a guide to develop and deliver peer support services...image by aaryn secker. originally created for...

GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices 1

GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices

Index-GettingStarted:AGuidetoDevelopandDeliverPeerSupportServices

Section Page

1.TheConceptofPeerSupport7• WhatisPeerSupport?

• WhyPeerSupport?

• ThePhilosophyofPeerSupport

• DefiningWellbeing

• TheCoreValuesandPrinciplesofPeerSupport

• PeerSupportStandardsofPractice

• ThePrinciplesofPractice

2.ModelsandStructuresofPeerSupport12• Model1:InPersonGroupPeerSupport

• Model2:OnlinePeerSupport

• Model3:One-to-OnePeerSupport

• HelpfulResourcestoGuidetheStart-upofPeerSupportServices

• CaseStudy:OnlineHIVPeerSupport

3.PeerMentorScopeofPractice18• PeerMentorRoleDescription 19

4.PeerMentorRecruitment23• ExampleRecruitmentProcess

• SampleRecruitmentPoster

• ExampleofSocialMediaPostsforRecruitment

• BecomingaPeerSupportMentorProcessSummary

• Application:HIVand/orHepatitisCPeerMentorTrainingProgram

• ReferralfromaHealthProfessional

• PeerMentorRecruitmentAgencyResponsibilityChecklist

• PeerMentorApplicantInterviewQuestions

• PeerMentorPost-TrainingInterview

5.PeerMentorCompensation37• PaidEmployeeorVolunteer?

• CategoriesofEmployment

• VolunteersReceivingHonoraria

• CreateaWell-ConsideredandTransparentProcessforPaying

• ExamplesofHonorariainPeerMentorPrograms

Section Page

6.PeerMentorSupervisionandSupport42• StructuresofSupervision

• StructuresofSupport

• ExamplesofSupervisionandSupport

• 3MonthPeerMentorSelf-Review

• YearlyPeerMentorSelf-Review

7.BecomingaParticipantofPeerSupport48• ExampleReferralandOrientationProcess

• AgencyProgramsReferralForm

• ProgramsOrientationForm

• HelpfulResource

8.PeerSupportPolicyandProcedureExamples57• Definitions

• EmployeeAccommodation

• StandardofConductPolicy

• LoyaltyPolicy

• ConfidentialityPolicy

• CodeofConductPolicies

9.ProgramMeasurement72• PeerSupportQuarterlyReportingTemplate

• PeerSupportProgramParticipantEvaluation

10.References80

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.

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

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.

ContactIhhealthoutreach@interiorhealth.ca.

EditableTemplates:Formandcertificatetemplatesineditableworddocumentsare

availablebyrequest.PleaseemailIhhealthoutreach@interiorhealth.caattheInterior

HealthAuthority,HIVandHealthOutreachProgram,PopulationHealth.

EditableHandbook:Part4,thepeermentorpolicyandprocedurehandbookisavailable

byrequestasaneditableworddocument.Pleaseemail

Ihhealthoutreach@interiorhealth.caattheInteriorHealthAuthority,HIVandHealth

OutreachProgram,PopulationHealth.

HowtoCitethisDocument:Kyte,A.,Pereira,J.(2018).PeersupporttoolkitforpeoplelivingwithHIVand/orhepatitisC:part1gettingstarted:aguidetodevelopanddeliver

peersupportservices.Kelowna,BritishColumbia:CanadianMentalHealthAssociation

Kelowna&DistrictBranch.

ContactInformation:CMHAKelowna:websitecmhakelowna.org,email

kelowna@cmha.bc.ca,phone250-861-3644.InteriorHealthAuthority:email

Ihhealthoutreach@interiorhealth.ca.

Thecompletetoolkitcanbefoundatwww.interiorhealth.ca/PeerToolkit.

TheImpactofPeerSupport

AsayoungnewlydiagnosedpersonlivingwithHIVIwas

lost,scared,aloneandisolated.Thesocialgatheringsat

REL8Okanaganplayedamajorroleinbreakingthe

isolationaswellassupportingmeasaperson,aleader

andnewHIVactivist.ThesupportIreceivedatREL8Social

hasgivenmetheconfidencetobeoutaboutmy

diagnosis.REL8hasandcontinuestoempowermetotry

andmakeadifferencewithintheHIVcommunity.

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

Physical

Environmental

Spiritual

Social

Psychological

DefiningWellbeing

Peersupportisfocusedonhealthandwellbeing;whatdoes“wellbeing”meanandhow

doesoneknowifithasbeenachieved?

Theholisticwellnesswheelisonewaytobetterunderstandtheconceptofwellbeing.The

aimofthewellnesswheelistopromotebalancebetweenthefiveareasoflifeandto

recognizeallaspectsareessentialandinterconnected.Achievingbalanceisalifelong

pursuit.Similartopersonalmastery,wellbeingorwellnessisnotsomuchastateto

achieve,butratherapracticetoestablish.Theresponsibilityandroleofthepeermentor

istoidentifyanddeveloppersonalpracticestonurtureeachofthefiveareasoflifeand

supportpeerstodothesameintheirownuniqueway.

CoreValues

Mutuality

Dignity

SelfDetermin-ation

PersonalIntegrity

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

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

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.

ModelsandStructuresofPeerSupport

Peersupportcanbeofferedinmanywaysbyvariousprovidersindifferentsettingsusing

bothformalandinformalapproaches.Anygivenpeersupportprogramwillincludea

combinationofthreekeycharacteristics.8

Emoqonal

Support

Empathic,caring

interacqons

Informaqonal

Support

Providingknowledgeand

personalexperience

Appraisal

Support

Providinginformaqonto

encouragepersonal

decision-making

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

• Peer-ledgroupscanexperienceaperceivedpowerimbalancebetween

peersandfacilitators.

Keyconsiderationswhendevelopingprograms

• Createarelaxedatmospherewheremembersfeeltheycansharetheir

experiencesandprovidesupporttoothers.

• Meetingtimesandlocationsshouldsuitthegroupneeds.

• Includeactivitiesinvolvinginformationandexperiencesharing.

• Developcriteria(e.g.communicationandleadershipskills;experiencewith

thesupportgrouptopic)toscreenandselectprogramfacilitators

(professionaland/orpeer).

• Activitiesthatfocusonsocializationandfuncaneasegrouptensionand

allowsupportiveconversationstoemergenaturally(e.g.ApplestoApples

orothernon-competitivegames).

Model2:OnlinePeerSupport9

• 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.

• 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).

Model3:One-to-OnePeerSupport9

•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).

• Ensurementoriskeptsafe.

• Seekhelpers,notrescuers.

• Mentorsrequireinitialandongoingtraining.

• Mentorsrequireongoingsupportandsupervision.

• Thehealthandwellbeingofmentorswillfluctuateandrequireflexibility

andaccommodation.

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.

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:poz.linx@gmail.com.

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.

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]-

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

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.

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.

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.

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.

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

• Owntransportationoraccesstopublictransportation.

VolunteersWanted!HIV/HepCPeerSupportServices

To Apply: Contact {NAME/EMAIL/PHONE] at [AGENCY] Applications wil l be accepted unti l: [DATE]

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].

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.

Abriefdescriptionofvolunteerroles:• ONETOONEPEERMENTORING

[Example:ProvidessupportforpeoplecopingwiththeisolatingeffectsofHIVand/orHepC.Apeermentormeetswithapeerincommunityonceaweekforupto10visitsandprovides

emotionalsupportandhelpwithgoalsetting.]

• GROUPPEERSUPPORTFACILITATOR[Example:Facilitatesthepeersupportmeeting,helpsparticipantstofeelwelcomedand

comfortable,takesattendance,leadsopeningactivitysuchasreadingapoem,quoteor

inspirationalstorytosetthetoneofthegathering,leadsasmallgroupcheckin,thankspeers

forparticipating.]

• PEERSUPPORTOUTINGFACILITATOR[Example:Facilitatesasocialoutinginthecommunityduringtheeveningtohelpbreak

isolationoutsideofregularprogramhoursandhelpsparticipantstofeelwelcomedand

comfortableandsafe.]

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?

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.

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.

YOURLOGOHERE PEERMENTORAPPLICANTINTERVIEW

QUESTIONS

INTERVIEWERNAME:

PEERMENTORAPPLICANT:

1.Whatmotivatedyoutoapplyforthistrainingprogram?

2.Describewhat“peersupport”meanstoyou,andhowyoufeelitwouldbenefitapersonwitha

HIVand/orHepC.

3.WhatisoneexperienceyouhavehadlivingwithHIVand/orHepCthatwouldhelpyouinthe

roleofapeermentor?

4.Doyouthinkyouareinagoodplacetobeabletoprovidesupporttoothers?Howdoyou

5.Whatskillsandpersonalstrengthswouldyoubringtothepeersupportprogram?

6.Tellusaboutanypreviousvolunteerorworkexperiencethatwouldhelpyouinapeermentor

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

YOURLOGOHERE

PEERMENTORPOST-TRAININGINTERVIEW

INTERVIEWERNAME:

PEERMENTORCANDIDATE:

Selectthequestionsyoufeelaremostrelevant.

1.Nowthatyouhavecompletedthepeermentortraining,doyouthinkyouwillbea

goodfitforourpeersupportprogram?Whyorwhynot?

2.Tellussomethingnewyoulearnedduringtrainingandsomethingnewyoulearned

aboutyourself.

3.Pleasedescribeyourunderstandingofthepeer/mentorrelationship.Whatarethe

maindifferencesbetweenacounsellorandapeermentor?

4.Define“confidentiality”.Inwhatcircumstancewouldyoubreakconfidentiality?Who

wouldyoutalkto?

5.Whatskillsdoyoubelievearemostimportantinbeinganeffectivepeermentor?

6.Arethereanyareaswithinthepeermentorrolethatyoumayfindchallenging?

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.

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?

Whatpeermentorservicesareyouinterestedindoing?

o OnetoOneMentoring

o GroupFacilitationo GroupOutingso SocialActivityPlanningo PublicSpeaking

Ifyouwouldliketohaveanopportunitytoexperienceoneormoreoftheactivitiesabove

byshadowingapeermentorbeforesigningup,pleaseletusknowandwewillarrangeit.

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

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.

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.

CreateaWell-ConsideredandTransparentProcessforPayingPeerMentorsSeveralquestionstoconsiderinthisprocessinclude:15

Howmuchwillpeermentorsbepaid(and

howdoesthiscomparewithotherswho

arebeingpaid)?

Howoftenwillpeermentorsbepaid(ie.

monthly,2Xpermonth,weekly,lump

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?

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-

• settingupabankaccount(p.19);

• obtainingidentification(p.21-23).

Findithere:http://www.bccdc.ca/resource-

gallery/Documents/A%20guide%20for%20paying%20peer%20research%20assistants%202017.pdf

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.

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/

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?

4.Howcanwesupportyoutobeableperformyourrolebetter,i.e.resources,training,support,

ActionPlan/Follow-UpRequired:

Action Person(s)Responsible TimelineforCompletion

Date:_______________________PeerMentorName&Signature:________________________

PeerSupportStaffName&Signature:________________________________________________

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

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:________________________________________________

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.

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

Formoreinformationontheseprograms,visit:[website]

APPLICANTCONTACTINFORMATION

DATEOFBIRTH

GENDER

DAY MONTH YEAR

PHONE CELL#

ADDRESS

CITY POSTALCODE

EMERGENCY

CONTACT

NAME RELATIONSHIP CONTACT#

OFFICEUSEONLY

RECEIVED:

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

OTHERSUPPORT PHONE

Hasapplicantbeen

informedofthisreferral?

o Yeso No Howlonghaveyoubeenworkingwiththeapplicant?

REFERRINGAGENT

SIGNATURE

Ourprogramsaregroup-orientedandforeachreferralwetakeintoconsiderationthefitand

appropriatenessoftheapplicant.Ifwe thinkweareunabletoprovideanappropriatelevelofservicefor

thisapplicant,youwillbecontactedbyourstaff.[AGENCY]will makeeveryefforttoreviewreferrals

withinthree(3)businessdaysandapplicantswillbecontacteddirectlytoarrangean appointment.We

areunabletoprocessincompleteorillegiblereferrals.

YOURLOGOHERE PROGRAMSORIENTATIONFORM

CONTACTINFORMATION LASTNAME

FIRSTNAME

WHICHOFYOURPROFESSIONALSUPPORTSDOYOUFEELKNOWYOUBEST?

HEALTH

WHATAREYOURHEALTHCHALLENGES?(CURRENTANDPAST)

ISTHEREANYTHINGINPARTICULARYOUWOULDLIKEUSTOKNOWABOUTYOU?

HOWDOYOUPLANTOUSETHEPROGRAMSTOBENEFITYOURHEALTHANDWELLBEING?

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)

WITNESS

IHAVEHADTHE[PROGRAM]GUIDELINESEXPLAINEDTOME ANDIWILLABIDEBYTHEMTOTHEBESTOFMYABILITIES.

SIGNATURE

[AGENCY]STAFFONLY-PEERSUPPORT1:1

DOYOUHAVEANYGOALSYOUAREWORKINGON?

HOWCANAMENTORBESTSUPPORTYOU?

WHENAREYOUAVAILABLETOMEETWITHAPEERMENTOR?

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.

SIGNATURE

PEERSUPPORT

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!

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.

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.

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.

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.

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.

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”

• access/discussonlythatConfidential

Informationthatisneededtocarry

outtheirProgramParticipant/service

responsibilities;

• preserveconfidentialityof

ConfidentialInformationwhile

engagedin“Agency”andoutsideof

• 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.

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

EXAMPLESOFBREACHESOFPRIVACYANDCONFIDENTIALITY

Examplesofbreachesofprivacyor

confidentialityinclude,butarenotlimited

• 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.

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.

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.

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.

“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;

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.

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.

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.

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

%Agree/StronglyAgree:%

16 Participantshaveastrongersocialnetworktosupportthem

%ofpeoplethatreportastrongersocialnetwork

80%agreeofstronglyagreewithItem#3

#participantsCompletingthisSurveyItem:

%ofparticipantsthatAgree/StronglyAgree:%

17 Participantsexperienceimprovementsintheirsenseofidentityandself-esteem

reportimprovementinsenseofidentityandself-esteem

#ofparticipantsCompletingthisSurveyItem

18 Participantshaveimprovedphysicalhealthandself-care

reportimprovementinphysicalhealthand

self-care

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

□ 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

What could Peer Support Programs improve on? Comments:

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-

7489(02)00092-5

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

olkit/EtC_PeerSupport_Section1_FA.pdf

10. CanadianMentalHealthAssociation,BCDivision.(2007).Peersupportguidefor

parentsofyouthwithmentalhealthproblems.Retrievedfrom

www.cmha.bc.ca/wp-content/uploads/2016/07/ParentPeerSupportGuide.pdf

11. Schippke,J.,Provvidenza,C.,Townley,A.,&Kingsnorth,S.(2015).Peersupportbestpracticetoolkit:Section3.0Resourcestohelpyougetstarted.Evidenceto

Care,HollandBloorviewKidsRehabilitationHospital,Toronto,Ontario.Retrieved

www.hollandbloorview.ca/Assets/Evidence%20to%20Care/Peer%20support%20to

olkit/EtC_PeerSupport_Section3_FA.pdf

12. PeerNetBC.Resources[weblogpost].Retrievedfrom

www.peernetbc.com/resources

13. CATIE:Canada’ssourceforHIVandhepatitisCinformation.(2017).Practice

GuidelinesforPeerHealthNavigators.Manuscriptinpreparation.

14. CanadianHIV/AIDSLegalNetwork.(2006).“NothingAboutUsWithoutUs”

Greater,MeaningfulInvolvementofPeopleWhoUseIllegalDrugs:APublicHealth,

Ethical,andHumanRightsImperative.Retrievedfromwww.aidslaw.ca/site/wp-

content/uploads/2013/04/Greater+Involvement+-+Bklt+-+Drug+Policy+-+ENG.pdf

15. Greer,A.M.andBuxton,J.A.(2017).AGuideforPayingPeerResearchAssistants:

ChallengesandOpportunities.Retrievedfromwww.bccdc.ca/resource-

gallery/Documents/A%20guide%20for%20paying%20peer%20research%20assistan

ts%202017

16. CanadianMentalHealthAssociation(CMHA)Kelowna.(2015).CMHAKelowna

personnelmanual.Unpublishedmanuscript,CanadianMentalHealthAssociation

Kelowna,BC,Canada.

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