CESP Workplace Supports 3 — Questions and Answers
Question 1: A job coach notices a coworker is performing tasks meant for the supported employee 'to save time.' What should the job coach do FIRST?
- Allow it since the work still gets done
- Immediately report the coworker to the supervisor
- Redirect the situation by engaging both parties in a conversation about the employee's ability to perform the tasks (Correct answer)
- Ask the employer to reassign the coworker
Correct answer: Redirect the situation by engaging both parties in a conversation about the employee's ability to perform the tasks
The job coach should redirect the situation supportively to ensure the employee has the opportunity to perform their job and build competence.
Question 2: Which data collection method is MOST useful for tracking a supported employee's skill acquisition during job coaching?
- Employer satisfaction surveys
- Daily task performance probes with percentage correct or prompt level (Correct answer)
- Monthly case notes written from memory
- Informal conversation with the employee at end of shift
Correct answer: Daily task performance probes with percentage correct or prompt level
Daily performance probes with objective prompt levels provide reliable, quantifiable data to guide fading decisions.
Question 3: What does 'systematic instruction' mean in supported employment job coaching?
- Teaching every task in alphabetical order
- Using planned, evidence-based teaching strategies such as task analysis, prompting hierarchies, and reinforcement (Correct answer)
- Providing written instructions for every task
- Following a rigid scripted schedule regardless of the employee's progress
Correct answer: Using planned, evidence-based teaching strategies such as task analysis, prompting hierarchies, and reinforcement
Systematic instruction uses evidence-based behavioral teaching methods applied consistently to promote skill acquisition.
Question 4: An employee with an intellectual disability wants to advance to a higher-paying position at the same company. What should the employment specialist do?
- Advise the employee that advancement is not realistic
- Collaborate with the employee to identify skills needed and develop a career advancement plan (Correct answer)
- Inform the employer that the employee requires a wage subsidy for any new role
- Transfer the case to a new agency specializing in career development
Correct answer: Collaborate with the employee to identify skills needed and develop a career advancement plan
Career advancement is a legitimate and supported goal; the employment specialist should collaborate to build a path toward it.
Question 5: Which of the following is an example of an 'environmental modification' as a workplace support?
- Teaching the employee a new memorization strategy
- Repositioning equipment so it is accessible from the employee's workstation (Correct answer)
- Assigning a peer mentor to shadow the employee
- Providing noise-cancelling headphones as an accommodation
Correct answer: Repositioning equipment so it is accessible from the employee's workstation
Repositioning physical equipment changes the environment itself rather than the person or adding a person-based support.
Question 6: When should a CESP employment specialist involve an employee's benefits counselor?
- Only after the employee earns above the Substantial Gainful Activity threshold
- Before job placement to ensure the employee understands how earnings affect SSI, SSDI, Medicaid, and other benefits (Correct answer)
- Only when the employer requests documentation of the employee's benefits status
- After six months of employment as part of a routine review
Correct answer: Before job placement to ensure the employee understands how earnings affect SSI, SSDI, Medicaid, and other benefits
Pre-employment benefits counseling prevents unexpected benefit loss and helps the employee make informed employment decisions.
Question 7: Which scenario BEST illustrates role release in a supported employment team?
- The job coach takes over the employee's tasks when the employee is slow
- The occupational therapist teaches the job coach adaptive techniques to use on-site instead of accompanying the employee daily (Correct answer)
- The employment specialist completes paperwork while the employee works
- The supervisor performs the employee's accommodation plan on the OT's behalf
Correct answer: The occupational therapist teaches the job coach adaptive techniques to use on-site instead of accompanying the employee daily
Role release occurs when one specialist trains another team member to deliver their strategies, extending expertise without requiring constant presence.
CESP Workplace Supports 3
A job coach notices a coworker is performing tasks meant for the supported employee 'to save time.' What should the job coach do FIRST?