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Organizational Readiness For Using Peer Supports

Mental Health America. Organizational Readiness For Using Peer Supports. Webinar May 9, 2014. Presented by Patrick Hendry Senior Director, Consumer Advocacy. Polling Questions. Does your organization hire behavioral health consumers for peer support?

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Organizational Readiness For Using Peer Supports

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  1. Mental Health America Organizational Readiness ForUsing Peer Supports Webinar May 9, 2014 Presented by Patrick Hendry Senior Director, Consumer Advocacy

  2. Polling Questions • Does your organization hire behavioral health consumers for peer support? • Do you provide well defined job descriptions with meaningful roles? • Do you have a supervision model for peer support specialists? • Do you provide reasonable accommodations and support for your peer employees?

  3. History • In the 1970’s people coming out of psychiatric institutions and abusive mental health services began to form their own organizations • People with lived experience with mental illness began to provide services and supports to their peers . • The first peer workers inside the mental health system were employed in Drop-In Centers and as Case Management assistants in the 1980’s.

  4. History • In the mid 1980’s the first peer-run organizations began to contract with their state mental health authorities to provide services and supports. • In the 1990’s Peers began to work as “Peer Counselors”, which eventually changed to Peer Specialists. • Peers are now employed throughout the behavioral health system in many states.

  5. Cultural Readiness • When community mental health centers first begin to hire consumers many staff members are resistant to the change. • Many feel that people with mental illnesses are not capable of working in the system of care. • Staff members often cite concerns about relapse, confidentiality, and boundaries.

  6. Cultural Readiness • Consumer leaders and enlightened professionals have worked hard to provide training to behavioral health workers to work side by side with mental health peers in many capacities. • Agencies are learning that consumers can and do bring professionalism to their work. • They are learning that boundaries for peer workers are appropriately different than traditional roles

  7. Cultural Readiness • The behavioral health system is moving towards a recovery oriented culture • Agencies are beginning to understand that given proper support and supervision peer workers are a valuable asset to the behavioral health care system. • Decades of research have proven that peer supports are an evidenced based practice. • Organizational cultural change is a necessary component of the provision of peer support.

  8. Organizational Readiness • Understanding of the recovery process • Clearly defined roles (Job Descriptions) • Supervision appropriate to the peer specialist role • Reasonable accommodation when needed • Adequate peer support for peer workers • Regular evaluation and guidance based on job descriptions

  9. Standards for Peer Supports • Most states and local mental health authorities require that peer specialists receive substantial training that includes: • Understanding of recovery • Dynamics of change • Problem solving • Listening skills • Ethics and boundaries

  10. Standards for Peer Support • In order to be billable to state, local, or Medicaid funding many mental health employers are requiring peer specialists to be certified by a certifying authority. • This generally requires: • Prior work experience, in some states 1000 hours • 40 – 80 hours of approved training • Standardized testing • Adherence to code of ethics • Ongoing education

  11. Models for Peer Support • Peers working within existing community behavioral health centers. • Peers working for peer run organizations • Drop-In Centers, Recovery Centers, Clubhouses • Peer Advocacy Organizations • Statewide Peer Networks • Peer employment organizations that contract out peer specialist services to CBHC’s, hospitals, ER’s, and jails.

  12. Future Expansion of Peer Roles in Organizational Settings • Peers moving into traditional professional roles • Many professionals have lived with behavioral health issues • Now many consumers are returning to school for professional credentials • Peers working in HMO’s and private practices • Peers working in more senior roles in government agencies. • Peers working in non-traditional areas like Human Resources and EAP’s

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