APSE Competencies

 

Competency Checklist

(using APSE Certification Blueprint)

Looking to become a Certified Employment Support Professional? The courses within College of Employment Services can help you pass your CESPexam!

Below are the  core areas that are included in the exam, as well as the applicable College of Employment Services Courses:

Domain 1:  Application of Core Values and Principles to Practice (13-17%)

1. Advocate that all people have the right to work and are entitled to equal access to employment in the general workforce (Foundations course)
2. Explain the philosophy of zero exclusion (Foundations course)
3. Use disability etiquette (Foundations course)
4. Use People First Language (Foundations course)
5. Prioritize Job seeker strengths interests and talents in services and supports (Strategies for Job Development Parts 1 & 2, Principles of Career Development, Performance Coaching Parts 1 & 2)
6. Advocate and ensure full inclusion in the general workforce (Foundations, Strategies for Job Development Parts 1 & 2, Performance coaching, parts 1 & 2, Principles of Career Development)
7. Facilitate self determination and empowerment (Foundations, Strategies for Job Development, Part 1, Principles of Career Development, Benefits, Performance Coaching Parts 1 & 2)
8. Advocate for providing services outside institutional and workshop settings (Foundations)
9. Involve job seeker in the employment process as a collaborative effort that includes paid and non-paid supports (Foundations, Strategies for Job Development 1 & 2, Principles of Career Development, Benefits, Performance Coaching 1 & 2, Employment Services for People with Mental Health Disabilities)
10. Explain the impact of employment services history on current practice (Foundations)
11. Explain Legislation and regulations related to employment (Foundations, Strategies for Job Development 1 & 2, Business Perspectives, Funding, Benefits)
12. Describe state and local funding sources for employment services (Funding)

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Domain 2:  Individualized Assessment and Employment/Career Planning
(23-29%)

 

13. Explain the rights and responsibilities related to disclosure of disability to the job seeker (Strategies for Job Development 1 & 2, Principles of Career Development, Business Perspectives, Performance Coaching 1 & 2, Employment Services for People with Mental Health Disabilities)
14. Counsel job seeker on disability disclosure (Strategies for Job Development 1 & 2, Principles of Career Development, Performance Coaching 1 & 2, Employment Services for People with Mental Health Disabilities)
15. Discuss employment practices unique to school-to-work (future Transition course)
16. Provide services efficiently in the employment process (Strategies for Job Development 1 & 2, Business Perspectives, Principles of Career Development, Benefits, Performance Coaching 1 & 2)
17. Explain the limitations of traditional vocational evaluation for job seekers with significant disabilities (Principles of Career Development)
18. Use motivational interviewing techniques (Employment Services for People with Mental Health Disabilities)
19. Interview job seeker and others familiar with his/her abilities and work history (Strategies for Job Development 1 & 2, Principles of Career Development, Benefits, Performance Coaching 1 & 2, Employment Services for People with Mental Health Disabilities, Employment Services for People with Mental Health Disabilities)
20. Use the job seeker’s demographic cultural and social background to provide employment services (Foundations, Strategies for Job Development 1&2, Principles of Career Development, Benefits, Performance Coaching 1 & 2)
21. Review the job seeker’s records, collect pertinent employment information and factor information into employment services provision (Strategies for Job Development 1, Principles of Career Development, Benefits, Performance Coaching 1 & 2)
22. Assess the job seeker in his/her current daily routines and environments (Principles of Career Development)
23. Explain the importance of a benefits analysis for job seeker (Benefits)
24. Identify to the job seeker strategies to reduce or eliminate entitlement benefits (Benefits)
25. Identify non-work needs that may impact successful employment (e.g. transportation counseling, food assistance, financial, housing) (Strategies for Job Development Part 1, Principles of Career Development, Performance Coaching Part 1)
26. Identify job seeker’s preferred style of learning, skills, talents, and modes of communication (Principles of Career Development, Strategies for Job Development Part 1, Performance Coaching and Support Part 2)
27. Integrate relevant employment information into a vocational profile that reflect job seeker’s interests goals and aspirations (Principles of Career Development)
28. Conduct community-based situational assessment (Principles of Career Development)
29. Negotiate for paid work trials and job tryouts (Strategies for Job Development 1 & 2, Principles of Career Development)
30. Use volunteer settings for career development and assessment (Principles of Career Development, Strategies for Job Development 1 & 2)
31. Use job shadowing to determine job and career interest (Principles of Career Development, Strategies for Job Development 1 & 2)
32. Conduct informational interviews (Strategies for Job Development 1, Business Perspectives, Employment Services for People with Mental Health Disabilities)
33. Self-employment resources for job seekers (Job Creation)
34. Make referrals to appropriate agencies organizations and networks based on career plans (Strategies for Job Development Parts 1 & 2, Principles of Career Development, Business Perspectives)

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Domain 3:  Community Research and Job Development (19-25%)

 

35. Gathering and analyzing labor trend information (Business Perspectives)
36. Identifying patterns in job markets (Business Perspectives)
37. Disability etiquette (Foundations of Employment Services)
38. Maintaining updated information on businesses type of jobs available and locations of jobs within the community (Business Perspectives)
39. Developing and communicating effective marketing and messaging tools for employment (Strategies for Job Development, Part 1; Business Perspectives)
40. Positioning the agency as an employment service (Strategies for Job Development, Part 1; Business Perspectives)
41. Targeting message to specific audience (Strategies for Job Development, Part 1; Business Perspectives)
42. Using language and images that highlight abilities and interests of job seekers (Strategies for Job Development, Part 1; Business Perspectives)
43. Developing job seeker portfolios (Strategies for Job Development, Part 1)
44. Informational interviews with businesses (Principles of Career Development; Networking)
45. Mentoring job seekers during the job search process (Strategies for Job Development, Part 1; Principles of Career Development)
46. Workplace culture and climate awareness and sensitivity (Strategies for Job Development, Part 1; Principles of Career Development)
47. Strategies for job matching (Strategies for Job Development, Part 1; Business Perspectives, Employment Services for People with Mental Health Disabilities)
48. Strategies for contacting and communicating with employers (Strategies for Job Development, Part 1 and 2; Principles of Career Development; Business Perspectives)
49. Employment proposals based on business and job seekers’ preferences (Business Perspectives, Job Creation)
50. Responding to employer concerns about job seekers’ abilities and interests (Business Perspectives, Strategies for Job Development Part 2)
51. Responding to employer concerns about job seekers’ disabilities (Business Perspectives, Strategies for Job Development Part 2)
52. Incentives to businesses when hiring job seekers with disabilities (e.g. tax credits on-the-job training diversity goals) (Principles of Career Development; Business Perspectives)

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Domain 4:  Workplace and Related Supports (27-33%)

 

53. Communicating with job seeker/employee and his/her natural and paid supports (Performance Coaching and Support, Part 1 and 2)
54. Impact of earned income on entitlements (Using Work Incentives to Increase Self-Sufficiency)
55. Transportation for work (Performance Coaching and Support, Part 1)
56. Family support (Performance Coaching and Support, Part 1 and 2)
57. Housing/residential staff cooperation (Performance Coaching and Support, Part 1)
58. Gathering clear job expectations from employers (Business Perspectives, Performance Coaching and Support, Part 1 and 2)
59. Preparing and coordinating for the first day on job (Performance Coaching and Support, Part 1 and 2)
60. Developing and implementing job analysis (Performance Coaching and Support, Part 2)
61. Ensuring typical employer provided orientation (Performance Coaching and Support, Part 2)
62. Ensuring introduction of employee to co-workers (Performance Coaching and Support, Part 2)
63. Helping employee meet employer expectations regarding workplace culture (Performance Coaching and Support, Part 2)
64. Facilitating co-worker relationships and workplace connections (Performance Coaching and Support, Part 2)
65. Identifying employer’s training process and supplementing if needed (Performance Coaching and Support, Part 2)
66. Recognizing and adapting supports to individual learning styles and needs (Performance Coaching and Support, Part 1 and 2)
67. Baseline assessment from a task analysis (Performance Coaching and Support, Part 2)
68. Employee attending typical training program (Performance Coaching and Support, Part 2)
69. Training schedule and instructional procedures (Performance Coaching and Support, Part 2)
70. Positive/negative behavior and intervention supports (Performance Coaching and Support, Part 2)
71. Reinforcement procedures including naturally occurring reinforcers and natural cues (Performance Coaching and Support, Part 2)
72. Use of data collection to monitor progress (Performance Coaching and Support, Part 2)
73. Collaborating with employee employer co-workers and support team to develop and implement a plan and strategies for fading supports (Performance Coaching and Support, Part 2)
74. Adapting and recommending accommodations to facilitate job performance (Performance Coaching and Support, Part 1 and 2)
75. Promoting the use of universal design principles (Principles of Career Development; Performance Coaching and Support, Part 2)

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Domain 5:  Ongoing Supports (6-8%)

 

76. Scope and limitation of funding sources for ongoing support (Funding Employment Services)
77. Access to community resources and supports (e.g. transportation counseling food assistance financial housing) (Performance Coaching and Support, Part 1 and 2; Funding Employment Services, Using Work Incentives to Increase Self-Sufficiency)
78. Impact on benefits/entitlements as earned income changes and ongoing access to benefits counseling (e.g., Community Work Incentive Coordinators) (Using Work Incentives to Increase Self-Sufficiency)
79. Collaboration with employees, employers, and family members to ensure successful employment (Strategies for Job Development Part 1 & 2, Principles of Career Development, Business Perspectives, Performance Coaching and Support, Part 1 and 2)
80. Support employees for job and/or career advancement (Strategies for Job Development, Part 1 and 2; Principles of Career Development; Foundations of Employment Services; Performance Coaching and Support, Part 1 and 2, Employment Services for People with Mental Health Disabilities, Job Creation)

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Full Course Descriptions