CRC Exam (Certified Rehabilitation Counselor) — All Questions

A CRC administers a timed clerical aptitude test with extended time as an accommodation for a client with a disability. According to the CRCC Code, how should the CRC handle the results?

• a.Report the scores exactly as if the test had been given under standard timing
• b.Note the nonstandard conditions in the interpretation✓
• c.Discard the scores because any nonstandard administration invalidates them
• d.Add points to the score to offset the effect of the extra time allowed

Standard H.6.a says that when tests are not administered under standard conditions, as may be necessary to accommodate individuals with disabilities, those conditions are noted in the interpretation and results may be designated invalid or of questionable validity. Reporting as standard hides the change, automatic discarding is not required, and altering scores has no basis in the Code.

A CRC wants to observe how a client with a traumatic brain injury handles real workplace demands, pace, and supervision by placing him for two weeks at a community business. This is best described as:

• a.A norm-referenced aptitude test
• b.A transferable skills analysis
• c.A situational assessment✓
• d.A personality inventory

The CRCC 2021 JTA lists situational assessment, job shadowing, and community-based work assessment as informal assessments in which work behavior is observed in real or realistic settings. A norm-referenced aptitude test compares scores to a norm group, a transferable skills analysis works from past work history, and a personality inventory is a formal self-report instrument.

On the O*NET Interest Profiler, a client's highest interest type is the one described as helping, teaching, advising, and providing service to others. Which Holland type is this?

• a.Enterprising
• b.Conventional
• c.Investigative
• d.Social✓

O*NET describes Social work as helping, teaching, advising, assisting, or providing service to others. Enterprising work involves managing, negotiating, marketing, or selling; Conventional work involves following procedures to organize information; and Investigative work involves studying and researching.

In a Social Security disability case, a CRC is asked whether a former machinist's skills can be used in other jobs. Under SSA rules, transferability is most probable among jobs that involve which of the following?

• a.Higher skill levels that also require the same industry-specific license
• b.The same or lesser skill, similar tools, and similar materials or services✓
• c.Any job in the same county that pays roughly the same hourly wage
• d.Unskilled tasks that can be learned in less than thirty days

Under 20 CFR 404.1568(d), skills are transferable when skilled or semi-skilled activities from past work meet the requirements of other skilled or semi-skilled work, and transferability is most probable among jobs requiring the same or a lesser degree of skill, the same or similar tools and machines, and the same or similar materials, products, processes, or services. Pay, location, and unskilled work are not the test, and unskilled work does not use transferable skills.

A job analysis finds that a stock clerk position requires lifting up to 20 pounds at a time and frequently carrying items up to 10 pounds. Using the SSA/DOT exertional levels, this job is classified as:

• a.Sedentary work
• b.Medium work
• c.Heavy work
• d.Light work✓

Under 20 CFR 404.1567, which uses the Dictionary of Occupational Titles meanings, light work involves lifting no more than 20 pounds at a time with frequent lifting or carrying of objects up to 10 pounds. Sedentary work involves lifting no more than 10 pounds, medium work up to 50 pounds with frequent lifting of 25, and heavy work up to 100 pounds with frequent lifting of 50.

An employer disputes whether answering phones is an essential function of a receptionist job. Under the EEOC's ADA regulations, which piece of evidence is listed as relevant?

• a.A description the employee wrote after requesting the accommodation
• b.A written job description prepared before the job was advertised✓
• c.The job title as it appears on the company's organizational chart
• d.The preferences of coworkers who share the receptionist's workload

29 CFR 1630.2(n)(3) lists evidence of essential functions including the employer's judgment, written job descriptions prepared before advertising or interviewing applicants, time spent on the function, consequences of not performing it, collective bargaining terms, and past and current incumbents' experience. An after-the-fact employee description, a title, or coworker preferences are not among the listed factors.

A vocational expert needs data on the physical demands, environmental conditions, and mental requirements of jobs, collected by the Bureau of Labor Statistics for use in SSA disability programs. Which source fits?

• a.The Occupational Outlook Handbook
• b.The Occupational Requirements Survey✓
• c.The Current Population Survey
• d.The Occupational Employment and Wage Statistics

The Occupational Requirements Survey is a BLS survey conducted under agreements with SSA that collects the physical demands, environmental conditions, education and training, and cognitive and mental requirements of jobs. The Occupational Outlook Handbook gives career descriptions and outlook, the Current Population Survey measures the labor force status of households, and Occupational Employment and Wage Statistics reports employment and wage estimates rather than job requirements.

An employee asks for an accommodation because of a back condition. What does 29 CFR 1630.2(o) say the employer may need to do to identify an appropriate accommodation?

• a.Engage in an informal, interactive process with the employee✓
• b.Require an independent medical exam before any discussion begins
• c.Refer the employee to the state VR agency to decide on the accommodation
• d.Wait until the employee submits a written formal request

29 CFR 1630.2(o)(3) states that to determine the appropriate reasonable accommodation it may be necessary for the covered entity to initiate an informal, interactive process with the individual to identify precise limitations and potential accommodations. The rule does not call for an exam before talking, does not hand the decision to VR, and EEOC guidance says requests need not be in writing.

A warehouse employee with a disability can perform all essential functions but cannot do an occasional marginal task of climbing a ladder to change light bulbs. Which job restructuring approach is appropriate under the ADA?

• a.Remove an essential function from the position permanently
• b.Lower the productivity standard applied to all employees
• c.Reassign the marginal ladder task to a coworker✓
• d.Move the employee to a lower-paid vacant job at once

29 CFR 1630.2(o)(2)(ii) lists job restructuring as a reasonable accommodation, and EEOC guidance explains it can include reallocating marginal functions, while an employer does not have to eliminate essential functions or lower uniformly applied production standards. Reassignment is the accommodation of last resort, used only when no accommodation works in the current job.

In a Social Security disability evaluation, a vocational report refers to the claimant's residual functional capacity (RFC). Under SSA regulations, what is RFC?

• a.The most the person can still do despite his or her limitations✓
• b.The least the person must be able to do to qualify for benefits
• c.The person's earnings in the last job held before the disability
• d.A score produced by a standardized dexterity test battery

20 CFR 404.1545(a)(1) defines residual functional capacity as the most you can still do despite your limitations, assessed from all relevant medical and other evidence, including physical, mental, and sensory requirements of work. It is not a minimum qualifying threshold, an earnings figure, or a single test score.

A CRC who is qualified to diagnose is preparing a claim to a health plan and must record the client's diagnosis using the code set adopted under HIPAA for diagnoses. Which code set is that?

• a.DSM-5-TR category numbers
• b.CPT procedure codes
• c.O*NET-SOC codes
• d.ICD-10-CM✓

Under the HIPAA code set standards at 45 CFR 162.1002, ICD-10-CM is the adopted standard for diagnosis coding in HIPAA transactions; the DSM-5-TR uses ICD-10-CM codes for its diagnoses rather than serving as the transaction standard itself. CPT codes describe procedures and services, and O*NET-SOC codes classify occupations.

A CRC notices that the norm group for a work-values inventory includes almost no people from the client's cultural background. What does the CRCC Code direct?

• a.Use the results as usual, since published norms apply to all test takers
• b.Interpret with caution and consider potential bias in the results✓
• c.Re-score the inventory against local norms the CRC builds from past clients
• d.Report only the raw score and omit any standard scores

Standards H.7.b and H.3.b direct CRCs to use caution when interpreting results normed on populations other than the client's and to recognize effects of disability, culture, or other factors that may cause bias or misinterpretation; H.7.c requires standard scores when reporting results. Ignoring the mismatch, inventing local norms, or dropping standard scores are not what the Code prescribes.