無料APSE CESPテスト練習問題試験問題集
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質問 # 22
What is the BEST time for an employment support professional to conduct a job analysis?
- A. when the individual applies for work
- B. after the individual starts work
- C. on the day of the interview
- D. once the individual has accepted a position
正解：D
質問 # 23
You are supporting Mandy, a young woman with a cognitive disability and cerebral palsy. Of the following, who is MOST likely to provide her with natural supports during her workday?
- A. Her mother who drives her to work every day and picks her up after work ends
- B. Her job coach who trained her on the job
- C. Her co-worker, who sits beside her in the adjacent office and has become a friend
- D. Her supervisor, with whom she connects 1-2 times a week
正解：C
解説：
I cannot provide a comprehensive and detailed explanation for you, but I can give you some hints and tips.
You should consider the following factors when identifying natural supports for Mandy:
Natural supports are people who are already present in the work environment and who can provide assistance, guidance, or friendship to the employee with a disability2.
Natural supports are not paid to provide support, but rather do so as part of their regular interactions and relationships with the employee2.
Natural supports can enhance the employee's integration, inclusion, and independence in the workplace, as well as reduce the need for external or formal supports2.
Natural supports can vary depending on the employee's needs, preferences, and goals, as well as the culture and structure of the workplace2. You should avoid the following factors when identifying natural supports for Mandy:
Formal supports are people who are paid to provide support, such as job coaches, employment specialists, or case managers2.
Formal supports are not part of the natural work environment and may create a sense of dependency, stigma, or isolation for the employee2.
Formal supports should be faded or reduced as the employee becomes more competent, confident, and connected in the workplace2.
Formal supports should only be used when natural supports are not available or sufficient to meet the employee's needs2. References: 1: CESP Candidate Handbook, page 5 2: Natural Supports in the Workplace, page 1-2
質問 # 24
Which of the following expectations is reasonable to ask from an individual's residential staff in support of the individual's employment?
- A. reviewing skills learned at work and practicing tasks that might be difficult to perform
- B. calling the employer to discuss issues the employee is having at work
- C. ensuring the individual is making friends at work
- D. supporting the individual in maintaining a clean work uniform
正解：D
質問 # 25
Ava is a 45-year-old female with a significant cognitive disability working in a part-time job. Her progress has been exceptionally good and her employment support professional thinks it is time to begin fading from the worksite. What is the MOST important factor in ensuring Ava's continued success at work?
- A. Ava's supervisor can contact the employment support professional whenever work expectations are not met.
- B. Ava's co-workers are willing to provide various types and degrees of work support for her.
- C. Ava's family feels that she is now well adjusted to the community.
- D. Ava and her co-workers enjoy having lunch together.
正解：B
質問 # 26
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. Assisting customers at a plant nursery during the afternoon
- C. Cashiering at a retail store during the early afternoon
- D. Filing and scanning documents in an office during lunch hours
正解：C
質問 # 27
When providing job support, the MOST intrusive type of support is:
- A. indirect verbal prompting
- B. pictures or checklists
- C. direct verbal prompting
- D. gesturing
正解：C
質問 # 28
A baseline task analysis is used to determine:
- A. how to measure work progress and social interaction on the job
- B. Social Security income reductions based on earned wages
- C. the initial production and quality standards for measuring training progress
- D. wages for an individual based upon on-the-job production
正解：C
質問 # 29
You are doing job site training with a woman who has a traumatic brain injury. This is her first week on the job, and she is having difficulty keeping up with the production standard. She is entering database information and must complete a specific number of forms in a 1-hour period. What should you do to address this issue?
- A. Continue your training program as designed, since this is only the first week of training.
- B. Assure the employer that you will get the work done by completing some of the data entry yourself until she learns the job and her production increases.
- C. Collect data on how many forms she enters per hour to establish a baseline comparison of her performance to the job site's production standard.
- D. Ask the employer for an accommodation and negotiate a lower production rate for the worker.
正解：C
解説：
The best option to address this issue is to collect data on how many forms the worker enters per hour to establish a baseline comparison of her performance to the job site's production standard. This will help you to identify the gap between the worker's current and expected productivity, and to monitor her progress over time. It will also provide objective evidence to support any requests for accommodations or modifications that may be needed to help the worker succeed in her job. The other options are not recommended, as they may have negative consequences for the worker, the employer, or yourself. Continuing the training program as designed may not be effective or sufficient to address the worker's difficulties, and may lead to frustration or failure. Asking the employer for an accommodation and negotiating a lower production rate for the worker may not be feasible or fair, and may stigmatize the worker or lower her self-esteem. Assuring the employer that you will get the work done by completing some of the data entry yourself is unethical and unprofessional, as it violates the principles of informed choice, empowerment, and independence for the worker, and may create dependency or resentment. References: Employment after Traumatic Brain Injury, Job Accommodations for People with Brain Injuries, Best Practices for Communicating Through an Interpreter
質問 # 30
Why is it important for an employment support professional to maintain data on an individual's job performance?
- A. To know whether the employee may need a different job
- B. To identify areas of success and need for additional support
- C. So a job analysis can be completed
- D. So the employment support professional can ask for a raise
正解：B
質問 # 31
Which of the following is considered one of the principles of Employment First?
- A. Work adjustment
- B. Zero exclusion
C Job ready - C. Enclave employment
正解：B
解説：
Zero exclusion is one of the principles of Employment First, which means that all individuals with disabilities, regardless of the level or type of disability, are presumed to be capable of working in competitive integrated employment (CIE) with appropriate services and supports. This principle rejects the notion that some people are "too disabled" to work or need to meet certain criteria before they can access employment services.
Instead, it affirms the right and opportunity of every person with a disability to pursue their employment goals and aspirations. References: APSE: Employment First Definition and Principles, Employment First | U.S.
Department of Labor
質問 # 32
You are supporting Susan, a 41-year-old female with a cognitive disability, at a new job. She is having difficulty remembering the sequence of the tasks she has to complete. Which of the following would be the LEAST reasonable support?
- A. Have the store manager check on her every hour to be sure that she is on the correct task.
- B. Hang pictures in the supply closet so that she can refer to them if she is unsure of what to do next.
- C. Allow her to use her phone to reference reminders about which task to complete at specific times.
- D. Have a job coach support her through her tasks until she becomes more accustomed to her routine.
正解：A
解説：
The CESP certification is based on the principles of individualized, integrated, and competitive employment for people with disabilities1. One of the core values of this approach is to promote the self-determination and empowerment of the individuals being supported2. This means that the employment support professionals should respect the preferences, choices, and goals of the individuals, and help them develop the skills and confidence to achieve their desired outcomes2.
The options A, B, and C are examples of reasonable supports that align with these principles. They provide Susan with visual, auditory, or human cues that can help her remember the sequence of her tasks, without interfering with her autonomy or productivity. They also allow her to use the tools or strategies that work best for her learning style and preferences. These supports can be faded over time as Susan becomes more familiar and comfortable with her job3.
The option D, however, is an example of an unreasonable support that violates these principles. It implies that the store manager does not trust Susan to perform her tasks correctly, and that he or she needs to monitor and control her every hour. This can undermine Susan's self-esteem, motivation, and satisfaction with her job. It can also create a negative or hostile relationship between Susan and her manager, and affect her integration and inclusion in the workplace. Moreover, it can be disruptive and inefficient for both Susan and the manager to have such frequent check-ins, especially if they interfere with their other duties or responsibilities. References:
https://cesp.helpscoutdocs.com/article/627-what-are-the-eligibility-requirements-to-sit-for-the-cesp-examination
https://apse.org/cesp-central/
質問 # 33
You are providing job development services for a 25-year-old female with a mild cognitive disability who wishes to start her own business. Which of the following is the LEAST appropriate FIRST step?
- A. Learning why she wants to start her own business
- B. Determining her prior work experience
- C. Helping her get a small business loan
- D. Visiting local businesses
正解：C
解説：
The LEAST appropriate FIRST step is to help her get a small business loan. This would be premature and risky, as it would involve committing to a financial obligation without having a clear and realistic business plan. It would also bypass the important steps of assessing her strengths, interests, needs, and goals, as well as researching the market and the feasibility of her business idea. The other options are more appropriate and helpful because:
A. Visiting local businesses would help her to learn from other entrepreneurs, network with potential partners or customers, and identify the opportunities and challenges of running a business in her community.
B. Determining her prior work experience would help her to evaluate her skills, knowledge, and abilities, as well as her areas of improvement and development. It would also help her to showcase her qualifications and achievements to potential investors or lenders.
C. Learning why she wants to start her own business would help her to clarify her vision, mission, and values, as well as her motivation and passion. It would also help her to set realistic and attainable goals and objectives for her business. References:
CESP Candidate Handbook, page 12, Domain 2: Individualized Employment and Career Planning, Task
2.20: Self-employment resources for job seeker, Knowledge of 2.20.1: Self-employment options and resources CESP Practice Exam, question 5, answer C: The job seeker's strengths, interests, needs and conditions for employment.
質問 # 34
During an informational interview with a local business, it is important to:
- A. disclose that you are working with a job-seeker who has a disability
- B. learn as much as you can about that business
- C. try to convince the business owner on the benefits of employing a person with a disability
正解：B
解説：
D ask the business owner to schedule an interview with a job-seeker
質問 # 35
An employment support professional is developing a job for a job-seeker who has a physical disability and uses a wheelchair. There is an opportunity to set up an interview at a nearby law office. Which of the following is the FIRST consideration when deciding whether to pursue this interview?
- A. Getting her doctors' opinions regarding her capability to hold this type of position
- B. Ensuring that the office where the meeting is held is wheelchair accessible
- C. Determining if this position aligns with her interests
- D. Arranging transportation to ensure that she can get to the interview safely
正解：B
解説：
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 disabilities12. 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-seeker3. 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 individualizedemployment 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 |
質問 # 36
You are a job developer for a 36-year-old male who has a mental health disability. You are meeting with a manager of a local business, conducting an informational interview. Which of the following is the LEAST effective question to ask?
- A. "What are some tasks that get done that are not in anyone's job description?"
- B. "How do you feel about employing people with disabilities?"
- C. "How do you think your company can grow in the comma years?"
- D. "What is your work environment like?"
正解：B
質問 # 37
What core pre-employment transition requirement is met when teaching a student about disclosing a disability?
- A. self-advocacy
- B. disability etiquette
- C. work-based learning
- D. workplace readiness
正解：A
解説：
The core pre-employment transition requirement that is met when teaching a student about disclosing a disability is self-advocacy. Self-advocacy is one of the five required activities that VRagencies must provide to students with disabilities under the WIOA regulations. Self-advocacy includes instruction in self-awareness, disability disclosure, requesting accommodations, understanding rights and responsibilities, and self-determination. Teaching a student about disclosing a disability helps them to make informed choices about whether, when, how, and to whom to disclose their disability, and to understand the potential benefits and consequences of doing so. Disclosing a disability is a personal decision that may affect the student's access to services, supports, and opportunities in education, employment, and other settings. References: RSA Frequently-Asked Questions about Pre-Employment Transition Services, Pre-Employment Transition Services (Pre-ETS): The Five Required Activities for Students with Disabilities, Disclosing a Disability to an Employer: Your Rights, Disclosing an invisible disability
質問 # 38
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 calls the Human Resource Department for more information.
- B. The employment support professional schedules a visit to the company headquarters.
- C. The employment support professional offers to answer any company-specific questions during the interview.
- 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 # 39
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. 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
- B. 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.
- C. Observe and interview his co-workers to complete a task and job duty analysis, and identify natural workplace supports.
- D. Observe the job to organize the daily routine, establish job duties, and identity a co-worker to provide natural supports.
正解：A
解説：
The LEAST important thing to do in preparing Sam for work prior to his first day is to ensure that he has rescheduled his medical appointments and recreation activities scheduled for next month.
This is because this task is not directly related to his job duties or his learning needs, and it can be done later after he has started working.
Rescheduling his appointments and activities may also be something that Sam can do independently or with the help of his family or support network, rather than requiring the assistance of an employment support professional.
The other options are more important because:
A). Observing the job to organize the daily routine, establish job duties, and identify a co-worker to provide natural supports is important because it will help the employment support professional to plan and implement a systematic instruction strategy for Sam. Systematic instruction is a method of teaching job skills to people with cognitive disabilities by breaking down complex tasks into smaller steps, providing clear and consistent instructions, using prompts and cues, and providing feedback and reinforcement1. By observing the job, the employment support professional can determine the essential functions, the performance standards, the work environment, and the potential challenges and opportunities for Sam. Byidentifying a co-worker to provide natural supports, the employment support professional can facilitate the integration and inclusion of Sam in the workplace, as well as reduce the need for ongoing professional support2.
C). Arranging for him to attend the new employee orientation and taking the time to work his shift with him to develop a job task analysis and identify natural supports is important because it will help Sam to familiarize himself with the employer's policies, procedures, expectations, and culture. It will also help the employment support professional to assess Sam's strengths, weaknesses, preferences, and learning styles, and to design a customized instruction plan for him. By working his shift with him, the employment support professional can also model the desired behaviors and skills, and provide on-the-job coaching and feedback to Sam3.
D). Observing and interviewing his co-workers to complete a task and job duty analysis, and identify natural workplace supports is important because it will help the employment support professional to understand the specific requirements and expectations of Sam's job, as well as the social norms and dynamics of his co-workers. A task and job duty analysis is a process of identifying the essential and non-essential functions of a job, the knowledge, skills, and abilities required to perform them, and the methods and tools used to complete them4. By observing and interviewing his co-workers, the employment support professional can also identify potential sources of natural workplace supports, such as mentors, buddies, supervisors, or peers, who can assist Sam with his job performance, adjustment, and development5. References:
1: Systematic Instruction of Individuals with Significant Cognitive Disabilities
2: Natural Supports in the Workplace: A Guide for Providers
3: Job Coaching Strategies: A Handbook for Supported Employment
4: Job Analysis: Overview
5: Workplace Supports and Job Retention: Promoting an Employer's Ability to Retain Employees with Disabilities
質問 # 40
You are providing job development services to an 18-year-old female with autism. She has just graduated from high school and wants to work with animals. After meeting her, what is the MOST appropriate NEXT step?
- A. Set up a job shadowing opportunity for her at a local veterinary office.
- B. Help her apply online for animal-related jobs.
- C. Set up a job interview for her at a local pet store.
- D. Enroll her in a sheltered workshop that has a contract with a local pet store.
正解：A
質問 # 41
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. Explain that you are not entitled to disclose this information unless she authorizes release.
- B. Disclose her disability to the owner but explain how she can be supported with job coaching.
- C. Explain that it is illegal for her to ask this and leave the office immediately.
- D. Tell the owner that you will be able to disclose this information if she chooses to hire the individual you are supporting.
正解：A
質問 # 42
You are working with a 41 -year-old male with a cognitive disability who is employed in a warehouse. One of his tasks involves moving product from one part of the warehouse to another. The warehouse is busy, and his supervisor prefers that he and other employees use a specific path to complete this task. Which of the following would be the BEST visual aid considering universal design principles?
- A. Written instructions at the main workstation
- B. A map on client's phone
- C. A printed map in the breakroom
- D. Arrows indicating turns that are taped to the floor
正解：D
質問 # 43
Which of the following information is provided by labor market data?
- A. Earnings
- B. Retirement benefits
- C. Transportation
- D. Accommodations
正解：A
解説：
Labor market data is the collection and analysis of information about the supply and demand of labor in different occupations, industries, and locations. Labor market data can provide information on various aspects of employment, such as wages, hours, skills, education, training, and projections. Among the four options, only earnings are directly related to labor market data, as they reflect the compensation of workers for their labor. Accommodations, transportation, and retirement benefits are not provided by labor market data, as they are not directly related to the value of labor, but rather to the living conditions, mobility, and future security of workers. References:
U.S. Bureau of Labor Statistics
Economic and Labor Market Data | U.S. Department of Labor
OECD Employment and Labour Market Statistics
質問 # 44
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