Substance Use Disorder

Peer Supervision
Competencies
The Regional Facilitaon Center
DACUM Facilitator/Authors
Eric Marn, MAC, CADC III, PRC, CPS & Anthony Jordan, MPA, CADC II, CRM
DACUM Workgroup
Michael Razavi, MPH, CADC I, PRC, CPS
Van Burnham IV, B. Accy., CRM
Ally Linfoot, PSS
Monta Knudson, CADC II, CRM
Erin DeVet, B.S., CADC II
Linda Hudson, MSW, CSWA, CADC III
LaKeesha Dumas, CRM, PSS, CHW

Edited by
J. Thomas Shrewsbury, MSW, LCSW, BCD, MAC
Je Maro a, PhD, CADC III, CGAC II
Ruth Bichsel, Ph.D., HS-BCP, MAC, FACFEI, FABPS
Ki y Martz, MBA, CGRM

Qualitave Review by
William White

Substance Use Disorder
Peer Supervision
Competencies
TheRegionalFacilitationCenter
EricMartin,MAC,CADCIII,PRC,CPS&AnthonyJordan,MPA,CADCII,CRM
J.ThomasShrewsbury,MSW,LCSW,BCD,MAC
RuthBichsel,Ph.D.,HSBCP,MAC,FACFEI,FABPS
Introduction
VerylittlehasbeenwrittenaboutSUD
(SubstanceUseDisorder)PeerSupervision
Competencies.Inremedy,thiscompetency
analysisisoffered,usingaseriesof
investigativeprotocols,including:a
systematicreviewoftheliterature,DACUM
(DevelopingACurriculum)workgroup,
quantitativepeerandsupervisorvalidation
survey,andamanagerialandadministrative
validationreview.
Thiscompetencyanalysisisspecifically
designedfortrainingpurposes.
CompetencieswithspecificKSAs(Knowledge,
Skills,andAttitudes)aredescribedin
checkboxesforclassroomparticipantself
assessment.
ClassroomDirections
Thistextisdesignedforinclasstraining.
1. Reviewanddiscussacompetency.
2. Askeachparticipanttocompletethe
associatedselfassessment.Theself
assessmentcheckboxcanalsobe
usedasanagencyselfassessment
checkbox.
3. Ingroups,haveparticipantsdiscuss
theirstrengthsandareasneeding
improvementbasedontheirself
assessment.
4. Facilitateaclassdiscussionaround
theinsightsgainedbyindividuals
throughselfassessmentandgroup
discussions.
5. Moveontothenextcompetencyand
repeattheprocess.
DACUMFacilitators/Authors:
DACUMWorkgroup
MichaelRazavi,MPH,CADCI,PRC,CPS
VanBurnhamIV,B.Accy.,CRM
AllyLinfoot,PSS
MontaKnudson,CADCII,CRM
ErinDeVet,B.S.,CADCII
LindaHudson,MSW,CSWA,CADCIII
LaKeeshaDumas,CRM,PSS,CHW
Editedby
JeffMarotta,PhD,CADCIII,CGACII
KittyMartz,MBA,CGRM
QualitativeReviewby
WilliamWhite
Methodology
1. StageOne:SystematicReviewofthe
Literature.Weidentified29documents,
manuals,credentialingstandards,and
curriculumoutlinesthatwerespecificto,
andrelatedtothesupervisionofpeers.We
identified25commoncompetencieswhich
werethenrankedbyfrequencyof
identificationwithintheliterature.
(Appendix#1)
2. StageTwo:DACUMSubjectMatterExperts
(SME).TheSMEwereassembledfrom
experiencedpeersupervisors,allofwhom
areinlongtermrecoveryfromasubstance
usedisorder.Theworkgroupanalyzedthe
systematicreviewandgenerated
competencies.Theytheneditedlanguage
anddevelopedorganizationalstoryboard
attributestothecompetencyandtask
descriptions.
3. StageThree:QuantitativePeer&
SupervisorLikertValidationSurveys.The
SMEdevelopedsurveyquestionsforpeers
andsupervisorsregardingcompetencies.
Eighteenpeersandsupervisorscompleted
theLikertsurveyandfeedbackportionof
thevalidationsurvey,withsubsequentedits
tocompetencies/taskbasedonresults
(mean,median,variance,confidence
intervals,marginsoferrorandstandard
deviation).(Appendix#2)
4. StageFour:QualitativeManagerial&
AdministrativeValidation.Adraft
documentwasdistributedtoadministrators
withpeer/recoveryexperiencefor
validationthroughmanagerialand
administrativereview,withsubsequent
editstocompetenciesbasedonresults.
5. StageFive:DACUMCurriculum.Finaledits
totheSupervisionCompetencieswere
producedbytheSMEandthecurriculum
selfassessmentgridswereproducedfor
trainingandselfevaluation.

SystematicLiteratureReview
andDACUMWorkgroup
DACUMLeadFacilitator:
EricMartin,MAC,CADCIII,PRC,CPS
Eric@ACCBO.com
PeerTrainer,DaystarEducation
PeerConsultant,4thDimensionRecoveryCenter
Supervisor,VPGRPeerServices
PeerDeliveredServicesResearcher,HealthShare
ofOregon
AdjunctFaculty,UniversityofOregon
DACUMFacilitator:
AnthonyJordan,MPA,CADCII,CRM
ProgramManagerofAddictionServices,
MultnomahCountyMentalHealth&Addictions
ServicesDivision
BoardofDirectors,AddictionCounselor
CertificationBoardofOregon
MichaelRazavi,MPH,CADCI,PRC,CPS
PeerMentor&Trainer,DaystarEducation
PeerResearcher,HealthShareofOregon
ConsultingPeerSupervisor,VPGR
CoDirector,AddictionCounselorCertification
BoardofOregon
VanBurnhamIV,B.Accy.,CRM
BoardofDirectorsandVolunteerPeerMentor,4th
DimensionRecoveryCenter
CoDirector,AddictionCounselorCertification
BoardofOregon
AllyLinfoot,PSS
ManagerofPeerServiceCoordination,Clackamas
CountyBehavioralHealthDivision
TraditionalHealthWorkerCommissioner
MontaKnudson,CADCII,CRM
ExecutiveDirector,BridgestoChange
President,MetroPlusAssociationofAddictionPeer
Professionals
ErinDeVet,B.S.,CADCII
DirectorofPeerServices,DePaulTreatment
Centers
LindaHudson,MSW,CSWA,CADCIII
DirectorofAfricanAmericanServicesandProgram
DirectorofImaniCenter,CentralCityConcern
AdjunctFaculty,ConcordiaUniversity
LaKeeshaDumas,CRM,PSS,CHW
Chair,TraditionalHealthWorkerCommission
VicePresident,MetroPlusAssociationofAddiction
PeerProfessionals
Coordinator,OfficeofConsumerEngagement,
MultnomahCounty,MentalHealth&Addictions
ServicesDivision
Editors
J.ThomasShrewsbury,MSW,LCSW,BCD,MAC
OregonHealthAuthority,HealthServicesDivision
JeffMarotta,Ph.D.,NCGCII
Founder,VPGRPeerServices
PeerDeliveredServicesResearcher,Problem
GamblingSolutions,Inc.
RuthBichsel,Ph.D.,HSBCP,MAC,FACFEI,FABPS
Director,UniversityofOregonSubstanceAbuse
PreventionProgram
KittyMartz,MBA,CGRM
BoardPresident&PeerMentor,VPGR
QualitativeReviewby
WilliamWhite
EmeritusSeniorResearchConsultant,Chestnut
HealthSystems
ThisCompetencyAnalysiswasfunded
throughTheRegionalFacilitationCenter
GrantfromtheOregonHealthAuthority,
HealthServicesDivision.
RecommendedCitation:
Martin,Jordan,Razavi,Burnham,Linfoot,
Knudson,DeVet,Hudson,&Dumas(2017).
SubstanceUseDisorderPeerSupervision
Competencies,TheRegionalFacilitation
Center,Portland,Oregon.

Table of Contents
Substance Use Disorder
Peer Supervision
20 Core Competencies

Section One: Recovery-Oriented Philosophy

Section Two: Providing Education & Training

Section Three: Facilitating Quality Supervision

Section Four: Performing Administrative Duties

Section One: Recovery-Oriented Philosophy

Competency One: Understands Peer Role Supervisorfully

comprehendsthesubstanceusedisorder(SUD)peerrecoveryroleanddutiesthrough
corepeertraining,theirlivedrecoveryexperience,andbehavioralhealthoccupational
experience.

SelfAssessment {Checklist
Competency#1:UnderstandsPeerRole
Supervisorhasrecoveryexperienceasanindividualwhoidentifiesasa
personbeinginrecoveryfromasubstanceusedisorder.
Supervisorhasoccupationalexperienceasapeer,and/orothersubstance
usedisorderbehavioralhealthcareexperience.
Supervisorhascompletedthecoresubstanceusedisorderpeertraining.

Competency Two: Recovery Orientation Supervisorunderstandsand

supportsthephilosophyofrecoverymanagementandrecoveryorientedsystemsof
care(ROSC),including,butnotlimitedto:hope,selfdisclosure,mutuality,personfirst
language,selfdetermination,empowerment,manypathwaysandstylesofrecovery,
fosteringindependence,utilizesstrengthbasedapproach,addressingstigma&
oppression,providingstageofchangeappropriatesupport,clientchoice,andadvocacy.

SelfAssessment{Checklist
Competency#2Checklist:RecoveryOrientation
Supervisorunderstandstheimportanceofinstillinghope,oftenfacilitated
throughappropriateselfdisclosure,andmutuality.Supervisordefines
appropriateselfdisclosure.
Supervisorusespersonfirstlanguagewhilesimultaneouslyacknowledging
thevalueofthesubstanceusedisorderrecoveryidentity(addictand
alcoholic)forthosewhochoosetheirowntermsofselfidentification.
Supervisorpromotesselfdeterminationavoidingthecultureofdiagnosis
andlabeling.
Supervisorsupportsconceptsofselfefficacyandempowerment.
Supervisorhonorsclientchoice,manypathwaystorecovery,selfdirection,
andpersoncenteredrecoveryplanning.
Supervisorsupportsfosteringindependenceversusdependence,including
employmentassistanceandovercomingbarrierstoindependentliving.
Supervisorrecognizesrecoverycapital/assets,naturalsupports,inclusion
offamily,friendsandallies,andastrengthsbasedapproachtosupporting
recovery.
Supervisorrecognizestheimperativeofaddressingdiscrimination,
oppression,andstigma,anditstransformativepowerinrecovery.

 Supervisoracknowledgestheimportanceofclientadvocacyandthatpeer
staffareinbutnotofthesystem.
Supervisorsupportsinformedconsentandclientchoiceregardingtheuse
ofbehavioralhealthmedications.Supervisorassistspeerstaffin
maintainingneutralityregardingprescribedbehavioralhealthmedications
andtheimportanceofoperatingwithinscopeofpractice.
Supervisorunderstandsthatrecoverysupportservicesarenonlinear
services,occurringpretreatment,duringtreatment,andposttreatment.
Forsome,PeerDeliveredServicescouldalsobeanalternativeto
professionaltreatment,particularlythosewithlowtomoderateproblem
severityandmoderatetohighrecoverycapital.
Supervisorrecognizesthatindividualsreceivingpeerservicesareactive
agentsofchangeintheirlivesandnotpassiverecipientsofservices.

Competency Three: Models Principles of Recovery Supervisor

modelsrecoveryphilosophyandincorporatesthosetenetsinallpeeroccupationalroles
andduties,thesupervisoryexperience,andtheorientationofthegreaterorganization.

SelfAssessment{Checklist
Competency#3Checklist:ModelsPrinciplesofRecovery
Supervisormodelskeyprinciplesofrecoveryintheirpersonalwork.
SupervisorpromotesprinciplesofrecoverywithinthePeerDelivered
Servicesprogramandpeersupervision.
Supervisorpromotestheseprincipleswithinthegreaterorganization,
througheducationandorientationtoPeerDeliveredServices.
Supervisorpromotesandmonitorsoccupationalselfcareandpeer
wellness.
Supervisormaintainstheirownprogramofrecoveryandhealth
maintenance,includingapersonal/professionalsystemofsupport.

Competency Four: Supports Meaningful Roles Supervisorsupports

meaningfulpeerroles,including:outreachandengagement,empatheticsupport,
instillinghope,enhancingmotivation,clientadvocacy,andsystemnavigation.
Supervisoradvocatestomaintainthosemeaningfulrolesanddiscouragestheuseof
peersinotherrolesthatdiminishthevalueoftheirworkorcreateambiguityintheir
occupationalroles,orarebeyondtheboundariesofoneseducation,training,and
experience.Supervisorembracesthevalueoflivedexperienceandappropriately
utilizespeersbasedontheirlivedexperience(e.g.,addictionpeers,forensicpeers,
mentalhealthpeers,andfamilypeers).

 Selfassessment{Checklist
Competency#4Checklist:SupportsMeaningfulRoles
Supervisordesignsmeaningfulworkforpeers,avoidingsole,excessiveor
primaryworkassignmentsastreatmentaids,gofers,staffassistants,
oroccupationalassignmentsthatcreateroleambiguity,suchasjunior
counselors,juniorcasemanagers,U.A.technicians,orjunior
probationofficerstrackingtraditionalbehavioralhealthcaretreatment
compliance.
Supervisorrecognizestheuniqueandspecializedbodyofknowledge,skills
andcompetenciesinvolvedinoutreach,advocacy,andengagementinthe
communitieswhereclientslive.
Supervisorvaluesthesynergisticimportanceoflivedexperiencecombined
witheffectiveempatheticsupport,instillinghopethroughselfdisclosure,
andmotivationalenhancementinterventions.
Supervisoracknowledgespeerrolesbasedonapeerslivedexperience.
Supervisoravoidsroleambiguitybyavoidingtheadministrative
convenienceofviewingallpeersasgeneralists.Supervisorsupports
peerspecializationbasedonlivedexperience(addictionpeers,forensic
peers,mentalhealthpeers,orfamilypeers.).
Supervisorrecognizesthevalueofpeersaslivedexperiencesystem
navigators,utilizingtheirknowledgeandexperiencewithvariedsystems
(criminaljustice,childwelfare,vocationalrehabilitation,TANF,SNAP,WIC,
orothers.)
Supervisorrecognizesandsupportsthevalueofpeersasabridgebetween
traditionalbehavioralhealthinstitutionsandthenaturalsupportsof
friends,families,allies,andthegreaterrecoverycommunity.
Supervisordefinespeeroutputsandexpectedoutcomes.Supervisor
generatesdataonoutputsandoutcomes,providingfeedbackregarding
PeerDeliveredServicesandindividualpeereffectiveness.

Competency Five: Recognizes the importance of addressing

Trauma, Social Inequity & Health Care Disparity Supervisor
understandsTraumaInformedCare,socialandhealthcareequity,andincorporatesthat
understandingintotheirsupervisionpractices,peerprogramming,andadministration.
Supervisoracknowledgestraumaexperiencedbyhistoricallyoppressedand/or
underservedpopulations(ethnic&culturalminorities,thosewithmentalhealth
challenges,thosewithaddiction,sexualminorities,thoseinpoverty,thoseexperiencing
homelessness,thosewhoaredisabled,includingdisabledveterans).

 SelfAssessment {Checklist
Competency#5Checklist:RecognizestheimportanceofaddressingTrauma,
andSocial&HealthCareInequity
Supervisorrecognizestheconsequencesoftraumaonindividuals,families
andcommunities,including,butnotlimitedto:physicalhealth,
psychologicalhealthandwellbeing,occupationalperformance,and
parenting.Supervisorrecognizestheconsequencesofinstitutionaland
societaltraumaanditsimpactsonsocialdeterminantsofhealth.
Supervisorunderstandsmodelsoftraumainformedcareandbest
practicesforvariedpopulations.Supervisorassistpeersindeveloping
skillstoexpressempathicunderstandingandvalidatetraumatic
experiences,oppression,institutional,andjudicialbiasexperiencedby
vulnerablepopulationsthathavebeenhistoricallystigmatizedand
marginalized.
Supervisorrecognizesthetraumaticchallengesfacedbyvulnerable
populations(poverty,ethnic/culturalminorities,sexualminorities,
disabilities,homelessness,militaryexperience,orothervulnerabilities).
Supervisorisawareofspecifichealthcaredisparitydataofvulnerable
populationsinthelocalcommunityandlocalsystemsofcare.Supervisor
promoteshealthequityinmultipleways,includingovercomingbarriersto
diversitywithinorganizationsandeliminatinghealthdisparitiesamong
behavioralhealthpopulations.
Supervisoriscognizantoftheirownbiasesandtheinstitutionalbiases
withinorganizationsinwhichtheywork.
Supervisorpromotestraumaawarenessamongpeerstaff,peerdelivered
servicesprogramming,andthegreaterbehavioralhealthsysteminwhich
theywork.
Supervisoraddressesdiscrimination,stigma,andshameexperiencedby
vulnerablepopulations,creatingandpromotingacultureofsafetywithin
theagencyandpeerdeliveredservicesenvironment.

Section Two: Providing Education & Training

Competency Six: Ongoing Training Supervisoracknowledgesthat

requisiteentryleveleducationismodestandthattheirroleincludesongoingtraining&
education,includingcoaching/mentoringpeersregarding:competencies,skills
development,documentation,datacollectionsystems,ethicalstandards,professional
boundaries,communityresources,applicablelaws,andclientrights.

SelfAssessment {Checklist
Competency#6Checklist:OngoingTraining
Supervisorhasthecapacitytoprovideeducationandongoingcoachingon
avarietyoftopics,andunderstandsbasicprinciplesofadultlearning
strategies.
Supervisordesignsandimplementsongoingeducationinstaffmeeting
formats,agencyinservices,andindividualinstruction/coachingas
indicated.
Supervisorprovidesongoingeducation/training/coachingregarding:
documentationstandardsanddataentrysystems,motivational
enhancementtechniques/microskills,outreach,engagement,rapport
building,peercompetencies(SAMHSA,IC&RC,etc.),regulations,legal
compliance,ethics,professionalboundaries,culturalawareness,selfcare,
andcommunityresources.
Supervisorsupportspeerstaffinobtainingongoingtrainingtoadvance
theirpersonalefficacyandcompetenciesindeliveringpeersupport
servicesthroughparticipationinclasses,conferences,webinars,andother
formsofeducationandtraining.

Competency Seven: Professional System Navigation Supervisor

assistspeerstaffinunderstandingthegreaterbehavioralhealthsystemandits
relationshiptohealthcare,alliedproviders,courts,childwelfare,andentitlement
programs.Supervisorassistspeerstaffinunderstandingtheetiquette,procedures,and
legalobligationsofworkingwithcommunitypartners(Courts,ChildWelfare,TANF,WIC,
SNAP,Probation/Parole,AddictionTreatment,andPsychiatricInstitutions.)

SelfAssessment {Checklist
Competency#7Checklist:SystemNavigation
Supervisorassistspeerstaffinunderstandingtheetiquette,procedures,
andlegalobligationsforcooperativeworkingrelationshipswithChild
Welfare.Supervisororientspeerstafftotheirrolewithinthechildwelfare
system:familycourt,caseworkers,protectiveservices,fostercare,ASFA
timelines,terminationofparentalrights,alternateplans,limitationsto
confidentiality,andcompletingappropriatedocumentationforchild
welfareagencies.

 Supervisorassistspeerstaffinunderstandingtheetiquette,procedures,
andlegalobligationsforcooperativeworkingrelationshipswithCourts,
Probation,andParole.Supervisorwillorientpeerstafftotheirroleand
participationwithincourtroomproceedings,theDepartmentof
Corrections,forensicpeerservices,courtexpectations,commonviolations,
limitationsofconfidentialityandcompletingappropriatedocumentation
requiredbytoprobation/paroleandthecourts.
Supervisorassistspeerstaffinunderstandingtheetiquetteand
proceduresforcooperativeworkingrelationshipswithvariousentitlement
programs.Supervisororientspeerstafftoselfsufficiencyservices
(employmentservices,VocationalRehabilitation,Medicaidenrollment,
TANF,SNAP,WIC,AssuranceWireless,etc.)andregulatorycompliance
issuesinvolvedinworkingwiththeseservices.
Supervisorassistspeerstaffinunderstandingtheetiquette,procedures,
andlegalobligationsforcooperativeworkingrelationshipswithaddiction
treatment.Supervisororientspeerstaffregardingthenatureofaddiction
treatmentservices,expectations,legalcompliance,treatmentcompletion
status,abstinencerequirements/courtorders,DUI,DMVcompletion
certificates,addictiontreatmentclientrights,urinedrugtesting,other
drugscreening,andconsequencesofnonattendance/substanceuse.
Supervisorassistspeerstaffinunderstandingtheetiquette,procedures
andlegalobligationsforcooperativeworkingrelationshipswithtraditional
mentalhealthinstitutions.Supervisororientspeerstafftothenatureof
traditionalmentalhealthservices,involuntarycommitment,socialsecurity
disability,payeeservices/representativepayees,mentalhealthclient
rights,theuseofpsychiatricmedications,andabusablemedications
(anxiolytics,ADHDmedications),andclientchoiceregardingmedications.
Supervisorassistspeerstaffinunderstandingtheetiquette,procedures,
andlegalobligationsforcooperativeworkingrelationshipswith
MedicationAssistedTreatmentservices.Supervisororientspeerstaffto
thenatureofMedicationAssistedTreatment,Methadone,Suboxone,
Vivitrol,addictiontreatmentclientrights,anticipatedeffectsfromchanges
inmedicationdosage,ADAprotections,andoutcomeresearchsupporting
theuseofMAT.
Supervisorassistspeerstaffinunderstandingtheetiquette,procedures
andlegalobligationsforcooperativeworkingrelationshipswithprimary
careproviders.Supervisororientspeerstaffregardingthenatureof
primarycareservices,scopeofpracticeregardingmedicineandmedical
advice,pretreatmentpeersupport,andHIPAA.
Supervisorauditspeerstaffdocumentationtoalliedhealthcareand
governmentalagenciesandcoachpeerswithwritingskillsand
documentationpracticesappropriatetocircumstancesandcongruentwith
clientrightsandprotections.

10

 Competency Eight: Applicable Laws & Regulations Supervisoris

awareofallrelevantlawsandcanadvisepeersregardingtheapplicationofthoselaws
intheirpeerwork(CFR42p.II,HIPAA,MandatoryReporting,ADA,CivilRights,Fair
Housing,MedicaidFraud).

SelfAssessment {Checklist
Competency#8Checklist:ApplicableLaws&Regulations
Supervisoradvisespeerstaffregardingtheapplicabilityofconfidentiality
regulationsHIPAAandCodeofFederalRegulation42,PartIIintheircases.
Supervisorisavailabletodiscussdisclosures,releasesofinformation,
itemstobediscussed,respondingtosubpoenas,andpermissible
disclosureswithintheexceptionstoconfidentiality(medicalemergency,
QSOA,crimeonpremisesoragainstPeerDeliveredServicesprogram
personnel,dutytowarn,child/elderabuse,research,audit,courtorder,
medicalemergency)andrestrictionsandnoticeofprohibitionsonre
disclosure.
SupervisoradvisespeerstaffregardingtheapplicabilityofMandatory
ReportingGuidelinesandtheirobligationstoreportsuspectedchildabuse.
SupervisoradvisespeerstaffregardingtheapplicabilityoftheAmericans
withDisabilitiesAct,reasonableaccommodations,andthoseparticipating
inMedicationAssistedTreatmentasaprotectedclassundertheADA.
SupervisoradvisespeerstaffregardingtheapplicabilityoftheCivilRights
Actof1964andtheprinciplesofnondiscrimination.
SupervisoradvisespeerstaffregardingtheapplicabilityofMedicaidFraud
reporting,investigations,andlegalconsequences.
SupervisoradvisespeerstaffregardingtheapplicabilityoftheFairHousing
Actandprotectionsforthoseparticipatinginaddictionandrecovery
servicesandthoseparticipatinginMedicationAssistedTreatment.
Supervisormonitorsrelevantserviceobligationsspecifictothe
contracts/conditionsprovidedbyfundersincludingreportingcriteriaand
schedules,servicerestrictions,specialrequirements,andrespectingtheir
legalandregulatoryobligations.
Supervisorsupports,advises,anddevelopspoliciesregarding
accommodationsforthosewithotherspecialneeds,languagebarriers,
literacychallenges,andotherimpediments.

Competency Nine: Community Resources Supervisorfacilitatesfinding

andsharingcommunityresourceinformationthroughorganizationalresourcelibraries,
binders,databases,andotherresearchmethods.Supervisormodelsappropriateuseof
communityresources.

11

 SelfAssessment {Checklist
Competency#9Checklist:CommunityResources
Supervisorassistspeerstaffinmaintainingaccesstocommunityresource
directoriesandfacilitatesthesharingofcommunityresourceinformation
withintheteam.
Supervisorassistspeerstaffindevelopingreferralrelationshipswithvaried
communityresources,includingindigenousrecoverysupportresources
thatarenotpartofthetraditionalhealthandhumanservicessystem.
Supervisorprovidesmeansforthedevelopmentandongoingmaintenance
ofaresourcelibrary/directoryand/oraccesstocommunityresource
information(e.g.,computeraccess,notebooks/binders,anddirectories.)
Supervisormodelsmethodsforseekingandunderstandingcommunity
resourcesandmodelstheappropriateuseofcommunityresources.For
example,supervisordiscouragespeersfromusinginpatientaddictionor
psychiatrictreatmentasahousingprogramforindividualswhoare
experiencinghomelessness.Moreover,supervisordiscouragesthe
fraudulentacquisitionofresources,encouragingpeerstomodel
practicinganhonestprogramwiththeirclients.

12

Section Three: Facilitating Quality Supervision

Competency Ten: Role Clarity Supervisorprovidesroleclarityforpeers

throughaccuratejobdescriptionsandthewrittenarticulationofduties,utilizing
supervisiontimetoidentify,discuss,andprocesssituationswherethereisrole
ambiguityorroleconfusion.

SelfAssessment {Checklist
Competency#10Checklist:RoleClarity
Supervisorclearlydefinesaconcretedescriptionofjobtasks,duties,
obligations,andcompetencies.
Supervisorreviewsthejobdescriptionwithpeerstoensurethatthey
understandtheirrole,tasks,duties,andresponsibilities.
Supervisorusesthejobdescriptiontoassignoccupationaldutiestopeer
staffandtoperformannualevaluations.
Supervisorensuresthatthejobdescriptionaccuratelyreflectsthe
expectedoutputsandoutcomesofpeerstaff.
Supervisorutilizessupervisiontimetoidentify,discuss,andprocess
situationswherethereisroleambiguityorroleconfusion.

Competency Eleven: Strength-based Person-Centered

Supervision Supervisorexercisesstrengthbasedpersoncenteredapproachto
supervision.Supervisorhascapacitytogiveandreceivefeedback,engendering
mutualityandtrust.Supervisorcreatesasafeatmosphereforallstafftogiveand
receivefeedback,facilitateselfreflection,andtheexperienceofprofessionalgrowth.
Supervisorutilizesastrengthbasedapproachandcanconsistentlygiverecognitionand
praiseforcompetencydevelopmentandsuccessfuloutputs/outcomeswithclients.

SelfAssessment {Checklist
Competency#11Checklist:StrengthBasedPersonCenteredSupervision
Supervisordemonstratesskillsinbothgivingandreceivingfeedback.
Supervisorconsistentlygivesrecognitionandpraiseforcompetency
developmentandindividualpeerstaffsuccesses.
Supervisorcreatesasafeatmosphereforpeersgivingandreceiving
feedback,throughestablishedrulesofparticipationandmutuality,
creatingpersoncenteredrelationshipsversustheexpertandintern
hierarchalmodelcommonintraditionalbehavioralhealthsettings.

13

 Supervisorassistspeersinidentifyingtheirstrengthsandprocesseswith
themhowtoutilizetheirstrengthsinworkingwithclientsandexcellingin
theirprofessionaldevelopment.Supervisordevelopsactionplantoresolve
issues,throughastrengthbasedmodelofcapitalizingonassetsand
coachingpeersregardingareasofneededimprovement.
Supervisorfacilitatesselfreflectionthroughencouragingobjectiveself
assessmentandnonjudgmentalfeedbackregardingskillsand
competencies.Supervisorcreatesgroupsupervisionrulesforgivingand
receivingfeedbackfrompeerstocreateasafeatmospherefor
professionaldevelopmentandgrowth.

Competency Twelve: Identify & Evaluate Peer Competencies

SupervisorcanidentifySUDpeercompetencies(knowledge,skillsandattitudes)specific
tothepeerrole(activelistening,motivationalinterviewing,andotherskills).Supervisor
monitorsthefidelityofthosecompetenciesandcangivefeedbacktoindividualpeers
regardingtheirefficacy,andcreatingworkplansasindicated.

SelfAssessment {Checklist
Competency#12Checklist:Identify&EvaluatePeerCompetencies
Supervisordevelopsperformanceevaluationbasedonjobdescriptionwith
occupationalstrengthsandimprovementareas.
Supervisorelicitsfeedbackfrompeersregardingtheirperformanceand
performanceimprovementplanning.
Supervisorwillidentifyunderlyingcompetenciesbasedonthepeersjob
descriptionandwillclearlydefinethosecompetencies.

Competency Thirteen: Confidentiality Supervisormaintains

appropriateconfidentialityofsupervisionrelationship,andrecognizestheirobligations
tosupportpeerstaffinoccupationalselfcareandongoingrecoverywhilemaintaining
professionalboundariesandavoidingactingastherapist,diagnostician,orsponsor.
Supervisorunderstandstheirobligationtomonitorandfacilitateoccupationalself
careofpeerstaffversusthepersonalrecoveryofpeerstaff.

SelfAssessment{Checklist
Competency#13Checklist:Confidentiality
Supervisoravoidsdiscussingthecontentsofanysupervisionrelationship
theyhavewithotherstaff.Supervisorshowsdiscretionwhendiscussing
thecontentsofanysupervisoryrelationshiptheyhavewithotherstaffby
discussingsupervisioncontentonlyasitappliestothehealth,safety,and
welfareofclients.
Supervisorassistspeersindevelopingaprofessionalselfcareplanto
minimizeburnout,vicarioustraumatization,compassionfatigue,and
substanceusetriggers.Supervisormonitorsandsupportsoccupational
selfcareversusthepersonalrecoveryofpeers.Supervisoravoids
takingtheroleoftherapist,diagnostician,orsponsorforpeerstaff.

14


Competency Fourteen: Ethics & Boundaries Supervisorisawareof
ethicalstandardsforpeersandboundaryissuescommonwithpeers.Supervisor
recognizesthedifferencebetweenboundaryissuesandethicalviolations,and
understandsthedifferencebetweenclinicalandnonclinicalboundaries.Supervisor
modelshealthyboundariesandcantrainpeersregardingavarietyofboundaryissues
throughroleplayingandcaseexamples.

SelfAssessment{Checklist
Competency#14Checklist:Ethics&Boundaries
Supervisorobtainstrainingandconsultation,ifneeded,thatassistsintheir
understandingofthecomplexitiesofethicsandboundarieswithinthe
peerprofessionandwiderrecoveryculture.
Supervisordevelopswrittenpeerpoliciesregardingethicsandboundaries
tominimizetheriskofethicalandboundaryviolations.
Supervisorarticulatesthedifferencebetweenethicsandboundaries.
Whilemostethicalviolationsaretypicallyselfserving,mostoccupational
boundaryviolationsareusuallywellintentionedtransgressions.
Supervisorassistspeersinunderstandingbothethicalconductand
appropriateoccupationalboundaries.
Supervisorutilizescasescenarios,examples,androleplaysingroup
supervisiontohelppeersbetterunderstandethicsandboundaries,andto
rehearsevariousoccupationalscenariosbeforetheyoccur.Supervisor
givesexamplesofcommonethicalandboundaryviolationswithspecific
examplesofimpactsuponclients,including,butnotlimitedto:breachof
confidentialityandpotentialharmstoclients,favoritismanditsimpact
upontheclientandotherclients,sexual/romanticexploitationofclients,
andothertransgressions.
Supervisorselfmonitorsandreflectsontheirrelationshipwithpeerstaff
toassessforboundaryissuesandwhenconcernsarisewillseek
consultationfromotherpeersupervisorswhilerespectingthe
confidentialityofthesupervisoryrelationship.
Supervisorintroducesamodelorpolicyofethicaldecisionmakingthat
typicallyincludesconsultationwithpeersandsupervisorsregardinga
courseofaction.
Supervisorclarifiesresponsibilityofpeerstaffasopposedtothe
responsibilitiesofclients,assistingpeerstaffintheirunderstandingthat
motivationforchangearisesfromtheinteractionbetweentwoequal
individualsengagedinrecoveryorientedsupportandactivities.
Supervisoracknowledgestheirresponsibilitytoinitiatecorrectiveaction
whenfacedwithunethicalconduct.Supervisoracknowledgesandaccepts
theirresponsibilitytoreportunethicalconducttotheappropriate
credentialingboardtoprotectthehealth,safety,andwellbeingofthe
clients.
Supervisororientspeerstaffonthedifferencesbetweenpeersupportrole
responsibilitiesandotherserviceandsupportroles,e.g.,addiction

15

 counselors,psychologists,socialworkers,nurses,physicians,andrecovery
mutualaidsponsors.Supervisorassistspeersinunderstandingtheethical
obligationsofotherprofessionals.
Supervisororientspeerstafftotheboundarybetweenprivatebehavior
(includingsocialmedialikeFacebook)andserviceresponsibilitiesviathe
potentialeffectsofprivatebehaviorontheirclients,theirreputationasa
peerspecialist,theirorganization,andthecommunity.

Competency Fifteen: Quality Supervision Supervisormaintainsthe

integrityofPeerDeliveredServicessupervision.Toooftenintraditionalbehavioral
health,supervisorsarepromotedtoleadershiprolesduetotheiradministrative
competenciesasopposedtotheirsupervisioncompetencies.Supervisorcanbalance
administrative/clericalsupervisionversusqualitypeerservicessupervision,and
continuouslyprovidespeersupervision,andresistingadministrativecompliancebeing
theprimaryfunctionofpeerdeliveredservicessupervision.

SelfAssessment {Checklist
Competency#15Checklist:QualitySupervision
Supervisormaintainsintegrityandqualityofthesupervisoryrelationship
byprimarilyfocusingonskills,competencies,bestpractices,ethics,and
boundariesversusprimarilyfocusingonadministrativecomplianceand
documentation.Supervisorhasthecapacitytoarticulateconcrete
objectivefeedbackregardingskills,competencies,useofbestpractices,
ethicaldecisionmaking,andboundaries.
Supervisordemonstratescapacitytoimplementpersoncenteredstrength
basedsupervisoryrelationship.Supervisorexperiencesequalityand
mutualitywithpeerstaffandbuildsuponindividualstrengths.
Supervisorisopentofeedbackfrompeersregardingtheirsupervisionskills
andpractices.
Supervisordemonstratesrespectfortheimportanceofsupervisionand
thepeersworktimebyarrangingforregular,uninterruptedsupervision
meetingsandspendingsupervisiontimefocusedontopicsmostrelevant
tosupportingthepeerintheirjobandprofessionaldevelopment.
Supervisorconductsperiodicinvivosupervision,monitoringthepractices
andskillsofpeerstaffwhileworkingwithclients.
Supervisoracceptstheirresponsibilitiestoassistand/orintervenewith
peerstaffthatpresentimpairmentstotheiroccupationalduties,ethical
misconduct,orotherconductinconsistentwithbestpracticesand
recoveryorientedsystemsofcare.Tomaintainobjectivity,thesupervisor
evaluatesoccupationfitnessversusothermeasuresofrecovery.
Supervisorinitiatescorrectiveactionplans,coaching,andotherstrategies
toremediatetheinconsistentconduct.Supervisordocumentsthe
remediation/coachingplanwithconcretegoalsandobjectives.Supervisor
documentsprogressorlackthereoftowardsremediation.

16

 Competency Sixteen: AccessibilitySupervisorisaccessible,maintaining

regularsupervisionappointmentsandprovidingconsistentavailabilityforcrisissupport.
Supervisorpracticesgoodtimemanagementanddemonstratesrespectforthe
importanceofsupervisionbykeepingsupervisionappointmentsandbeingpresentand
accessibletopeerworkers.

Toooftenintraditionalbehavioralhealthcare,supervisorsbecomeabsorbedintothe
administrativemeetingculture,forgoingtheirdutiesofqualitysupervisioninfavorof
administrativemeetingswithcity,county,stateofficials,funders,auditors,andother
importantpeople.Theyeventuallybecomeabsenteesupervisors.

SelfAssessment{Checklist
Competency#16Checklist:Accessibility
Supervisormaintainsregularlyscheduledgroupandindividualsupervision
sessions.
Supervisorisconsistentlyavailablethroughphone,email,textmessaging,
andwithinthefacility.
Supervisorsengageswithpeerstaffandresiststhecultureofthe
traditionalbehavioralhealthcaresystemofabsenteesupervisionwhere
attendingmeetings,state/countymeetings,administrativemeetings,and
administrativecomplianceistheprimaryfunctionofthesupervisor.

Competency Seventeen: Occupational Equity & Staff

Development Supervisoraffordsopportunitiesforparticipation,andtrainingtoall
staffequally,includingpeerstaff.Supervisorpromotesprofessionaldevelopmentand
advancementthroughacareerladder.Supervisordevelopswrittenprofessional
developmentplanswithpeerstaff.

SelfAssessment{Checklist
Competency#17Checklist:OccupationalEquity&StaffDevelopment
Supervisorsidentifiestrainingneedsbasedonthelevelofdevelopmentof
thepeeremployee.
Supervisorsstayuptodateonnewevolvingpeerpracticesthatimprove
thequalityofservicesbeingdelivered.
Agencyandcommunitywidemeetingattendancebecomesashared
responsibilityofallstaff,notjustthesupervisor.Peerworkersare
affordedtheopportunitytoparticipateinmeetingswithinthegreater
behavioralhealthcaresystem.
Supervisorsmaintainwrittenprofessionaldevelopmentplanswithpeer
staff,andassistspeerswithunderstandingtheirdesiredcareerladder,
including,butnotlimitedto:advancedpeercertification,enhanced
education,collegeeducationplans,andothercredentialingopportunities

17

 (addictioncounselorcertification,communityhealthworkercertification,
amongothers).

Competency Eighteen: Staff Safety Supervisorunderstandssafetyissues

inherentincommunitybasedwork,outreach,andinhomecare.Supervisorconsiders
reasonableprecautionsforstaffsafetywhenworkingoutsideoftheconfinesofan
institutionorcommunityrecoverycenter.Supervisorandpeersrecognizestigmaand
misconceptionsregardingsafetyasitappliestorace,ethnicity,infectiousdisease,and
mentalhealthchallenges.

SelfAssessment{Checklist
Competency#18Checklist:StaffSafety
Supervisorelicitsinputfrompeersregardingoccupationalsafetyin
communitieswhereclientsreside.Supervisorandpeersjointlydefine
safetyrisk,andrecognizestigmaandmisconceptionsregardingsafetyasit
appliestorace,ethnicity,infectiousdisease,andmentalhealthchallenges.
Supervisorrecognizestheinherentdangers,emotionaltriggers,anddrug
usetriggersinvolvedinoutreachworkandhavesafetyandsupportplans
toaddressemotionaldistress.
Supervisordevelopssafetyplansforpeersbasedonthepopulationthat
theyareprovidingservicestoandtheservicedeliverysettings.Safety
plansmayincludepeersintandemorotherprotocolsinpotentiallyhigh
risksituationsthatarecommonwithoutreachintocommunitieswhere
clientsliveandwheretheyprovidepeersupport.
Supervisorswilleducatepeersontypicalhighrisksituationsandhowto
addressthosesituations.

18

Section Four: Performing Administrative Duties

Competency Nineteen: Peer Delivered Services Advocacy

SupervisoradvocatesforandpromotesSUDpeerrecoveryserviceswithinthe
organizationandinthegreaterhealthcaresystem,understandingtheimportanceof
outcomedataandcostbenefitresearch.Supervisorhasakeyroleindatacollectionand
insuringitsaccuracy.Supervisorusesdatatoinformtheagencyregardingexpected
peerdeliveredservicesoutputsandoutcomes.Supervisorunderstandsfundingsources
andtheirobligationstocollectdataandworkwithvariousanddiversefundingsources.

SelfAssessment{Checklist
Competency#19Checklist:PeerDeliveredServicesAdvocacy
SupervisorisfamiliarwithexpectedoutcomesofPeerDeliveredServices,
andusesdatatopromoteservices.
Supervisorinsuresthatpeersarecollectingthenecessarydataregarding
serviceoutputsandoutcomes.
Supervisorhasthecapacitytousedatatoadvocateforpeerservices
withintheorganizationandthegreaterbehavioralhealthsystem.
Supervisorusesdatacollectiontoinformtheagencyregardingappropriate
peercaseloads,culturaldisparities,andnecessaryandrequiredstaff
trainings.

Competency Twenty: Employment Practices Supervisorfacilitates

thehiringprocessandincludesexistingpeerstaffinthehiringprocess.Supervisorhas
awarenessoftheADA,andinprovidingreasonableaccommodationstopeerstaff.
SupervisorisawareofgenerallyacceptedHRpracticesandapplicablelawsregarding
applicantquestioningandinterviewing,compensationandbenefits,grievances,
employeerights,whistleblowerpolicies,andmandatorytrainings,suchasMedicaid,
FraudWasteAbuse,CivilRights,SafetyRegulations,andothers.

SelfAssessment{Checklist
Competency#20Checklist:EmploymentPractices
Supervisorconsultswithpeerstafftoformulateadesiredjobdescription
forpotentialnewhires.
Supervisorincludespeerstaffonthehiringpaneltointerviewpotential
candidates,andeducatesthosepeerstaffonthehiringpanelabout
questionslegallyprohibitedfromaskingjobapplicants.
SupervisorunderstandstheapplicationofADAstandardsintheworkplace
andemployerobligationstoprovidereasonableaccommodations.
Supervisorunderstandsgenerallyacceptedhumanresourceemployment
practicesandapplicablelaws,including,butnotlimitedto:compensation
andbenefits,grievances,employeerights,whistleblowerpolicies,

19

 mandatorytrainingssuchasMedicaidFraudWasteAbuse,CivilRights,
infectiousdiseasecontrol,CPR,andotherpolicies.
Supervisorisknowledgeableaboutlawspertainingtointerviewingjob
applicantsincludingprohibitionsrelatingtotheTitleVIIoftheCivilRights
Actof1964andotherfederalandstatelawsthatdeemitillegalto
discriminateagainstapplicantsonthebasisofrace,color,sex,religion,
nationalorigin,citizenship,disability,age,sexualorientation,andmarital
status.

20

Bibliography
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GoverningCouncil.AmericanCounselingAssociation.
2. Boyd, J. PhD CPRP, OBrienMazza, D., M.S. (2014). VA Psychology Leadership
Conference,conferencepresentation,FrontiersinPeerSupportSupervision.
3. BRSSTACS, (2014). Meeting Transcript, Supervision Strategies for Peer Recovery
SupportProviders,November21,2014,12:001:00pmET.
4. Camp,D.ALWF,CPS,CCART,coursesyllabus,SupervisingPeerRecoverySpecialist.
5. Chinman, M., PHD, conference presentation, Peer Specialist: Implementation,
EvidenceandEffectiveSupervision
6. CommunityCare,(2014).PerformanceStandardsPeerRecoverySupportServices
CertifiedPeerSpecialistServices.
7. Daniels,A.S.,Tunner,T.P.,Powell,I.,Fricks,L.,Ashenden,P.,(2015).PillarsofPeer
SupportVI:PeerSpecialistSupervision.
8. Deleware Certification Board, (2016). Certified Peer Support Specialist Supervisor
Endorsement.
9. Denverdrugstrategy, Colorado, Implementing Peer Recovery Services Handbook
adaptedfrom:ImplementingPeerSupportServicesinVHA
10. Glance,D.,Flanning,G.,Schoepke,A.,Soto,W.&Williams,M.A.(2012).Gatekeeping
incounseloreducation.Vistas,1,114.
11. Hendry,P.,Hill,T.,Rosenthal,H.(2014).PeerServicesToolkit:AGuidetoAdvancing
and Implementing Peerrun Behavioral Health Services. ACMHA: The College for
BehavioralHealthLeadershipandOptum.
12. IdahoCertificationBoard,(2017).PeerSupervisorRequirements
13. Lesesne,B.,CCETT,Roberts,K.M.MPH,(2014).Conferencepresentation,Codeof
ProfessionalConduct:ClarifyingandEstablishingBoundariesinSCDMHPeerdelivered
services.
14. MagellanHealth,PeerSupportecourse4:EffectiveSupervisionofPeerSpecialists
15. Martin,E.,Razavi,M.,Gage,J.,Marotta,J.(2016).MetroPlusSubstanceUseDisorder
PeerdeliveredservicesSurvey.
16. Martin,E.(2016).OregonPeerdeliveredservicesBusinessBestPracticesManual.
17. MassachusettsDepartmentofMentalHealth,SupervisionMeetingtheNeedsofCPSs
inaSysteminFlux
18. Mental Health Coordinating Council, New South Wales, Workforce Development
Pathway8Supervision,Mentoring&Coaching
19. NationalAssociationofStateMentalHealthProgramDirectors,(2014).Enhancingthe
PeerProviderWorkforce:Recruitment,SupervisionandRetention.
20. NJPRA, (2010). November Conference Living the values of recovery in policies,
programs, and practice, conference presentation, Practices in Peer Specialist
SupervisionandEmployment.

21

 21. Norton, R. (1997). DACUM Handbook, Center on Education and Training for
Employment,CollegeofEducation,TheOhioStateUniversity,SecondEdition.
22. Recovery Coaches International, (2017), Code of Conduct for Recovery Coaches,
POBox2713PortAngeles,WA98362
23. Schwenk,E.B.,Brusilovskiy,E.,&Salzer,M.S.,(2009).ResultsfromaNationalSurvey
of Certified Peer Specialist Job Titles and Job Descriptions: Evidence of a Versatile
Behavioral Health Workforce. The University of Pennsylvania Collaborative on
CommunityIntegration:Philadelphia,PA.
24. SheedyC.K.,andWhitterM.,(2009).GuidingPrinciplesandElementsofRecovery
OrientedSystemsofCare:WhatDoWeKnowFromtheResearch?HHSPublication
No.(SMA)094439.Rockville,MD:CenterforSubstanceAbuseTreatment,Substance
AbuseandMentalHealthServicesAdministration.
25. SheffEisenberg,A.,Psy.D.,MFT,Walston,G.,MA,MFT,(2011).SanFernandoValley
CommunityMentalHealthCenter,RecoveryOrientedSupervisioninPSRPrograms,A
Summary of the Presentation at the Israel Psychiatric Rehabilitation Association
(ISPRA)Conference.
26. State of Tennessee, (2017). Certified Peer Recovery Specialist Supervision
Requirements
27. Substance Abuse and Mental Health Services Administration, Center for Substance
AbuseTreatment,(2005).NationalSummitonRecoveryConferenceReport,Guiding
PrinciplesofRecoveryandDefinitionofRecoveryOrientedSystemsofCare(ROSC).
28. Substance Abuse and Mental Health Services Administration, Center for Substance
AbuseTreatment,(2012).PerspectivesontheEvolutionandFutureofPeerRecovery
SupportServices.Rockville,MD.
29. Substance Abuse and Mental Health Services Administration, Center for Substance
AbuseTreatment,TIP52,ClinicalSupervisionandProfessionalDevelopmentofThe
SubstanceAbuseCounselor.
30. Schuyler,A.,Brown,J.,White,W.,(2016).TheRecoveryCoach:RoleClarityMatrix.
31. Swarbrick, M., (2010). Peer Wellness Coaching Supervisor Manual. Freehold, NJ:
CollaborativeSupportProgramsofNewJersey,InstituteforWellnessandRecovery
Initiatives.
32. Technical Assistance Center Strategy (BRSS TACS), (2015). Core Competencies for
Peer Workers in Behavioral Health Services, Substance Abuse and Mental Health
ServicesAdministration.
33. Tucker,S.J.,Tiegreen,W.,Toole,J.,Banathy,J.,Mulloy,D.,&Swarbrick,M.,(2013).
SupervisorGuide:PeerSupportWholeHealthandWellnessCoach,GeorgiaMental
HealthConsumerNetwork.
34. VeteransAdministration,AReportonPeerSupportSupervisioninVAMentalHealth
ServicesDepressionandBipolarSupportAlliance(DBSA).
35. White,W.,IllinoisDepartmentofHumanServicesOfficeofAlcoholismandSubstance
Abuse,TheDeliveryandSupervisionofOutreachServices.
22

 36. White,W.,(2009).Peerbasedaddictionrecoverysupport:History,theory,practice,
and scientific evaluation. Chicago, IL: Great Lakes Addiction Technology Transfer
Center and Philadelphia Department of Behavioral Health and Mental Retardation
Services.
37. White, W., the PROACT Ethics Workgroup, with legal discussion by Popovits R. &
Donohue, B. (2007). Ethical Guidelines for the Delivery of Peerbased Recovery
Support Services. Philadelphia: Philadelphia Department of Behavioral Health and
MentalRetardationServices.
38. White, W., Schwartz, J. & the Philadelphia Clinical Supervision Workgroup, (2007).
The Role of Clinical Supervision in Recoveryoriented Systems of Behavioral
Healthcare.Philadelphia:DepartmentofBehavioralHealthandMentalRetardation
Services.
39. White,W.(2006).Sponsor,RecoveryCoach,AddictionCounselor:TheImportanceof
Role Clarity and Role Integrity. Philadelphia, PA: Philadelphia Department of
BehavioralHealthandMentalRetardationServices.
40. Young, NK, Gardener, SL, (2002). Navigating the Pathways: Lessons and Promising
PracticesinLinkingAlcoholandDrugServiceswithChildWelfare,SAMHSAPublication
N.SMA023752.Rockville,MD:CenterforSubstanceAbuseTreatment,Substance
AbuseandMentalHealthServicesAdministration,April,2002.

23

Appendix1

SystematicReviewoftheLiterature:
Summary
IdentifyingTop25Competencies
ofSUDPeerSupervisors

EricMartin,MAC,CADCIII,PRC,CPS,AnthonyJordan,MPA,CADCIII,CRM,
MichaelRazavi,MPH,CADCI,PRC,CPS,&VanBurnhamIV,B.Accy,CRM

Methodology:Verylittlehasbeenwritten
onthetopicofPeerSupervision.We

identified29documents,manuals,
credentialingstandards,curriculum
outlines,andsyllabispecifictoPeer

Supervision.Themostfrequentlyidentified
25competenciesweresummarizedand
rankedbyfrequencyofidentificationin

thesekeydocuments.Thefollowingchart
isasummaryofthatanalysis.

24

 %of
documents
CommonCore
Competenciesidentified
intheLiteratureReview
1. SupervisorunderstandsSUDpeer
65.5 % recoveryrole.
2. Supervisorsupportsmeaningful
13.7 % peerroles,including;outreachand
engagement,empatheticsupport,
instillinghope,enhancing
motivation,clientadvocacy,and
systemnavigation.
3. Supervisorhasoccupational
20.6 % experienceinSUDpeerrecovery,
orisinrecoveryfromanSUDand
hascompletedcoreSUDpeer
recoverytraining.
4. Supervisorprovidesroleclarityfor
58.6 % peersthroughclearjob
descriptionsandthewritten
articulationofduties.
5. Supervisorunderstandsand
62.0 % supportsthephilosophyof
recoveryorientedsystemsofcare,
including,butnotlimitedto;
recoveryvaluesofhope,identity
vs.personfirstlanguage,self
determination,selfefficacy,
fosteringindependence,client
choice,manypathwaysof
recovery,recoverycapital,natural
supports,mutuality,socialequity,
etc.
6. Supervisormodelsrecovery
41.3 % philosophyandincorporatesthose
tenetsinthepeeroccupation,
supervisoryexperience,andthe
orientationofthegreater
organization.
7. Supervisoradvocatesforand
75.8 % promotesSUDpeerrecovery
serviceswithintheorganization
andinthegreaterhealthcare
system,understandingthe
importanceofoutcomedata,and
costbenefitresearch.Supervisor
hasakeyroleindatacollection
andinsuringaccuratedata
collection.Supervisorutilizesdata
toinformtheagencyregarding
PeerDeliveredServicescaseloads
andexpectedPeerDelivered
Servicesoutputs.
8. Supervisorhascapacitytogiveand
37.9 % receivefeedback,engendering
mutualityandtrust.
9. Supervisorcreatesasafe
31.0 % atmosphereforallstafftogiveand
receivefeedback,facilitateself
reflectionandtheexperienceof
professionalgrowth.
75.8 % 10. Supervisorexercisesstrength
basedpersoncenteredapproach
tosupervision.Supervisor
acknowledgesthatentrylevel
educationismodestandthattheir
roleincludesongoingtraining&
education,including
coaching/mentoringpeers
regarding;competencies,skills
development,documentation,
datacollection,ethicaldecision
making,boundaries,community
resources,applicablelaws,client
rights,etc.
11. Supervisorpromotesprofessional
82.7 % developmentandadvancement
throughacareerladder.
12. Supervisordevelopswritten
72.4 % professionaldevelopmentplans
withpeerstaff.
13. SupervisorcanidentifySUDpeer
31.0 % competencies(knowledge,skills
andattitudes)specifictothepeer
role.Supervisormonitorsthe
fidelityofthosecompetenciesand
cangivefeedbacktoindividual
peersregardingtheirefficacy.
Supervisorutilizesastrength
basedapproachandisablegive
recognitionandpraisefor
competencydevelopmentand
successfuloutputs/outcomeswith
clients.
14. Supervisormaintains
13.7 % confidentialityofsupervision
relationship,andrecognizestheir
obligationstosupportpeerstaff
ongoingrecoverywhile
maintainingprofessional
boundariesandavoidingactingas
therapistordiagnosticianwithand
ofpeerstaff.
15. Supervisorisawareofethical
55.1 % standardsforpeersandboundary
issuescommonwithpeers.
Supervisorrecognizesthe
differencebetweenboundary
issuesandethicalviolations,and
understandsthedifference
betweenclinicalandnonclinical
boundaries.Supervisormodels
healthyboundariesandcantrain
peersregardingavarietyof
25


boundaryissuesthroughrole
playingandcaseexamples.
16. Supervisorrecognizesthatpeers
17.2 % areinbutnotofthesystem.
Supervisorunderstandsand
acceptspeerroleasclient
advocate.
17. Supervisiondutiesof
41.3 % administrativeandPeerDelivered
Servicessupervisionshouldideally
beseparate.Iftheyarenot,
supervisormustbeableto
separateadministrative
supervisionvs.PeerDelivered
Servicessupervision,andcan
continuouslyprovidePeer
DeliveredServicessupervision,
resistingtheinclinationandethos
ofadministrativecompliancebeing
theprimaryfunctionofPeer
DeliveredServicessupervision.
18. Supervisorisaccessible,
62.0 % maintainingregularsupervision
appointmentsandproviding
consistentavailabilityforcrisis
support.
19. Supervisorisknowledgeable
20.6 % regardingcommunityresources
andcanprovidethatinformation
topeerstaff.
20. Supervisorassistspeerstaffin
13.7 % understandingthegreater
behavioralhealthsystemandits
relationshiptohealthcare,allied
providers,courts,childwelfare,
andentitlementprograms.
21. Supervisorisawareofallrelevant
17.2 % lawsandcanadvisepeers
regardingtheapplicationofthose
laws(CFR42p.II,HIPAA,
MandatoryReporting,ADA,Civil
Rights,FairHousing,etc.).
22. Supervisorfacilitatesthehiring
41.3 % processandincludesexistingpeer
staffinthehiringprocess.
23. Supervisoraffordsopportunities
24.1 % forparticipation,training,etc.to
allstaffequally,includingpeer
staff.
24. Supervisorpromotesselfcareand
68.9 % peerwellbeing.
25. SupervisorhasawarenessofADA,
31.0 % andprovidingreasonable
accommodationstopeerstaff.
References:SystematicReviewoftheLiterature
1. Boyd, J. PhD CPRP, OBrienMazza, D., M.S. VA Psychology Leadership
Conference,conferencepresentation,FrontiersinPeerSupportSupervision
(2014).
2. BRSSTACS, Meeting Transcript, Supervision Strategies for Peer Recovery
SupportProviders,November21,2014,12:001:00pmET(2014).
3. Camp,D.ALWF,CPS,CCART,coursesyllabus,SupervisingPeerRecovery
Specialist.
4. Chinman, M., PHD, conference presentation, Peer Specialist:
Implementation,EvidenceandEffectiveSupervision
5. CommunityCare,PerformanceStandardsPeerRecoverySupportServices
CertifiedPeerSpecialistServices(2014).
6. Daniels,A.S.,Tunner,T.P.,Powell,I.,Fricks,L.,Ashenden,P.,PillarsofPeer
SupportVI:PeerSpecialistSupervision(2015).
7. DelewareCertificationBoard,CertifiedPeerSupportSpecialitstSupervisor
Endorsement,(2016).
8. Denverdrugstrategy, Colorado, Implementing Peer Recovery Services
Handbookadaptedfrom:ImplementingPeerSupportServicesinVHA
9. Hendry, P., Hill, T., Rosenthal, H. Peer Services Toolkit: A Guide to
Advancing and Implementing Peerrun Behavioral Health Services.
ACMHA:TheCollegeforBehavioralHealthLeadershipandOptum(2014).
10. IdahoCertificationBoard,PeerSupervisorRequirements
11. Lesesne,B.,CCETT,Roberts,K.M.MPH,conferencepresentation,Codeof
Professional Conduct: Clarifying and Establishing Boundaries in SCDMH
Peerdeliveredservices.
12. Magellan Health, Peer Support ecourse 4: Effective Supervision of Peer
Specialists
13. Martin, E., Razavi, M., Gage, J., Marotta, J. MetroPlus Substance Use
DisorderPeerdeliveredservicesSurvey(2016).
14. Martin,E.OregonPeerdeliveredservicesBusinessBestPracticesManual
(2016).
15. Massachusetts Department of Mental Health, Supervision Meeting the
NeedsofCPSsinaSysteminFlux
16. Mental Health Coordinating Council, New South Wales, Workforce
17.
DevelopmentPathway8Supervision,Mentoring&Coaching
NationalAssociationofStateMentalHealthProgramDirectors,Enhancing
the Peer Provider Workforce: Recruitment, Supervision and Retention
(2014)
18. NJPRA November Conference Living the values of recovery in policies,
programs, and practice, conference presentation, Practices in Peer
SpecialistSupervisionandEmployment(2010).
19. Schwenk, E.B., Brusilovskiy, E., & Salzer, M.S. Results from a National
SurveyofCertifiedPeerSpecialistJobTitlesandJobDescriptions:Evidence
ofaVersatileBehavioralHealthWorkforce.TheUniversityofPennsylvania
CollaborativeonCommunityIntegration:Philadelphia,PA(2009).
20. SheffEisenberg,A.Psy.D.,MFT,Walston,G.,MA,MFT,SanFernandoValley
Community Mental Health Center, Recovery Oriented Supervision in PSR
Programs, A Summary of the Presentation at the Israel Psychiatric
21.
RehabilitationAssociation(ISPRA)Conference(2011).
State of Tennessee, Certified Peer Recovery Specialist Supervision
Requirements
22. Substance Abuse and Mental Health Services Administration, Center for
SubstanceAbuseTreatment.PerspectivesontheEvolutionandFutureof
PeerRecoverySupportServices.Rockville,MD(2012).
23. Substance Abuse and Mental Health Services Administration, Center for
SubstanceAbuseTreatment,TIP52,ClinicalSupervisionandProfessional
Development of The Substance Abuse CounselorSwarbrick, M., Peer
WellnessCoachingSupervisorManual.Freehold,NJ:CollaborativeSupport
Programs of New Jersey, Institute for Wellness and Recovery Initiatives
(2010).
24. Swarbrick, M., Peer Wellness Coaching Supervisor Manual. Freehold, NJ:
CollaborativeSupportProgramsofNewJersey,InstituteforWellnessand
RecoveryInitiatives(2010).
25. Tucker,S.J.,Tiegreen,W.,Toole,J.,Banathy,J.,Mulloy,D.,&Swarbrick,
M. Supervisor Guide: Peer Support Whole Health and Wellness Coach,
GeorgiaMentalHealthConsumerNetwork(2013)
26. Veterens Administration, A Report on Peer Support Supervision in VA
MentalHealthServicesDepressionandBipolarSupportAlliance(DBSA)
27. White,W.,IllinoisDepartmentofHumanServicesOfficeofAlcoholismand
SubstanceAbuse,TheDeliveryandSupervisionofOutreachServices
28. White,W.Peerbasedaddictionrecoverysupport:History,theory,practice,
and scientific evaluation. Chicago, IL: Great Lakes Addiction Technology
Transfer Center and Philadelphia Department of Behavioral Health and
29.
MentalRetardationServices(2009).
White,W.,Schwartz,J.&thePhiladelphiaClinicalSupervisionWorkgroup.
TheRoleofClinicalSupervisioninRecoveryorientedSystemsofBehavioral
Healthcare. Philadelphia: Department of Behavioral Health and Mental
RetardationServices(2007).
26



Appendix2

ValidationSurveyofPeers
andPeerSupervisors

EricMartin,MAC,CADCIII,PRC,CPS,AnthonyJordan,MPA,CADCIII,CRM,
MichaelRazavi,MPH,CADCI,PRC,CPS,&VanBurnhamIV,B.Accy,CRM

Methodology:Surveycompetency
statementswereauthoredbytheDACUM

subjectmatterexpertgroup.Survey
competencystatementsweredesigned
withaLikertscaleoffour.Averages14

werecalculatedforrankingofsupervision
competencies.Resultswerethenanalyzed
bytheDACUMworkgroupandassimilated

intotheiroccupationalanalysis.

27

 ValidationSurvey

Introduction: A 4scale Likert Validation Survey ranging from very important for supervisors to
demonstrateorperformtonotimportantforsupervisorstoperformthistask,wasstatisticallyranked
bypeersandsupervisors.Mean,median,variance,confidenceintervals,marginsoferror,andstandard
deviationswereevaluatedtoreferunreliablecompetencystatementstotheDACUMworkgroupforre
evaluationandediting.EighteenparticipantsrespondedtocompetencystatementsthroughaTurning
PointResponsesystem.

DACUMDraftSupervision Mean Median Variance Confidence MOE Standard

Interval Deviation
Competencies 95%
Competency1UnderstandsPeerRole:Supervisor
fully comprehends the SUD peer recovery role & 1.000 1.000 0.000 (CI95%) 0.0 0.000
duties through core peer training, their lived 10
recovery experience and behavioral health
occupationalexperience.
Competency 2 Recovery Orientation: Supervisor
understands and supports the philosophy of 1.120 1.000 0.100 (CI95%) 0.15 0.320
recoveryorientedsystemsofcare,including,butnot 1.12 0.15
limitedto:hope,selfdisclosure,mutuality,person
first language, selfdetermination, empowerment,
many pathways to recovery, fostering
independence,strengthbased,andadvocacy.
Competency 3 Models Principles of Recovery:
Supervisor models recovery philosophy and 1.180 1.000 0.150 (CI95%) 0.18 0.380
incorporatesthosetenetsinpeeroccupationalrole 1.18 0.18
& duties, the supervisory experience, and the
orientationofthegreaterorganization.
Competency 4 Supports Meaningful Roles:
Supervisor supports meaningful peer roles, 1.000 1.000 0.000 (CI95%) 0.0 0.000
including; outreach and engagement, empathetic 10
support,instillinghope,enhancingmotivation,client
advocacy,andsystemnavigation.Peersarenotused
as treatment aids, gofers, or junior case
managers.
Competency 5 Recognizes the importance of
Trauma, Social Equity & Disparity: Supervisor 1.240 1.000 0.180 (CI95%) 0.2 0.420
understands traumaInformed care and social 1.24 0.2
equity, incorporating that understanding into their
supervision practices, peer programming and
administration.
Competency 6 Ongoing Training: Supervisor
acknowledgesthatentryleveleducationismodest 1.00 1.000 0.000 (CI95%) 0.0 0.000
and that their role includes ongoing training & 10
education, including coaching/mentoring peers
regarding; competencies, skills development,
documentation, data collection systems, ethical
standards, professional boundaries, community
resources,applicablelaws,clientrights,etc.
Competency 7 System Navigation: Supervisor
assists peer staff in understanding the greater 1.280 1.000 0.200 (CI95%) 0.21 0.450
behavioral health system and its relationship to 1.28 0.21
healthcare, allied providers, courts, child welfare,
and entitlement programs. Supervisor assists peer

28

 staffinunderstandingtheetiquetteandprocedures
in working with community partners (Courts, Child
Welfare, TANF, WIC, SNAP, Probation/Parole,
AddictionTreatment,PsychiatricInstitutions,etc.)
Competency 8 Applicable Laws & Regulations:
Supervisor is aware of all relevant laws and can 1.170 1.000 0.140 (CI95%) 0.18 0.370
advisepeersregardingtheapplicationofthoselaws 1.17 0.18
in their peer work (CFR 42 p.II, HIPAA, Mandatory
Reporting,ADA,CivilRights,FairHousing,Medicaid
Fraud,etc.).
Competency9CommunityResources:Supervisoris
knowledgeableregardingcommunityresourcesand 1.560 1.000 0.470 (CI95%) 0.32 0.680
can provide that information to peer staff. 1.56 0.32
Supervisor facilitates the sharing of community
resourcesthroughorganizationalresourcelibraries,
binders,databases,etc.
Competency 10 Role Clarity: Supervisor provides
role clarity for peers through accurate job 1.280 1.000 0.200 (CI95%) 0.21 0.450
descriptionsandthewrittenarticulationofduties. 1.28 0.21
Competency 11 Strengthbased Personcentered
Supervision: Supervisor exercises strengthbased 1.060 1.000 0.060 (CI95%) 0.11 0.240
personcentered approach to supervision. 1.06 0.11
Supervisorhascapacitytogiveandreceivefeedback,
engenderingmutualityandtrust.Supervisorcreates
a safe atmosphere for all staff to give and receive
feedback, facilitate selfreflection and the
experienceofprofessionalgrowth.
Competency 12 Identify & Evaluate Peer
Competencies: Supervisor can identify SUD peer 1.310 1.000 0.210 (CI95%) 0.22 0.460
competencies (knowledge, skills and attitudes) 1.31 0.22
specific to the peer role (active listening,
motivational interviewing, etc.). Supervisor
monitorsthefidelityofthosecompetenciesandcan
give feedback to individual peers regarding their
efficacy, and creating work plans as indicated.
Supervisorutilizesastrengthbasedapproachandis
able give recognition and praise for competency
developmentandsuccessfuloutputs/outcomeswith
clients.
Competency 13 Confidentiality: Supervisor
maintainsconfidentialityofsupervisionrelationship, 1.130 1.000 0.110 (CI95%) 0.16 0.330
andrecognizestheirobligationstosupportpeerstaff 1.13 0.16
inongoingrecoverywhilemaintainingprofessional
boundaries and avoiding acting as therapist or
diagnostician with and of peer staff. Supervisor
understands their obligation to monitor and
facilitateselfcareofpeerstaffvs.therecovery
ofpeerstaff.
Competency14Ethics&Boundaries:Supervisoris
awareofethicalstandardsforpeersandboundary 1.060 1.000 0.060 (CI95%) 0.11 0.240
issues common with peers. Supervisor recognizes 1.06 0.11
thedifferencebetweenboundaryissuesandethical
violations,andunderstandsthedifferencebetween
clinical and nonclinical boundaries. Supervisor
models healthy boundaries and can train peers
regardingavarietyofboundaryissuesthroughrole
playingandcaseexamples.
Competency 15 Quality Supervision: Supervisor
maintains the integrity of peer delivered services 1.880 1.500 1.110 (CI95%) 0.5 1.050
Supervision. Supervision duties of administrative 1.88 0.5
and peer delivered services supervision should

29

 ideallybeseparate.Iftheyarenot,supervisormust
be able to separate administrative supervision vs.
peer delivered services supervision, and can
continuously provide peer delivered services
supervision, resisting the inclination and ethos of
administrative compliance being the primary
functionofpeerdeliveredservicessupervision.
Competency 16 Accessibility: Supervisor is
accessible, maintaining regular supervision 1.380 1.000 0.230 (CI95%) 0.23 0.480
appointments and providing consistent availability 1.38 0.23
forcrisissupport.

Competency 17 Occupational Equity & Staff
Development:Supervisoraffordsopportunitiesfor 1.310 1.000 0.210 (CI95%) 0.22 0.460
participation, training, etc. to all staff equally, 1.31 0.22
including peer staff. Supervisor promotes
professional development and advancement
through a career ladder. Supervisor develops
written professional development plans with peer
staff.
Competency 18 Staff Safety: Supervisor
understands safety issues inherent in community 1.060 1.000 0.060 (CI95%) 0.11 0.240
basedwork,outreach,andinhomecare.Supervisor 1.06 0.11
considers reasonable precautions for staff safety
when working outside of the confines of an
institutionorcommunityrecoverycenter.
Competency19PeerDeliveredServicesAdvocacy:
Supervisor advocates for and promotes SUD peer 1.560 1.000 0.800 (CI95%) 0.43 0.900
recoveryserviceswithintheorganizationandinthe 1.56 0.43
greater healthcare system, understanding the
importance of outcome data, and costbenefit
research.Supervisorhasakeyroleindatacollection
and insuring accurate data collection. Supervisor
utilizes data to inform the agency regarding peer
delivered services caseloads and expected peer
delivered services outputs. Supervisor understand
fundingsourcesandtheirobligationstocollectdata
andworkwithvariedfunders.
Competency20EmploymentPractices:Supervisor
facilitates the hiring process and includes existing 1.170 1.000 0.140 (CI95%) 0.18 0.370
peer staff in the hiring process. Supervisor has 1.17 0.18
awareness of ADA, and providing reasonable
accommodationstopeerstaff.Supervisorisaware
of generally accepted HR practices and applicable
laws regarding compensation and benefits,
grievances, employee rights, whistleblower policy,
etc., and mandatory trainings, such as Medicaid
FraudWasteAbuse,CivilRights,etc.

Results

Three competency statements presented the lowest reliability (#9, #15, #19). These competency
statementspresentedstandarddeviationsat.68+,C.I.valuesat1.56++/.32+withmarginsoferrorat
.32+,andvariancescoresof.47+.ThesethreecompetencieswerereferredtotheDACUMWorkgroup
forreevaluationandeditingtoincreaseclarity.

30

Appendix3

PeerEmployeeEvaluationForm
SAMHSAPeerCoreCompetencies,BRSSTACS,2015
IC&RCPeerCompetencies&Domains,JobAnalysis,2013


CondensedCompetencyPeerEmployeeEvaluationForm

EricMartin,MAC,CADCIII,PRC,CPS,AnthonyJordan,MPA,CADCIII,CRM,
MichaelRazavi,MPH,CADCI,PRC,CPS,&VanBurnhamIV,B.Accy,CRM

31

 PeerEmployeeCompetencyEvaluationForm

EmployeeName Date

CondensedSUDpeercompetenciesadapted
Meetsclient
betterassist
coachingto

fromtheSAMHSAandIC&RCcompetencies.
clients

Excels
needs
Need

Peerstaffinitiatescontactwithclientsacrossthecontinuumofrecoverypre
treatment,concurrenttreatment,posttreatment.Initiatescontactinvariedsettings
(community,home,recoverycenters,courts,hospitals,treatmentcenters,
probation/paroleoffices,etc.).

Peerstaffdemonstratescapacitytobenonjudgmentalandattentivelylisten,and
reflectaccurateunderstandingoftheclientsexperiencesandfeelings.Clarifiestheir
understandingofinformationwhenindoubtofthemeaning.

Peerstaffdemonstratesskillsinmotivationalenhancementandunderstandsthe
stagesofchange,anddemonstratescapacitytoengageclientsinquittalk,give
affirmations,developdiscrepancy,andhonorsclientsselfefficacy,self
determination,andclientchoice.

Usesandmodelsrecoveryorientedprincipleswithclients:personfirstlanguage,
multiplepathways,clientchoice,informedconsent,selfdetermination,many
pathways,empowerment,selfadvocacy,fosteringindependence,etc.

Usesrespectful,personcentered,recoveryorientedlanguageinwrittenandverbal
interactionswithclients,familymembers,communitymembers,andothers.

Validatesandnormalizesclientrecoveryexperiences.

Assistsandsupportsclientstosetgoalsandtodreamoffuturepossibilities.
Proposesstrategiestohelpapeeraccomplishtasksorgoals.Providesconcrete
assistancetohelpclientsaccomplishgoals,andthencelebratesclienteffortsand
accomplishments.

Inspireshopethroughthesharingofrecoverystories,recognizingwhentoshare
experiencesandwhentolisten.

Describespersonalrecoverypracticesandhelpsclientsdiscoverrecoverypractices
thatworkforthem.Peerisopentoexploringmanypathstorecoverywiththeir
clients.

32

 CondensedSUDpeercompetenciesadapted

Meetsclient
betterassist
coachingto
clients fromtheSAMHSAandIC&RCcompetencies.

Excels
needs
Need

Appreciatesandrespectstheculturalandspiritualbeliefsandpracticesofclientsand
theirfamilies,demonstratinganunderstandingofpeersownpersonalvaluesand
cultureandhowthesemaycontributetobiases,judgmentsandbeliefs.

Recognizesandrespondstothecomplexitiesanduniquenessofeachpeersprocess
ofrecovery,tailoringservicesandsupportstomeetthepreferencesandunique
needsofpeersandtheirfamilies.

Helpsclientstofunctionasamemberoftheirtreatment/recoverysupportteam.

Participatesinmaintaininguptodateinformationaboutcommunityresourcesand
services,assistingpeerstofind,investigate,select,anduseneededanddesired
resourcesandservices.

Accompaniespeerstocommunityactivitiesandappointmentswhenrequestedand
participatesincommunityactivitieswithpeerswhenrequested.

Assistclientsinsystemnavigation(traditionalinstitutionsofcare,criminaljustice,
childwelfare,SNAP,TANF,WIC,etc.)

Educatesfamilymembersandothersupportiveindividualsaboutrecoveryand
recoverysupports.Coordinateseffortswithclients'familymembersandother
naturalsupports.

Usesapproaches,recommendationsandlinkagesthatmatchthepreferencesand
needsofclients.

Recognizessignsofdistressandthreatstosafetyamongclientsandintheir
environments,providesreassurancetoclientsindistress.

Strivestocreatesafespaceswhenmeetingwithpeers,actingtoaddressdistressora
crisisbyusingknowledgeoflocalresources,treatment,servicesandsupport
preferencesofpeersandassistspeersindevelopingadvancedirectivesandother
crisispreventiontools.

Conveysclientspointofviewwhenworkingwithcolleagues.

Documentsinformationasrequiredbyprogrampoliciesandprocedures.

Followslawsandrulesconcerningconfidentialityandrespectsothersrightsfor
privacy.Candescribeclientrights,responsibilities,informedconsent,andobligations
ofmandatoryreporting.

Complieswithagencyspecificpoliciesregardingpeerclientpracticesandboundaries,
socialmediarules,financialpolicies,smokingpolicies,etc.

33

 CondensedSUDpeercompetenciesadapted

Meetsclient
betterassist
coachingto
clients fromtheSAMHSAandIC&RCcompetencies.

Excels
needs
Need

Workstogetherwithothercolleaguestoenhancetheprovisionofservicesand
supports,assertivelyengagingprovidersfrommentalhealthservices,addiction
services,andphysicalmedicinetomeettheneedsofclients.Coordinateseffortswith
healthcareproviderstoenhancethehealthandwellnessofclients.

Partnerswithcommunitymembersandorganizationstostrengthenopportunitiesfor
clients.

Strivestoresolveconflictsinrelationshipswithclientsandothersintheirsupport
network.

Canrecognizeandrespondtorisk,crisesandemergencyindicatorsaffectingclient
welfareandsafety.

Recognizesandrespondstothetraumaticexperiencesofvulnerablepopulations
(cultural/ethnicminorities,sexualminorities,peopleinpoverty,peopleexperiencing
homelessness,thosewithahistoryofmilitaryservice,etc.).

Exercisesappropriateselfcare.

34