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Table 2 Core components of the intervention after first round of LAGs

From: Development of a peer support intervention to improve the experience and outcomes of discharge from inpatient mental health care: the role of experiential knowledge in a coproduced approach

1: Recruitment and role description

2: Training

3: Delivery of peer support

4: Supervision and support

5: Organisational and team support

Role description clearly describes peer’s approach around discovering and enabling service user’s strengths, empowering the individual to build their own support network post-discharge*

Training (and supervision) to include a focus on boundaries and managing relationships*

Peers to be part of formal discharge meeting/ care planning meetings where invited by the service user*

Regular group supervision for Peer Worker team from Peer Worker Coordinator

Ward and community teams—including managers—should receive a team preparation session co-delivered by peers working locally*

Role description to focus on identifying, signposting and, where requested by service user, accompanying to activities/ support/ opportunities using locally developed resource pack*

Training (and supervision) to include appropriate sharing of lived experience to role model post-discharge experience*

Peer to support/enable optional use of service user owned discharge plan, crisis plan and personal recovery plan*

Appropriate support always accessible when supervision (Peer Worker Coordinator) is unavailable

Peer workers require a ‘team base’

Person specification to include the ability to reflect on personal experiences

Training to be co-delivered by experienced peer workers*

Preparation for ending the support to be on the agenda from the outset*

 

Peer Worker Coordinator, and where possible Peer Workers, should visit wards/teams at part of set up

Peer leadership in recruitment and interview process essential

Training to cover key communication and supporting self-management skills*

Initial contact on the ward to focus on listening to the service user and relationship building

 

Peer support for discharge should be embedded in the Trust’s strategies

Role description to clearly indicate expectations of the role, with service user to be provided with information sheet clearly indicating expectation of the peer support role

Training structured around core set of values-based competencies*

First meeting between peer worker and service user post-discharge should be in addition to follow-up by community team

 

Clinical team preparation sessions should involve team members identifying the assets that peer workers will bring

 

Training (and supervision) to include comprehensive coverage of working with risk and safety*

  

Employment of Peer Workers on the workforce should be integrated into HR policies

 

Training to include standard Trust induction

   
 

Training to include locally led ‘community asset mapping’ session

   
 

Existing locally developed training sessions included in peer worker training where these cover required skills/competencies

   
 

Training (and supervision) to include a focus on keeping yourself well and safe at work

   
 

Training to include specific focus on experience of the discharge ‘transition’

   
 

Training to include cultural competence, gender, religious, cultural issues etc

   
 

Training (and supervision) for Peer Worker in discussing difficult issues

   
  1. *Original core component identified in stage 1