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Recruiting, Hiring, Onboarding, and Retaining Peer Support Staff

This section of the self-assessment asks how well prepared your organization is for recruiting, hiring, onboarding, and retaining PS/As. Rate your organization’s current level of competency in recruiting, hiring, onboarding, and retaining PS/As

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

1 Competency 14: Our organization has created job descriptions for each type of PS/A (YPA-C, FPA-C, or NYCPS) based on established guidelines and scope of practice.

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

  • Needs Improvement (1) - PS/As job descriptions do not reflect the specific type of peer practice or established guidelines.
  • Adequate (2) - PS/As job descriptions reflect the specific type of peer practice and established guidelines.
  • Exemplary (3) - In addition to Adequate (above) - PS/As roles have been developed in consultation with peer support professionals and/or peer-run/family peer-run organizations.
2 Competency 15: Our organization is committed to hiring PS/As who have cultural identities and life experiences that are relevant to the people receiving services.

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

  • Needs Improvement (1) - PS/As hired by the organization are not from the same communities and cultures as the people receiving services and/or family members.
  • Adequate (2) - PS/As hired by the organization are from the same communities and cultures as the people receiving services and/or family members.
  • Exemplary (3) - In addition to Adequate (above) - PS/As are actively recruited not only from the community but from the systems (child welfare, juvenile justice, domestic violence, criminal justice) and cultures relevant to the life experiences of the people receiving services and/or family members.
3 Competency 16: Our organization offers competitive compensation to the PS/As we hire (or consult with).

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

  • Needs Improvement (1) - PS/As receive compensation below what is appropriate for the job role and expectations.
  • Adequate (2) - PS/As receive compensation that is fair and commensurate to the job role and expectations.
  • Exemplary (3) - In addition to Adequate (above) - PS/As are able to negotiate a fair rate of compensation that demonstrates our organization values having lived experience relevant to the people receiving services and/or family members.
4 Competency 17: Our organization provides flexible work scheduling to the PS/As we hire (or consult with).

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

  • Needs Improvement (1) - PS/As are offered only full time work on a set schedule.
  • Adequate (2) - PS/As are offered options for full-time, part-time, job-sharing, or other flexible hours.
  • Exemplary (3) - In addition to Adequate (above) - PS/As have the option to negotiate a work schedule that supports their health and wellbeing and complements the needs of those receiving services.
5 Competency 18: Our organization provides on the job training that includes shadowing, mentoring, coaching, and exposure to relevant facets of the organization.

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

  • Needs Improvement (1) - PS/As receive limited orientation, onboarding, or on-the job training.
  • Adequate (2) - PS/As receive an orientation to the organization that covers the mission, vision, policies, procedures, work requirements, and mentoring from within the peer support specialty.
  • Exemplary (3) - In addition to Adequate (above) - PS/As have the option to negotiate a work schedule that supports their work/life balance.