Patricia K. Keul, ESPCC Director First in the Nation! 11/13/2012
IntroductionsPatricia K. Keul ESPCC DirectorJanice Moore Certification Consultant- Seacrest, LLCLeon Gross, Ph.D. Psychometric Consultant-Seacrest, LLC
ESPC Council- 2012/2013Sue Killam, Louisiana Jim Hinson, VermontMacey Chovaz, Wisconsin Cherene Caraco, North CarolinaKaren Flippo, ICI,Boston Jeffery Tamburo, New YorkWendy Parent, Ph.D, Kansas Kenji Kellen, North CarolinaMindy Oppenheim, California (consumer )
Presentation GoalsDefine certification and accreditation Define governance requirements- ImpartialityRole Delineation Study (RDS) & How CESP Test Blueprint was developedCESP Test Blueprint- five domains, 80 topic areasExam Eligibility & Exam preparationRole of training programs in exam prepGetting ready to take the exam
What is Certification?Process by which individuals demonstrate required knowledge and skillTool for identifying minimally competent individualsUsually voluntary, non-governmental (vs. licensure)Time-limitedIndependent of a specific class, course, or other education/training program (vs. certificate programs)Primary focus on assessmentAll professional certification programs have the same basic key components, regardless of the profession/industry
The Value of CertificationProvides recognition and increased credibility for employment support professionalsSupports and encourages continued professional developmentProvides a way for employment support professionals to demonstrate their commitment to supported employmentMay create job advancement or increased earnings opportunitiesIncreased safety (disciplinary process) and industry standardsHelps employers and customers identify qualified employment support professionals
What is Accreditation?Third partyRecognition granted to a certification program by a non-governmental agency after verification that it has met predetermined standardsTime limitedUsually voluntary*
Accreditation StandardsThe ESPCC program will seek accreditation from the National Commission for Certifying Agencies (NCCA)Accreditation standards represent the minimum requirements for a quality certification programConsistent with certification industry best practiceObjective, third party recognitionIncreased credibility Potential competitive advantage*
Certification Board Essentials
Autonomy and independenceAbility to make all essential certification decisionsIncludes Public Member/consumer and CESP certified individualsNo involvement in education / training- No endorsement or recommendation of any specific training program or organization
How the CESP Exam was Developed: The Role Delineation Study (RDS)Outcome: Clear definition of the roles and responsibilities of employment support professionalsIdentification of the skills and knowledge required for successful professional performanceBuilt on existing resourcesResearch based (via online survey tool)Input from Subject Matter Experts (SMEs) at all stages of developmentServes as the foundation for the examOpportunity to collect valuable demographic data
Initial RDS Topic AreasApplication of Core Values and Principles to Practice & Legislation and FundingIndividualized Assessment and Employment / Career PlanningCommunity Research and Job DevelopmentWorkplace and Related SupportsOngoing Supports*
RDS Rating Scales*
RDS Sample Items*
Cool Things We Learned from the RDSItems with high frequency ratings generally had high criticality ratings588 completed surveys (65% from APSE members)15% response rate from total APSE members (2,500 members)Average age 4839% bachelors degree40% masters degree45% work in an urban environment 44 of the 50 states represented67% have primary job responsibility in community employment services13 average years of experience in community employment servicesLargest concentration of services is provided for clients with intellectual disabilities (56%)*
Test Development Steps: Completed *
Applicants for certification must meet all of the following requirements before they take the exam:Education Requirement High school diploma, GED or equivalentExperience Requirement Each applicant must meet one of the following requirements: 1 year of employment services professional (ESP) work experience as defined below, which may include up to a maximum of 3 months of internship or practicum timeOR9 months of ESP work experience with training component as defined in the candidate handbook.Code of Conduct Each applicant must agree to and sign the Code of Conduct
The exam administration takes one half day to administer & requires: A large room with lecture style tables- test takers sit arms length apart.Access to nearby restroomsQuiet, climate controlled setting- proctor from ESPC C present at all times!Freedom from distraction for 4 hoursArea to register test takers & check credentials at sign- in.Coffee & tea and water would be Nice to have
We will also offer to hold test item writing sessions after the exam and/or we can conduct a presentation or keynote address for your group at no additional cost.
Visit the APSE web site: www. APSE.org to get the test blue print.Study the 80 items listed on the test blueprint & candidate handbook.Read and or attend nationally recognized training materials Focus on the five domain areas of the CESP exam: Application of Core Values and Principles to Practice & Legislation and FundingIndividualized Assessment and Employment / Career PlanningCommunity Research and Job DevelopmentWorkplace and Related SupportsOngoing Support
ESPCC recognizes that there are many valuable training programs across the country that may prepare professionals to pass the ESPCC examination. ESPCC does not endorse specific training programs, and ESPCC does not engage in education or training programs. *
Application of Core Values and Principles to Practice & Legislation and Funding (13 to 17%)Individualized Assessment and Employment / Career Planning (23-29%)Community Research and Job Development (19-25%)Workplace and Related Supports (27-33%)Ongoing Support (6-8%)*
CESP Topic Areas- Sample #1Domain 1: Application of Core Values and Principles to Practice (13-17%)All people having the right to work and being entitled to equal access to employment in the general workforceZero exclusionDisability etiquettePeople First LanguageJob seeker strengths interests and talentsFull inclusion in the general workforceSelf determination and empowermentETC.
CESP Topic Areas- Sample #2Domain 2: Individualized Assessment and Employment/Career Planning (23-29%)Rights and responsibilities related to disclosure of disabilityCounseling job seeker on disability disclosurePractices unique to school-to-workRapid engagement in the employment processLimitations of traditional vocational evaluation for job seekers with significant disabilitiesMotivational interviewing techniquesInterviews with job seeker and others familiar with his/her abilities and work historyETC.
CESP Topic Areas- Sample # 3Domain 3: Community Research and Job Development (19-25%)Gathering and analyzing labor trend informationIdentifying patterns in job marketsDisability etiquetteMaintaining updated information on businesses type of jobs available and locations of jobs within the communityDeveloping and communicating effective marketing and messaging tools for employmentPositioning the agency as an employment serviceTargeting message to specific audienceETC.
CESP Topic Areas- Sample # 4Domain 4: Workplace and Related Supports (27-33%)Communicating with job seeker/employee and his/her natural and paid supportsImpact of earned income on entitlementsTransportation for workFamily supportHousing/residential staff cooperationGathering clear job expectations from employersPreparing and coordinating for the first day on jobETC.
CESP Topic Areas- Sample # 5
Domain 5: Ongoing Supports (6-8%)Scope and limitation of funding sources for ongoing supportAccess to community resources and supports (e.g. transportation counseling food assistance financial housing)Impact on benefits/entitlements as earned income changes and ongoing access to benefits counseling (e.g., Community Work Incentive Coordinators)Collaboration with employees employers and family members to ensure successful employmentSupport employees for job and/or career advancement
ESPCC recognizes that there are many valuable training programs across the country that may prepare professionals to pass the CESP examination.
ESPCC does not endorse or recommend any specific training programs, and ESPCC* does not engage in education or training programs. *APSE may offer training as ESPCC is governed independently from APSE
CESP certification opens the door to:Improved professional advancement & job opportunities;Increased income opportunities. Enhanced credibility with employers For provider agencies and Community Rehabilitation Programs (CRPs): Sponsoring staff to earn their CESP credentials, or hiring CESP-certified professionals, increases your credibility with community business leaders and opens the door to new employment opportunities for people with disabilities.
Supporting CESP certification for your staff:Increases your marketing edge with employers & businesse