What do you recommend? The following is a list of suggestions that are being continually updated for creating a Peer Program in your ‘Working Together’ organization:

·        Peer ethics are being trained (the practice of Peer Support and the peer support code of conduct.)

·         Assure that Peer Support is a voluntary program.  (The Peer Supporter introduces Peer Support as voluntary and the Peer may change Peer Supporters if not a match.)

·         Recommend that Peer Supporters have access to virtual Communities of Practice for professional support as part of their work weeks.

·         Support best practices of confidentiality, boundaries + working in dual organization policies and procedures and union environment (if applicable.)

·         As Supervisor, support best practice of cross-care-team communication (such as looping in emails regarding shared Peer (Client) as a collaborative care network to assure Peer Supporters are full team member.)

·         As Supervisor, support Peer Supporter wellness for good evaluation outcomes in keeping with Peer Values.  Example of ‘doing for one, we do for all’ as Staff.  Need for accommodation - and balance. Being able to say ‘I’m not well today’ without judgement.

·         ‘Soft skill target’ of incorporating Peers (Clients) in a new program through applying the Gender Based Analysis + tool in planning and development.

·         Mitigate risk in recruitment of Peer Supporters by offering alternative learning and development options for Peers who are ‘left out’ of funded training/hiring.

·         As Supervisor, support Peer Supporters with training for common role challenges (include training for documenting for funders, maintaining timelines, avoiding Peer drift – moving away from Peer Support practices).

·         As Supervisor, support identity as ‘Youth’ Peer Supporter as one identity, and with unique challenges.  

·    Provide administrative training for notetaking (if required) to be effective and maintain confidentiality.

·    As Organization, adapt Peer Group Programs through Peer Supporters notetaking and data input to reflect service population needs.

·    Boundaries between Staff roles and avoiding Peer Support role drift.

 ·   Encourage Peer Supporter Self advocacy skills to work effectively (with honesty and transparency) with the Supervisor.

· Understand challenges of working as a lived experience client in the Peer Support role.  Debriefs – regular or on demand are recommended; Peer Team debrief 10 minutes prior to leaving shift to ground for self-care at home.

 ·         Suggest 5-minute breaks (as needed) between serving Peers for mental health relation exercise (do a puzzle, etc.) to avoid burnout.

·          Empower Peer Supporters to say ‘no’ to additional responsibilities (facilitation, committee work) during early transition stages of employment.

·          Empowerment of Peer Supporters to help Staff with Peer program implementation; provide Peer voice to effect and design and lead to support the ‘entrepreneurial spirit’ of Peer Supporters as influencers.

 ·     Encourage Peer Supporters to model accountability and personal self-management with professional expectations (arrive early or on time, prepare in advance to do the work required).

 ·      Support empowerment for role insecurity (Peers isolating/retreating into own lives; role ‘imposter syndrome’.)

 Working Together in Peer Programs        

·   Creating a welcoming work environment for Peers through a well-structured Peer Program is extremely valuable. 

·      Create a physical space for meetings with Peer Support team to conduct one-on-one work with privacy/confidentiality that is without Staff or Peer- community disruption, if possible. 

·        Create communal space and fund supplies, if possible, for Peer shared or group connection.

·        Have a structured Peer Support program which is co-designed by Peer and Peer Supporter (orientation of what the Peer Support program is; what the Peer Supporter role is; the role’s confidentiality with mutual agreement of boundaries, access, communication methods) length of service.

·         Have options for Peers to access Peer Supporters service such as drop-in sign-up sheets, pre-arranged appointments; set communal times (if applicable).

·         Have a Peer Supporter community-building Orientation and a Peer Support Team introduction Orientation with cross-team Staff to introduce their roles and responsibilities to one another to bond as a Team (created/co-designed by Peer Supporters, recommended.)

·         Peer supporters decorate their space/meeting room for Peer Support Service.

·         Create a Peer-led Supervision role inviting Peer Supporters to determine the agenda and style of Supervision, recommended. 

·         Provide access to a Peer Supervisor and Administrative Supervisor, if possible. (Non-Peer Supervisors are not as accurately attuned to what the Peer role is experiencing without lived experience.  At a minimum have Peers supervise themselves.) 

·         Ensure non-judgemental communication. E.g.: “you don’t look like a Peer”

·         Provide a continuum of supervision and training for role development that includes online and administrative opportunities.

·         Ensure Peer access to supervision (leadership or senior management) when supervisor changeover/gap.

·         Provide reflective surveys following Peer support service to implement ongoing program adaptations/improvements.

·         Plan to avoid gaps.  Plan with advance notice in communications.

• Consider ‘lunch and learns’ for building understanding.

• Consider a ‘code of civility’ for working with a multi-disciplinary Team.

• Introduce yourself to new Staff with printed card information about Peer support and the program.

• Debrief. Get together and talk for the purpose of finding ways forward.

• Be aware of, and protect boundaries, of one another.

•  Hold Space for Staff equally as with a Peer. Be curious.  Listen to what Staff need.  Ask for what you need.

• Get comfortable with asking questions.

•  For Peer Staff - find someone in Human Resources who is an ally to trust.

•  People will talk, and our reputation will grow. No rumor mills or gossip.

• Be open.  Address concerns.  

• Be authentic and honest.

• Give yourself time to come from an activated state.  Respond, don’t react.  Come to ‘your window of tolerance.’ 

Thank you to the following recommendation Sources:  HOP-C (The Housing Outreach Project - Collaborative webinar on Youth employment, 2022; various webinars from U.S. organizations 2020-22; Support House’s Community of Practice, 2022; Mentor/Mentee Canada.