PeerTac Logo PeerTAC Peer Support Services Technical Assistance Center

Resources

Two women conversing

 Knowledge of Peer Support Practice

This is the first of the four main sections of the self-assessment. You will rate the level of competency your organization exhibits in understanding the unique nature of peer support practice. This section asks you to consider whether lived expertise is respected even though it is a different kind of knowledge from academic training and clinical expertise. As you complete this section, the competencies may apply to PS/As you employ or contract for services from another organization.

For each statement, rate your organization’s level of competency according to the 3 point scale below.

1 Competency 1: Our organization recognizes that PS/As are uniquely qualified through their lived experience/expertise of recovery (either their own or by caring for a child in services). This expertise demonstrates resilience and an ability to inspire hope, healing, growth, independence, and self-sufficiency.

Examples: Which of the following examples is most like your organization right now?

  • Needs Improvement (1) - PS/As are not viewed as colleagues and their role is less valued than other service providers.
  • Adequate (2) - PS/As are viewed as colleagues with a different specialty than other service providers.
  • Exemplary (3) - PS/As are respected for their expertise and viewed as an essential part of the service delivery team.
2 Competency 2: Our organization recognizes the differences in specialties among PS/As with each type (YPA-C, FPA-C, NYCPS) requiring their own training, credentials, and guiding principles that define fidelity to the type of peer support practice.

Examples: Which of the following examples is most like your organization right now?

  • Needs Improvement (1) - PS/As (YPA-C, FPA-C, or NYCPS) are not available for the populations we serve.
  • Adequate (2) - PS/As (YPA-C, FPA-C, or NYCPS) are available for the populations we serve.
  • Exemplary (3) - PS/As receive ongoing training, mentoring, and supervision from experienced practitioners to ensure services are provided with fidelity to their specialty.
3 Competency 3: Our organization approaches the delivery of Peer Support Services as distinct from clinical practices, which helps to support greater fidelity to Peer Support practice.

Examples: Which of the following examples is most like your organization right now?

  • Needs Improvement (1) - PS/As are given tasks outside of their core values and scope of practice such as care coordination or waitlist management.
  • Adequate (2) - PS/As are given tasks within their core values and scope of practice.
  • Exemplary (3) - PS/As are valued for their unique perspectives on recovery, mutual support, peer values, and how peer support practice fits within the team.
4 Competency 4: Our organization demonstrates a commitment to recovery by employing people with lived experience of mental health or substance use issues at all levels of the organization in both peer and non-peer positions.

Examples: Which of the following examples is most like your organization right now?

  • Needs Improvement (1) - PS/As are the only people in the organization who openly disclose having lived experience. Others do not feel it is safe to disclose.
  • Adequate (2) - PS/As are not the only people who openly disclose having lived experience. Even those in non-peer positions who have lived experience feel it is safe to disclose.
  • Exemplary (3) - Peer Specialist/Advocate is only one of many positions for which people with lived experience are actively recruited or encouraged to apply.
5 Competency 5: Our organization respects PS/As’ concerns related to rights, protection, advocacy, and/or an imbalance of power when providing services.

Examples: Which of the following examples is most like your organization right now?

  • Needs Improvement (1) - PS/As are not oriented to the grievance policies or reporting protocols and do not know how to escalate concerns.
  • Adequate (2) - PS/As are oriented to the grievance policies and reporting protocols so that their concerns are escalated in a timely manner.
  • Exemplary (3) - PS/As are invited by leadership to share their perspectives and give feedback on how well their concerns are being addressed.
6 Competency 6: Our organization addresses the effects of power differentials and related sources of interprofessional tension that can exist between clinical and peer support staff.

Examples: Which of the following examples is most like your organization right now?

  • Needs Improvement (1) - PS/As and clinical staff are not trained on ways to address interprofessional tension resulting from power differentials.
  • Adequate (2) - PS/As and clinical staff participate in training on ways to address interprofessional tension resulting from power differentials.
  • Exemplary (3) - PS/As and clinical staff work together with organizational leadership to assess and address power differentials.