A 1-hour informational session developed and facilitated by consumers of mental health services can significantly affect the attitudes of adolescents toward people with major mental illnesses. Future studies will evaluate the sustainability of attitude changes as the result of these presentations, as well as the effects of demographic and socioeconomic differences on attitude change.
Competitive employment represents a normalized and valued social role for adults in this culture. Individuals with psychiatric disabilities often desire this role and frequently express that employment is a goal in their recovery process. Despite this, they have historically had very low rates of competitive employment and when work is obtained, the employment tenure is alarmingly short. This article proposes the addition of two service enhancements to the most recognized Supported Employment (SE) model, Individual Placement and Support (IPS), -to increase job tenure. The first enhancement is the development of natural support networks to normalize individuals' roles in the workforce and decrease their reliance on paid support. The second enhancement is the establishment of a career ladder by increasing access to and success in postsecondary education and training institutions through Supported Education (SEd). This article identifies the major limitation of the IPS model, short job tenure, and outlines the potential for the proposed service enhancements to address this limitation for people with psychiatric disabilities.
Wellness coaching seems an ideal role for peers in recovery that has potential to address health and wellness issues facing persons living with mental illnesses who are at high risk of comorbid medical conditions.
This content analysis of open-ended survey responses compares and contrasts perceptions on supervision from supervisors with experience providing direct peer support services (PS) and supervisors without experience providing direct peer support services (NPS).A 16-item online survey was distributed via the National Association of Peer Supporters (N.A.P.S.) listserv and through peer networks and peer run organizations. Responses from 837 respondents, across 46 US states, were analyzed. Four open ended questions assessed supervisors' perceptions on differences supervising peer support workers (PSW) as compared to other staff, important qualities of PSW supervisors, roles when supervising a PSW, and concerns about PSWs in the organization. Among NPS and PS, three major differences in themes emerged: the knowledge required of supervisors, understanding of the role of the PSW, and supervisors' beliefs regarding PSW competencies. PS have a more nuanced understanding of the peer support worker role and the impact of lived experience in the role.
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