Introducing Peer Support Workers into Health System

SUCCESSFUL SCALING OF PEER SUPPORT WORKER POSITION IN THE LOCAL TRUST FROM 4 TO 40 POSITIONS WITHIN 18 MONTHS

For more than five years peer support has been identified by government and third sector mental health strategies as core critical to improving community and hospital-based health service provision. The main challenge continues to be realisation of that vision. In partnership with a local non-profit, Habitus co-led the launch of a pilot of 4 Peer Support Workers in the local health authority. The aim was to ensure that the knowledge gained was used to increase the likelihood of the rapid scaling of Peer Support Worker positions in the health authority. Within 18 months, the health authorities peer support workforce grew from four to forty and continues to grow.

Challenges

With the wrong supports Peer Support Workers have a higher rate of long-term sickness and low levels of retention, impacting an organisation’s ability to gain support from existing employees to scale the role and profession. 

An employee shortage in Alberta meant that the peer support role was seen by many health professionals as a ‘low-cost’ way of filling posts rather than hiring skilled professionals. The stigma around the health, resiliency and abilities of Peer Support Workers was also a key challenge. Both challenges were abated with specific relationship building and tailored training sessions led by Habitus.

How we made a difference

Habitus provided expert knowledge in the delivery, evaluation, service modelling and implementation of peer support services. With a team of leaders in peer support, we were able to accelerate impact by providing Alberta Health Services all the tools, knowledge and evidence they need to make the case and prove Peer Support Services were going to have or were having an impact on the many different environments and settings they provide services in. Using a comprehensive outcomes measurement system, we evidenced and gained the following knowledge for peer support and mental health and addiction projects moving forward:

Recruitment is key:

• Peers with high levels of curiosity, persistence, and an ability to form positive relationships with professional stakeholders, were most likely to succeed.

• Three specific interview and selection criteria were found to have the most significant likelihood in identifying high-performing candidates.

Workplace readiness improves retention and decreases negative behaviours:

• Workplaces with low levels of stigma and high levels of morale were most likely to have a successful experience with a peer

• Training for the wider staff on the role of a peer and how it aligns and differs from other roles in the team increased the likelihood of success

Training and quality assurance:

• A peer attached to a ‘practice mentor’ either through a local team or community of practice was proved to increase the quality of peer service delivered

• A tailored recruitment and training programme leads to significantly higher levels of service delivery quality

Results

Successful scaling of the Peer Support Worker position in the local trust from 4 to 40 positions within 18 months.

• Retention of peer employees higher than the service average

• Increase in satisfaction surveys from service users

• Existing staff reported a higher level of understanding of the role and its ability to enhance service provision within a team.

Habitus specialises in providing practical, engaging and lasting solutions for health providers, especially in recovery and peer support. For more information on how Habitus can help your organisation successfully implement peer support workers into your team or to track the impact they are already having, clicking on the button below.

Alternatively, send us a message by clicking here or contact us by phone on 020 7207 3186.