CESP Employment Services & Job Development 2 — Questions and Answers
Question 1: When conducting a job analysis for a person with a disability, an employment specialist's PRIMARY goal is to:
- Document every task the employer performs
- Match job demands to the individual's skills and support needs (Correct answer)
- Identify jobs that require no accommodations
- Create a standard job description for HR files
Correct answer: Match job demands to the individual's skills and support needs
Job analysis in supported employment is used to match workplace demands to an individual's strengths and determine what supports will be needed.
Question 2: An employer expresses concern that hiring a person with a disability will increase their workers' compensation insurance rates. The best response from an employment specialist is to:
- Acknowledge that rates may increase slightly
- Explain that studies show workers with disabilities have equal or better safety records (Correct answer)
- Suggest the employer consult their insurance provider before hiring
- Recommend a trial period before the employer commits
Correct answer: Explain that studies show workers with disabilities have equal or better safety records
Research consistently shows that employees with disabilities do not increase workers' compensation costs and often have strong safety records.
Question 3: Which of the following best describes 'job carving'?
- Reducing the number of hours in a position to part-time
- Restructuring a job by redistributing tasks to create a role that matches a job seeker's abilities (Correct answer)
- Negotiating a higher wage for a job seeker
- Eliminating marginal functions from an existing job description
Correct answer: Restructuring a job by redistributing tasks to create a role that matches a job seeker's abilities
Job carving involves redistributing tasks within an existing position or across positions to create a role suited to a specific job seeker's skills.
Question 4: A job seeker with an intellectual disability excels at repetitive sorting tasks but struggles with multi-step verbal instructions. Which job development strategy is most appropriate?
- Only pursue jobs that require no verbal communication
- Target positions with structured, repetitive tasks and arrange for visual or written job aids (Correct answer)
- Wait until the individual improves verbal comprehension before job seeking
- Recommend volunteer work instead of competitive employment
Correct answer: Target positions with structured, repetitive tasks and arrange for visual or written job aids
Matching job tasks to the individual's strengths while arranging appropriate supports (visual aids) is the foundation of customized employment.
Question 5: Under the Americans with Disabilities Act (ADA), an employer is NOT required to provide a reasonable accommodation when it would:
- Require purchasing new equipment
- Cause undue hardship to the business (Correct answer)
- Modify a non-essential job function
- Allow a flexible work schedule
Correct answer: Cause undue hardship to the business
The ADA's undue hardship standard exempts employers from accommodations that impose significant difficulty or expense relative to the size and resources of the business.
Question 6: Which funding source was specifically designed to support transition-age youth with disabilities in pursuing competitive integrated employment?
- Title I of the Workforce Innovation and Opportunity Act (WIOA)
- Pre-Employment Transition Services (Pre-ETS) under WIOA Section 113 (Correct answer)
- Social Security Ticket to Work program
- Medicaid Home and Community-Based Services waivers
Correct answer: Pre-Employment Transition Services (Pre-ETS) under WIOA Section 113
Pre-ETS under WIOA Section 113 funds five required activities for students with disabilities aged 14–21 to help them prepare for competitive integrated employment.
Question 7: A job seeker discloses their disability to a potential employer during an interview without the employment specialist's knowledge. The specialist's best next step is to:
- Contact the employer to retract the disclosure
- Meet with the job seeker to review disclosure rights, risks, and the individual's preferences (Correct answer)
- Report the disclosure to the vocational rehabilitation counselor immediately
- Advise the employer they are not obligated to provide accommodations based on voluntary disclosure
Correct answer: Meet with the job seeker to review disclosure rights, risks, and the individual's preferences
Self-advocacy and informed decision-making are core principles; the specialist should debrief with the job seeker to ensure they understand their rights and options going forward.
CESP Employment Services & Job Development 2
When conducting a job analysis for a person with a disability, an employment specialist's PRIMARY goal is to: