Table 3 Content of ENRICH peer support handbook

1.0 What is ENRICH?

1.1 Why peer support for discharge?

1.2 What is the ENRICH project and why do we need it?

1.3 The ENRICH research team

2.0 Peer support for discharge—a principles-based approach

2.1 Developing the principles framework

2.2 Applying the framework in ENRICH peer support for discharge

3.0 Developing the ENRICH peer support handbook

3.1 Generating ideas

3.2 Arriving at a consensus

3.3 Piloting the handbook

4.0 The ENRICH peer worker role

4.1 Role description

4.2 Person specification

4.3 Working pattern and flexibility

4.4 Remuneration

5.0 The Peer Worker Coordinator role

5.1 Role description and person specification

5.2 Duties and responsibilities

5.3 Remuneration

5.4 Support and supervision for the Peer Worker Coordinator

5.5 Cover in the absence of the Peer Worker Coordinator

6.0 Peer worker recruitment process

6.1 Pathway 1—advertising and recruiting new peer workers

6.2 Pathway 2—assigning peer workers from existing peer workforce

6.3 Advertising the role

6.4 Information event and pre-training meeting

6.5 Role of training assessment in recruitment process

6.6 Job application and interview

6.7 Employment and welfare support

6.8 Appointment to role/appointment to reserve

6.9 DBS checks and Occupational Health

6.10 Recruitment numbers

7.0 The ENRICH training programme

7.1 Structure of training programme (a principles-based approach)

7.2 Delivery of training (role of the Peer Worker Coordinator)

7.3 Content of training sessions

7.4 Use of local training modules

7.5 Feedback and reflection

7.6 Assessment methods

7.7 Site visits

8.0 Accessing patient notes

8.1 Peer workers with access to electronic patient notes

8.2 Peer workers without access to electronic patient notes

9.0 Induction

9.1 Peer worker team induction

9.2 NHS induction

9.3 Ward visits and shadowing

10.0 Preparing NHS teams

10.1 Ward and community team preparation workshops

11.0 Supervision and support for peer workers

11.1 Group supervision

11.2 Individual supervision

11.3 Absence of Peer Worker Coordinator

11.4 Risk, safety and handover

11.5 Access to peer support for peers

11.6 Peer worker wellbeing plan

11.7 Team base

12.0 Pairing of peer workers and service users

12.1 The research process (allocation to peer support)

12.2 Peer Worker Coordinator preference meeting with service user

13.0 Delivery on the ward

13.1 First meeting

13.2 Frequency, location and duration of meetings

13.3 Use of service user-owned discharge plan

13.4 Peer worker involvement in formal discharge planning

13.5 Peer worker relationship to ward team

13.6 Risk, safety and handover

14.0 Delivery in the community

14.1 First meeting post-discharge

14.2 Frequency, location and duration of meetings

14.3 Lone/home working

14.4 Telephone and social media contact

14.5 Use of service user-owned plans and tools

14.6 Accompanying

14.7 Peer worker relationship to community mental health teams

14.8 Ten week step down

14.9 Endings

14.10 ENRICH Peer Worker Code of Ethics

14.11 Readmission to hospital during community-based peer support

15.0 Peer worker absence

15.1 Short term cover (within team)

15.2 Long term cover (reserve peer workers)

15.3 Support and induction for reserve peer workers