a guide to develop and deliver peer support services...image by aaryn secker. originally created for...
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GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 1
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 1
Index-GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices
Section Page
1.TheConceptofPeerSupport7• WhatisPeerSupport?
• WhyPeerSupport?
• ThePhilosophyofPeerSupport
• DefiningWellbeing
• TheCoreValuesandPrinciplesofPeerSupport
• PeerSupportStandardsofPractice
• ThePrinciplesofPractice
7
7
7
8
9
10
11
2.ModelsandStructuresofPeerSupport12• Model1:InPersonGroupPeerSupport
• Model2:OnlinePeerSupport
• Model3:One-to-OnePeerSupport
• HelpfulResourcestoGuidetheStart-upofPeerSupportServices
• CaseStudy:OnlineHIVPeerSupport
13
14
15
16
17
3.PeerMentorScopeofPractice18• PeerMentorRoleDescription 19
4.PeerMentorRecruitment23• ExampleRecruitmentProcess
• SampleRecruitmentPoster
• ExampleofSocialMediaPostsforRecruitment
• BecomingaPeerSupportMentorProcessSummary
• Application:HIVand/orHepatitisCPeerMentorTrainingProgram
• ReferralfromaHealthProfessional
• PeerMentorRecruitmentAgencyResponsibilityChecklist
• PeerMentorApplicantInterviewQuestions
• PeerMentorPost-TrainingInterview
24
25
26
27
29
30
31
32
33
5.PeerMentorCompensation37• PaidEmployeeorVolunteer?
• CategoriesofEmployment
• VolunteersReceivingHonoraria
• CreateaWell-ConsideredandTransparentProcessforPaying
• ExamplesofHonorariainPeerMentorPrograms
37
38
39
40
41
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 2
Section Page
6.PeerMentorSupervisionandSupport42• StructuresofSupervision
• StructuresofSupport
• ExamplesofSupervisionandSupport
• 3MonthPeerMentorSelf-Review
• YearlyPeerMentorSelf-Review
42
42
43
44
46
7.BecomingaParticipantofPeerSupport48• ExampleReferralandOrientationProcess
• AgencyProgramsReferralForm
• ProgramsOrientationForm
• HelpfulResource
48
49
52
56
8.PeerSupportPolicyandProcedureExamples57• Definitions
• EmployeeAccommodation
• StandardofConductPolicy
• LoyaltyPolicy
• ConfidentialityPolicy
• CodeofConductPolicies
57
59
61
61
61
62
9.ProgramMeasurement72• PeerSupportQuarterlyReportingTemplate
• PeerSupportProgramParticipantEvaluation
73
77
10.References80
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 3
PeerSupportToolkitforPeoplelivingwithHIVand/orHepatitisCToolkitPurposeandObjectives:Thistoolkitprovidespracticalguidanceandtoolstoassistcommunity-basedorganizationsorgroupstodeliversocialandemotionalpeer
supportservicestopeoplelivingwithHIVand/orhepatitisC(HepC).Itincludesfour
parts.
1. Gettingstarted:aguidetodevelopanddeliverpeersupportservices.2. Trainingpeermentors:facilitationguide.
3. Becomingapeermentor:participanttrainingguide.
4. Peermentorpolicyandprocedurehandbook.
TargetPopulation:Thistoolkitisintendedtosupportthedevelopmentorenhancement
ofsocialandemotionalpeersupportservicesforpeoplelivingwithHIVand/orHepCin
theInteriorHealthRegionofBC.TheInteriorRegionincludesEastKootenay,Kootenay
Boundary,OkanaganandThompsonCaribooShuswap.
ImagebyAarynSecker.Originally
createdforBreastfeedingArtExpo
ArtCatalogue,2017,InteriorHealth
&KCR–CommunityResources.
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 4
HowtheToolkitWasDeveloped:CMHAKelownaengagedtwoadvisorygroups(content
expertsandcontextexperts)toprovideguidanceandexpertisetothedevelopmentof
thetoolkit.CMHAKelownareviewedpeersupportmaterialsfromawidevarietyof
sourcesandidentifiedkeyguidingdocuments.Theadvisorygroupsmetacombinedtotal
ofninetimesoverthecourseofsixmonthsshapingthecontentandlayoutofthetoolkit
toensureitisrelevanttopeoplelivingwithHIVand/orHepCintheinteriorregionof
BritishColumbia.
Acknowledgements:a. AdvisoryGroups:Oneadvisorygroupinvolvedtheparticipationof8individualswith
livedexperienceofHIVand/orHepatitisCandonehealthoutreachnurse,mostof
whomaremembersofthePeerAdvisoryCommitteeforSTOPHIVatthetime.
Theotheradvisorygroupinvolvedtheparticipationof16individualsfromthefollowing
10organizations:
i. ANKORS:AIDSNetworkKootneysOutreachandSupportSociety.ii. ASKWellness:AIDSSocietyofKamloops&MerrittBranch.
iii. CanadianMentalHealthAssociationKelowna&DistrictBranch.
iv. InteriorHealthAuthority,HIVandHealthOutreachProgram,Population
Health.
v. LivingPositiveResourceCentreKelowna.vi. NorthOkanaganYouth&FamilyServicesSociety.
vii. PacificHepatitisCNetwork.viii. Penticton&DistrictCommunityResourceSociety.
ix. PositiveLivingBC.x. REL8Okanagan.
b. Funder:ThisprojectwouldnothavebeenpossiblewithoutfundingandleadershipprovidedbytheInteriorHealthAuthority,HIVandHealthOutreachProgram,
PopulationHealth.
c. Authors:AlisonKyte,JaymePereiraandtheCanadianMentalHealthAssociation
Kelowna&DistrictBranch
d. Formatting:AarynSeckerandtheCanadianMentalHealthAssociationKelowna&
DistrictBranch
Disclaimer:TheContentofthisToolkitisintendedforeducationalandinformational
purposesonly.TheContentisnotintendedtoprovidemedicaladviceand,totheextent
thatmedicaladviceisrequired,usersshouldconsultwithqualifiedmedical
professionals.InteriorHealth,CMHAKelowna,thecontributorsandauthorsofthis
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 5
Toolkitshallhavenoliability,whetherdirect,indirect,consequential,contingent,special
orincidental,relatedtoorarisingfromtheContentoftheToolkitortheusethereof.
Copyright:©InteriorHealthAuthority,BC,Canada,2018.Allrightsreserved.Nopartof
this Toolkit may be used, reproduced, stored in a retrieval system, modified or made
availableonanetwork,usedtomakederivativeworks,ortransmittedinanyformorby
anymeans,electronic,mechanical,photocopying,recording,orotherwise,withoutprior
writtenpermissionfromInteriorHealth.
ReproductionofthisToolkit:Permissiontoduplicateoradaptthistoolkitmustbesought
throughInteriorHealthAuthority,HIVandHealthOutreachProgram,PopulationHealth.
EditableTemplates:Formandcertificatetemplatesineditableworddocumentsare
availablebyrequest.PleaseemailIhhealthoutreach@interiorhealth.caattheInterior
HealthAuthority,HIVandHealthOutreachProgram,PopulationHealth.
EditableHandbook:Part4,thepeermentorpolicyandprocedurehandbookisavailable
byrequestasaneditableworddocument.Pleaseemail
[email protected],HIVandHealth
OutreachProgram,PopulationHealth.
HowtoCitethisDocument:Kyte,A.,Pereira,J.(2018).PeersupporttoolkitforpeoplelivingwithHIVand/orhepatitisC:part1gettingstarted:aguidetodevelopanddeliver
peersupportservices.Kelowna,BritishColumbia:CanadianMentalHealthAssociation
Kelowna&DistrictBranch.
ContactInformation:CMHAKelowna:websitecmhakelowna.org,email
[email protected],phone250-861-3644.InteriorHealthAuthority:email
Thecompletetoolkitcanbefoundatwww.interiorhealth.ca/PeerToolkit.
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 6
TheImpactofPeerSupport
AsayoungnewlydiagnosedpersonlivingwithHIVIwas
lost,scared,aloneandisolated.Thesocialgatheringsat
REL8Okanaganplayedamajorroleinbreakingthe
isolationaswellassupportingmeasaperson,aleader
andnewHIVactivist.ThesupportIreceivedatREL8Social
hasgivenmetheconfidencetobeoutaboutmy
diagnosis.REL8hasandcontinuestoempowermetotry
andmakeadifferencewithintheHIVcommunity.
“
“
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 7
14
TheConceptofPeerSupport
WhatisPeerSupport?
Peersupportisthepractical,social,andemotionalsupportbetweenpeopleina
communityofcommoninterest.Peersupportisunique,offeringthekindofsupportand
practicalhelpthatonecanonlygetfromotherswhosharesimilarexperiences.Thereis
no“one-sizefitsall”approachtopeersupportaroundtheworld,butcanbedoneone-to-
oneoringroups,inperson,bytelephoneoronline.1,2
WhyPeerSupport?Peersupporthasbeenwidelyrecognizedtobenefithealthinavarietyofwaysforarange
ofcomplexhealthconcernsincommunitiesacrosstheglobe.3Itisanimportant
complementtootherformsofhealthtreatment.Peersupporthasbeenlargelydiscussed
intheareaofmentalhealthasmakingsignificantcontributionstohealth,healthcare,
healthpromotion,andpreventionofillnessbyimprovingqualityoflife,symptoms,
coping,medicationadherence,satisfactionwithhealth,dailyfunctioningand
management;increasingsocialnetworks;anddecreasingworry;amongotherbenefits.4
ForpeoplelivingwithHIVand/orHepC,“Peersupportcanreallyhelpsomeonecoping
withthephysical,mentalandmoodchangesthatresultfromtreatment.Peersupportcan
helpreducedepressionandfear.Itcanhelpyouunderstandwhatishappeningtoyour
bodyandtodeveloppositivewaystodealwithemotionsandchanges…peersupport
breaksdownisolationandhelpstolinkpeopletoneededresources.”5
ThePhilosophyofPeerSupport6“Thephilosophyofpeersupportisthatindividualshavewithinthemselvestheknowledge
ofwhatisbestforthemandastrongdesiretofindapathtowardsimprovedhealth.The
peersupportersupportsthatpersonastheysearchforthatinnerknowledgeandre-
ignitethathopefuldesire.Peersupportisbasedonrelationshipsinwhicheachpersonis
consideredequalwithintherelationshipandself-determinationishighlyrespected.Peer
supportisfocusedonhealth[andwellbeing]ratherthanonillnessanddisability.Inall
typesofpeersupportrelationships,empatheticunderstandingandexperientiallearning
issharedinanon-judgmentalandsupportivemanner.”6
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 8
Physical
Environmental
Spiritual
Social
Psychological
DefiningWellbeing
Peersupportisfocusedonhealthandwellbeing;whatdoes“wellbeing”meanandhow
doesoneknowifithasbeenachieved?
Theholisticwellnesswheelisonewaytobetterunderstandtheconceptofwellbeing.The
aimofthewellnesswheelistopromotebalancebetweenthefiveareasoflifeandto
recognizeallaspectsareessentialandinterconnected.Achievingbalanceisalifelong
pursuit.Similartopersonalmastery,wellbeingorwellnessisnotsomuchastateto
achieve,butratherapracticetoestablish.Theresponsibilityandroleofthepeermentor
istoidentifyanddeveloppersonalpracticestonurtureeachofthefiveareasoflifeand
supportpeerstodothesameintheirownuniqueway.
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 9
CoreValues
Mutuality
Dignity
SelfDetermin-ation
PersonalIntegrity
Trust
Healthand
Wellbeing
SocialInclusion
LifelongLearning
TheCoreValuesandPrinciplesofPeerSupport6
Mutuality Dignity SelfDetermination PersonalIntegrity
Wevaluethe
empathythatcomes
fromshared
experience
Wehonourand
respecttheintrinsic
worthofall
individuals
Wehonouran
individual’s
autonomyand
inherentrightto
maketheirown
choicesasthey
determinetheirpath
towellbeing
Wevalue
interpersonal
relationshipsthat
honourauthenticity,
trust,respectand
ethicalbehaviorthat
upholdsourCodeof
Conduct
Trust HealthandWellbeing SocialInclusion LifelongLearning
Wearehonest,
reliable,and
accountableforour
actions
Wevaluehealth,
well-being,andthe
powerofhopefor
ourselvesandothers
Werespectdiversity
andvaluesocial
justice
Wevaluepersonal
growththrough
professionaland
personal
development
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 10
PeerSupportStandardsofPractice6
TheStandardsofPracticeincludethefollowingcomponents:
HelpfulResources:Tolearnmoreaboutpeersupportaccreditation,checkoutPeerSupport
(AccreditationandCertification)Canada6anddownloadtheNationalCertificationHandbookfor
free.Gotowww.psac-canada.com/wp-content/uploads/PSACC-Certification-Handbook-
2016.pdf.
Tolearnmoreabouttheelements,guidingvalues,principlesofpracticeforpeersupportcheck
out:GuidelinesforthePracticeandTrainingofPeerSupport(2013)bytheMentalHealth
CommissionofCanada.7Goto
https://www.mentalhealthcommission.ca/English/document/18291/peer-support-guidelines.
• ExperiencelivingwithHIVorHepC(eitherpersonallyorasalovedone)andtheexperienceofwellbeingandreadiness.
LivedExperience
• TherulesthatPeerSupportersagreetofollow.
CodeofConduct
• Theinformaqonandknow-howthatisrequired.
Knowledge
• Theexperienceprovidingpeersupportthatisrequired.
AcquiredExperience
• Thenaturaltalentandacquiredskillsthatarerequiredtoprovidepeersupport.
Competencies
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 11
ThePrinciplesofPractice6
ThePrinciplesofPracticeembodythecharacteroftherelationshipandthephilosophyof
thework.ThePrinciplesofPracticeflowfromtheCoreValuesandwillhelptodefinethe
Standardsforcertificationasapeersupporter.
Peersupporters:•Recognizetheimportanceofan
individualapproachtowellbeing.
•Honourandrespectwhereeach
individualisintheirownuniquejourney,
recognizingthatthefocusisonthe
processandnotjusttheendresult.
•Facilitatetheself-determinationand
theempowermentofpeerstotakean
activeroleintheirhealthandwellbeing.
•Recognizethatthegoals,valuesand
beliefsoftheirpeersmaynotbethe
sameastheirown.
•Arecollaborativeinbuildingequal,
openandtrustingrelationshipswith
peers.
•Sharetheirlivedexperiencesina
mannerthatdemonstrates
compassionateunderstandingand
inspireshopeforhealth.
•Ensurethattheknowledgegainedfrom
personalexperienceisusedinamanner
thatcontributestothewellbeingofthe
peerandthattherelationshipisalways
peer-focused.
•Maintainmutuallyagreeduponlimits
andboundariesinthepeersupport
relationship.
•Respectexternallimitsandboundaries
withinthecontextoftheirroleasapeer
supporter.
•Practiceself-care,monitortheirown
well-beingandareawareoftheirown
needs,aswellaspromoteself-carefor
theirpeers.
•Playanactiveroleinconnectingpeers
tootherresourcesandareopento
seekinghelpwhenneeded.
•Arecollaborativewithcommunity
partners,serviceprovidersandother
stakeholders.
•Aspiretobecurrentwithintheirfieldof
practicebyremainingup-to-date
regardingavailableresources,especially
thosethatarelocallyavailable,andby
engagingincontinuouslearning.
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 12
21
ModelsandStructuresofPeerSupport
Peersupportcanbeofferedinmanywaysbyvariousprovidersindifferentsettingsusing
bothformalandinformalapproaches.Anygivenpeersupportprogramwillincludea
combinationofthreekeycharacteristics.8
Emoqonal
Support
Empathic,caring
interacqons
Informaqonal
Support
Providingknowledgeand
personalexperience
Appraisal
Support
Providinginformaqonto
encouragepersonal
decision-making
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 13
Model1:In-PersonGroupPeerSupport9
Overviewandkeycharacteristics
•Peersupportgroupsdifferintheirpurpose,structure(e.g.meeting
frequency;durationofprogram;lengthofeachmeeting;drop-inversus
registration;useofcurriculumversusopen-ended),format,andthe
engagementoffacilitators.
• Peer-ledsupportgroupsengagegroupleaderswhoarevolunteer
membersofthegroupsharinginacommonexperience.
• Supportgroupsledbyaprofessional(e.g.healthcareproviders)or
professionalguestspeakeruseeducationalresourcesanddecision-
makingprocessestoguidegroupdiscussions.
•Supportgroupscanfocuson:emotionalsupport,socialization,educationor
lifeskills,storytelling,informationsharing,
pre-treatmentengagementorwellnessactivities.
Potentialchallenges
• Peersmaybehesitanttosharetheirpersonalfeelingswithothers.
• Theremaybelimitedtimeandresourcestoparticipate(e.g.childcare,
transportation,workschedules).
• Potentiallackofsharedsocialidentity(e.g.age,gender,background,
recentversuslongstandingdiagnosis).
• Maintainingconsistentattendance.
• Meetingdiverseneedsinonegroup(e.g.emotionalsupportforpeer
experiencingdepressionandsocializationforpeerwantingconnectionand
fun).
• Peer-ledgroupscanexperienceaperceivedpowerimbalancebetween
peersandfacilitators.
Keyconsiderationswhendevelopingprograms
• Createarelaxedatmospherewheremembersfeeltheycansharetheir
experiencesandprovidesupporttoothers.
• Meetingtimesandlocationsshouldsuitthegroupneeds.
• Includeactivitiesinvolvinginformationandexperiencesharing.
• Developcriteria(e.g.communicationandleadershipskills;experiencewith
thesupportgrouptopic)toscreenandselectprogramfacilitators
(professionaland/orpeer).
• Activitiesthatfocusonsocializationandfuncaneasegrouptensionand
allowsupportiveconversationstoemergenaturally(e.g.ApplestoApples
orothernon-competitivegames).
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 14
Model2:OnlinePeerSupport9
Overviewandkeycharacteristics
• Onlinesupportusestechnologytoconnectpeers.
• Mayprovidesupportinananonymousandnon-judgmentalway.
• Typicallycost-effectiveandconvenient(e.g.duetolivinginaremotearea;
balancingemploymentandchildcareresponsibilities).
• Onlinepeersupportcanbepublic(opentoallusers)orprivate(password
accessonly).
• Onlinepeersupportcanbeofferedviadiscussionboard,chat,e-mail,live
meetings.
• One-to-onediscussion,andopengroupforums.
• Communicationmayinvolvereal-timediscussion(synchronous)orreading
andrespondingtomessageswhenitisconvenientfortheuser
(asynchronous).
• Peers,professionalsorbothmaybeinvolvedincommunications.
• Consideredavaluablecomplementtoface-to-facecommunication.
Potentialchallenges
• Accesstocomputers/internet.
• Technicalproblems(e.g.privacy;security).
• Receivingalargevolumeofemailsorlackofrepliestomessages.
• Receivingnegativemessagesorimpulsivestatements.
• Inabilityto‘hear’toneofvoiceorseenon-verbalexpressions.• Difficultyestablishingrapport,meaningfulrelationships.
Keyconsiderationswhendevelopingprograms
• Provideanorientationtoonlinesupporttohelppeersbesuccessfuland
getwhattheyneedfromthismodel.
• Chooseaplatformthatiseasytoaccess.Considerremovingthe
registrationstepandhaveamoderatormonitorusageforsecurity.
• Offerongoingtechnicalassistance.
• Considerusingmorethanoneplatformforconnection(e.g.text-basedchat
andvideoconferencing;videoconferencingsystems:zoom.usor
skype.com).
• Provideusernamesandpasswordstomaintainconfidentialityandsecurity.
• Provideguidelinestoassistonlinesupportusers(e.g.typingincapital
lettersisconsideredshouting).
• Providetraining(e.g.skilldevelopment)andclearguidelinestofacilitators
whodeliveronlinepeersupport(e.g.howtobuildrapport;howto
interpretandreflectondiscussions).
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 15
Model3:One-to-OnePeerSupport9
Overviewandkeycharacteristics
•One-to-onepeersupportprogramsoffersupportstoindividualslivingwith
HIVand/orHepCbyindividualslivingwithHIVand/orHepCwhounderstand
thestressandchallengesbyvirtueofsharedexperience.
•Experiencedpeerswhoprovidesupportarereferredtoaspeermentorsand
arematchedone-to-onewithareferralorreferredpeerwhoisseeking
support.
• Peersarematchedbasedoncriteriatoensuretherelationshipmeetsthe
needsofbothpeopleinvolved.
• Theseprogramsareflexibleandoftenvaryintheirstructureandset-up
dependingonthecontext(e.g.one-to-onemeetingscanhappenin
person,onthephone,online,oracombinedapproach;themeeting
lengthanddurationcanbesetoropenandongoing;thefocuscanbe
specificgoalsettingorinformalemotionalsupportandsocial
connection).
• Facilitationbyahealthcareprofessionalmayenhanceprogram
effectivenessandaidinmonitoringforpotentialdeleteriouseffectsof
peermatching.
• Providesthementoranopportunityto‘giveback’.
Potentialchallenges
• Smallerorruralcommunitieshavefewerpeersandpeermentors,
limitingoptionstocreatesuccessfulmatches.
• Challengeswithconfidentialitycanariseinsmallercommunities.
• Highlevelofresponsibilityonpeermentor.
• Potentialtostrayoutsideofscopeofpractice(e.g.assessmentofpeer,
advice-giving).
Keyconsiderationswhendevelopingprograms
• Ensurementoriskeptsafe.
• Seekhelpers,notrescuers.
• Mentorsrequireinitialandongoingtraining.
• Mentorsrequireongoingsupportandsupervision.
• Thehealthandwellbeingofmentorswillfluctuateandrequireflexibility
andaccommodation.
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 16
HelpfulResourcestoGuidetheStart-UpofPeerSupportServices
Resource Link HowItCanHelp
PeerSupportGuideforParentsofYouthwithMentalHealthProblems,CanadianMentalHealthAssociation,BCDivision10
http://www.cmha.b
c.ca/wp-
content/uploads/20
16/07/ParentPeerSu
pportGuide.pdf
Offerspracticalsupportsforstartingpeer
supportgroupsincludingthefollowing
appendices:sampleinitialinvitation,
samplefirstmeetingagenda,samplesign-
upsheet,howtobeagoodgroup
member,samplevolunteersign-upsheet,
andmore.
PeerSupportBestPracticeToolkit:Aresourceforindividualsdevelopingandprovidingpeersupportprogramsforfamiliesofchildrenwithmedicalcomplexityandotherlifelongdisabilities11
https://hollandbloor
view.ca/Assets/Evid
ence%20to%20Care
/Peer%20support%2
0toolkit/EtC_PeerSu
pport_Section3_FA.
Offerspracticalguidanceforstartingup
peersupportservicesincluding
considerationsonsetting,timing,size,
andfrequency(p.7),programevaluation
(p.15),andacomprehensiveresource
matrixthatsummarizesresources,
templates,andtoolstohelpgetstarted
(p.18-20).
PeerNetBC12 http://www.peernet
bc.com/resources
Offersfreeresourcesincludingtipsfor
startingruralpeersupportgroupsandsix
stepstostartingpeersupportgroups.
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 17
CaseStudy:OnlineHIVPeerSupport–REL8Okanagan’sPOZLinxProgram
ProgramDescriptionPOZLinxisanonlinevideochatforpeople
livingwithHIVinBC.Itwasstartedtohelp
breakdowntheisolationfeltbysomany,
especiallythoselivinginremoteareas.It
isoffered2timespermonthonThursday
eveningsviaZoomvideoconferencing
service.Participantscanchoosetohave
videoonoroffiftheyprefertoremain
anonymous(voiceonly).Sofar,every
participanthaschosenvideo.POZLinxhas
amoderatorwhocanscreenparticipants
andejectanyonethatisabusive,
disruptiveornotHIVpositive.Todate,
thishasnotbeennecessary.Technical
supportisofferedviaemail.
Challenges• GettingthewordoutthatPOZLinx
exists.
• Fear-basedstigmacanpreventpeople
fromparticipating.
• Costs:Monthlyfeeforadministratorof
Zoom,advertisingislimitedtono-cost
socialmediaoptions.
• LackorlimitedInternetaccessinsome
partsofBC.
• Technophobiaorlackofexperience
withtechnology.
Successes• Theserviceisavailableoncomputers,
laptops,smartphonesandtabletswith
anyoperatingsystem.
• Newconnectionshavebeenmade
betweenparticipants.
• Discussionsarelivelywithafullrange
oftopicsbroughtupbythe
participants(notjustHIVtalk).
• Thereisalotoflaughterandgood
cheer,oneofREL8Okanagan’s
barometersofsuccess.
• Repeatparticipationbypeersover
severalsessions.
Recommendations• Approachyourhealthauthorityfor
fundingandpromotionsupportand
buildastrongrelationshiptoensure
practitionersandstaffconfidently
refertoyourprogram.
• Getalinktoyourprogramonthe
healthauthoritywebsite.
• IdentifyplaceswithfreeWi-Fiaccess
availableforprogramparticipantsat
thetimestheyneedit.
• Encouragethehealthauthorityto
providefreeWi-Fiinsafespaces.
ResourcesandContactInformation:VisitREL8Okanagan’swebsiteatrel8okanagan.comforfurtherinformationandlogin
instructions.Emailcontact:[email protected].
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 18
34
PeerMentorScopeofPractice
Thefollowingroles,responsibilities,andrights13togethermakeupthepeermentor’s
scopeofpractice.Theseroles,responsibilitiesandrightsarereflectedinthepeermentor
generalroledescriptiontemplateprovided.
Peermentorroleincludes:• relationshipdevelopment(buildtrust),
• emotionalandsocialsupport(provideempathyandhope),
• sharingknowledgeandinformation,
• wellnessplanning,
• raisingawarenessofHIV/HepCissues.
Peermentorresponsibilitiesinclude:• programplanning,
• relationshipdevelopmentwithpeersupportserviceproviders,
• attendanceattrainings,
• meetingparticipation,
• documentationrelatedtoprogramparticipantinteractions,
• self-care/personalwellnessplanning.
Peermentorrightsinclude:• righttochoosehowtonavigatethedualroleofservicereceiverandserviceprovider,
• righttoreceiveservicefrom[AGENCY]oranexternalagency,
• righttoreceiveservicefromastaffpersonat[AGENCY]whoisnotadirectsupervisor,
dependingonpreference,
• righttoflexibilityandaccommodationtomaintainhealthandwellbeing,
• righttounderstandhowapeermentorrolefitswithin[AGENCY]’sstructureorchart.
Thefollowingareoutsidethescopeofpracticeforpeermentors,butwouldfallwithinapeernavigator’srole:• programparticipanteducation,
• carecoordinationsupport,
• healthcareappointmentsupport,
• assessment,
• self-managementskillssupport.
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 19
YOURLOGOHERE PEERMENTORROLEDESCRIPTIONNameofposition:PeerMentor
Department:PeerSupportServicesTypeofposition:Volunteer
MISSION:Insertyourorganization’smissionhere.
PEERSUPPORTPHILOSOPHY1:Thephilosophyofpeersupportisthatindividualshavewithinthemselvestheknowledgeofwhat
isbestforthemandastrongdesiretofindapathtowardsimprovedhealth.
Thepeermentorsupportsthatpersonastheysearchforthatinnerknowledgeandre-ignitethat
hopefuldesire.
Peersupportisbasedonrelationshipsinwhicheachpersonisconsideredequalwithinthe
relationshipandself-determinationishighlyrespected.Peersupportisfocusedonhealthand
wellbeingratherthanonillnessanddisability.
Inalltypesofpeersupportrelationships,empatheticunderstandingandexperientiallearningis
sharedinanon-judgmentalandsupportivemanner.
GOALSOFPEERSUPPORT:Peersupportstrivesforwellnessofthewholepersonthroughempoweringrelationships,
engagementinmeaningfulactivities,andnurturingtheabilitytoexperiencehappiness2.Our
peersupportservicesaimtobreakisolationandprovidesocialandemotionalsupportand
connectionforpeoplelivingwithHIVand/orHepCbypeoplelivingwithHIVand/orHepC.Our
programsofferastructuredsupportiveenvironmentwithonetooneandgroupsupport.
-[AGENCYNAME] [PHONE#] [EMAIL] [WEBSITE]-
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 20
PEERSUPPORTCOREVALUES1:
Mutuality Dignity SelfDetermination PersonalIntegrity
Wevaluetheempathy
thatcomesfrom
sharedexperience.
Wehonourand
respecttheintrinsic
worthofall
individuals.
Wehonouran
individual’sautonomy
andinherentrightto
maketheirown
choicesasthey
determinetheirpath
tohealthand
wellbeing.
Wevalue
interpersonal
relationshipsthat
honourauthenticity,
trust,respectand
ethicalbehaviorthat
upholdourCodeof
Conduct.
Trust HealthandWellbeing SocialInclusion LifelongLearningWearehonest,
reliable,and
accountableforour
actions.
Wevaluehealth,
wellbeingandthe
powerofhopefor
ourselvesandothers.
Werespectdiversity
andvaluesocial
justice.
Wevaluepersonal
growththrough
professionaland
personal
development.
PEERMENTORCOREROLES3:• Relationshipdevelopment:peermentorsuselivedexperiencetobuildtrustovertime.
• Emotionalandsocialsupport:peermentorsuseempathyandactivelisteningfreeofshame
andblametoprovidesafeandnon-judgmentalspaceswherepeersfeelheard,valuedand
regardedaswholehumanbeings.
• ShareKnowledgeandInformation:peermentorsshareaccurateinformationandresources
usinglanguagefamiliartopeersthatcanhelppeersachievetheirhealthandwellnessgoals.
PeerMentorsaresupportedbysupervisorstoknowtheirlimitationsandcompetenciesand
willseekoutotherreferralswhennecessary.
• Wellnessplanning:peermentorshelppeersidentifyandassesstheirstrengthsand
challengesandhelpthemdevelopaplantoachievetheirhealthandwellnessgoals.
• RaisingAwareness:peermentorscanplayaroleinraisingawarenessofsystemicissuesthat
impactthecareofpeoplelivingwithHIVand/orHepC.Peermentorscanusetheirpersonal
experiencetoidentifytheneedforchangeandadvocateforchangesthatwouldimprove
servicesandbenefitpeers.Onewaypeermentorsachievethisisbysharingtheirpersonal
story.
PEERMENTORRESPONSIBILITIES3:• Peermentorsplan,coordinateandorganizeactivitiesrelatedtothepeerprogram,including
facilitatingsupportgroups,socialactivities,celebratingsuccessesand/orone-to-one
mentoring.
• Peermentorsmaintainandsustaincollaborativerelationshipswithpeerswiththesupport
andfacilitationofprogramsupervisors.
• Peermentorsmaintainup-to-dateknowledgeofavailablecommunityandclinicalservices,
withthesupportofprogramsupervisors.Peermentorssharenewknowledgewithprogram
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 21
supervisorsandothermembersofthepeermentorteam.
• Peermentorsattendrelevantmeetings.Thismayincludetrainings,mentoring,debriefing,
planning,supportandsupervisionmeetings.
• Peermentorstakeaperson-centeredapproach(relationshipisthefoundation)thatis
consistentwithprogramvalues.
• Peermentorsareattentiveandresponsivetotheirownself-careneedsastheyarise.Peer
mentorsdevelopandpracticeapersonalwellnessplanthatpromotesbalancebetweenthe
fiveareasoflife:psychological,social,physical,spiritualandenvironmental.Indoingso,peer
mentorsactaspositiverolemodels.
• Peermentorspromotethevaluesofpeersupport.
• Peermentorsadheretoprogrampolicies,includingcommunication,punctualityand
confidentialitypolicies.
• Peermentorsmaintainconfidentialdocumentationofworkwithandforpeersaccordingto
programpolicies.
• Peermentorsreportanyimmediateconcernstopeersupportstaff.
PEERMENTORRIGHTS:• Righttochoosehowtonavigatethedualroleofservicereceiverandserviceprovider.
• Righttoreceiveservicefrom[AGENCY]oranexternalagency.
• Righttoreceiveservicefromastaffpersonat[AGENCY]whoisnotadirectsupervisor,
dependingonpreference.
• Righttoflexibilityandaccommodationtomaintainhealthandwellbeing.
• Righttounderstandhowapeermentorrolefitswithin[AGENCY]’sstructureorchart.
ACCOUNTABILITY:
• Peermentorreportsto[NAME],[TITLE].
PERFORMANCEEXPECTATIONS:• Knowyourscopeofpractice(roles+responsibilities+rights).• Complywithprogrampolicies.• Maintainhealthyboundaries.
• Haveapositiveattitudeanddemeanor.
• Haveaneatandcleanappearance.
• Beprompt.SKILLS,ABILITIES,ANDPERSONALATTRIBUTESOFAPEERMENTOR:
• Livedexperience.
• Interpersonalcommunication.
• Criticalthinking.
• Teamworkandcollaboration.
• Ethicsandreliability.
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 22
QUALIFICATIONS:• First-handexperiencelivingwithHIVand/orHepCandtreatment/care.
• Peersupportmentortrainingcompleted;otherrelevanttrainingconsidered.
• Criminalrecordchecktoensurethatmentorsdonotposearisktotheirpeers.The
criminalrecordcheckisusedonlytoensurethatmentorsdonothaveahistoryof
violence.Recordsassociatedwithstreetinvolvementsuchasdrugoffensesandpetty
crimesarenotabarriertoparticipationintheprogram.
TIMECOMMITMENT:Minimum1yearcommitment.[AGENCY]WILLPROVIDE:
• Peermentortraining.
• Anorientationtotheorganization.
• Asupportiveteamenvironment.
• Ongoingfeedback&support.
• Referenceforlong-term,reliablevolunteers.
Thefollowingsourceswereusedoradaptedinthecreationofthisdocument:1. PeerSupport(AccreditationandCertification)Canada.(2016).Nationalcertificationhandbook-
version3.Retrievedfromhttp://www.psac-canada.com/wp-content/uploads/PSACC-Certification-
Handbook-2016.pdf
2. Sunderland,K.,Mishkin,W.,PeerLeadershipGroup,MentalHealthCommissionofCanada.(2013).
GuidelinesforthePracticeandTrainingofPeerSupport.Calgary,AB:MentalHealthCommissionof
Canada.Retrievedfrom:http://www.mentalhealthcommision.ca
3. CATIE:Canada’ssourceforHIVandhepatitisCinformation.(2017).PracticeGuidelinesforPeerHealth
Navigators.Manuscriptinpreparation.
-[AGENCYNAME] [PHONE#] [EMAIL] [WEBSITE]-
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 23
4 PeerMentorRecruitment-Findingtherightpeopleattherighttime…
CATIE13recommendsagenciescompleteacandidatereadinessassessmenttofigureoutif
anindividualisreadytobeapeernavigator.Thisrecommendationholdstrueforpeer
mentorsaswell.
“ItisimportantthatpeoplelivingwithHIV[and/orHepC]determinewhethertheyare
emotionally,mentally,physically,andspirituallyreadytoworkaspeerhealthnavigators
[orpeermentors].Conductingareadinessassessmentmayreducethepotentialfor
negativeimpactsonthehealthandwellnessofnavigators,andperhapsalsofuture
programparticipants.Whenconsideringwhethertobecomeapeernavigator,people
livingwithHIV[and/orHepC]needtothinkaboutjobexpectations,abilitytoperformthe
tasksrequired,andemotionalreadiness.”13
Recommendation:ReadChapter4:Programmanagement–Recruitmentandselectionof
peerhealthnavigatorsinthePracticeGuidelinesforPeerHealthNavigators13before
startingtherecruitmentprocess.
PromotionStrategiesItisimportanttodecidewhattheprimarygoalofyourpromotioneffortsis.Forexample,
agrouporagencycanchoosetopromote:
• anopportunitytoworkorvolunteerasapeermentorthatincludespeer
mentortrainingor
• atrainingopportunitythatpreparesindividualsforpeermentoring,butdoes
notrequireacommitmenttoworkingorvolunteeringasapeermentor.
Example:CMHAKelownaPeerSupportServicestakesthefirstapproachtokeep
expectationsclearfromtheonsetthatthetrainingisintendedtoresultinaminimum1-
yearcommitmenttopeermentoringwithCMHAKelowna.Theprimarygoalofthe
trainingatCMHAKelownaistorecruitandtrainnewpeermentorstoincreasethe
deliveryofourpeersupportservices.
Insomecasesitmaybebeneficialtopromotethepeermentortrainingasapersonaland
professionalskillsdevelopmentopportunity,suchasincaseswheretheanticipated
numberofapplicantsislow.Similarly,itmaybenecessarytoremainflexibleinregardsto
volunteercommitmentexpectationsattachedtothetraining.Ifpeersupportisnewtoa
community,theprimarygoalofpeermentortrainingmaybetospreadknowledgeand
understandingofthebenefitsofpeersupport,increaseskillsofsupport,andbuildsocial
connectionsinthecommunity.Inanycase,itisimportanttodecideonthegoaland
strategyforrecruitmentbeforepromotionstarts.
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 24
ExampleRecruitmentProcess1.Promotegenerallyandbroadlybypostingthepeermentorvolunteerandtraining
opportunityonagency/groupwebsite,socialmedia,andatlocalinformationhubs
(examplesinKelowna:volinspire.com,castanet.net,kcr.ca).Includeinformationonhow
togetanapplicationpackage.
2.Promoteinatargetedwaybyemailinganddeliveringthepostingtocommunity
agencies,groups,andhealthprofessionalswhohavecontactwithpeoplelivingwithHIV
and/orHepC,incoffeeshops,bars,andothergatheringplaces,andpersonallyinvite
individualsyouidentifyaspotentialcandidates.Includeinformationonhowtogetan
applicationpackage.
3.Hostaninformationsessiontomeetpotentialcandidatesinpersonandtalkindetail
aboutthepeersupportprogramandopportunitytobecomeapeermentor.
4.Receiveapplicationsandreferrallettersandrespondtoapplicantstoconfirmreceiptof
applicationandprovideclearinformationofnextstepsandtimelinefortheprocess.
5.Screenapplicationsanddeterminewhichapplicantswillreceiveaninterviewfor
trainingandwhich(ifany)willnot.Notifytheapplicantsandsetupinterviewswiththe
potentialcandidates.
6.Interviewpeermentorcandidatestodeterminesuitabilityforpeermentortraining.
7.Notifycandidatesoftheresultsandsendtraininginvitationstosuccessfulcandidates.
8.Hostpeermentortraining.
9.Conductapost-traininginterviewwitheachcandidatewhohassuccessfullycompleted
trainingtodeterminesuitabilityforpeermentoringandprovidefeedbackonparticipation
intrainingifappropriate.Ifanycandidatesdonotcompletethetraining,meetwiththem
todeterminewhat(ifany)involvementtheywouldliketohavewithpeersupportand
providetangiblenextstepstomakethathappen.
10.Notifycandidatesofthepost-traininginterviewresultsandinvitesuccessfulpeermentor
candidatestoattendapeermentororientationandplanningmeeting.
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 25
Wearelookingforpositiveandrespectfulindividualstoprovidesupportone-to-onein
communityand/orinagroupsettingat[AGENCY].Peersupportserviceshelptoreduce
isolationandcanincreasefeelingsofself-esteem,confidence,acceptance,andbelonging.
Requirements:
• PersonallivedexperiencewithHIVand/orHepC.
• Ahealthprofessional’srecommendation.
• Willingnesstoundergoaninterviewandcompletepeermentortraining
providedby[AGENCY].
• Criminalrecordchecktoensurethatmentorsdonotposearisktotheirpeers.
Thecriminalrecordcheckisusedonlytoensurethatmentorsdonothavea
historyofviolence.Recordsassociatedwithstreetinvolvementsuchasdrug
offensesandpettycrimesarenotabarriertoparticipationintheprogram.
• Committingtoideally2-3hoursofvolunteeringperweekforaminimumof1
year.
• Owntransportationoraccesstopublictransportation.
VolunteersWanted!HIV/HepCPeerSupportServices
To Apply: Contact {NAME/EMAIL/PHONE] at [AGENCY] Applications wil l be accepted unti l: [DATE]
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 26
ExamplesofSocialMediaPostsforRecruitmentTips:• Ensureitiseasytoaccessanapplicationformorcontactinformationinevery
post/tweetyoucreate.Peopleoftengetlostorgiveupiftheyhavetoclickmorethan
1-2times.• Ifyourorganizationhasaccesstowelcomingphotos,videos,and/ortestimonials,
thoseareperfectforrecruitingonsocialmedia.
• IfusingInstagram,choosewelcomingphotosandusetweetexamplesforthetext
description.
ExampleTweets:1.WearelookingforpeermentorswithlivedexperienceofHIVorHepC.Forapplication
tobegintraining,visit:[websiteaddress]
2.WanttomakeadifferenceinthelivesofotherswithHIVorHepC?Applytobeapeer
mentortoday!Visit:[websiteaddress]
3.TrainingforournewpeermentorprogramforthoselivingwithHIVorHepCbegins
soon!Applytoday,visit:[websiteaddress]
ExampleFacebookPost:
WanttomakeadifferenceinthelivesofotherslivingwithHIVand/orHepC?Weare
startinganewPeerMentorProgramandwanttohearfromyou!
SuccessfulPeerMentorCandidateswillreceivetrainingbeforebeingmatchedwithapeer
aswellasongoingtrainingandsupport.[Includeasentenceaboutongoingtime
commitment].[Includeasentenceaboutcompensationorhonorarium].
ForaPeerMentorapplicationform,visit[websitelink].Applicationsmustbereceivedby
[date].Questionscanbesentto[name]at[emailaddress].
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 27
YOURLOGOHERE BECOMINGAPEERSUPPORTMENTORKeyRoleOurpeersupportservicesaimtobreakisolationandprovidesupportfrompeoplewho
understandwhatit’sliketolivewithHIVand/orHepatitisC.Ourservices:
o connectpeoplewithHIVand/orHepCinastructuredsupportiveenvironment;
o providesupportforhealthandwellbeing;
o offerbothgroupandone-to-onementorshipopportunities.
ApplyingforMentorTraining1. Filloutandsubmitthefollowingforms:
1. ApplicationforPeerSupportMentorTraining,
2. ReferralfromaHealthProfessional.
2. Submittheapplicationto[AGENCYNAME]eitherinpersonorto[EMAIL]with“peermentor
trainingapplication”typedintheemailsubjectline.
3. Thepeersupportteamwillcontactyoutosetupatimeforaninterviewtoassesssuitability
forthetraining.
Prerequisites:o ApplicantsmusthavelivedexperienceofHIVand/orhepatitisC.
o Applicantsaremaintainingtheirownpersonalwellnessandabletosupportothers.
o Applicantsmustbe19yearsofageorolder.
o Adesiretolearnandpracticeskillsofcommunication,supportandgroupfacilitation.
Afterthetrainingiscomplete:Note:Completingthetrainingwillnotensureyouautomaticallybecomeapeermentor.• Thepeersupportteamwillconductinterviewsposttrainingtoassesssuitabilityforthepeer
mentorroleandtodetermineifthetraineeisasuccessfulcandidate.
• Uponacceptance,thementormustcomplete:o ACriminalRecordCheckformtoensurethatmentorsdonotposearisktotheirpeers.The
criminalrecordcheckisusedonlytoensurethatmentorsdonothaveahistoryofviolence.
Recordsassociatedwithstreetinvolvementsuchasdrugoffensesandpettycrimesarenota
barriertobecomingamentor.
o OathofConfidentialityform.o Attendmonthlypeermentormeetings.o Committoideally2-3hoursofvolunteeringperweek.
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 28
Abriefdescriptionofvolunteerroles:• ONETOONEPEERMENTORING
[Example:ProvidessupportforpeoplecopingwiththeisolatingeffectsofHIVand/orHepC.Apeermentormeetswithapeerincommunityonceaweekforupto10visitsandprovides
emotionalsupportandhelpwithgoalsetting.]
• GROUPPEERSUPPORTFACILITATOR[Example:Facilitatesthepeersupportmeeting,helpsparticipantstofeelwelcomedand
comfortable,takesattendance,leadsopeningactivitysuchasreadingapoem,quoteor
inspirationalstorytosetthetoneofthegathering,leadsasmallgroupcheckin,thankspeers
forparticipating.]
• PEERSUPPORTOUTINGFACILITATOR[Example:Facilitatesasocialoutinginthecommunityduringtheeveningtohelpbreak
isolationoutsideofregularprogramhoursandhelpsparticipantstofeelwelcomedand
comfortableandsafe.]
-[AGENCYNAME] [PHONE#] [EMAIL] [WEBSITE]-
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 29
YOURLOGOHERE APPLICATIONFORVOLUNTEERHIVAND/ORHEPATITISCPEERMENTORTRAININGPROGRAM
Youmustbe19yearsoroldertoapply
Date:__________________________________________________________________________
Name:_________________________________________________________________________
Address:_______________________________________________________________________
Phone:_______________________________(home)______________________________(cell)
Email:_________________________________________________________________________
Canweleaveamessageatnumberprovided?(Circleyouranswer)YES/NO
Genderyouidentifywith:_________________________________________________________
DateofBirth:___________________________________________________________________
EmergencyContactName:________________________________________________________
EmergencyContactPhone:________________________________________________________
AllinformationiskeptconfidentialPleaseassessyourreadinesstobecomeapeermentorbyansweringthefollowingquestions(use
thebackofthispageorattachadditionalpagestoyourapplication):
o AmIcomfortablebeingidentifiedasapersonlivingwithHIVand/orHepC?
o Whatisbehindmymotivationinbecomingapeermentor?
o DoIknowthelatestinformationnecessarytobeapeermentor?AmIwillingtolearn?
o HowmuchtimeandenergyamIwillingandabletogive?
o WhatdoIenjoydoing?Whatissuesareimportanttome?
o Istheorganizationtherightfitforme?
o Doestheorganizationofferincentives,supportsoropportunitiesforgrowthbothpersonallyandprofessionally?
-[AGENCYNAME] [PHONE#] [EMAIL] [WEBSITE]-
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 30
YOURLOGOHEREREFERRALFROMAHEALTHPROFESSIONAL(NURSE,DOCTOR,COUNSELLOR,CLINICIAN)
DATE:____________________________________
NAMEOFAPPLICANT:_______________________________________________________
Theindividualabovehasappliedtoparticipateinatrainingprogramtobecomeapeer
mentorthrough[AGENCY].Thisvolunteeropportunityrequiresthattheapplicanthas
livedexperiencewithHIVand/orhepatitisCandiscurrentlymaintainingemotionaland
physicalwellbeingastheywillbehelpingtosupportotherslivingwithHIVand/or
hepatitisCuponthecompletionoftraining.
Bysigningbelowyouareagreeingthattheapplicantissuitablefortrainingandto
continueonasavolunteeraftertraining.
__________________________________________________________________
Referralsourcename(pleaseprint)
__________________________________________________________________
Referralsourceagencyandcontactnumber(pleaseprint)
__________________________________________________________________
Signature
Pleasefaxthisformto[NUMBER]oremailitto[EMAILADDRESS].
Thankyou.
-[AGENCYNAME] [PHONE#] [EMAIL] [WEBSITE]-
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 31
YOURLOGOHEREPEERMENTORRECRUITMENTAGENCYRESPONSIBILITYCHECKLIST
Throughouttherecruitmentprocess,itisimportantforyourorganizationtosupportand
guidetheself-assessmentprocessforthepeermentorcandidate.
Additionally,ensurethatyousupportandguidetheassessmentofthecandidate’s:
o abilitytocommittotheposition,
o emotionalreadiness,
o alcoholanddruguse,
o comfortwithdisclosure,
o abilitytomaintainboundaries,
o work/lifebalance,
o self-carepractices,
o compatibilitywithyouragency,
o abilitytomaintainownhealthandwellnesswhilesupportingothers,
o tendencytobeahelpervs.arescuer,
o abilitytotakefeedback.
-[AGENCYNAME] [PHONE#] [EMAIL] [WEBSITE]-
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 32
YOURLOGOHERE PEERMENTORAPPLICANTINTERVIEW
QUESTIONS
INTERVIEWERNAME:
PEERMENTORAPPLICANT:
DATE:
1.Whatmotivatedyoutoapplyforthistrainingprogram?
2.Describewhat“peersupport”meanstoyou,andhowyoufeelitwouldbenefitapersonwitha
HIVand/orHepC.
3.WhatisoneexperienceyouhavehadlivingwithHIVand/orHepCthatwouldhelpyouinthe
roleofapeermentor?
4.Doyouthinkyouareinagoodplacetobeabletoprovidesupporttoothers?Howdoyou
know?
5.Whatskillsandpersonalstrengthswouldyoubringtothepeersupportprogram?
6.Tellusaboutanypreviousvolunteerorworkexperiencethatwouldhelpyouinapeermentor
role.
7.AreyoufamiliarwithcommunityservicesandsupportsforpeoplelivingwithHIVand/orHep
C.Doyouconsideryourselfknowledgeableinthisarea?Wheredoyougoforinformation?
8.Whatisyourexperiencewithdiversity?
9.Tellusaboutatimeyouinteractedwithsomeonewhowasdifferentfromyou–whatwasthe
situation,whatdidyoudo,andwhatwastheoutcome?(situation,action,result)
10.Tellusaboutatimesomeonegaveyouunwantedfeedback.Whatwasthesituation,whatdid
youdo,andwhatwastheoutcome?(situation,action,result)
11.Tellusaboutatimeyouhelpedsomeone.Whatwasthesituation?Howdidyouknowthe
personneededhelp?Whatdidyoudoandwhatwastheoutcome?(situation,action,result)
12.Howmuchtimedoyouhavetovolunteer?Whatisyouravailability?
13.Doyouhaveanyquestions?
Whichpeersupportservicesareyouinterestedin?(Pleasecheckallthatapply)
o OnetoOnePeerMentoring
o GroupPeerSupportFacilitatoro PeerSupportOutingFacilitator
o ActivityFacilitatoro PublicSpeaking
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 33
YOURLOGOHERE
PEERMENTORPOST-TRAININGINTERVIEW
INTERVIEWERNAME:
PEERMENTORCANDIDATE:
DATE:
Selectthequestionsyoufeelaremostrelevant.
1.Nowthatyouhavecompletedthepeermentortraining,doyouthinkyouwillbea
goodfitforourpeersupportprogram?Whyorwhynot?
2.Tellussomethingnewyoulearnedduringtrainingandsomethingnewyoulearned
aboutyourself.
3.Pleasedescribeyourunderstandingofthepeer/mentorrelationship.Whatarethe
maindifferencesbetweenacounsellorandapeermentor?
4.Define“confidentiality”.Inwhatcircumstancewouldyoubreakconfidentiality?Who
wouldyoutalkto?
5.Whatskillsdoyoubelievearemostimportantinbeinganeffectivepeermentor?
6.Arethereanyareaswithinthepeermentorrolethatyoumayfindchallenging?
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 34
7.Howwillyouidentifyifyouarebecomingunwellandunabletomaintaina
peer/mentorrelationship?Howwillyoutakecareofyourownwellbeingandwhat
supportyouneedfromstaff?
8.Peer/MentorRelationshipProcess
• Howwouldyouapproachthebeginningofthepeer/mentorrelationship?
• Howwouldyoumaintaintherelationship?
• Howwouldyouhandletheendofthepeer/mentorrelationship?
9.Pleasedescribetheapproachyouwouldusetohelpyourpeerwithgoalsetting.
10.Whatisconsideredappropriate“self-disclosure”?Whatwouldbeinappropriate?
11.Whatisyourunderstandingof“boundaries”?Describeyourpersonalboundaries,
andhowyouwouldpresentthemtoothers.
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 35
ScenarioQuestions:
“Oneoftheparticipantsinthepeersupportgroupalwaysputsmedownafterthe
meeting.Iamgettingsickofitandamthinkingaboutquittingthegroup.”
“Iamhavingreallybadsideeffectsfromthemedicationmydoctorprescribed.IthinkI’m
goingtostoptakingmymedication,Iwillfeelbetterwithoutit.
“I’mtiredoffeelinglikethis,I’msooverwhelmedandIwantitalltoend.Ithinkeveryone
wouldbebetteroffwithoutmeanyways.”
Youarefacilitatingthesmallgroupcheck-in.Onepeerissharingaboutanargumentthey
hadearlierintheday,andsomeoneinthegroupsays,“Areyoutalkingaboutthatfight
withSharontoday?”Whatdoyoudo?
Youareparticipatinginapeersupportgroupactivitywhenoneofthepeersbecomes
agitatedandaggressive,directingitatyou.Whatwouldyoudo?
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 36
Whatpeermentorservicesareyouinterestedindoing?
o OnetoOneMentoring
o GroupFacilitationo GroupOutingso SocialActivityPlanningo PublicSpeaking
Ifyouwouldliketohaveanopportunitytoexperienceoneormoreoftheactivitiesabove
byshadowingapeermentorbeforesigningup,pleaseletusknowandwewillarrangeit.
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 37
54
PeerMentorCompensation
Agenciesareresponsibleforcompensatingpeermentorsforworkperformedandfor
workexpenses.Compensationincludesmonetaryandotherbenefits.Accordingtothe
“NothingAboutUsWithoutUs”guidelines14,compensationincashisbestpractice.As
such,ifpossiblecashshouldbeofferedfirstandpeermentorsshouldbeinvolvedin
decision-makingregardingthisoralternatepaymentoptions.Inadditiontomonetary
compensation,peermentorscanreceiveotherbenefitssuchas:
• workshopattendance,
• professionaldevelopmentopportunitiesthatenablepeerstobuildtheirskills,
• conferenceattendance,
• socialevents,
• vouchers,
• giftcertificates,
• food.
PaidEmployeeorVolunteer?Inordertodeterminewhattypeofcompensation(honoraria,hourlywage,salary,etc.)
makesthemostsense,firstdecideifthepeermentorrolewillbevolunteerorpaid
employment.
PaidEmployee“[Peermentors]receivingpaidemploymentearningsreducesstigmabypayingwages
comparabletootheremployees,increasesopportunitiesforadvancement,encourages
ongoingandsustainablepeerengagement,andgivesasenseofresponsibilityandagency
toemployeesthroughjobtitleandduties.Hiringpeersasapaidemployeecomeswith
benefitsthroughtheEmploymentAct,suchasWorkSafeBC,employmentinsurance(EI)
andCanadianPensionPlan(CPP),whichtheyotherwisemaynotreceive.Paidpositions
alsoallow[peermentors]tobuildanofficialemploymenthistory,whichmayhelpin
buildingexperienceforfutureemploymentorapplyingforhousing.”15
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 38
CategoriesofPaidEmployment15
ContractorwithSetTasks/Pay HourlyStaffwithTimesheets SalaryPosition
Acontractorpositionrequires
definedandsetdutiesand
fixednumberofhourspaid.
Thistypeofpositionrequires
settingupanofficialcontract
typicallythroughafinance
department,outliningthese
dutiesandpay.Allpartiesthen
mustsignthecontract–a
processthatcantaketime.
Peermentorsmaybesetup
asprojectstaffwithfixedor
fluidnumberofhoursof
workperpayperiod,
recordedonatimesheet.
Peermentorsandmanagers
mustsubmitatimesheet
everypayperiodwith
numberofhoursworked.
Theseformsmustbe
submittedtypicallyone
weekbeforethepayperiod
isover.
Someinstitutionsmaybeable
toofferpart-orfull-timesalary
positions.
Thesepositionsmustbe
approvedbyhumanresources
andtypicallyrequirea
minimumnumberofhoursper
weekbytheemployee.They
aretypicallylongtermroles
thataremaintained
throughouttheproject.
Pros:Maypayaslumpsumor
asongoingwork;after
contractsaresetuppayment
canbeissuedinatimelyand
ongoingmanner;benefits
offeredsuchasWorkSafeBC,
CPPandEI;canpaycontractors
withelectronicfundtransfers
(e-transfers).
Pros:Flexible;maypayas
lumpsum;numberofhours
perweekcanvary.Provided
participantshavetheability
toopenabankaccountthe
flexibilityofdirectpayment
andfluidhoursare
attractivebenefits.
Pros:Titledposition;fullbenefitsavailable.
Cons:Adelayinpayduringinitialsetupperiod,difficultto
addadditionalhours.
Cons:Oftenmustseta
minimumnumberofhours
(e.g.employmentpolicy
mustguaranteeover10
hoursperweek,evenifpeer
doesnotworkthatmuch);
delaysinreceivingpay;
conflictswithincome
assistance;musttrack,
submithours,obtain
signatureseachpayperiod.
Cons:Socialinsurancenumber
required;longprocessof
gettingposition
approved;restraintsbasedon
jobdescription;some
institutionsrequirecriminal
recordcheck.
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 39
VolunteersReceivingHonorariaInformationconcerningpayingpeermentorswhoarereceivingincomeordisabilityassistance:15• (BeginningDecember1,2015,theBCMinistryofSocialDevelopmentandSocial
Innovationwillconsiderone-offpaymentsincashorgiftcardforanypurpose(i.e.
honorarium,researchstipend)asincome.
• These“gifts”areconsideredeithernon-recurringorrecurring.Todetermineifagiftis
non-recurringboththefrequencyandsourcemustbeconsidered.Examplesofanon-
recurringgiftareaone-timepublicspeakingstipendof$50.Arecurringgiftwouldbe
receivinga$50publicspeakingstipendonamonthlyorquarterlybasis.
• Non-recurringgiftsareexempt,whilerecurringgiftsarenotexemptandaretreated
asunearnedincome.
• InBC,individualsmayreceiveupto$500cashwithoutclaimingitasearnings(and
havingtoissueaT4A).
• Individualswhoreceiveover$500percalendaryearmustbehiredandpaidasan
employee.
OtherCostsandExpensesWherepossible,employersshouldpayassociatedcostsdirectlytoavoidincome
exemptionsbeingappliedtotheseexpenses,suchas:o travelcosts,
o telephonefees,
o programmaterialsandsupplies,
o socialorrecreationalprogramactivitycosts,
o programguesthonoraria.
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 40
CreateaWell-ConsideredandTransparentProcessforPayingPeerMentorsSeveralquestionstoconsiderinthisprocessinclude:15
Howmuchwillpeermentorsbepaid(and
howdoesthiscomparewithotherswho
arebeingpaid)?
Howoftenwillpeermentorsbepaid(ie.
monthly,2Xpermonth,weekly,lump
sum)?
Howlongisthepeermentorposition?Whenwillthefirstpaychequeorcash
honorariacome?
Aretaxestakenoffeachpaycheque?How
muchcantheyexpectoneach
cheque?
Howwillthiscompensationbedelivered
(i.e.e-transfer,mail)?
Arebenefitsbeingoffered?
Whodopeermentorscontactifthereare
inconsistenciesinpayorpayprocedure?
Howwillthesebereconciled?
Howistimefortravelpaid? Howmanyhoursisexpected?
Howwilltravelexpensesbepaid?
Ifpeermentorsworkmoreorlesstime
thanagreedupon,howwillthisbe
reconciled?
Willpeermentorsbeexpectedtopayout-
of-pocket?Ifyes,whenwilltheybe
reimbursedandhow?
Willtelephonecostsbecovered?
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 41
ExamplesofHonorariainPeerMentoringPrograms:• TheCMHAKelownaPeerSupportProgramoperatesonfundingprovidedbythe
InteriorHealthAuthority.Theannualbudgetforhonorariumshasitslimitationsand
hasrequiredsomecreativity.CMHAKelownaroutinelyinvolvespeermentorsin
decision-makingaboutcompensation.PeermentorsarevolunteersatCMHAKelowna
andaregivenanhonorariumforcertainactivities,butnotall.
CMHAKelownapayspeermentorsanhonorariumof$20pereventforthefollowing
activities:
o one-to-onepeersupport,
o groupfacilitation,
o communityouting
facilitation,
o KelownaGeneralHospital
psychiatricpatientgroup
activityfacilitation,
o publicspeakingevents.
Thefollowingactivitiesarenotpaidanhonorarium:
o peermentortraining,
o peermentorteam
meetings,
o peermentorsupervision
andsupportmeetings.
• TheReginaQu’AppelleHealthRegionpeer-to-peerprogramforpeoplelivingwithHIV
isfundedbytheSaskatchewanMinistryofHealth.Thepeer-to-peerprogrampays
peermentorsintheformofhonorariaforallsupport,trainingandstaffmeetingsthey
attendaspartofthepeer-to-peerprogramatthesamerateatwhichtheyarepaidfor
theirmeetingswithmentees,whichisanhourlyrateabovetheprovincialminimum
wage.Peermentorsarereimbursedforthechildcareandtransportationcoststhey
incurduringtheirwork.Tolearnmoreaboutthepeer-to-peerprogramintheRegina
Qu’AppelleHealthRegion,goto:http://sagecollection.ca/en/groups/peer-program-
regina-quappelle-health-region.
HelpfulResource:AGuideforPayingPeerResearchAssistants15providesimportant
compensationinformationthatpertainstopeermentors,including:
• flowcharttoassistdecisionmakingabouthowtopay(p.4);
• decidingbetweenpaymentincash,cheque,e-transfer,moneyorder,bankdraft(p.5-6);
• informationaboutincomeexemptionforpeersondisabilityorincomeassistance(p.9-
16);
• settingupabankaccount(p.19);
• obtainingidentification(p.21-23).
Findithere:http://www.bccdc.ca/resource-
gallery/Documents/A%20guide%20for%20paying%20peer%20research%20assistants%202017.pdf
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 42
65
PeerMentorSupervisionandSupport
Thefrequencyofsupervisioncanbedeterminedbyconsideringtheskill-level,comfort,
andneedsofthepeermentorandprogram.Forexample,aseasonedpeermentorwhois
facilitatingonegrouppermonthwillmostlikelyrequirelessfrequentone-to-one
supervisionascomparedtoanewlytrainedpeermentorwhoisprovidingweeklyone-to-
onesupporttotwopeers.
StructuresofSupervision• Monthlypeermentorteammeeting.
• Weekly,bi-weekly,monthlyorquarterlymeetings.
• Informalcheck-ins.
• Yearlyreview.
• One-to-oneoringroups.
Regardlessofthestructuresyouselect,itisimportanttodocumentsupervisionmeetings
tocreatearecordofperformancestrengths,challengesandpatterns.
StructuresofSupport• Amonthlypeermentorteammeetingisanopportunitytosharementoring
experiences,challengesandsuccessesandtogiveandreceivesupportwithotherpeer
mentors.
• Structuredorcasual/as-neededguidanceandsupportbyapeersupportprofessional,
healthcareproviderorcommunity-serviceprovider.
• Designatedon-callpointperson(e.g.,peersupportprogramsupervisoror
coordinator).
• Monthlyaccesstoatherapistorcounsellorforpeermentors.
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 43
ExamplesofSupervisionandSupport
PositiveLivingBC’s(PLBC)peernavigatorsmeetoncepermonthasagrouptoreceive
supportfromatrainedtherapistwithouttheirsupervisorpresent.Thebudgettocover
thecostofthisclinicalsupportisincludedinPLBC’scontractwithVancouverCoastal
Healthtodeliverpeernavigationservices.
TolearnmoreaboutPLBC’speernavigatorservicesgohere:
https://positivelivingbc.org/services/newly-diagnosed/
TheReginaQu’AppelleHealthRegion’speer-to-peerprogramiscoordinatedbyasocial
workerwhoworksaspartoftheCommunicableDiseaseandSexualHealthPrograms,
PopulationHealthdepartmentwithinReginaQu’AppelleHealthRegion.Peermentorscan
receivesupportfromthecoordinatororanymemberoftheintegratedteam.The
coordinatorhostsabi-monthlypeermentorteammeetingtoprovidesupportandplan
mentoractivities.Thepeermentorsprovidepeersupportthroughone-to-onevisitsata
weeklydrop-inataprimaryhealthcareclinicandalsoatanAIDSserviceorganization
withinReginatwicepermonth.
Learnmorehere:http://sagecollection.ca/en/groups/peer-program-regina-quappelle-health-region.
CMHAKelowna’smentalhealthpeersupportservicesarepartofanintegratedgroupof
servicesandsupportscalledwellnessprograms.Thewellnessprogramsteamleaderis
responsibleforoverseeingthedeliveryofpeersupportservices,buttwowellness
coachescoordinatethepeersupportservicesandprovidesupporttopeermentors.Itisa
requirementthatthewellnesscoacheshavelivedexperienceofmentalillness.The
wellnesscoacheshostamonthlypeermentormeeting,butthepeermentorsfacilitate
keypartsofthemeeting.Supportisofferedtomentorsbymentorswithguidanceand
clarificationonlyasneededbythewellnesscoaches.
Learnmorehere:https://cmhakelowna.com/wellness-programs/
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 44
3MONTHPEERMENTORSELF-REVIEWThepeersupportservicesteamat[AGENCY]iscommittedtonurturingandmaintainingasafe
environmentwhereallpeermentorteammembersaretreatedwithrespectanddignity.
Thepeersupportservicesteamstrivestoprovideanenvironmentinwhichthepeermentorsliveout
thepeersupportvaluesofhope,self-determination,empatheticandequalrelationships,dignity,
respectandsocialinclusion,integrity,authenticityandtrust,healthandwellnessandlifelonglearning
andpersonalgrowth.Wefeelthebestwaytoliveoutourvaluesistobeastrengthsbased
organization–investinginthebestofyou!
Pleasetakesometimetoconsiderandanswerthefollowingquestionsandreturnthisformto:
[NAME]by[DATE]by[METHOD](e.g.emailaddress,dropoffatfrontdesk).Wewillusethe
completedformtoguidetheconversationatour3-monthcheck-inmeetingon[DATE]at[TIME]at
[LOCATION].
REFLECTION
1.Whatwasthebestdayyou’vehadasapeermentorinthelast3months?Whatwereyou
doing?Whydidyouenjoyitsomuch?
2.Whatwasyourworstdayyou’vehadasapeermentorinthelast3months?Whatwereyou
doing?Whydidittroubleyousomuch?
3.Whatchallengeshaveyouhadtofacethathaveaffectedyourabilitytoperformtoyourbest
abilities?
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 45
4.Howcanwesupportyoutobeableperformyourrolebetter,i.e.resources,training,support,
etc.?
ActionPlan/Follow-UpRequired:
Action Person(s)Responsible TimelineforCompletion
Date:_______________________PeerMentorName&Signature:________________________
PeerSupportStaffName&Signature:________________________________________________
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 46
YEARLYPEERMENTORSELF-REVIEWThepeersupportservicesteamat[AGENCY]iscommittedtonurturingandmaintainingasafe
environmentwhereallpeermentorteammembersaretreatedwithrespectanddignity.
Thepeersupportservicesteamstrivestoprovideanenvironmentinwhichthepeermentorsliveout
thepeersupportvaluesofhope,self-determination,empatheticandequalrelationships,dignity,
respectandsocialinclusion,integrity,authenticityandtrust,healthandwellnessandlifelonglearning
andpersonalgrowth.Wefeelthebestwaytoliveoutourvaluesistobeastrengthsbased
organization–investinginthebestofyou!
Pleasetakesometimetoconsiderandanswerthefollowingquestionsandreturnthisformto:
[NAME]by[DATE]by[METHOD](e.g.emailaddress,dropoffatfrontdesk).Wewillusethe
completedformtoguidetheconversationatouryearlycheck-inmeetingon[DATE]at[TIME]at
[LOCATION].
REFLECTION
1.Whatwasthebestdayasapeermentoryou’vehadthispastyear?Whatwereyoudoing?
Whydidyouenjoyitsomuch?
2.Whatwastheworstdayasapeermentoryou’vehadthispastyear?Whatwereyoudoing?
Whydidittroubleyousomuch?
3.Whatwasthebestfeedbackorrecognitionyou’vereceivedthispastyear?Whatmadeitso
good?
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 47
4.Overallhowdoyoufeelyouhaveperformedasapeermentorthispastyear?Whatdoyou
thinkyourstrengthsare?(i.e.skills,knowledge,talents).
5.Whatchallengeshaveyouhadtofacethathaveaffectedyourabilitytoperformatyourbest?
Howcanwebestsupportinyourroleasapeermentor?
6.Anycommentsorquestionsyouwouldliketoaskduringourupcomingmeeting?
ActionPlan/Follow-UpRequired:
Action Person(s)Responsible TimelineforCompletion
Date:_______________________PeerMentorName&Signature:________________________
PeerSupportStaffName&Signature:________________________________________________
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 48
76
BecomingaParticipantofPeerSupport
ExampleReferralandOrientationProcess
CMHAKelownausesonereferralformforallwellnessprograms,includingpeersupport
services,inordertosimplifythereferralprocess.Theformisavailableasawritablepdf
onthewebsitesoreferralsourcescandownloadit,fillitout,andemailittotheaddress
indicatedontheform.Alternately,theformcanbefaxedordroppedoffinperson.
Applicantsarereferredbyaprofessionalsupport(doctor,nurse,mentalhealthclinician,
psychiatrist,counsellor,etc.)inordertohelpgrowandstrengthenanetworkofsupportaroundtheapplicant.Iftheapplicantdoesnothaveanyprofessionalsupports,the
applicantisencouragedtoseekoutareferralfromahealthclinicorinsomecasesaself-
referralisaccepted.Oncethereferralisreceived,theapplicantiscontactedwithin2-3
businessdaysandinvitedtoattendagrouporientationoraone-to-oneorientationas
needed.Grouporientationsareofferedtwiceperweek,onemorningandoneafternoon.
Applicantsareorientedtoallwellnessprogramsandcanselectwhichprogramsand
servicesbestfittheirneedsinthepresentmoment.Applicantsfilloutaformatthe
orientation.
Orientationformincludes:
• contactinformation,
• reasonforjoining,
• consenttoguidelinesandresponsibilities,
• authorizationtoreleaseinformation.
Iftheapplicantwantstoparticipateinone-to-onepeersupport,thefollowingsectionsof
theorientationformarealsocompleted:
• peersupport1:1(theinformationinthissectionismostoftengatheredvia
interviewandrecordedbyapeersupportstaffmember),
• one-to-onepeersupportboundariesforpeers.
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 49
AGENCYPROGRAMSREFERRALFORMCOMPLETEANDFAXTO:[FAXNUMBER]
Inordertoprovideyouwiththebestservice,
pleaseletusknowifyourequirewheelchairaccess:
o Yeso No
PleaseselectALLthatapply:[PROGRAMNAME]o PEERSUPPORT: GROUPo OR1TO1o
[PROGRAMNAME]o [PROGRAMNAME]o
THISFORMISTOBECOMPLETEDBYTHEPROFESSIONALMOSTFAMILIARWITHTHEAPPLICANT’SHEALTH.
AGENCYPROGRAMPURPOSESTATEMENTExample:CMHA’SWellnessProgramsofferopportunitiesforadultswithmentalhealthconcernstobuild
theskillsnecessarytopromotementalhealthandwellbeinganddeveloppersonaltoolstoenable
meaningfulandproductivelives.
[Example:PeerSupportServicesaimto breakisolationand
provide supportfrompeople
who understandwhatit’sliketo
livewithHIVand/orHepC
issues.One-to-onementorshipis
availableona case-by-case
basis.]
BRIEFPROGRAMDESCRIPTION
BRIEFPROGRAMDESCRIPTION
BRIEFPROGRAMDESCRIPTION
Formoreinformationontheseprograms,visit:[website]
APPLICANTCONTACTINFORMATION
NAME
DATEOFBIRTH
GENDER
DAY MONTH YEAR
PHONE CELL#
ADDRESS
CITY POSTALCODE
EMERGENCY
CONTACT
NAME RELATIONSHIP CONTACT#
OFFICEUSEONLY
RECEIVED:
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 50
APPLICANT’SHEALTHHISTORY
Medicalconditions
and/or
disabilities
Describe:
Signsof
decompensation,i.e.
whatdoesitlooklike
whenthisperson
becomesunwell?
Describe:
Hasapplicantbeen
prescribed
medication?
o Yeso Noo Unsure
Ifmedicationnotusedasprescribed,pleaseexplain:
Anycommentsonthis?
Ifyes,pleaseprovidedetails:
Ifyes,doestheapplicant
usemedicationas
prescribed?
o Yeso Noo Unsure
Doesapplicanthavea
historyofdruguse?
o Yeso Noo Unsure
Ifyes,aretheycurrently
usingdrugs?
o Yeso Noo Unsure
Doesapplicanthavea
historyofviolence?
o Yeso Noo Unsure
REFERRALINFORMATION REFERRING
AGENTNAME
TITLE/POSITIONAGENCY/
ORGANIZATION
TELEPHONE FAX EMAIL PHYSICIAN PHONE NURSE
PHONE
OTHERSUPPORT PHONE
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 51
Hasapplicantbeen
informedofthisreferral?
o Yeso No Howlonghaveyoubeenworkingwiththeapplicant?
REFERRINGAGENT
SIGNATURE
DATE
Ourprogramsaregroup-orientedandforeachreferralwetakeintoconsiderationthefitand
appropriatenessoftheapplicant.Ifwe thinkweareunabletoprovideanappropriatelevelofservicefor
thisapplicant,youwillbecontactedbyourstaff.[AGENCY]will makeeveryefforttoreviewreferrals
withinthree(3)businessdaysandapplicantswillbecontacteddirectlytoarrangean appointment.We
areunabletoprocessincompleteorillegiblereferrals.
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 52
YOURLOGOHERE PROGRAMSORIENTATIONFORM
DATE
CONTACTINFORMATION LASTNAME
FIRSTNAME
WHICHOFYOURPROFESSIONALSUPPORTSDOYOUFEELKNOWYOUBEST?
HEALTH
WHATAREYOURHEALTHCHALLENGES?(CURRENTANDPAST)
ISTHEREANYTHINGINPARTICULARYOUWOULDLIKEUSTOKNOWABOUTYOU?
HOWDOYOUPLANTOUSETHEPROGRAMSTOBENEFITYOURHEALTHANDWELLBEING?
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 53
GUIDELINESANDRESPONSIBILITIESFORPARTICIPANTSANDSTAFF
EXAMPLES
Ø THE[AGENCYANDPROGRAMNAME]PROVIDESASAFEENVIRONMENTWHERECOURTESY,TOLERANCE AND
RESPECTAREREQUIREDATALLTIMESBYPARTICIPANTS,STAFFANDVOLUNTEERS.
Ø CONFIDENTIALITY: YOURPERSONALINFORMATIONISYOURSTOSHAREIFYOUCHOOSE.PLEASEDON’TSHARE
OTHER PARTICIPANTS’INFORMATIONWITHOUTTHEIRPERMISSION.
Ø FORTHEHEALTHOFALLOURPARTICIPANTS,WEPROVIDEASCENT-FREEENVIRONMENT.WE ASKTHATYOUAVOID
USINGPERFUME,COLOGNEANDSCENTEDLOTIONS/SOAPS.
Ø EFFORTSWILLBEMADEBYALLTOMAINTAINASAFE,CLEANANDWELCOMINGENVIRONMENT.PLEASEREPORT
ANY UNSAFESITUATIONSTOSTAFF.
Ø THE[PROGRAMNAME]PROMOTESAFOCUSONWELLBEING.IFAPARTICIPANT’SACTIONSAREAFFECTINGOTHERS
NEGATIVELY,STAFF MAYASKTHEPARTICIPANTTOLEAVETHEPROPERTYFORTHEDAY.WEAPPRECIATEEVERYONE’S
UNDERSTANDINGAND COMPLIANCE.
AUTHORIZATIONFORRELEASEOFINFORMATIONI, HEREBYAUTHORIZETHE
[AGENCY]ANDITSSTAFFTOSHAREINFORMATIONABOUTMEWITHPERSONSORAGENCIES INVOLVEDINMYCARE.
THESEPERSONSORAGENCIESMAYINCLUDEMYDOCTOR,NURSE,COUNSELLORANDMYEMERGENCYCONTACTPERSON.
IUNDERSTANDTHATTHISINFORMATIONISBEINGSHAREDINORDERTOASSISTANDSUPPORTMEWHILEIAMAPARTICIPANT
IN ANY[AGENCY]PROGRAMS,ANDTOENSURETHESAFETYANDWELLBEINGOFALL[PROGRAM]PARTICIPANTS ANDSTAFF.I
HEREBYRELEASE[AGENCY]ANDIT’SSTAFFFROMALLMANNEROFLIABILITY,CLAIMSORDEMANDSIMAYORWILLHAVE ASA
RESULTOFTHEIRSHARINGSAIDINFORMATION.
PARTICIPANT’S
SIGNATURE
(ORPERSONAUTHORIZED TO
SIGNFORPARTICIPANT)
X
WITNESS
DATE
IHAVEHADTHE[PROGRAM]GUIDELINESEXPLAINEDTOME ANDIWILLABIDEBYTHEMTOTHEBESTOFMYABILITIES.
SIGNATURE
X
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 54
[AGENCY]STAFFONLY-PEERSUPPORT1:1
DOYOUHAVEANYGOALSYOUAREWORKINGON?
HOWCANAMENTORBESTSUPPORTYOU?
WHENAREYOUAVAILABLETOMEETWITHAPEERMENTOR?
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 55
ONETOONEPEERSUPPORTBOUNDARIESFORPEERS
• THISPROGRAMPROVIDES1:1SUPPORT. NOONEELSEISTOBEINCLUDEDINANYPARTOFTHEMEETINGS
WITHA MENTOR.
• THEMENTORINITIATESPHONECONTACTTOSETUPWEEKLYMEETINGSWITHTHEPEERATAMUTUALLY
CONVENIENT TIMEANDPLACE. THENEEDTOMAINTAINCONFIDENTIALITYINAPUBLICPLACENEEDSTOBE
CONSIDERED.
• THISISAFORMALRELATIONSHIP. THEREARENOCASUALMEETINGSASFRIENDSORWITHFRIENDS
OUTSIDETHE PROGRAMANDNOPLANNEDACTIVITIESASFRIENDS.
• MEETINGSDONOTOCCURINRESIDENCESORPRIVATEPLACESANDNORIDESARESHARED,EVENIFTHEMENTOR
AND PEERHAVEMETINONEPLACEANDAREGOINGTOANOTHER.
• INTHEFIRSTMEETINGAFTERGETTINGTOKNOWEACHOTHER,MENTORSWILLASKPEERSIFTHEYHAVEANYGOALS
THEY WOULDLIKETOSET. ITISUPTOTHEPEERTODECIDEWHAT,IFANY,GOALSWILLBESET.
• DONOTCONSUMEALCOHOLORDRUGSPRIORTOORDURINGAMEETINGWITHAMENTOR. DONOTSPEAK
TOA MENTORONTHEPHONEIFYOUAREINTOXICATED. IFAMEDICATIONISAFFECTINGYOURJUDGMENT,
CANCELTHE MEETINGPLANNEDANDRE-SCHEDULEITLATER. IFAMENTORCOMESTOAMEETING
INTOXICATED,NOTIFYTHEPROGRAMSTAFF.
• MENTORSANDPEERSMUSTMAINTAINCONFIDENTIALITYATALLTIMES.
IUNDERSTANDTHEABOVERULESARENOTNEGOTIABLEANDAGREETOABIDEBYTHEM. IFIDONOT,I
UNDERSTANDMY INVOLVEMENTWITHTHEONETOONEPEERSUPPORTPROGRAMMAYEND.
NAME
SIGNATURE
PEERSUPPORT
STAFF
DATE
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 56
HelpfulResource:Sage:aresource-sharingcommunityforCanadianHIVandhepatitisC
serviceproviders.
Goto:http://sagecollection.ca/en/groups/peer-program-regina-quappelle-health-region
toseetheresourcesusedbytheReginaQu’Appellehealthregionpeerprogram,
including:
• peermentorreferralform,
• peermentordescription,
• peermentorconsent,
• peermentorapplication,
• peertopeerprogramevaluation,
• peerassessmentform(peerintake)andmore!
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 57
89
PeerSupportServicesPolicyandProcedureExamples18
Thefollowingaccommodationandcodeofconductpoliciesandproceduresareexamples
tobeadaptedtofitwithinyourownagencypolicyandproceduremanual.Thesepolicies
havebeenselectedasexamplesthatcanhelpestablishafoundationofsuccessand
safetyforEmployeesandProgramParticipantswhohavelivedexperienceofHIVorHep
C.Policiesspecifictopeermentors,writteninplainlanguage,areincludedinthePeer
MentorPolicyandProcedureHandbook,part4ofthistoolkit.
DEFINITIONS
Employeeincludesindividualsemployed,privileged,contractedoronavolunteerbasis
with“Agency”.
ProgramParticipantsincludecustomersandtenantsof“Agency”.
Privacyisarightthatpreventstheunauthorizedcollection,use,ordisclosureofpersonalinformation.
ConfidentialInformationwhetheroral,written,andelectronicorfilm,includesthe
following:
a)personalinformationaboutProgramParticipantsandEmployeesthatincludestheir
o nameaddressortelephonenumber;
o race,nationalorethnicorigin,color,orreligiousbeliefsorassociations,
o age,genderidentity,sexualorientation,maritalstatusorfamilystatus;
o identifyingnumber,symbol,orotherparticularassignedtothem;
o fingerprints,bloodtypeorinheritablecharacteristics;
o healthcarehistory,includingaphysicalormentaldisability;
o informationabouttheireducational,financial,criminaloremploymenthistory;
o personalviewsoropinions,exceptiftheyareaboutsomeoneelse;
o andanyoneelse’sopinionaboutthemselves.
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 58
b)businessinformationcollectedorcreatedby“Agency”thatexistsregardlessofform
thatincludes,butisnotlimitedto:
o informationprovidedto“Agency”byanexternalvendorwhich,ifdisclosed
wouldharmthebusinessinterestsoftheexternalvendor;
o informationpreparedaspartofpendingorongoinglitigation,lawenforcement
investigations,
o qualityassurancereview,andworker’scompensationboardorombudsman
investigation;
o informationrelatedtocredentialing,discipline,privilege,qualityassurance
reviewsandexternalreviewofqualityofcare;
o in-cameradeliberationsof“Agency”wheresuchtopicsaspersonnel,labour
relations,landacquisitionsorlitigationmaybediscussed;
o unpublishedstatisticalinformationandinternalcorrespondencerelatedto
organizationalinitiatives;and
o informationsuppliedinconfidencetoamediatororarbitratortoresolveor
investigatealabourrelationsdispute.
c)allinformationthat,ifdisclosedwithoutauthorization,couldbeprejudicialtothe
interestsof“Agency”andassociatedindividualsoragencies;and
d)organizationalbusinessinformationthatwouldharm“Agency’s”financialinterests
and/orinformationthatrelatestothemanagementof“Agency”thathasnotyetbeen
implementedormadepublic.
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 59
EmployeeAccommodationPolicies“Agency”iscommittedtomeetingitsworkplaceobjectiveswhilesupportingits
Employeestoexcelintheirpositions.Weofferasupportiveandsafeenvironmentto
workin.WhenanEmployeecannotmeettherequirementsofthepositionduetoa
disabilityorhardship,accommodationsmaybeputinplace.
Theobjectiveofthispolicyistomakethe“Agency”workenvironmentinclusiveandnon-
discriminatory,andtoestablisheffectivemechanismsforrespondingtotheindividual
accommodationneedsofexistingandpotentialEmployees.
“Agency”strivestocreateaninclusive,mentallyhealthyworkplacewhereEmployeesare
supportedtomaintainpsychologicalhealth,physicalhealthandprofessionalexcellence.
Thispolicyacknowledgesourdutyasanemployertoprovideindividualaccommodation
uptothepointofunduehardshipontheagencyandtheresponsibilitytominimisethe
needforindividualaccommodationbyensuringthatanyrules,policies,standardsor
practicesarenotdiscriminatory.
“Agency”pridesitselfonthehealthoftheorganization.Wepractisewellnessatworkby
promotingwork/lifebalance,officesafety,personalandprofessionalgrowth,learning
opportunities,celebrations,Employeeactivitiesandstrongleadership.“Agency”
promotesinclusionandfairnessforall.“Agency”ensuresthatitsassociationactivities,
includingallpolicies,practices,procedures,procurements,andtheconstructionor
renovationoffacilitieswillnotresultindiscrimination.
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 60
Procedures“Agency”willrespondinatimely,confidentialandsensitivemannertorequestsfor
individualworkplaceaccommodation.“Agency”isresponsibleforadvisingEmployees
abouttheirrighttoaccommodationandassistingtheEmployeetoidentifythemost
suitableaccommodation.
TheEmployeeisresponsibleforrequestingaccommodationincludingidentifying,where
possible,thetypesofaccommodationtheEmployeeconsidersappropriate.The
Employeehasaresponsibilitytoprovidereportsormedicalinformationspecifically
relevanttotheprocessofidentifyingappropriateaccommodation.Employeesareto
meetwiththeirindividualsupervisortodiscusstheneedforindividualaccommodations.
Whenaperson’sabilitytomeetperformanceexpectationsisaffectedbyadisabilityor
hardship,managementmayrecommendaccommodationstotheEmployee`sposition.
“Agency”isnotrequiredtomakechangestoworkplacepolicies,rules,practicesand
operationsorprovideaccommodationwheresuchaccommodationsresultinundue
hardshipto“Agency”oritsprogramsandservices.
EmployeeAccommodationmayinclude,butisnotlimitedto:
• workstationaccessandadjustments:changestoworkareadesignandmeansof
accesstotheworkplaceandallfacilities,modificationstotechnologyandequipment;
• hiringpractices:changestotheproceduresusedforselection,training,promotionand
termination;
• workprocedureadjustments:changestothespecificrequirementsofaparticularjob,
restructuringofduties,modificationstoworkinghours,adoptionofflexiblework
practices,relocationtootherprograms,flexiblehoursandleaveoptions,and
modificationofparticularpolicies;
• provisionofspecificservices,facilities,aidsorequipment:includingtheprovisionof
interpreters,particularequipment,attendantservices,aquietplaceforprayeror
assistancewithparticularaspectsofajob;
• reassignmentofanindividualEmployee:achangeofpositionorthereassignmentof
specifictaskstoanotherposition.
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 61
StandardofConductPolicyThe“Agency”believesthatthehigheststandardsofconductonthepartofitsEmployees
areessentialtomaintainandenhancethepublic’strustandconfidence,andtoensure
superiorservicetothosewhoweserve.Employeeswhoexemplifythehigheststandards
ofprofessionalism,courtesyandethicswhilerepresentingtheAgencyimprovethe
Agency’simageinthecommunityitserves.
ThisPolicydescribesthestandardsofconductrequiredofallEmployees.ThisPolicyisnot
intendedtoabridgethestatutoryrightsofthe“Agency”oranyperson,ortherightsof
anyEmployeeunderthetermsofaCollectiveAgreement.
Therequirementtocomplywiththesestandardsofconductisaconditionof
employment.Employeeswhofailtocomplywiththesestandardsmaybesubjectto
disciplinaryactionuptoandincludingdismissal.Employeesshouldcontact
Administrationforadviceandassistanceontheinterpretationorapplicationofthis
Policy.
LoyaltyPolicy“Agency”Employeeshaveadutyofloyaltytothe“Agency”astheiremployer.Thedutyof
loyaltyrequiresEmployeestoservetheAgencyhonestly,faithfullyandtothebestof
theirability.Theconductof“Agency”Employeesshouldinstillconfidenceandtrustand
notbring“Agency”intodisrepute.
ConfidentialityPolicyAllinformationcontainedinanEmployee`sfilewillremainintheconfidenceofthe
executivedirector,theEmployee’sdirectsupervisorandthedirectoroffinanceexcept
wherepermissionforreleaseisobtainedinwritingfromtheEmployee.Reasonable
precautionwillbemaintainedinthestorageofallpersonnelrecords.Chairpersonofthe
boardofdirectorsretainstherightofaccesstoallpersonnelfiles.
ConfidentialInformationthatEmployeesreceivethroughtheiremploymentmustnotbe
divulgedtoanyoneotherthanpersonswhoareauthorizedtoreceivetheinformation.
Employeeswhoareindoubtastowhethercertaininformationisconfidentialmustask
theappropriateauthoritybeforedisclosingit.Cautionanddiscretioninhandling
ConfidentialInformationextendstodisclosuremadeinsideandoutsideof“Agency”and
continuestoapplyaftertheemploymentrelationshipceases.
ConfidentialInformationthatEmployeesreceivethroughtheiremploymentmustnotbe
usedbyanEmployeeforthepurposeoffurtheringanyprivateinterest,orasameansof
makingpersonalgains.SeetheConflictofInterestsectionofthisPolicyfordetails.
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 62
CodeofConductPolicy–PrivacyandManagementofConfidentialInformation
Inordertoprotectthelegalrightsofour
ProgramParticipants,Employeesand
agentstoprivacyoftheirpersonal
businessinformationinourcustodyand
control,“Agency”recognizes:
• therightsofourProgramParticipants
andEmployeestoprotectionof
privacyregardingallaspectsoftheir
personalandbusinessinformation,in
keepingwiththeFreedomof
InformationandProtectionofPrivacy
Act;and
• ourrequirementtoinformour
ProgramParticipantsandEmployees
thattherearecircumstancesthat
overridetheirrighttoprivacywhen
personalinformationwillbeshared
withauthorizedindividuals.
“Agency”expectsEmployeeswhocome
incontactwithConfidentialInformation
asaresultoftheir
appointment/associationwith“Agency”
will:
• access/discussonlythatConfidential
Informationthatisneededtocarry
outtheirProgramParticipant/service
responsibilities;
• preserveconfidentialityof
ConfidentialInformationwhile
engagedin“Agency”andoutsideof
work;
• follow“Agency’s”policy/procedurein
thesecurityandreleaseof
ConfidentialInformation;
• reportbreachesinaccessing
ConfidentialInformationormaintain
confidentiality,withoutfearof
reprisal.
“Agency”considersintentionalviewingof
ConfidentialInformationthatisnot
requiredtocarryoutwork-related
responsibilitiesormisuseofConfidential
Informationtobeabreachofaccess
rights/confidentiality.
“Agency”willinitiateactionagainstthose
whobreachaccessorconfidentiality
standards,uptoandincludingdismissal,
terminationofprivileges,and
terminationofcontractualagreements
and/orlegalaction.
Priortocommencingtheirrelationship
with“Agency”,Employeeswillsigna
PrivacyandConfidentiality
Acknowledgementformoutlining
individualresponsibilityforaccesstoand
useofConfidentialInformation.
Auditswillbeperformedtoensure
compliancewiththispolicy.
Allprojectsorinitiativesthatcollect,use
ordiscloseConfidentialInformationmust
completeaPrivacyImpactAssessment
(PIA)priortotheimplementationofthe
project/initiativetoidentifyandaddress
anyimpactsonprivacythatmayresult.
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 63
PROCEDURE
a)Employee
• ReviewtheprivacyandmanagementofConfidentialInformationpolicy/procedure
andsignaPrivacyandConfidentialityInformationAcknowledgementformpriorto
commencinghis/herrelationshipwith“Agency”.
• CompleteanincidentreportforandreportanybreachesinaccessingConfidential
Informationormaintainingconfidentialitytoamanager/medicaladministeror
designate,asappropriate,withoutfearofreprisal.
b)Directors/Managers/Supervisors
• EnsurenewEmployeessignaPrivacyandConfidentialityInformation
Acknowledgementformpriortocommencingtheirrelationshipwith“Agency”.
• Forprivacyandconfidentialitybreaches:
o notifyyoursupervisor/managerordirectorifthebreachinvolvedconfidential
electronicinformation;
o investigateandactonreportedincidents.
c)HumanResources
• FilesignedPrivacyandConfidentialityInformationAcknowledgementformin
personnel/student/otherfilesasindicated.
AnEmployeewhobreachesProgramParticipantoragencyconfidentialitymaybe
dismissedwithoutpriorwarningbytheexecutivedirector.
REFERENCES• COACH(1995).GuidelinestoPromote
theConfidentialityandSecurityof
AutomatedHealthRecord
Information
• FamilyandChildServiceAct
• FreedomofInformationand
ProtectionofPrivacyAct
• HospitalAct
• HospitalInsuranceAct
• InteriorHealth(2002)Standardsof
ConductforInteriorHealthAuthority
Employees
• IHAPolicy:SecurityofInformation
• IHAPolicy:ReleaseofInformation
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 64
EXAMPLESOFBREACHESOFPRIVACYANDCONFIDENTIALITY
Examplesofbreachesofprivacyor
confidentialityinclude,butarenotlimited
to:
• unauthorizedreadingofaProgram
Participant’sfileorpersonalinformation;
• accessinginformationthatyoudonot
needtoknowtodoyourjob;
• accessinginformationonyourself,
children,family,friendsorcoworkers;
• askingco-workersforinformationthat
youdonotneedtodoyourjob;
• showing,telling,copying,selling,
changingordisposingofConfidential
Informationthatisnotpertinenttoyour
roleorcareactivity;
• providingaccesstoyoursign-oncode
andpasswordforcomputersystems;
• tellingaco-workeryourpasswordsothat
theycanlogontoacomputersystem;
• tellinganunauthorizedpersonthe
accesscodesforEmployeefilesor
ProgramParticipantinformation;
• leavingyourpasswordinplainviewso
thatothersmayknowit;
• providingorgainingunauthorizedaccess
tophysicallocations(e.g.,filecabinets),
whichcontainConfidentialInformation;
• lendingoutyourkeystosomeoneelseto
accessfilecabinets,filestorageareasor
otherareaswhereConfidential
Informationisstored,ORusinganother’s
keysforthesamepurpose;
• leavingfilestorageareasunlockedwhen
theyshouldlocked;
• leavingapassword-protectedapplication
unattendedwhilesignedon;
• beingawayfromyourdeskwhileyouare
loggedintoanapplication;
• allowingaco-workertouseyour
applicationforwhichtheydonothave
accessafteryouhaveloggedin;
• sharing,copyingorchanginginformation
withoutproperauthorizationsuchas
o makingunauthorizedentriesor
deletionstoaProgram
Participant’schart;
o makingunauthorizedchangesto
anEmployeefile;
• discussingConfidentialInformationina
publicareasuchasawaitingroomor
elevator;
• usinganotherperson’ssign-oncodeand
password;
• usingaco-worker’spasswordtologon
toacomputersystem;
• unauthorizeduseofalogincodeto
accessEmployeefilesorProgram
Participantaccounts;
• usingaco-worker’sapplicationforwhich
youdonothaverightsaftertheyare
loggedin;
• failingtoreportabreachof
confidentiality;
• beingawareofabreachofprivacy
confidentiality,butnotreportingthe
breachtoyoursupervisororother
designatedindividual;
• notreportingthatyourpasswordtoa
computersystemhasbeencompromised
orthatyouhavelostyourkeystoa
storagelocationforConfidential
Information.
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 65
CodeofConductPolicy-ConflictofInterestAconflictofinterestoccurswhenanEmployee`sprivateaffairsorfinancialinterestsare
inconflict,orcouldresultinaperceptionofconflict,withtheEmployee`sdutiesor
responsibilitiesinsuchawaythat
o theEmployee`sabilitytoactinthepublicinterestcouldbeimpaired;
o theEmployee`sactionsorconductcouldundermineorcompromisethe
public’sconfidenceintheEmployee`sabilitytodischargeworkresponsibilities,
orthetrustthatthepublicplacesin“Agency”.
AllEmployeesareencouragedtoparticipateinafullrangeofcommunityorganizations.
However,whendoingso,Employeesmustarrangetheirprivateaffairsinamannerthat
willpreventconflictsofinterest,ortheperceptionofconflictsofinterest,fromarising.
Employeeswithquestionsregardinginterpretationofthispolicymaydiscussthemwith
theexecutivedirector.Employeeswhofindthemselvesinanactual,perceivedor
potentialconflictofinterestmustdisclosethemattertotheexecutivedirector.
Examplesofconflictsofinterestinclude,butarenotlimitedto,thefollowing:
• anEmployeeuses“Agency”propertyortheEmployee`sposition,officeor“Agency”
affiliationtopursuepersonalinterests;
• anEmployeeisinasituationwheretheEmployeeisunderobligationtoapersonwho
mightbenefitfromorseektogainspecialconsiderationorfavour;
• anEmployee,intheperformanceofofficialduties,givespreferentialtreatmenttoan
individual,corporationororganization,includinganon-profitorganization,inwhich
theEmployee,orarelativeorfriendoftheEmployee,hasaninterest,financialor
otherwise;
• anEmployeebenefitsfrom,orisreasonablyperceivedbythepublictohavebenefited
from,theuseofinformationacquiredsolelybyreasonoftheEmployee’semployment
orrole;
• anEmployeerequestsoracceptsfromanindividual,corporationororganization,
directlyorindirectly,apersonalgiftorbenefitthatarisesoutoftheiremploymentrole
within“Agency”,otherthan
• theexchangeofhospitalitybetweenpersonsdoingbusinesstogether;
• tokensexchangedaspartofprotocol,thenormalpresentationofgiftstopersons
participatinginpublicfunctions,orthenormalexchangeofgiftsbetweenfriends.
• AnEmployeesolicitsoracceptsgifts,donationsorfreeservicesforwork-related
leisureactivitiesotherthaninsituationsoutlinedabove.
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 66
CodeofConductPolicy-WorkplaceBehaviourTheconductandlanguageof“Agency”Employeesintheworkplacemustmeet
acceptablesocialstandardsandmustcontributetoapositiveworkenvironment.An
Employee`sconductmustnotcompromisetheintegrityofthe“Agency”.
IntheworkplaceEmployeesaretotreateachother,membersandthepublicwithrespect
anddignityandmustnotengageindiscriminationorharassmentbasedonanyofthe
prohibitedgroundscoveredbytheHumanRightsCode.Theprohibitedgroundsarerace,
colour,ancestry,placeoforigin,religion,familystatus,maritalstatus,physicaldisability,
mentaldisability,gender,sexualorientation,age,politicalbelieforconvictionofa
criminalorsummaryoffenceunrelatedtotheindividual’semployment.
CodeofConductPolicy-ResponsibilityEXECUTIVEMANAGEMENTPERSONNELARERESPONSIBLEFOR:• ensuringthattheprovisionsofstandardsofconductaremet;
• ensuringthatEmployeesareadvisedoftherequiredstandardsofconductand
understandtheconsequencesofnon-compliance;
• designatingcontactsformattersrelatedtostandardsofconduct;
• ensuringthatallpossiblebreachesofthePolicydirectivearethoroughlyinvestigated;
• basedontheresultsofaninvestigation,ensuringthatappropriateactionistaken;
• ensuringthatConfidentialInformationishandledwithcautionanddiscretion;
• waivingtheprovisiononworkingrelationshipsunderthecircumstancesindicated;
• delegatingauthorityandresponsibility,whereapplicable,toapplythispolicywithin
theirorganization;
• providingEmployeesignatureformsacknowledgingacceptanceofstandardsand
receiptofpolicy.
SUPERVISORSANDCOORDINATORSARERESPONSIBLEFOR:• applyingthispolicywithintheirorganization;
• advisingEmployeesonstandardsofconductissues;
• ensuringthatConfidentialInformationishandledwithcautionanddiscretion;
• assistingEmployeesintheresolutionofconflictsofinterest.
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 67
EMPLOYEESARERESPONSIBLEFOR:• fulfillingtheirassigneddutiesandresponsibilitiesunderthisPolicy;
• disclosingandresolvingconflictsofinterestsituationsinwhichtheyfindthemselves;
• maintainingappropriateworkplacebehaviour;
• checkingwiththeirsupervisororexecutivedirectorwhentheyareuncertainabout
anyaspectofthisPolicy,including:
o theappropriatenessofreceivingoutsideremuneration;
o potential,perceivedoractualconflictsofinterest;
o releasinganyinformationthatmaybeconfidential.
LEGISLATIVEAUTHORITIES• BCHumanRightscode.
• FreedomofInformationandProtectionofPrivacyAct.
• WorkersCompensationAct.
• OccupationalHealthandSafetyRegulations.
CodeofConductPolicy-RespectfulWorkplace(Bullying&HarassmentPolicy)“Agency”recognizestherightofallEmployees,Boardmembers(includingallmembersof
governancecommittees),volunteers,contractors,donorsandgueststobetreatedwith
respectanddignity,inanenvironmentfreefromharassment.“Agency”shalltakesuch
actionsasarenecessary,whichmayincludediscipline,respectinganEmployeeortrustee
engaginginharassment(sexualorpersonalasdefinedbelow)intheworkplace.To
constituteharassment,behaviourmayberepeatedorpersistent,ormaybeasingle
incident.
Thispolicyappliestoallpersonsrelatedtoordealingwith“Agency”.Thisincludes
Employees,boardmembers(includingallmembersofgovernancecommittees),
volunteers,contractors,donorsandguests,oranyoneelsedealingwith“Agency”.Itisa
conditionofemployment,paidorunpaid;itisimperativethatthereberespectforthe
personaldignityofallpersons.Thispolicyappliesinandonall“Agency”premises,and
wherevera“Agency”sanctionedeventtakesplace.
Preventingharassmentiseveryone’sresponsibility.Seniormanagementandboard
membersareexpectedtoactagainstharassmentevenwithoutaformalcomplaint,and
Employeeandboardmembersareexpectedtoexpresstheirdisapprovalifthey
encounterharassingbehaviour.
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 68
“Harassment”isdefinedasconductorcommentsthatthepersonkneworought
reasonablytohaveknownwouldbeunwelcomeandinappropriateorotherwiseoffensive
toapersonoragroupofpeopleandthathavetheeffectofcreatinganintimidating,
hostile,embarrassing,oroffensiveworkenvironment.Theaccusedharasser’sintenthas
littlebearing;theimpactoftheactiswhatisconsidered.Harassmentincludessexual
harassment,personalharassmentandabuseofauthority.
Harassmentcanoccurwithacolleague,asupervisor,subordinate,Boardorboard
member,personscontractedtoworkfortheorganizationordonors/customers.Itcan
occurthroughtelecommunicationequipmentsuchasthetelephone,facsimilemachine,
orcomputerterminalsintheworkplaceortheEmployee`shome.Harassmentcomprises
unwelcomeorobjectionableconduct,reprisal,communication,commentsordisplay
madeoneitheraonetimeorcontinualbasisthatcouldreasonablybeexpectedto
demean,belittle,orcausepersonalhumiliationorembarrassment.
Withoutlimitingthedefinition,harassmentasdefinedintheBritishColumbiaHuman
RightsAct,isdiscriminationonthebasisofthefollowingprohibitedgrounds:
o race,
o nationalorethnicorigin,
o colour,
o religion,
o age,
o gender/genderidentity,
o sexualorientation,
o maritalorfamilystatus,
o sourceofincome,
o disability,
o convictionforanoffenseforwhicha
pardonhasbeengranted.
Sexualharassmentisdefinedas“anyconduct,comment,gesture,orcontactofasexual
naturethatthepersonkneworoughtreasonablytohaveknownwouldlikelycause
offenseorhumiliationtoanyEmployee,orthatmightonreasonableground,be
perceivedbythatEmployeeasplacinganimplicitorexplicitsexualconditionon
employmentopportunitiesfortraining,jobsecurity,performanceassessments,
promotion,orsalaryincreases.Sexualharassmentmayoccurintheformofbehaviorby
anygenderorgenderidentitytowardanyothergenderorgenderidentity.
Harassmentandsexualharassmentincludes,butisnotlimitedto:
o abuseofauthority,whichunderminesorthreatensanEmployee`scareer;
o writtenorverbalinsult,abuse,orthreats;
o racialorethnicslurs,includingraciallyderogatorynicknames;
o unwelcomeremarks,jokes,innuendoes,ortaunts;
o patronizing,orcondescendingbehaviour,language,orterminologywhichreinforces
stereotypesandunderminesself-respectoradverselyaffectsworkperformanceor
workingconditions;
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 69
o displayingoffensiveordemeaningpicturesormaterial,(thisincludespicturesor
materialinprivateoffices);
o practicaljokeswhichcauseawkwardness,embarrassment,ornegativelyaffectwork
performance;
o unwelcomesexually-orientedremarks,invitations,jokes,orrequestswhetherindirect
orexplicit;
o leeringorobsceneoroffensivegestures;
o unwantedandinappropriatephysicalcontactsuchastouching,kissing,patting,
pinchingandbrushingupagainstaperson;
o inquiriesorcommentsaboutaperson’ssexlifeorsexualpreferences;
o differentialtreatmentbaseduponrace,gender,genderidentity,ethnicity,etc.;
o bothphysicalandpsychologicalintimidation,suchasdemeaningbehaviour,and
treatingotherswithalackofrespect,orgenerallycreatinganatmosphereoffear.
Itshouldbenotedthat,whereassomebehaviourmaybeoffensive,inappropriate,
unwanted,oramisuseofauthority,itmaynotbeconsideredharassmentunderthelaw.
Thisdoesnotmakeitacceptableat“Agency”,andthistypeofbehaviourwillnotbe
tolerated.
Actionsandcommentshavedifferenteffectsoneachindividual.Justbecauseoneperson
mayacceptortolerateoffensivelanguage,jokesortaunting,thisshouldnotmake
anotherperson,whoisoffendedorembarrassedbythesameactionsorcomments,
reluctanttoexpressorreporttheirobjections.
Disciplinaryactionmayinclude:warnings,reprimands,disciplinarycounselling,negative
performanceappraisals,withheldordelayedpromotions,suspensionwithoutpay,and
termination.
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 70
CodeofConductPolicy–ReleaseofPersonalInformation
PersonalinformationonEmployeesshallnotbegivenoutwithouttheEmployee`s
authorizationexceptundertheconditionsoutlinedbelowasrequiredbytheoperationof
the“Agency’s”business.
The“Agency”complieswiththePersonalInformation&PrivacyActandshallnotrelease
personalinformationonanyEmployeetoanypersonwithoutpriorwrittenpermissionof
theEmployee.Thisshall,innoway,limitthe“Agency’s”righttoprovideemployment
relatedinformationtorequestsrelatedtotheproperoperationofthe“Agency’s”
business(includingtheprovisionofemploymentreferencestootheremployers).
ShouldanEmployeewishtohavepersonalinformationreleased,s/heshallprovidethe
“Agency”withawrittenstatementauthorizingthe“Agency”toreleasetheinformation.
Whenarequestforthereleaseofpersonalinformationisreceived,andwherethe
Employeehasnotauthorizedthe“Agency”toreleasetheinformation,the“Agency”shall
respondtotheinquirerwithastatementthatitisnottheorganization'spolicytogiveout
informationwithouttheEmployee'spriorapproval.The“Agency”isnotresponsiblefor
advisingtheEmployeewhenarequesthasbeenmade.
CodeofConductPolicy–DailyRecordsandInternalCommunicationsAllformalandinformalnotes,includingtelephonemessages,notestooneself,etc.,will
bewrittenwiththeFreedomofInformationandProtectionofPrivacyActinmind
(availableatthe“Agency”administrationoffice).Notesandallotherdocumentation
shouldbefactual,objectiveandrespectful.IfnotesaretakeninmeetingswithProgram
Participantspresent,theProgramParticipantswillbetoldthatthenotesarenotsecret
andthattheyarewelcometoreadthem.
Writtenrecordsaredesignedtoensurecasecontinuityandprovideabasisforcontinuous
andconsistentworkthroughEmployeechangesorworkerabsenceandtoprovidefor
accountability,workerprotection(e.g.againstfalseallegations),courtpurposes,orthe
possibilityofaninquiry/investigation.
Recordsaretoincludeasufficientandclearlevelofdetailsothatacolleagueor
supervisorwouldbeabletoreadtherecordandrespondappropriatelyintheabsenceof
theregularworker.
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 71
PROCEDURES:Allofficialnotesanddocumentationmustbetypedorwrittenininkandsigned.
CODEOFCONDUCT–DISCIPLINEWhenanEmployeehascommittedaviolation,theEmployeeshallbesubjecttothe
disciplinaryactiontherein.
INVESTIGATIONAnEmployeeaccusedofviolationofthiscodeofconductmayreceiveathree-day
suspensionwithpaywhiletheaccusationisbeinginvestigated.Iftheaccusationis
upheld,disciplineoutlinedinthesesectionswillapply.Iftheaccusationisnotupheld,the
Employeewillbereturnedtoworkimmediately.
INDEMNITYWhereanEmployeeischargedwithanoffenceresultingdirectlyfromtheperformanceof
his/herdutiesandissubsequentlyfoundnotguilty,theEmployeeshallbereimbursedfor
reasonablelegalfees,providingthe“Agency”hasgivenpriorapprovaltothechoiceof
legalcounsel.
TheEmployeemustimmediatelynotifytheexecutivedirectorofsuchachargeand
provideongoinginformationontheprogressofthecase.
CodeofConduct–ConfidentialityAnEmployeewhobreachesProgramParticipantoragencyconfidentialitymaybe
dismissedwithoutpriorwarningbytheExecutiveDirector.
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 72
98
ProgramMeasurementTools
Asuccessfulpeersupportprogramisonethatevolvesovertimetocontinuallymeetthe
socialandemotionalneedsofthecommunityitserves.Thebestwaytoknowifyour
programismakingadifferenceandmeetingtheneedsofyourcommunityistoevaluate
itregularly.Startbysettingprogramobjectives,indicatorsandperformancegoals.Then
decidewhatdatayouwillneedtocollecttodetermineifyouaremeetingyourgoalsand
howyouwillgatherit.Youwillwanttocollectbothquantitative(e.g.#ofreferrals,#
activeprogramparticipants)andqualitativedata(e.g.surveys,focusgroups,quotes)to
determinetheimpactofyourprogram.Listentofeedbackandsuggestionsfor
improvements,stayopentothepossibilitiesandbenimble,flexibleandadaptabletoget
thebestresults.
PeerSupportQuarterlyReportingTemplateCompletedBy: Year: Period: OverallProgramProductivity/EfficiencyMeasures Comparisonto
PreviousPeriodComparisontoSamePeriodLastYear
ComparisontoTarget
Measure CurrentQuarter
LastQuarter
%Variance
SamePeriodLastYear
%Variance
TargetorTargetRange
OnTarget(asexpected)?
1 ü TotalOnetoOnePeerMentoringReferralsReceived
-% %
2 ü TotalOnetoOneParticipantsMatched % %
3 ü TotalOnetoOneFilesClosedinQuarter % %
4 ü TotalOnetoOneCaseloadonlastdayofreportingperiod
% %
5 ü NewPeerSupportGroupParticipantsAttending
% %
6 ü TotalServed(unduplicatedindividualscount)inPeerSupportGroup
% %
7 ü AverageDailyPeerSupportGroupAttendance
% %
8 ü #ofActivePeerMentorsonlastdayofreportingperiod
% %
9 ü #ofparticipantsurveyscompleted % %
KeyFindings(IncludeCommentsonAreasWhereGoalwasNotAchieved):
Learning&GrowthMeasures#ofNewStaffHiredThisQuarter:___#ofStaffDepartingThisQuarter:___
Areas Indicator PerformanceGoal
ActualResults MetPerformanceGoal?
10 Performance
Evaluations
%ofPerformance
Evaluations
CompletedOnTime
100% #ofEvaluationsCompletedontime:
#ofEvaluationsRequired:
%CompletedOn
Time:%
11 Documented
Supervision
%ofstaffwithat
least1documented
Supervision
90–100% #ofSupervisionsCompleted:
#ofSupervisionsRequired:
%Completedas
Required:%
12 StaffTraining %ofstaffwithall
requiredtrainingsup
todate
90–100% #ofStaffCompletingRequired
Trainings-
TotalStaff:
%ofStaffwith
TrainingUptoDate:%
13 OnetoOne
Participant
FileReporting
%ofparticipantfiles
reviewedthatquality
expectations
90–100% #ofFilesReviewed:
#ofFilesMeetingExpectations:
%ofFilesthatmet
qualityexpectations:%
KeyFindings(IncludeCommentsonAreasWhereGoalwasNotAchieved):
Participant&StakeholderFocus-ProgramEffectiveness/Impact
KeyFindings(IncludeCommentonAreasWhereGoalwasNotAchieved):•
Objectives Indicator PerformanceGoal ActualResults MetPerformanceGoal?
14 Participantsexperienceimprovementsintheiroverallmentalhealth
%ofprogramparticipantsreportingimprovedmental
health
80%agreeorstronglyagreewithItem#3
#ofparticipantsCompletingthisSurveyItem:
#ofparticipantsAgree/StronglyAgree:
%Agree/StronglyAgree:%
15 Participantsexperienceimprovementsintheirinterpersonalrelationships
%ofprogramparticipantsthat
reportimprovementintheirinterpersonal
relationships
80%agreeorstronglyagreewithItem#5
#ofparticipantsCompletingthisSurveyItem:
#ofparticipantsAgree/StronglyAgree:
%Agree/StronglyAgree:%
16 Participantshaveastrongersocialnetworktosupportthem
%ofpeoplethatreportastrongersocialnetwork
80%agreeofstronglyagreewithItem#3
#participantsCompletingthisSurveyItem:
#ofparticipantsAgree/StronglyAgree:
%ofparticipantsthatAgree/StronglyAgree:%
17 Participantsexperienceimprovementsintheirsenseofidentityandself-esteem
%ofprogramparticipantsthat
reportimprovementinsenseofidentityandself-esteem
80%agreeorstronglyagreewithItem#6
#ofparticipantsCompletingthisSurveyItem
#ofparticipantsAgree/StronglyAgree:
%ofparticipantsthatAgree/StronglyAgree:%
18 Participantshaveimprovedphysicalhealthandself-care
%ofprogramparticipantsthat
reportimprovementinphysicalhealthand
self-care
80%agreeorstronglyagreewithItem#7
#ofparticipantsCompletingthisSurveyItem:
#ofparticipantsAgree/StronglyAgree:
%ofparticipantsthatAgree/StronglyAgree:%
Action Plan/Follow-up Required
Action Person(s) Responsible Timeline for Completion
Peer Support Program Participant Evaluation Please help us by taking a few minutes to answer some questions about the help that you have received from our Peer Support Program. We are interested in your honest opinions, whether they are positive or negative. Please answer all of the questions. We welcome your comments and suggestions, as they help us to improve the quality of the program. Thank you very much. We appreciate your help! I have participated in/received support from the following Peer Support Programs:
□ Peer Support Program (group) □ Peer Support Program (one to one support)
I have:
□ Regular contact with Peer Support Program staff □ Occasional contact with Peer Support Program staff □ Very little contact with Peer Support Program staff
I am:
□ Very knowledgeable about all or most of the Peer Support Programs that ______________________ provides □ Somewhat knowledgeable about the Peer Support Programs that ______________________ provides □ Not very knowledgeable about the Peer Support Programs that ______________________ provides
Areas to be Considered
Strongly Agree
Agree Disagree Strongly Disagree
Not Applicable
Peer Support Programs staff follows through with what they have agreed to do.
I feel respected by Peer Support Programs Staff.
I feel welcomed by Peer Support Programs Staff.
I am involved in planning the services I receive from Peer Support Programs.
My overall mental health has improved by participating in Peer Support Programs.
My relationships with others have improved as a result of my participation in Peer Support Programs.
I feel more connected to others as a result of my involvement with Peer Support Programs.
I feel better about myself as a result of participating in Peer Support Programs.
I feel better physically and am more able to care for myself as a result of participating in Peer Support Programs.
What has been most helpful to you as a Program Participant of Peer Support Programs?
Comments: In an overall sense, how satisfied are you with the services you received from Peer Support Programs? (Circle most appropriate)
Very Satisfied
Mostly Satisfied
Neutral or mildly dissatisfied
Quite dissatisfied
Please Rate Peer Support Programs. (Circle most appropriate)
Excellent
Good
Fair
Poor
What could Peer Support Programs improve on? Comments:
GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 73
References
1. Sartore,G.,Lagioia,V.,&Mildon,R.(2017).Peersupportinterventionsforparents
andcarersofchildrenwithcomplexneeds(Protocol).CochraneLibrary:Cochrane
DatabaseofSystematicReviews,JohnWiley&SonsLtd.doi:
10.1002/14651858.CD010618
2. PeersforProgress.(2013).Acceleratingtheavailabilityofbestpracticesinpeersupportaroundtheworld.Retrievedfromhttp://www.peersforprogress.org/wp-
content/uploads/2012/11/20121126_peers_brochure_updated_2013.pdf.
3. PeersforProgress.(2014).Globalevidenceforpeersupport:Humanizinghealth
care.Retrievedfromwww.peersforprogress.org/wp-
content/uploads/2014/09/140911-global-evidence-for-peer-support-humanizing-
health-care.pdf
4. Solomon,P.(2004).Peersupport/peerprovidedservices:underlyingprocesses,
benefits,andcriticalingredients.PsychiatricRehabilitationJournal,27,392–401.
doi:10.2975/27.2004.392.401
5. CATIE:Canada’ssourceforHIVandhepatitisCinformation.(2008).HepatitisC
PeerSupportGroupManual.Retrievedfromwww.catie.ca/en/resources/hepatitis-
c-peer-support-group-manual
6. PeerSupport(AccreditationandCertification)Canada.(2016).Nationalcertificationhandbook-version3.Retrievedfromhttp://www.psac-
canada.com/wp-content/uploads/PSACC-Certification-Handbook-2016.pdf
7. Sunderland,K.,Mishkin,W.,PeerLeadershipGroup,MentalHealthCommissionof
Canada.(2013).Guidelinesforthepracticeandtrainingofpeersupport.Calgary,
AB:MentalHealthCommissionofCanada.Retrievedfrom
http://www.mentalhealthcommision.ca
8. Dennis,C.L.(2003).Peersupportwithinahealthcarecontext:Aconceptanalysis.InternationalJournalofNursingStudies,40(3),321–332.doi:10.1016/S0020-
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9. Schippke,J.,Provvidenza,C.,Townley,A.,&Kingsnorth,S.(2015).Peersupportbestpracticetoolkit:Section1.0Backgroundandmodelsofpeersupport.Evidence
toCare,HollandBloorviewKidsRehabilitationHospital,Toronto,Ontario.
Retrievedfrom
www.hollandbloorview.ca/Assets/Evidence%20to%20Care/Peer%20support%20to
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