Patricia K. Keul, ESPCC Director

First in the Nation!

11/13/2012

IntroductionsPatricia K. Keul – ESPCC Director Janice 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 )04/19/23

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 exam04/19/23

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 assessment

All professional certification programs have the same basic key components, regardless of the profession/industry

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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 employment

May create job advancement or increased earnings opportunities

Increased safety (disciplinary process) and industry standards

Helps employers and customers identify qualified employment support professionals

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What is Accreditation?Third partyRecognition granted to a certification

program by a non-governmental agency after verification that it has met predetermined standards

Time limitedUsually voluntary

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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 program

Consistent with certification industry best practice

Objective, third party recognitionIncreased credibility Potential competitive advantage04/19/23

Overview

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Certification Board EssentialsAutonomy 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

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How the CESP Exam was

Developed: The Role Delineation Study (RDS)Outcome:

Clear definition of the roles and responsibilities of employment support professionals

Identification of the skills and knowledge required for successful professional performance

Built 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 data04/19/23

Initial RDS Topic Areas1. Application of Core Values and Principles to

Practice & Legislation and Funding2. Individualized Assessment and

Employment / Career Planning3. Community Research and Job Development4. Workplace and Related Supports5. Ongoing Supports

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RDS – Rating Scales

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RDS – Sample Items

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Cool Things We Learned from the RDS

Items with high frequency high frequency ratings generally had high criticality high criticality ratings

588588 completed surveys (65% from APSE members) 15% response rate from total APSE members (2,500 members) Average age 4848 39% bachelor’sbachelor’s degree 40% master’smaster’s degree 45% work in an urbanurban environment environment 4444 of the 50 states represented 67% have primary job responsibility primary job responsibility in community employment

services 13 average years of experience 13 average years of experience in community employment

services Largest concentration of services is provided for clients with clients with

intellectual disabilities (56%)intellectual disabilities (56%)04/19/23

Test Development Steps: Completed

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Applicants for certification must meet all of the following requirements before they take the exam:Education Requirement High school diploma, GED or equivalent Experience 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 time

OR9 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 

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The exam administration takes one half day to administer & requires: 1.A large room with lecture style tables- test takers sit – arm’s length apart.2.Access to nearby restrooms3.Quiet, climate controlled setting- proctor from ESPC C present at all times!4.Freedom from distraction for 4 hours5.Area to register test takers & check credentials at sign- in.6.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.

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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:

1.Application of Core Values and Principles to Practice & Legislation and Funding2.Individualized Assessment and Employment / Career Planning3.Community Research and Job Development4.Workplace and Related Supports5.Ongoing 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.

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1. Application of Core Values and Principles to Practice & Legislation and Funding (13 to 17%)

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

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

4. Workplace and Related Supports (27-33%)5. Ongoing Support (6-8%)04/19/23

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 Language Job seeker strengths interests and talentsFull inclusion in the general workforceSelf determination and empowerment  ETC.

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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 techniques Interviews with job seeker and others familiar with his/her

abilities and work history  ETC.

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CESP Topic Areas- Sample # 3Domain 3: Community Research and Job

Development (19-25%)Gathering and analyzing labor trend information Identifying patterns in job markets  Disability etiquette  Maintaining 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 service  Targeting message to specific audienceETC. 04/19/23

CESP Topic Areas- Sample # 4Domain 4: Workplace and Related Supports

(27-33%)Communicating with job seeker/employee and his/her

natural and paid supports Impact of earned income on entitlements  Transportation for work  Family support  Housing/residential staff cooperation  Gathering clear job expectations from employers

 Preparing and coordinating for the first day on job

 ETC.04/19/23

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 employment

Support employees for job and/or career advancement04/19/23

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

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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 & businesses•Assures the public and consumers of your commitment to best practices•Validates your commitment to ethical and safety standards

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Upcoming CESP Exams

Please visit the APSE Website for Exam Information

www.apse.org/certification

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Thanks for your time and interest

Stay tuned as CESP Grows!Patricia K. Keul Janice Moore Leon Gross, Ph.D.ESPCC Director Seacrest Consulting Seacrest Consulting704-534-1943 877-619-9885 x 702 877-619-9885pat@apse.orgAPSE

301-279-0060