CESP Workplace Supports 5 — Questions and Answers
Question 1: A supported employee's performance declines after a period of stable employment. What should the employment specialist do FIRST?
- Recommend the employer place the employee on a performance improvement plan
- Conduct a functional assessment to identify the reason for the performance change (Correct answer)
- Increase job coaching hours immediately without investigation
- Notify Vocational Rehabilitation that the case should be closed as unsuccessful
Correct answer: Conduct a functional assessment to identify the reason for the performance change
A functional assessment identifies whether the decline stems from health, environmental, task, or life changes before implementing a response.
Question 2: Which of the following BEST describes the 'place, train, support' model of supported employment?
- Training occurs in a facility before job placement to ensure job readiness
- The individual is placed in a competitive job first, then trained and supported on the job site (Correct answer)
- The employer trains the employee without any external job coaching
- Placement occurs only after a lengthy vocational evaluation
Correct answer: The individual is placed in a competitive job first, then trained and supported on the job site
The 'place, train, support' model prioritizes rapid job placement and delivers training and supports in the real workplace.
Question 3: An employee uses an augmentative and alternative communication (AAC) device. How should the job coach prepare coworkers?
- Advise coworkers to avoid initiating conversations with the employee
- Provide brief education on how the AAC device works and encourage coworkers to communicate directly with the employee (Correct answer)
- Interpret for the employee in all workplace conversations
- Request that the employer provide a dedicated communication aide
Correct answer: Provide brief education on how the AAC device works and encourage coworkers to communicate directly with the employee
Coworker education promotes direct, respectful communication and reduces the need for job coach mediation.
Question 4: What is the significance of 'disclosure' in supported employment, and who ultimately controls it?
- Employers must be informed of all disability details by the funding agency; the agency controls disclosure
- The employee controls what, when, how, and to whom they disclose disability-related information (Correct answer)
- Vocational Rehabilitation counselors are required to disclose diagnoses to all employers
- Disclosure is mandatory under the ADA for all accommodation requests
Correct answer: The employee controls what, when, how, and to whom they disclose disability-related information
Disclosure is a personal decision belonging to the employee; employment specialists support informed choice but do not disclose without consent.
Question 5: Which strategy BEST addresses a supported employee's difficulty remembering when to take scheduled breaks?
- Having the job coach stay on-site to remind the employee
- Programming a vibrating watch or phone alarm to signal break times (Correct answer)
- Asking the supervisor to announce breaks over the intercom
- Reducing the employee's hours so fewer breaks are needed
Correct answer: Programming a vibrating watch or phone alarm to signal break times
A self-operated alarm promotes independence by giving the employee a reliable, private cue that does not depend on others.
Question 6: In the context of CESP practice, what is the purpose of a 'situational assessment'?
- To evaluate the employer's compliance with the ADA in a real workplace
- To observe and assess an individual's skills, interests, and support needs in an actual work environment (Correct answer)
- To determine the employee's wage-earning capacity for benefits planning
- To conduct a formal psychological evaluation prior to job placement
Correct answer: To observe and assess an individual's skills, interests, and support needs in an actual work environment
A situational assessment evaluates real work behavior in authentic settings to inform job matching and support planning.
Question 7: Which action by an employment specialist would MOST undermine an employer relationship?
- Following up with the employer monthly after placement is stabilized
- Contacting the employer without the employee's knowledge to share personal medical information (Correct answer)
- Providing job analysis information to help match the employee to tasks
- Training the employer on disability-related communication strategies
Correct answer: Contacting the employer without the employee's knowledge to share personal medical information
Sharing personal medical information without consent violates the employee's confidentiality and erodes trust with both the employer and the employee.
CESP Workplace Supports 5
A supported employee's performance declines after a period of stable employment.
What should the employment specialist do FIRST?