APSE CESP Exam With Confidence Using Practice Dumps

Asking an associate with experience at the company to give you an assessment of the work culture is the most likely way to determine the workplace culture of a company that you are exploring for the job-seeker. This will help you to understand the expectations, norms, values, and communication styles of the company and its employees, as well as the level of supervision and feedback that the job-seeker can expect. This information can help you to match the job-seeker’s preferences and needs with the company’s culture and avoid potential conflicts or misunderstandings. The other options are less helpful because they do not provide direct or reliable information about the company’s culture. Asking his family for ideas may be useful for general strategies, but not specific to the company. Attending the employee orientation may give some insights, but it may not reflect the actual work environment or the supervisor’s style. Reading the company handbook may provide some formal policies, but it may not capture the informal or unwritten aspects of the culture. References: 

 A fading plan is a strategy that the employment support professional (ESP) uses to gradually reduce the amount and frequency of support that they provide to the job-seeker, while increasing the use of natural supports from the employer and co-workers12. The goal of a fading plan is to help the job-seeker work independently and integrate socially in the workplace, without relying on the ESP for assistance3. A fadingplan should be individualized, flexible, and based on the job-seeker’s needs and preferences4.

The other options are not the best choices for supporting the job-seeker to work independently. A benefits plan is a document that outlines the impact of employment income on the job-seeker’s public benefits, such as Social Security or Medicaid5. While a benefits plan can help the job-seeker make informed decisions about working, it does not directly address the issue of reducing the ESP’s support. A risk assessment is a process of identifying and evaluating the potential hazards and threats that the job-seeker may face in the workplace, such as health and safety risks, discrimination, or harassment6. While a risk assessment can help the ESP and the employer mitigate or prevent these risks, it does not directly address the issue of increasing the job-seeker’s independence. A job skills assessment is a tool that measures the job-seeker’s abilities, interests, and aptitudes for different types of work7. While a job skills assessment canhelp the ESP and the job-seeker find a suitable job match, it does not directly address the issue of decreasing the ESP’s intervention.

References: 1: Fading and Support Strategies for Employment Success 2: Natural Supports and Fading Background Information 3: Job Site Fading 4: NATURAL SUPPORTS – FADING PLAN 5: Benefits Planning Services | U.S. Department of Labor 6: Risk Assessment | Health and Safety Authority 7: Job Skills Assessment - CareerOneStop

 The LEAST appropriate response is to discuss this with him publicly so that his co-workers and manager know that you have addressed the concern. This would violate his right to privacy and dignity, and could also damage his relationships with his colleagues and employer. It could also increase his stress and anxiety, which could worsen his behavior. A better approach would be to speak with him privately and respectfully, and try to understand the reasons behind his rudeness. You could also observe him at work and provide feedback and support as needed. You could also ask the manager how she normally handles discipline with her employees and encourage her to treat him like everyone else, as long as it is fair and consistent. References:

• CESP Candidate Handbook, page 13, Domain 4: Workplace and Related Supports, Task 4.2: Provide ongoing support to the individual and employer to maintain employment, Knowledge of 4.2.1: Strategies for providing feedback and support to the individual and employer
• CESP- ASPE Flashcards, card 66, Job Coaching, Definition: The process of providing on-the-job training and support to individuals with disabilities to help them learn and perform the work and adjust to the work environment.