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Questions based on the article, "Examining Perceptions, Beliefs & Values - A White Paper"

1. The Pennsylvania courts ruled that the rehabilitation counselor must specifically detail restrictions resulting from the claimant's impairment, even though such disclosures are inconsistent with:

the employer's best interest.
Pennsylvania's Workers' Compensation law.
the treating doctor's opinion on discharge.
Title I of the ADA.

2. Ethic is a human practice that involves each of the following except:

the application of federal and state law.
creative problem-solving.
deliberation.
active listening.

3. One of the preliminary issues in vocational rehabilitation is clearing up any ambiguity in which of the following specific terms:

credentialed/non-credentialed.
client/claimant.
employee/employer.
doctor/lawyer.

4. Which word among the following is defined as “the result of making observations and having an awareness of what is being observed,” a:

belief.
perception.
tolerance.
value.

5. When we say we are for a certain thing and against some other certain thing, we are talking about a:

bias.
belief.
perception.
value.

6. It is essential that rehabilitation counselors clearly define their jurisdictional and ethical roles to their clients?

True
False

7. The relationship that a vocational counselor may have with an injured worker could depend on which of the following:

   the entity paying for the counseling.
   the values of the vocational counselor.
   the jurisdiction of the case.
   the relevance of the case to the ADA.

8. The most serious aspect of a medical history is whether or not the physician understands the difference between:

   Workers' Compensation law and the ADA.
   clients and claimants.
   employee's interests and employer's interests.
   impairment and disability.

9. In almost every instance, an effective professional-client relationship will depend on the existence of:

   shared values.
   common interests.
   mutually agreeable understandings.
   an understanding of the basic rules of rehabilitation counseling.

10. When professional counselors hold a pre-formed perception that they then do things to fulfill the prophesy, it is called:

    the Edison Experiment.
    the Halo Effect.
    a client-lawyer privilege.
    the Eiger Effect.

     

Questions based on the article, "Maslow's Hierarchy of Needs"

1. Employers generally believe that once an injured employee begins to receive wage replacement benefits, they will:

leave the workforce.
find employment at another company.
take advantage of the compensation system.
return to work with an accommodation.

2. An injured worker's return to work requires a model of:

reasonable accommodation.
motivation.
determination.
resolution.

3. The aspect of motivation stressed by John Dewey and Edward Thorndike was:

behavior
possibility
incentive
personality

4. The term “third force” moved away from a technology approach to productivity by focusing on the role of:

automation
scientific analysis
monetary incentives
human beings

5. Maslow pointed out that human needs are always:

constant
moderate
predictable
shifting

6. Maslow's Hierarchy of Needs identifies the following number of needs:

   three
   four
   five
   six

7. In his hierarchy, Maslow posited deficiency needs and:

   efficiency needs
   inefficiency needs
   growth needs
   proficiency needs

8. A Vocational Counselor can determine where a client is on the Hierarchy by:

   asking the client questions.
   reviewing the client's work history.
   assessing the client's medical prognosis.
   asserting professional competence.

9. The most basic needs on Maslow's Hierarchy are the Physiological Needs:

   True
   False

10. If a client were to answer no to the question, “Are you in regular contact with family members?” it might indicate a connection to which need:

    Physiological.
    Safety.
    Belongingness and Love.
    Esteem.

 Questions based on the article, "A New Lexicon for Industrial Rehabilitation"

1. Which of the following is not included as a “new” term:

managerial mediation
transition-to-work
disability-prone employees
managerial communications

2. The terms “impairment” and “disability” are synonyms:

True
False

3. The term that refers to a disability induced be a medical treatment is:

Psychogenic
Litogenic
Iatrogenic
Bureaugenic

4. Motivational and behavioral deficits displayed by humans when exposed to uncontrollable circumstances is called:

learned optimism
learned determination
learned helplessness
learned system control

5. If an employee has a predisposition toward disabling disease or injury, the employee is said to be:

work averse
helpless
dysfunctional
disability prone

6. Transition-to-Work is a process used to replace the old approach called:

   assessment-based placement.
   light duty.
   work affinity.
   work accommodation.

7. The single most basic of the Needs in Maslow's Hierarchy is:

   Esteem
   Belongingness/Love
   Safety
   Physiological

8. A process used to resolve disputes in the workplace is:

   managerial mediation.
   affirmative action.
   managerial determination.
   affirmative accommodation.

9. Some, perhaps many, employees who have difficulty returning to work following an accident or illness were:

   at risk prior to the accident/illness.
   unsuited for their jobs all along.
   medically frail and physically weak.
   disliked by their supervisors.

10. The “gain” derived from an illness or injury, such as personal attention, monetary gain, or release from an unpleasant responsibility is called:

    primary gain
    secondary gain

Questions based on the article, "Establishing Earning Power"

1. The functions of the rehabilitation counselor in terms of the client are to predict:

and address the existence of disability proneness.
through the application of assessments the potential to return to work.
vocational potential and assist in the return to work.
potential earning power.

2. According to the Code of Professional Ethics for Rehabilitation Counselors, counselors should decline involvement in a case in which of the following situations:

when asked to support predetermined positions.
when asked to assume invalid representation of facts.
when asked to alter their methodology without compelling reasons.
all of the above.

3. According to the CDMS Code of Professional Conduct, a forensic evaluation always consists of both an assessment of the individual and a review of records.

True.
False.

4. According to the CDMS Code of Professional Conduct, certificants serving as expert witnesses shall disclose to the client the role and limits of their relationship either orally or in writing.

True.
False.

5. Work skills cannot be:

   determined by the use of vocational assessments
   assessed to exist without vocational assessment
   gleaned or transferred from unskilled work
   intuited through good counseling skills

6. Competent vocational/disability evaluation must consider:

   constants like age and sex.
   variable medical histories.
   constants like the number of jobs held.
   variables that in some cases can only be assessed with standardized vocational testing.

7. The Pennsylvania Workers' Compensation Act contains the following language:  If a specific job vacancy exists with the liable employer:

   the employer shall offer the job to the employee
   prior to seeking a modification of benefits based on earning power
   after the employee has expended all of his/her workers' compensation eligibility
   prior to seeking release from a workers' compensation obligation

8. Vocational experts who perform earning power assessments are called upon to assess a disability that:

   is based on medical assessment.
   qualifies as a primary gain.
   is partial in character.
   does not meet minimum standards.

9. The Pennsylvania Bureau of Workers Compensation has refused to issue a list of minimally qualified evaluators with the argument that that decision should be made by:

   the Commission for Rehabilitation Counselor
   the State legislature
   a Workers' Compensation judge
   the client's attorney

10. According to the Code of Professional Ethics for Rehabilitation Counselors, Section F.1.a., counselors shall produce findings and opinions that can be substantiated by which of the following methodologies:

review of records.
examination of the individual.
research.
all of the above.

Questions based on the article, "Critical Issues between Impairment & Disability (two-part)"

According to the article: (PART I)

1. The assessment of damages in a personal injury case requires input from each of the following except:

medical expertise
vocational expertise
economics expertise
legal expertise

2. The discrepancy between what a person with an impairment, a history of impairment, can do and what a particular job demands of that person is called:

an occupational probability
an occupational disability
a partial impairment
a partial disability

3. A loss, a loss of use, or derangement of any body part, organ, system, or organ function is defined as:

a dysfunctional reality
a severe disability
a probable disability
an impairment

4. In many, if not most, cases, employees who have been injured:

can be returned to productivity
are permanently disabled
encouraged to take disability retirement
deserve to remain on workers' compensation

 

According to the article: (PART II)

5. In the past, vocational evaluations almost always began as an effort to:

  return the claimant to work
litigate the case before a Workers' Compensation Judge
“outplace” the injured worker
apply ADA concepts/strictures to the case

6. In Pennsylvania CRCs generally seem unsure whether they are required to approach the injured workers as a client to whom the might be asked to provide rehabilitation services or as an examinee they are seeing for forensic purposes only:

   true
   false

7. CRCs fear they will be sued for vocational malpractice if they agree to carry out both:

   occupational assessment and job placement
   earning power assessments and job availability services
   occupational rehabilitation and initial evaluation services
   earning power assessments and forensic services

8. Historically, in order to modify or terminate an employee's wage replacement benefit, employers had to demonstrate:

   reluctance to return to work.
   job availability.
   unsuitability for a return to work.
   instability in the labor market.

9. When the courts began to challenge the “job availability” standard, the ambiguities were addressed through:

   case law.
   appellate decisions.
   new legislation.
   mediation.

10. Two Pennsylvania cases, Brown and Young, established the requirement that rehabilitation counselors had to be present during the:

    court hearing
    initial evaluation of the client
    job selection interview
    exit interview

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