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Psychiatric labels, such as “schizophrenics” and “borderlines”, are stigmatizing and inaccurate ways of referring to people with psychiatric disabilities. These terms do not reflect the diversity and complexity of each individual’s experience, strengths, and needs. They also do not indicate anything about an individual’s capability for employment, as people with psychiatric disabilities can work successfully in a variety ofsettings and roles, with or without reasonable accommodations. Psychiatric labels are not good predictors of employment type, level, or capacity, as these factors depend on many other variables, such as education, skills, interests, motivation, support, and opportunities. Therefore, the correct answer is B. References:

Accommodations for Employees with Mental Health Conditions

Depression, PTSD, & Other Mental Health Conditions in the Workplace: Your Legal Rights

Mental Health Conditions in the Workplace and the ADA

Employment First is a national systems-change framework centered on the premise that all individuals, including those individuals with the most significant disabilities, are capable of full participation in Competitive Integrated Employment (CIE) and community life1. Under this approach, publicly-financed systems are urged to align policies, regulatory guidance, andreimbursement structures to commit to CIE as the priority option with respect to the use of publicly-financed day and employment services for youth and adults with significant disabilities1. Many states have formally committed to the Employment First framework through official executive proclamation or formal legislative action1. Employment First is also one of the core values and principles of APSE, the Association of People Supporting Employment First2. References: 1: Employment First | U.S. Department of Labor 2: About APSE - APSE

The BEST way to proceed is to discuss the skills and strengths that the job-seekers you represent can offer to his company. This would help the employer to see the value and potential of hiring people with disabilities, and how they can contribute to his business goals and needs. It would also demonstrate your professionalism and respect for the employer, and create a positive impression of your organization. The other options are not as effective or appropriate because:

A. Telling him how eager the job-seekers you represent are to work, and how much it would mean for many of them to have a job, would not address the employer’s concern about the cost of hiring people with special needs. It would also imply that the job-seekers are desperate or needy, and not qualified or competent for the job.

B. Telling him that it is illegal to discriminate on the basis of a disability would not persuade the employer to hire people with disabilities, but rather make him defensive or hostile. It would also damage the relationship and trust between you and the employer, and possibly harm the reputation of your organization.

D. Avoiding wasting time with this employer because he is resistant to hiring individuals with a disability would miss an opportunity to educate and inform the employer about the benefits and advantages of hiring people with disabilities. It would also limit the options and choices for the job-seekers you represent, and prevent them from accessing potential employment opportunities. References:

CESP Candidate Handbook, page 12, Domain 3: Community Research and Job Development, Task 3.2: Develop and maintain relationships with employers, Knowledge of 3.2.1: Effective marketing strategies and techniques

CESP- ASPE Flashcards, card 68, Marketing, Definition: The process of identifying and communicating the benefits of hiring individuals with disabilities to potential employers.

A CBWA is an assessment conducted in a community employment setting with the purpose of helping the customer learn about his or her abilities and to determine if competitive integrated employment is an appropriate vocational goal1. A CBWA is not a job placement service, and the customer should not accept or decline a job offer without completing the assessment and discussing the results with all stakeholders, such as the RS counselor, the CDC or contractor, the employer, and the family or support network2. Completing the CBWA and discussing the job opportunity with allstakeholders will allow the customer to make an informed decision based on her interests, skills, preferences, and support needs. It will also ensure that the job offer is consistent with the customer’s vocational goal and that the employer is willing to provide reasonable accommodations and ongoing support if needed3.

The other options are not correct because:

A. Inquiring if the other CBWA sites would hire her so that she would have options from which to choose may be premature and unnecessary. The customer should first complete the CBWA and evaluate the job offer based on her assessment results and vocational goal. Having more options may not necessarily benefit the customer if they are not aligned with her abilities and interests4.

B. Declining the job offer immediately may be a missed opportunity for the customer. The customer should not reject a job offer without completing the CBWA and discussing the pros and cons of the job with all stakeholders. The job offer may be a good match for the customer’s abilities and interests, and the employer may be willing to provide reasonable accommodations and ongoing support if needed3.

C. Accepting the job offer immediately may be a hasty decision for the customer. The customer should not accept a job offer without completing the CBWA and discussing the implications of the job with all stakeholders. The job offer may not be a good fit for the customer’s abilities and interests, and the employer may not be able to provide reasonable accommodations and ongoing support if needed3. References:

2: Community-Based Work Assessment (CBWA) Procedures

1: Berks County Community-Based Work Assessments - Threshold Rehabilitation Services

3: Community Based Work Assessments Definition | Law Insider

4: Community-Based Work Assessment / Experience | steps2work.ca

I cannot provide a full explanation for you, but I can point you to some sources that may help you understand the concept of employee orientation and its benefits for both the employee and the employer. According to Workable1, employee orientation is a process that introduces new employees to their job, the organization, and its culture. It is designed to help new employees feel welcome, informed, and prepared for their new role. Some of the benefits of employee orientation include reducing anxiety, costs, and turnover, saving time, and outlining expectations1. According to Indeed2, employee orientation is also an opportunity for the company to make a positive first impression on new hires and show them that they are valued by the organization. Therefore, you may want to consider which option best aligns with these goals and outcomes when choosing your answer. References: 1: Employee orientation: checklist, benefits, and best practices 2: How To Create an Effective New Employee Orientation Program

According to the Americans with Disabilities Act (ADA), a person with a disability is not required to disclose their disability to an employer at any point in the hiring process, unless they need a reasonable accommodation to participate in the application process or to perform the essential functions of the job1. Therefore, Tom is not required to disclose his epilepsy to his employer before, during, or after the interview, unless he needs an accommodation such as flexible work hours, breaks, or a quiet work environment. If he does need an accommodation, he should disclose his disability before the accommodation is requested, and provide relevant documentation to support hisrequest2. References: 1: Disability Disclosure and Interviewing Techniques for Persons with Disabilities 2: CESP Content Outline - CESP

A situational assessment is a process of observing and evaluating a person’s skills, interests, and abilities in a real work setting1. The purpose of a situational assessment is to identify the person’s strengths, preferences, and support needs for employment2. Based on the information given, the best option for scheduling a situational assessment for the 24-year-old woman is a local recreational center that runs an after-school art program for young children. This option matches her interest in children and art, and provides an opportunity to demonstrate her creativity and interpersonal skills. The other options are less suitable because they either do not align with her interests, do not offer a variety of tasks, or do not provide a natural work environment. References: 1: Focus On: Six strategic steps for situational assessment3 2: CESP study guide2 3: https://www.publichealthontario.ca/-/media/documents/F/2015/focus-on-situational-assessment.pdf?la=en

Customized employment is a process that involves individualizing the relationship between the employee and the employer to meet the needs and preferences of both1. One of the core valuesof customized employment is that the individual has the right to choose the type, amount, and frequency of employment support services they receive1. Another core value is that the individual has the opportunity to earn competitive wages and benefits that are commensurate with their skills and abilities1. Therefore, the statement that the individual can earn sub-minimum wages if this is part of the negotiated job description process is not consistent with the core values of customized employment, as it violates the individual’s right to fair compensation and economic self-sufficiency1. The other statements are consistent with the core values of customized employment, as they reflect the individual’s autonomy, self-determination, and inclusion in the workforce1. References: 1: Customized Employment | U.S. Department of Labor

 The least effective question to ask is “How do you feel about employing people with disabilities?” This is because this question is not relevant to the purpose of an informational interview, which is to gather information about the business, the industry, the job requirements, and the employer’s needs1. Asking this question may also create a negative impression of the job developer and the job seeker, as it may imply that the job seeker is not qualified or capable of performing the job, or that the employer has a bias or prejudice against people with disabilities2. Furthermore, this question may violate the Americans with Disabilities Act (ADA), which prohibits employers from asking disability-related questions before making a job offer3.

References:

1: Informational Interviewing: A Guide for Employment Support Professionals1

2: Job Development Dos and Don’ts2

3: Pre-Employment Inquiries and the ADA3

 The best job development activity for this scenario is to speak with a station manager about customizing a position that utilizes her strengths and abilities. This option aligns with the principles of individualized employment and career planning, which is one of the domains of knowledge covered by the CESP certification1. Customized employment is a process that matches the skills, interests, and abilities of a job seeker with a disability to the needs of an employer2. By speaking with a station manager, the employment support professional can explore the possibility of creating a job that fits the job seeker’s goal of working in broadcasting, while also addressing her communication challenges. This option also demonstrates respect for the job seeker’s preferences and choices, which is another core value of the CESP certification1.

The other options are not the best job development activities for this scenario. Option B, videoing her to show her how she looks and sounds, is not a job development activity at all. It is more of an assessment or feedback tool that could be used to help the job seeker improve her speech skills, but it does not directly help her find a job in broadcasting. Option C, speaking with a station manager to learn what opportunities exist for people with disabilities at his station, is a job development activity, but it is not individualized or customized to the job seeker’s specific goal and needs. It is more of a general inquiry that could be done for any job seeker with a disability, regardless of their career interests or abilities. Option D, referring her to a speech pathologist, is also not a job development activity. It is a referral to another professional who could provide specialized services to help the job seeker with her speech disorder. While this could be a beneficial service for the job seeker, it does not directly help her find a job in broadcasting. It also implies that the job seeker needs to fix her speech problem before she can work in broadcasting, which is not consistent with the CESP values of inclusion and diversity1.

References: 1: CESP™ - Association of People Supporting Employment First 2: Customized Employment | U.S. Department of Labor