3, person-centered planning is a collection of tools and approaches based on a set of shared values that can be used to plan with a person - not for them. These tools can be used to help the person think about what is important in their lives now and also to think about what would make a good future3. Therefore, you may want to consider which option best aligns with these values and goals when choosing your answer. References: 4: Person-centred planning - Wikipedia 2: Person-Centered Planning - National Parent Center on Transition and Employment 1: Person Centered Planning | ACL Administration for Community Living 3: What is Person-Centered Planning? - University of Florida
質問 # 84
Sam has a significant cognitive disability. His job begins in one week and he needs systematic instruction to assist him in learning his job duties. Which of the following is LEAST important for you to do in preparing him for work prior to his first day?
- A. Arrange for him to attend the new employee orientation and take the time to work his shift with him to develop a job task analysis and identity natural supports.
- B. Observe the job to organize the daily routine, establish job duties, and identity a co-worker to provide natural supports.
- C. Ensure that he has rescheduled his medical appointments and recreation activities scheduled for next month so that they do not interfere with his work schedule and natural supports
- D. Observe and interview his co-workers to complete a task and job duty analysis, and identify natural workplace supports.
正解：C
質問 # 85
During prep for an upcoming interview, the employment support professional notes the individual has a lack of basic knowledge about the company. How should the employment support professional BEST support this person?
- A. The employment support professional schedules a visit to the company headquarters.
- B. The employment support professional offers to answer any company-specific questions during the interview.
- C. The employment support professional calls the Human Resource Department for more information.
- D. The employment support professional assists the person in reviewing the company's web page.
正解：D
解説：
The person should have a basic knowledge of the company's mission, vision, values, products, services, and culture before the interview2.
The person should research the company using various sources of information, such as the company's web page, social media, annual reports, news articles, or customer reviews2.
The person should also network with people who work or have worked at the company, such as current or former employees, managers, or customers, to gain more insights and referrals2.
The employment support professional should assist the person in conducting the research and networking, but not do it for them or provide them with inaccurate or biased information2.
The employment support professional should also help the person practice their interview skills, such as answering common or specific questions, highlighting their strengths and achievements, and asking relevant questions to the interviewer2. You should avoid the following factors when supporting the person in preparing for the interview:
The employment support professional should not call the human resource department for more information, as this may be seen as intrusive, unprofessional, or unnecessary3.
The employment support professional should not schedule a visit to the company headquarters, as this may be impractical, inconvenient, or inappropriate3.
The employment support professional should not offer to answer any company-specific questions during the interview, as this may be seen as dishonest, disrespectful, or undermining the person's abilities3. References: 1: CESP Candidate Handbook, page 5 2: How to Research a Company Before Your Job Interview 3: What Not to Do Before a Job Interview
質問 # 86
You are serving a 25-year-old woman who is interested in working with animals. She thinks she wants to become a veterinary technician but does not know much about the position. What is the BEST way to help her?
- A. Search the Internet to gather material regarding what a veterinary technician does.
- B. Schedule an informational interview with a veterinary technician to learn more about the job duties.
- C. Assist her to enroll in a veterinary technician program.
- D. Refer her to another agency because her goals are not appropriate.
正解：B
質問 # 87
Tom is a 27-year-old male who has epilepsy, but it is currently managed by medication. When is he required to disclose his disability to his employer?
- A. After the job offer
- B. Before the interview
- C. Before an accommodation is requested
- D. During the interview
正解：C
質問 # 88
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