- About this Guide
- The Case for Peer Support on Campus
- Environment preparation
- Recruiting peer supporters
- Training ideas
- Supervision and support
- Case Studies
- Program operation
- Appendix A: Additional resources
- Appendix B: Sample needs assessment
- Appendix C: Sample peer supporter job postings
- Appendix D: Interview questions to ask
- Appendix E: Campus staff training outline
- Appendix F: Reflective practice framework for peer supporters
- Appendix G: Self-reflective practice: tips for peer supporters
- Appendix H: Peer support case note template
Debriefing should be focused on the specific interactions in which the peer supporter engages and should only involve the mental health of the peer supporter if they raise this as a point of concern or discussion.
Debriefing should be made available on a weekly basis. Furthermore, peer supporters should know
to whom they can reach out for debriefing in urgent cases. Peer supporters should be encouraged
to engage in self-reflective practice (see “Reflective practice” section) to help with debriefing on an independent basis, and alternative debriefing supports should be explored. For instance, the peer supporter may choose to debrief with a co-facilitator or a fellow peer supporter as opposed to seeking this support from a manager/supervisor each time. In this specific case, debriefing information should be appropriate and within the scope of their work in order to avoid secondary traumatic stress.
Topics addressed during debriefing opportunities should also be brought to the community of practice meetings (see “Community of practice meeting” section) when appropriate. Often, challenges, concerns and successes experienced by one peer supporter are being experienced by others as well. Having peer supporters discuss these challenges, strategies for addressing them and successes with fellow peer supporters helps the team learn from each other and feel less isolated in the work they are doing.