Are peer specialists happy on the job?

Jenkins, Sarah E.; Chenneville, Tiffany; Salnaitis, Christina L.

doi:10.1037/prj0000259

Cited by 12 publications

(9 citation statements)

References 18 publications

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“…22 Given the centrality of lived experience to designated roles, confusion related to what experience is relevant may compound issues of role clarity previously identified in the literature. 5,25,27,37 Further, uncertainty and questioning by some participants about who determines relevant lived experience underline the directive that the lived experience workers set their own parameters about what is relevant and define themselves as a workforce. 38,39 Participants held divergent views of how recovered someone needed to be to in order to be effective, with some participants attributing inadequate levels of recovery as the 'problem' with lived experience roles.…”

Section: Discussionmentioning

confidence: 99%

“…24 The role of management is critical in the effective employment of lived experience workers, 25 with previous research highlighting the need for support from senior management, as well as the need for role clarity and the risk of 'othering' for the lived experience workforce. [26][27][28] 'Othering' identifies those that are thought to be different from the mainstream and may include negative attribution to reinforce positions of dominance. 29 This study explored the role of management regarding the lived experience workforce in public and not-for-profit health and community sectors.…”

Section: Introductionmentioning

confidence: 99%

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How much 'lived experience' is enough? Understanding mental health lived experience work from a management perspective

Roennfeldt

Byrne

2020

Aust. Health Review

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ObjectiveThe aim of this study was to explore management understanding of the lived experience required for designated lived experience or peer roles within mental health. MethodThis qualitative study used semi-structured interviews and one focus group with 29 participants employed in diverse management roles from the public and not-for-profit health and community sector in Queensland, Australia. ResultsThe findings indicate a lack of consensus in defining ‘lived experience’, including what lived experience is required to be eligible for designated roles. Although some participants were clear on what designated roles added to the workforce, uncertainty and attempts to avoid stigma led to some participants questioning the need for designated roles. ConclusionThis study suggests the ongoing expansion of the lived experience workforce is affected by challenges in defining ‘lived experience’ as a requirement for designated roles and fears regarding stigmatised identities. What is known about the topic?In the mental health sector, opportunities and challenges exist in attempting to effectively incorporate the emerging lived experience or peer workforce. Research has highlighted the need for support from senior management, the need for role clarity and the risk of ‘othering’ for the lived experience workforce. What does this paper add?This paper responds to the gap in existing research on the experiences of management in defining and articulating their understanding of lived experience and potential impact of uncertainty and inconsistency in understanding for the lived experience workforce. What are the implications for practitioners?This study identifies the need to strengthen management understanding of lived experience to facilitate ongoing development of lived experience roles.

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

How much 'lived experience' is enough? Understanding mental health lived experience work from a management perspective

Roennfeldt

Byrne

2020

Aust. Health Review

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“…FPSWs also fulfil an educational and advocacy-type role by providing information to carers that is not always available through formal services. They are able to advise on carers' rights and alternative care solutions (Shor and Birnbaum 2012), and give practical suggestions such as self-care strategies or recommendations for seeking benefits (Jenkins et al 2018). Their role requires a careful balance of empathising with families, often disclosing personal experiences to them, whilst being governed by confidentiality and maintaining professional boundaries (Leggatt and Woodhead 2016).…”

Section: Contextsmentioning

confidence: 99%

Supporting the Support Network: The Value of Family Peer Work in Youth Mental Health Care

Hopkins

Kuklych

Pedwell

et al. 2020

Community Ment Health J

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Reported rates of mental illness continue to climb amongst young Australians. In a family environment the carers of these young people play a highly influential role in their recovery process, however this responsibility can also have significant emotional, financial and health impacts on carers. This paper details the findings of an evaluation project examining the impact and effectiveness of a newly developed and implemented Family Peer Support Work model. Benefits were found which included: family care-givers receiving emotional support and empathy; reduced stress, loneliness, isolation and stigma; bridging between the family and the clinical care team; helping families to navigate through the complexities of the care system; and connecting families to other services. Clarity on role definition for the FPSWs evolved over the course of implementation along with a clearer articulation of the model of care and emergent knowledge on useful elements of training, ongoing professional development, mentoring and wellbeing.

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“…al, 2010;Kuhn et. al, 2015;Jenkins et al, 2017). However, there is no evidence that role clarity issues exist within the delivery of peer support services in peer-run organizations that, by nature, have operated under an Apprenticeship Model of supervision with supervisors who themselves have been peer support providers (PS).…”

Section: Introductionmentioning

confidence: 99%

Perceptions of Supervisors of Peer Support Workers (PSW) in Behavioral Health: Results from a National Survey

Foglesong

Spagnolo

Cronise

et al. 2021

Community Ment Health J

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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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Are peer specialists happy on the job?

Abstract: The use of self-study and online training for peer specialists is contraindicated by current findings, which suggest the need to utilize job shadowing or training methods that allow for personal interaction between peer specialists and their colleagues. (PsycINFO Database Record

Cited by 12 publications

References 18 publications

How much 'lived experience' is enough? Understanding mental health lived experience work from a management perspective

How much 'lived experience' is enough? Understanding mental health lived experience work from a management perspective

Supporting the Support Network: The Value of Family Peer Work in Youth Mental Health Care

Perceptions of Supervisors of Peer Support Workers (PSW) in Behavioral Health: Results from a National Survey

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