What to do if You are Being “Misused” as a Peer Support Specialist

Healthcare clinicians are very uneven in their knowledge of Peer Support Specialists.  It is not uncommon for clinicians and program managers to have no training or formal education about the value of peer support and the role of Peer Support Specialists.  Some of the them supervise Peer Support Specialists but don’t really understand how to use them.

 If you are in this situation, you may find yourself assigned to work that is not appropriate for a Peer Support Specialist.  I’ve seen peers assigned to running errands, driving clients to appointments, taking blood pressure, and managing paperwork.  The National Association of Peer Supporters (NAPS) received a number of complaints from Peer Support Specialists about being assigned work that was not appropriate for their role.  The number complaints was large enough that in 2018 they created a workgroup to address this. In my view, these complaints are simply evidence that the healthcare field is still just learning about Peer Support Specialists, and they continue to have a long way to go before peers are consistently used in ways that take full advantage of their valuable role.

 How to recognize when you are being “misused”.  Peer Support Specialist is a specific job title with clear guidelines on what work is involved.  These guidelines almost always focus on the unique qualifications for these positions including personal experience with illness, treatment and recovery, and the willingness to share openly about that experience with clients. 

If your work duties are routinely involving something that is not related to this focus, you should consider if you are being asked to work outside your job title.  It is important to remember that everyone who is part of a clinical team has to pitch in at times to do whatever is needed to get the work done.  As a psychologist, I have washed dishes and taken out the trash to ensure education events went well.  The key is that those duties are not routine -- they result from unusual circumstances.  If you are routinely being asked to do things that are not consistent with your role as a Peer Support Specialists, you should consider what to do to correct that situation.  Here are some possible steps:

 1.     The most logical first step is to talk with your supervisor.  Ask them for clarity about what is in your job description and what duties that entails.  If you have specific assignments that seem inappropriate, ask your supervisor to clarify why you are being asked to do those things. 

 2.     Talking with other Peer Support Specialists can also be helpful.  They may be able to explain the situation and the history of that duty.  It is possible that they have accepted a bad situation, so be careful not to simply accept what they say.  Always look for ways to ensure your work is consistent with your role.

 3.     Consider reviewing the NAPS ‘National Practice Guidelines for Peer Specialists and Supervisors’ (2019), available at www.peersupportnetworks.org.  This document was developed in part, in response to complaints from Peer Support Specialists.  It gives guidance for peers and for their supervisors about how to ensure proper boundaries on their work.

 4.     If there is a union or other employees who are active in helping address problems in work assignments, you may want to consider talking with them.  They may need some education about Peer Support Specialists, so consider bringing along your position description and the NAPS practice guidelines (2019).  They likely have experience in advocating with your employer and possibly your supervisor, so listen for their suggestions about next steps.

 5.     National experts such as other prominent Peer Support Specialists and officers of the National Association of Peer Specialists (NAPS, www.peersupportworks.org) can also be a resource both for information and for advocacy.  Remember to be patient but persistent in your advocacy efforts. 

 6.     In some rare situations you may have to consider looking for a new job.  If after exhausting efforts to consult with others and advocating for change of your duties, you are still being asked to routinely do things that are not related to your job, you may conclude that your supervisor or employer is not going to change.  Again, consult with others to see if there are other positions that are open and appropriate for you.  Are there other local organizations that understand and use Peer Support Specialists appropriately?  Use your networking skills to find out about other opportunities, and make thoughtful decisions about where you can be used most effectively.

It is going to take years for the healthcare and social service fields to fully understand how to use Peer Support Specialists.   You will likely see evidence of that process of change at your local organization.  Your efforts to focus your work on the tasks that are right for Peer Support Specialists will help you and your employer.

REFERENCES

National Association of Peer Supporters (2019). National Practice Guidelines for Peer Specialists and Supervisors. Washington, DC: N.A.P.S.

KEY WORDS: Peer Support Specialist, Recovery, Supervision, Peer Support Training, Peer Support Certification, Peer Support Jobs