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 |