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 CESP™ exam!
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%)
- Domain 2: Individualized Assessment and Employment/Career Planning (23-29%)
- Domain 3: Community Research and Job Development (19-25%)
- Domain 4: Workplace and Related Supports (27-33%)
- Domain 5: Ongoing Supports (6-8%)
Domain 1: Application of Core Values and Principles to Practice (13-17%) |
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| 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
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| 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%)
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| 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%)
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| 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%)
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| 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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