Lived Experience (Peer) Workforce Framework Page 1
Lived Experience (Peer)
Workforce Framework
Lived Experience (Peer) Workforce Framework Page 2
Queensland Health Lived Experience (Peer) Workforce Framework 2023
Published by the State of Queensland (Queensland Health), October 2023
This document is licensed under a Creative Commons Attribution 3.0 Australia licence. To view a copy of this
licence, visit creativecommons.org/licenses/by/3.0/au
© State of Queensland (Queensland Health) 2023
You are free to copy, communicate and adapt the work, as long as you attribute the State of Queensland
(Queensland Health).
For more information contact:
Mental Health Alcohol and Other Drugs Strategy and Planning Branch, Clinical Planning and Service Strategy,
Department of Health, GPO Box 48, Brisbane QLD 4001, email MHAODB-SPB-[email protected]
, phone
(07) 3542 6690
Disclaimer:
The content presented in this publication is distributed by the Queensland Government as an information
source only. The State of Queensland makes no statements, representations or warranties about the
accuracy, completeness or reliability of any information contained in this publication. The State of
Queensland disclaims all responsibility and all liability (including without limitation for liability in negligence
for all expenses, losses, damages and costs you might incur as a result of the information being inaccurate or
incomplete in any way, and for any reason reliance was placed on such information.
Lived Experience (Peer) Workforce Framework Page 3
Acknowledgements
Acknowledgement of Country
The Queensland Government acknowledges the Traditional Custodians of the land known as Australia. We
acknowledge and pay respect to Aboriginal and Torres Strait Islander Elders, past and present and those who
we work and engage with. We acknowledge the important role of Aboriginal and Torres Strait Islander
peoples, their traditions, cultures and customs across the state.
We recognise Aboriginal and Torres Strait Islander peoples’ continuing connection to Country including lands,
waters, seas and skies. We acknowledge the rich diversity of cultural and spiritual practices and celebrate the
uniqueness of the world’s oldest continuing living cultures. We appreciate the generosity of time, knowledge
sharing, expertise and support in the work within mental health, alcohol and other drugs sectors.
We know that cultural safety and capability is everyone’s business and commit to walking alongside
Aboriginal and Torres Strait Islander peoples.
Respect of people with a lived experience
We recognise and pay respect to people with a lived or living experience of mental health and/or substance
use issues and those impacted by suicide, their families, carers and support people. We recognise the
importance of inclusion of their voice in our work and our workplaces.
Lived Experience (Peer) Workforce Leadership Group
The Lived Experience (Peer) Workforce Leadership Group (LEWLG) is a group of strategic-level senior Lived
Experience professionals, working in Hospital and Health Service (HHS) mental health and alcohol and other
drugs services across Queensland. The LEWLG was established in 2005 at a Statewide level to facilitate
opportunities for collaboration and support across the workforce, especially for smaller, solo, and rural and
remote teams.
The purpose of the state-wide LEWLG is to provide leadership and expert advice from a lived/living
experience perspective and to promote the mental health peer workforce across Queensland Health.
This group aims to specifically support the needs of peer workers, (or roles which require a lived/living
experience), endeavouring to coordinate their efforts influencing the quality of services provided to
consumers, carers and families and ensuring a recovery focus.
The LEWLG provides opportunities for networking and sharing of information on local and state-wide
initiatives relating to mental health peer and carer peer workers across Queensland.
The LEWLG has collaboratively engaged in the revision of this document and the importance of their
contribution is acknowledged.
Review
This document will be reviewed one year from date of publication on the Queensland Health intranet.
Lived Experience (Peer) Workforce Framework Page 4
Dedication
This document is dedicated in memory of Angela Davies who was passionate and dedicated to the Lived
Experience (Peer) workforce, both in Queensland and nationally. Angela was a major force in ensuring
Queensland’s Lived Experience (Peer) workforce is supported by evidence-based practice. She was integral to
the reform and development of Queensland Health’s Lived Experience (Peer) workforce, including the
development of this Framework.
Lived Experience (Peer) Workforce Framework Page 5
Contents
Foreword 6
Purpose 6
Background 7
Defining Lived Experience (Peer) Work 8
The Framework 11
1. Core values and guiding principles of Lived Experience (Peer) Work 12
2. Employment of the Lived experience (Peer) workforce 15
2.1 Advertising and Recruitment 15
3. Support for the Workforce 16
3.1 Supervision and mentoring 16
3.2 Workforce Support 18
4. Professional Development 19
5. Core competencies 20
6. Roles and Responsibilities 21
7. Specialisation 22
Appendix 1 23
Example Position Descriptions 23
Appendix 2 40
Example Wellbeing Support Plan 40
Appendix 3 45
Sample Onboarding document 45
Appendix 4 49
Memo re Identification of positions 49
Abbreviations 50
Glossary 51
References 52
Lived Experience (Peer) Workforce Framework Page 6
Foreword
Over the last two decades significant reforms have been made to the mental health service delivery
environment in Queensland and Australia, including the emerging and rapidly growing role of the Lived
Experience (Peer) workforce.
Lived Experience (Peer) workers are an essential workforce across Queensland’s state-funded mental health
alcohol and other drugs (MHAOD) services, who are from a wide variety of backgrounds and have a range of
skills, knowledge and life experience.
Lived Experience (Peer) workers provide a unique perspective and offer hope to individuals on their recovery
journey by reflecting that recovery is possible.
Use of their lived experience and a person-led approach complements the work of other multidisciplinary
team members, and in this way, they are an integral part of the team. Lived Experience (Peer) workers use
the experience of their recovery journey to support people through peer connection, exploring positive
possibilities for individual and family recovery, education, facilitating self-advocacy and providing
information and opportunities to encourage participation in the public mental health system.
Employment of people with a lived experience enriches mental health, alcohol and other drugs services and
lived experience engagement and participation in the service system contributes to a better system for all.
Through the employment and support of Lived Experience (Peer) workers, an organisation can show its
commitment to recovery-oriented approaches and a belief that recovery is possible.
1
Integrating Lived Experience (Peer) workers into service delivery supports reductions in hospital admission
rates; improved social inclusion; reduction in stigma and an increased sense of hope for individuals, families
and carers.
Purpose
The Queensland Health Lived Experience (Peer) Workforce Framework 2023 builds upon the Queensland
Health Mental Health Framework Peer Workforce Support & Development 2019 and seeks to support Hospital
and Health Services (HHSs) to further develop, strengthen and consolidate their Lived Experience (Peer)
workforce.
This revised Framework includes new initiatives, changes to the identification of the workforce, and aligns
with the National Lived Experience (Peer) Workforce Development Guidelines
2
(National Guidelines).
While the Alcohol and Other Drug (AOD) Lived Experience (Peer) Workforce is also widely recognised as an
essential element in the delivery of effective and responsive Mental Health Alcohol and Other Drug (MHAOD)
1
Identifying barriers to change: The lived experience worker as a valued member of the mental health team, Byrne, L., Roennfeldt, H. and O’Shea,
P., commissioned by the Queensland Mental Health Commission (QMHC), 2017.
2
National Lived Experience (peer) Workforce Guidelines
Lived Experience (Peer) Workforce Framework Page 7
service delivery, and an active component in addressing the stigma that surrounds people who use drugs in
the community this Framework does not address the specific needs of the AOD Lived Experience Workforce.
Further guidance should be sought through AOD peer representative peak bodies and/or from Interstate
examples when integrating this workforce into an organisation.
Background
The involvement of people with a lived experience in the health system and across Queensland’s MHAOD
services continues to build momentum.
In Queensland, employment of Lived Experience (Peer) workers in mental health services began with the
employment of consumer consultants in a small number of HHSs. This workforce has grown and in the 2021-
22 financial year almost 120 full time equivalent staff were employed across eleven HHSs in a range of lived
experience positions.
Better Care Together: A plan for Queensland’s state-funded mental health, alcohol and other drug services to
2027
3
builds upon this work by supporting co-design with people with lived experience as a key approach in
its implementation and recognising the importance of embedding and fully utilising the Lived Experience
(Peer) workforce in treatment, care and support.
3
Better Care Together
Lived Experience (Peer) Workforce Framework Page 8
Defining Lived Experience (Peer) Work
There are multiple definitions of Lived Experience (Peer) work. The National Lived Experience (Peer)
Workforce Development Guideline
4
(National Guidelines) note the diversity in terminology and language in
defining the role and identifies there are two distinct roles with different perspectives which are informed by:
1. personal experience of mental health challenges, service use, periods of healing/personal recovery or,
2. experience of supporting someone through mental health challenges, service use, periods of
healing/personal recovery.
The role of Lived Experience work is unique and is recognised for its specialist knowledge and experience
base. The Uniqueness of Lived Experience roles is detailed in the National Guidelines
5
and described below in
table 1.
4 National Lived Experience (peer) Workforce Guidelines
5
National Mental Health Commission // National Lived Experience (Peer) Workforce Development Guidelines
Lived Experience (Peer) Workforce Framework Page 9
Table 1: The uniqueness of Lived Experience roles
Unique knowledge, abilities and attributes
What makes Lived Experience work effective?
Profound life-changing mental health challenges
that have led to a new life direction and concept
of self or life-changing experiences while
supporting someone with mental health
challenges that have profoundly impacted their
life/world view.
Personal identification with, and experiences of
service use and/or advocating for someone
using services.
Understanding experiences of marginalisation,
exclusion, discrimination, loss of
identify/human rights/citizenship.
Willingness to purposefully share experiences
and parts of personal story in work role.
Understanding both experiences of
hopelessness and the critical need for hope –
how to move from a position of hopelessness to
one of hope.
Willingness to use emotional understanding and
knowing as key to work role.
Willingness to be vulnerable and publicly ‘out.
Understanding the personal impact of
experiences of trauma.
The degree of empathy and what they are able
to understand and empathise with.
Greater equality and efforts to reduce power
imbalances with people accessing services,
including no involvement with coercive or
restrictive practice of any kind.
Being an advocate/change agent.
Level of awareness about self-care and skills/
strategies to prioritise it.
Applying lived expertise: not just having a lived/living
experience but what has been learned through that
experience and how it’s applied.
Links with and understanding of the wider consumer
movement and concepts.
Work that is values-based and authentically lived
experience-informed, person-directed and aligned with
recovery principles.
A social justice and fairness focus informed by
understanding power imbalances.
Significant understanding and ability to use personal story
effectively and appropriately, for the benefit of the other
person or system/service reform.
Convey or inspire optimism and hope.
A bridge between organisations and people accessing
services/supporting people accessing services.
Understanding of overlapping identities and experiences
(intersectionality) and the impacts of culture and
identification.
Trauma-informed: awareness of the role/impact of trauma
and how to respond sensitively and appropriately.
Resilience in the face of discriminating, prejudicial and
disempowering attitudes, practices and policies.
Focus on the relationship.
Greater flexibility/scope/ability to be responsive to the
person, rather than being driven by a prescribed agenda.
Specialisation may be useful depending on the context and
experience e.g., people from the Deaf community, Youth,
people with experiences of family violence etc.
Lived Experience (Peer) Workforce Framework Page 10
Lived Experience work includes both personal and direct Lived Experience roles. These roles require ‘first-
hand or direct experience of service use, diagnosis, challenges and the consequential impacts.’
6
Personal and
direct Lived Experience roles have distinct perspectives and ways of working, which are informed by personal
experience, or an experience of supporting someone.
There are similarities and differences of personal Lived Experience and family/carer roles, and these are
described in detail in figure 1 below.
Within this document the term ‘Lived Experience (Peer) worker’ refers to both consumer and carer Lived
Experience (Peer) workers.
Figure 1: A comparison of personal and Family/Carer roles
7
6
National Mental Health Commission // National Lived Experience (Peer) Workforce Development Guidelines
7
National Mental Health Commission // National Lived Experience (Peer) Workforce Development Guidelines
Lived Experience (Peer) Workforce Framework Page 11
The Framework
This Framework has been designed to achieve the following:
•
improved state-wide support and consistency for the Lived Experience (Peer) workforce in
Queensland Health,
•
greater role clarity for the workforce, including core competencies,
•
improved supervision and support,
•
improved training and education opportunities,
•
improved understanding of the value of the workforce and benefit in consumer care,
•
a structured career pathway,
•
improved reporting structures, and
•
alignment with broader state and national approaches in Lived Experience (Peer) workforce
development.
Key components of the Framework include:
1.
Core values and guiding principles
2.
Employment of the Lived Experience (Peer) Workforce
3.
Support for the Workforce
4.
Professional Development
5.
Roles and Responsibilities
6.
Specialist Positions
This Framework does not provide recommendations on numbers of Lived Experience (Peer) workers for
services. However, the National Mental Health Services Planning Framework
8
(NMHSPF) identifies
recommended numbers of Lived Experience (Peer) workers based on population and the National Guidelines
2
recommend at least two Lived Experience (Peer) workers in settings where restrictive practices occur.
This updated version of the Framework takes into account the National Guidelines
2
and builds on the
previous Framework which was informed and guided by the Queensland Framework for the Development of
the Mental Health Lived Experience Workforce,
9
Health Consumers Queensland Literature Scan conducted for
Children’s Health Queensland (unpublished) in 2017 and numerous studies and literature reviews on mental
health peer work.
8
National Mental Health Service Planning Framework
9
Byrne,L., Wang, L., Roennfeldt, H., Chapman, M., Darwin, L. Queensland Framework for the Development of the Mental Health Lived Experience
Workforce. 2019, Queensland Government, Brisbane
Lived Experience (Peer) Workforce Framework Page 12
1. Core values and guiding principles of Lived Experience
(Peer) Work
Lived Experience (Peer) Workers connect with individuals and their families, carers and other personal
supports through the shared perspective of lived experience. The discipline is recognised for their expertise
in sensitively and respectfully working with consumers, families and carers who voluntarily engage with peer
workers, to facilitate rapport building and relationship safety in the context of service provision. The
discipline is also known for their skills in promoting community inclusion and utilising social justice
principles.
Lived Experience work is values based and while Lived Experience (Peer) workers are bound by the values of
the HHS and Queensland Health (QH), there are core values that have been developed that are intrinsic to
consumer, family and carer rights, and recovery.
Recognising that Lived Experience work is distinguished by both what Lived Experience workers do, and how
they do it, the National Guidelines
10
developed a set of core values and principles following review of the
literature and engaging with the workforce. These core values and principles guide how the Lived Experience
workforce practice.
These core values and principles are the pillars of the Lived Experience workforce and are described in detail
in table 2 and 3 below.
10
National Mental Health Commission National Lived Experience (Peer) Workforce Development Guidelines
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Table 2: Core values of Lived Experience (Peer) Work
10
Core Value
Definition
Hope
Belief in a person’s capacity to overcome challenges.
Equality/equity
Working from a place of common humanity and vulnerability.
Actively working to minimise power imbalances.
Mutuality
Being in a relationship with another person where both people learn, grow and are
challenged through the relationship. Sharing responsibility in relationships.
Empathy
Understanding another’s experience from a point of common experience and
genuine connection.
Choice
Acknowledging and respecting each person’s choices, dignity of risk and
boundaries. Acknowledging that the person is the expert of their own experience.
Respect
Honouring another’s view and experience without judgement or making
assumptions.
Authenticity
Integrity, being open, honest, trustworthy, and transparent in work practices and
relationships.
Valuing the use of lived experience and vulnerability in the service of others
transforms these from what may have been perceived as weaknesses into
strengths.
Belonging/inclusion
Respecting and understanding the value of inclusion and the impact of exclusion.
Recognising intersectionality and valuing diversity, culture, spirituality,
membership in chosen groups and community.
Interdependence/
interconnectedness
Recognition that we exist in relationships and relationships with families and/ or
social networks are often impactful on lives and important to healing.
Justice/Human Rights
Understanding the impact of social justice/inequity on identity and opportunity.
Recognising equal access to resources and support is an important factor in
everyone’s recovery and healing.
Recognising the consumer movement as a response to the history of social
injustice and discrimination towards people with lived experience. Recognising
how the lived experience work is connected to the human rights movement and
upholding the human rights of people with lived experience.
Lived Experience (Peer) Workforce Framework Page 14
Table 3: Guiding principles
11
Principles What does it mean?
Lived experience as
expertise
The expertise that arises from a lived experience is of equal value to other types of
expertise, including academic qualifications.
Self-determination
Respecting individual choice and personal agency.
Recovery-focussed
Recognises that individuals can define what recovery/healing means to them, and
each person can create a life that is meaningful for them. Interactions are
underpinned by hope.
Person-directed
Service access and individual recovery planning/journey is directed by the person
themselves and recognises the person as the expert of their own experiences.
Respects where each individual happens to be in their journey of recovery/healing,
and recognises that goals, values, spirituality, beliefs, and choices will be unique to
each person.
Strengths-based
Identifying and drawing on existing strengths to support growth, recovery and
healing. Recognising the value/learning that can come from experiences of crisis.
Relational
Relationships are the basis of practice, and connection is used to build
relationships of trust. Recognises relationships built on trust and respect as
foundational to working effectively with other Lived Experience workers and within
multi-disciplinary environments.
Trauma-informed
Acknowledges the impact and prevalence of trauma, negative experiences and loss
of control and power. Emphasises the need for physical, psychological and
emotional safety. Creates opportunities for empowerment and for people to take
an active role in their own healing/ recovery. This is also captured in the lived
experience conviction that it is better to ask “What happened to you?” not “What is
wrong with you?”
Humanistic
The relational nature of Lived Experience work is recognised for its effectiveness to
engage people through human connection and a holistic focus.
Voluntary
Participation is always voluntary (not coercive) and Lived Experience workers often
take an active role in working towards eliminating forced treatment and restrictive
practice.
11
National Mental Health Commission // National Lived Experience (Peer) Workforce Development Guidelines
Lived Experience (Peer) Workforce Framework Page 15
2. Employment of the Lived experience (Peer) workforce
Lived Experience (Peer) workers are identified positions under Section 25 of the Anti-Discrimination Act 1991.
In line with modelling under the National Mental Health Service Planning Framework, HHSs are encouraged
to increase the Lived Experience (Peer) workforce by recruiting Lived Experience (Peer) workers into
multidisciplinary teams.
To promote the critical role of the Lived Experience (Peer) workforce, it is important to consider the following
factors when recruiting:
•
Lived Experience (Peer) workers being recruited as permanent employees (either full-time or part-
time), with consideration for larger HHSs having a casual/temporary pool to cover contingencies and
be available on an as-needs basis.
•
A casual workforce must not replace permanent opportunities for the Lived Experience (Peer)
workforce.
•
Lived Experience (Peer) workers are paid employees and peer work differs from voluntary work.
12
Volunteers in HHSs have a different role and accountabilities compared to paid Lived Experience
(Peer) workers.
•
Lived Experience (Peer) workers are not consumer or carer representatives within HHS, as employees
of the service they provide professional support and advocacy for individuals, assisting them to
navigate the health system.
•
Consumer and carer representatives are independent of the HHS and are engaged for consultation
with the HHS or as representatives on committees.
Lived Experience (Peer) workers are expected to maintain the same professional boundaries as other health
workers. However, the nature of Lived Experience (Peer) work involves the sharing of personal lived
experience in a way that is unique, such that, dual relationships with the services they work for, and
consumers and carers, may be common.
It is important that Lived Experience (Peer) workers have sufficient training, support and ongoing specialised
Lived Experience professional/reflective supervision to explore and navigate boundaries in their work. This is
important to ensure these boundaries are maintained appropriately and Lived Experience (Peer) workers can
protect their own mental health and wellbeing.
13
2.1 Advertising and Recruitment
When recruiting for Lived Experience (Peer) roles the advertising, position description, selection criteria, and
interview process must emphasise that personal lived experience is fundamental to perform the
responsibilities and duties of the role.
12
Peer work in Australia. Meagher et al
13
Chappel Deckert & Statz-Hill, 2016 Job satisfaction of peer providers employed in mental health centers: A systematic review, Social Work in
Mental Health, 14:5, 564-582
Lived Experience (Peer) Workforce Framework Page 16
The recruitment process itself can be designed to ensure the successful candidate meets this criterion by:
•
specifying ‘Under S25 of the Anti-Discrimination Act 2019, there is a genuine occupational requirement
for the incumbent ‘to have a personal lived experience of mental illness and recovery and/or caring
for someone with a lived experience of mental illness and recovery’ in advertising and position
description material (Refer to Appendix 1 for example position descriptions),
•
writing selection criteria that preference responses centred around the candidates’ lived experience,
•
shortlisting candidates who articulate how their lived/living experience will inform their ability to
successfully fulfil the responsibilities and duties of the position, and
•
tailoring interview questions to elicit responses that confirm a candidate’s ability to safely draw upon
their personal lived experiences while undertaking the tasks specific to the role.
Disclosure of lived experience may occur within the context of targeted recruitment and as such,
consideration should be given to:
•
ensuring the panel has the skills to create a safe space for disclosure,
•
support is given to the applicant following disclosure, if required, and
•
including a Lived Experience (Peer) worker on the panel.
It is best practice when recruiting to Lived Experience (Peer) roles to:
•
outline the occupational supports available for Lived Experience (Peer) workforce in the organisation,
including outlining the training, support, networking, management, and performance strategies
associated with the role,
•
confirm that consideration for reasonable adjustments will be given where necessary (refer to Section
3, point 3.2 Workplace Support in this document for more information), and
•
reach out to unsuccessful interviewed applicants with constructive feedback.
It should be noted that while having a lived experience is essential to undertake the role, candidates also
need to have a range of other skills and knowledge to meet the operational requirements of the role for
which they are applying as outlined on the role description.
3. Support for the Workforce
3.1 Supervision and mentoring
Clear and regular operational line management, also known as operational supervision, is necessary for all
workers including the Lived Experience (Peer) workforce. This requires line management which understands,
supports and values this workforce. Where there is a senior Lived Experience (Peer) position employed within
a HHS, there is the opportunity to co-lead the workforce with day-to-day management from the operational
area (e.g. Nurse Unit Manager or Team Leader) supported by the Lived Experience (Peer) manager as
professional lead.
In some HHSs there may be more senior Lived Experience (Peer) roles in place, therefore it is suggested that
when this is the case, these positions provide line management for the Lived Experience (Peer) workforce, in
addition to professional leadership.
Lived Experience (Peer) Workforce Framework Page 17
Line management or operational supervision focusses on job skills, performance, and day to day support in
the workplace. The workplace expectations for Lived Experience (Peer) workers are equivalent to the
expectations of all QH employees. It is important that Lived Experience (Peer) workers are offered reasonable
adjustments in line with workplace legislation.
As with any position working closely with consumers, families or carers in HHSs, the Lived Experience (Peer)
workforce must be provided a dedicated time and space for reflective practice supervision, similar to that
offered to clinical staff as part of ensuring quality in service delivery. In Lived Experience (Peer) work this is
referred to as ‘Peer Practice Supervision.’
This supervision is to have purpose and structure. In the Lived Experience (Peer) workforce this supervision
will provide a process to:
•
reflect on and review current practices,
•
discuss strategies for working with consumers, families and carers, other staff and stakeholders or
complex situations, ensuring that this is done in a confidential context,
•
de-brief on any emerging issues,
•
explore new practices, ideas and perspectives related to the Lived Experience (Peer) workforce,
•
support the Lived Experience (Peer) worker in their professional role while upholding peer values,
•
link Lived Experience (Peer) support to the organisational context, and
•
review impact of the role on wellbeing and encourage self-care and wellbeing.
Effective supervision provides a safe space for reflection and discussion. It facilitates exploration of how the
Lived Experience (Peer) workers are using their Lived Experience (Peer) worker skills in the work
environment, and the challenges, issues, dilemmas and tensions they encounter in practice. It is
recommended that the professional supervisor be a more experienced Lived Experience (Peer) worker who
can provide the structure and safety to effectively support the Lived Experience (Peer) workforce.
Supervisors need to have skills and training to provide quality support and supervision. This training is to be
included in professional development planning for the Lived Experience (Peer) workforce. A ‘Supervision
Guide, Mental Health Alcohol and Other Drug Services 2023’ along with a supplementary guide, ‘Peer Practice
Supervision Framework’ has been developed and is intended to be used to assist with the provision of
supervision for this workforce.
Supervision is to be provided on a regular basis and Lived Experience (Peer) workers should have access to
supervision when needed or ad hoc as issues emerge.
Smaller rural and remote HHSs may need to explore accessing supervision from a larger HHS. Alternatively, if
there is no Lived Experience (Peer) supervisor available, suitable health professionals may provide reflective
practice supervision, noting that this is not the preferred option.
Additional support can be provided to the Lived Experience (Peer) workforce through peer mentors who can
provide an opportunity to discuss non-confidential matters and provide practical advice and guidance. Lived
Experience (Peer) mentors provide peer-to-peer support and will ideally be a more experienced colleague
from the HHS or another service. Mentoring may be considered for new employees to enable them to gain
knowledge and build their skills to better understand the role. The LEWLG supports the needs of peer
workers (or roles which require a lived/living experience) by providing opportunities for networking and
Lived Experience (Peer) Workforce Framework Page 18
sharing of information relevant to the mental health peer and carer workforce across Queensland. This group
can be used as a resource on where to find peer mentors and Lived Experience supervisors.
3.2 Workforce Support
QH is committed to supporting all staff who experience mental health and/or substance use issues in the
workplace. QH has a duty of care under the Work Health and Safety Act 2011 (WHS Act) to ensure the physical
and psychological safety of all the workforce.
The Queensland code of practice, Managing the risk of psychosocial hazards at work Code of Practice 2022
14
was approved under section 274 of the WHS Act and commenced on 1 April 2023. It is a practical guide for
managing psychosocial hazards in the workplace, including preventing psychological harm, to achieve the
standards of health, safety and welfare required under the WHS Act and the Work Health and Safety
Regulation 2011.
Whilst the management of personal health issues or stressors that are not work-related (e.g., family or
personal financial issues) is not a requirement under the Code of Practice, where a worker chooses to inform
QH of an existing mental health condition or injury, or if QH otherwise knows of the mental health condition
or injury, QH should ensure psychosocial hazards do not create further harm, so far as is reasonably
practicable.
15
Section 3.1.3 of the Code of Practice provides guidance on identifying psychosocial hazards in the workplace,
which includes the importance of consulting with individual workers when identifying hazards and assessing
risks to health and safety.
16
An example Wellbeing Support Plan has been developed to assist workers to feel safe and supported in the
workplace, particularly those with a lived experience of mental illness. This plan provides a positive
approach to employee wellness and promotes wellbeing in the workplace. See Appendix 2 for a copy of this
plan. Some HHSs have developed their own specific workplace wellbeing plans.
QH developed the Workplace Mental Health and Wellbeing Framework 2023
17
as a commitment to achieving a
mentally healthy workplace and to guide the development and implementation of programs aimed at
supporting mental health, promoting wellbeing, and increasing the resilience of its workforce.
QH staff are employed in accordance with disability and anti-discrimination legislation, and diversity and
inclusion principles, including the provision of reasonable adjustments. This includes reasonable adjustment
in all areas of employment, including recruitment, selection and appointment. To assist with this, a sample
on-boarding support plan has been developed (Appendix 3) to assist new staff in their role and assist with
any additional support needs they may require.
Reasonable adjustments are defined by the Australian Human Rights Commission (AHRC) as ‘changes to a job
14
Workplace Health and Safety Queensland, Managing the risk of psychosocial hazards at work, Code of Practice, 2022.
15
Workplace Health and Safety Queensland, Managing the risk of psychosocial hazards at work, Code of practice, 2022, p7.
16
Workplace Health and Safety Queensland, Managing the risk of psychosocial hazards at work, Code of practice, 2022, pp18-19.
17
Employee Wellbeing - Workplace Wellbeing (health.qld.gov.au)
Lived Experience (Peer) Workforce Framework Page 19
which can be made to enable a worker to perform their duties more effectively in the workplace.’
18
This
includes flexible working arrangements or moving the Lived Experience (Peer) worker to another location if
they find situations or environments traumatising. The 2010 Workers with Mental Illness: a Practical Guide for
Managers,
19
was developed by the AHRC to assist managers in improving their capacity to manage workers
with a mental illness, and provides further information on reasonable adjustment for workers.
4. Professional Development
As with all QH employees, Lived Experience (Peer) workers must have a professional development plan
developed upon commencement of employment. This plan must be reviewed and updated as required, and
at a minimum on an annual basis at the employee’s annual performance review. This plan will be specific to
the individual’s needs and their current position, as well as taking into consideration career aspirations.
The way in which professional development needs are addressed, for example through formal qualifications
and/or informal training, is to be determined by the professional development need of the worker and their
individual learning style and preferences.
Lived Experience (Peer) workers must be able to access equivalent professional development activities
afforded to other staff such as the Study and Research Assistance Scheme (SARAS)
20
and the Targeted
Training for administrative officers.
21
Additionally, there are many professional development activities that
are to be considered for this workforce including, leadership development, supervision training, trauma
informed care, recovery-oriented practice, communication, emotional intelligence and conflict management.
A Training and Development guide for Lived Experience (Peer) workers is being developed as a
supplementary document to this Framework.
The Certificate IV in Mental Health Peer Work (CHC43515), or other comparable qualification, is the minimum
qualification recommended for a Lived Experience (Peer) worker. HHSs need to consider supporting
employees to gain the qualification to assist with their role.
Some specific components of the Certificate IV, such as the Peer Worker Skill Set, may be offered as
additional training opportunities or as an adjunct to comparable qualifications.
18
2010 Workers with Mental Illness: a Practical Guide for Managers, chapter 3. Managing mental illness in the workplace
19
2010 Workers with Mental Illness: a Practical Guide for Managers
20
HR Policy G10 - Study and Research Assistance Scheme (SARAS) (health.qld.gov.au)
21
Targeted training for administrative officers (health.qld.gov.au)
Lived Experience (Peer) Workforce Framework Page 20
5. Core competencies
The identification of core competencies
22
for the workforce is essential in creating a consistent framework for
the role of the Lived Experience (Peer) worker. The National Lived Experience (Peer) Workforce Development
Guidelines Lived Experience Roles – A practical guide to designing and developing lived experience positions
outlines core competencies
18
, also described as specific skill sets for the Lived Experience (Peer) worker,
which align with core values
(table 2)
and principles
(table 3)
of Lived Experience work. These competencies
can be applied to individual roles, noting the tasks may change dependant on the level of the worker. (Table
4)
Table 4: Core competencies for the Lived Experience (Peer) Workforce
18
Competencies
Description
Tasks
Ethics
• Demonstrate inclusive and non-
judgemental approach
• Values of honesty and integrity
• Treating all people equally with dignity and
respect
• Does not discriminate in provision of
service
Relational
• Ability to engage with others
• Work collaboratively
• Ability to communicate effectively
• Values of relationship focused work
• Intentional use of lived experience
• Individual support
• Group work
• Sharing experience
• Empathetic active listening
Professional
• Demonstrate accountability and
responsibility in work practices
• Engage in professional and personal
development
• Maintain accurate records
• Engage in personal and professional
development
• Follow policies and procedures
• Self-care
Leadership
• Support and build the Lived Experience
(Peer) workforce
• Provide supervision and professional
development opportunities
• Representative skills
• Build capacity of the Lived Experience
(Peer) workforce
Recovery
• Support self-determination and self-
advocacy
• Elicit and promote hope, strength and
recovery
• Provide information, knowledge, referrals
supporting self-determination and recovery
Lived
Experience
Perspective
• Provide a lived experience perspective
• Lived experience values of human rights,
social change, justice, emancipation
• Apply a lived experience perspective to
evaluation, design, training, education,
representation, supervision based on lived
experience values
System
Change
• Advocate for system change
• Co-production and design
• Advocacy
• Support systems advocacy
• Engage in co-production
• Develop mechanisms for consumer
participation and representation
•
Support consumer feedback
22
https://www.mentalhealthcommission.gov.au/getmedia/0b13e22c-bfe3-4c0d-b348-25a0edb1a723/NMHC_Lived-Experience-Workforce-
Development-Guidelines_Roles
Lived Experience (Peer) Workforce Framework Page 21
6. Roles and Responsibilities
Clear role descriptions are essential to accurately define the Lived Experience (Peer) worker role and support
consistency across HHSs.
To improve clarity and consistency of the role, standardised naming conventions have been developed.
These naming conventions reflect roles outlined in the National Guidelines.
2
It is essential the workforce is supported and given opportunities for career progression. The National
Guideline notes that ‘a lack of opportunities for career progression has been a major barrier for the Lived
Experience workforce.’
23
As the workforce grows across the state, additional higher-level positions can be
incorporated into HHSs to provide support and development for the workforce.
In QH, a career pathway has been developed for the Lived Experience (Peer) workforce to enable progression
from an AO2 – AO8 level. This is shown in table 5 below.
Role descriptions have been developed for all Lived Experience (Peer) worker roles (Appendix 1). These
outline recommended direct accountabilities specific to each role.
Table 5: Lived Experience (Peer) Workforce Career Pathway
Lived Experience (Peer) Workforce Career Pathway
Director (Lived Experience Workforce)
AO8
Deputy Director (Lived Experience workforce)
AO7
Team Leader - (Lived Experience Workforce)
AO6
Lived Experience (Peer) stream
Lived Experience (Peer) Carer stream
Senior Peer Coordinator
AO5
Senior Carer Peer Coordinator
AO5
Advanced Peer Worker
AO4
Advanced Carer Peer Worker
AO4
Peer Worker
AO3
Carer Peer Worker
AO3
Peer Assistant/trainee (Peer/Carer)
AO2
In 2022, on advice from the Office of the Chief Human Resources Officer, the Executive Director, Mental Health
Alcohol and other Drugs Branch advised Lived Experience (Peer) worker positions are designated as
identified roles under Section 25 of the Anti-Discrimination Act 1991 (Appendix 4) and directed that these
positions be filled by people who have a personal lived experience of mental illness and recovery or are
supporting someone with mental illness.
23
https://www.mentalhealthcommission.gov.au/getmedia/0b13e22c-bfe3-4c0d-b348-25a0edb1a723/NMHC_Lived-Experience-Workforce-
Development-Guidelines_Roles
Lived Experience (Peer) Workforce Framework Page 22
7. Specialisation
It is essential the Lived Experience (Peer) workforce reflects and embraces the diverse community to meet
the needs of all consumers, families and carers.
A range of specialised Lived Experience (Peer) positions can be considered in relation to the
population/cultural-based groups and other areas of work for the Lived Experience (Peer) worker. This may
include, but is not limited to:
•
Child and Youth
•
Older persons
•
Rural and remote communities
•
LGBTIQ+ community
•
Culturally and linguistically diverse populations (CALD)
•
Aboriginal and Torres Strait Islander peoples
•
Disaster recovery
•
Suicide
•
Alcohol and other drugs
•
Eating disorders
It is important to include family, carer, peer and youth lived experience (Peer) positions in the area of child
and youth mental health, as are the inclusion of carer lived experience (Peer) positions in older persons
mental health.
Children’s Health Queensland has developed a Youth Peer Worker: Program and Workforce Framework 2019
(unpublished) which supplements this Framework to assist in the employment and support for youth Peer
workers.
A plan for development and support for the rural and remote Lived Experience (Peer) workforce will also be
developed to supplement this Framework.
Note: Specialised positions e.g., CALD, Aboriginal and Torres Strait Islander, Youth or Older Persons will have
the same naming conventions as above, with the speciality area or role noted in the role description e.g.,
Advanced Peer Worker - CALD.
Lived Experience (Peer) Workforce Framework Page 23
Appendix 1
Example Position Descriptions
Peer Assistant/Trainee AO2 (Peer/Carer)
Title
Lived Experience (Peer) Assistant
Classification
AO2
Success Factor Profile
Team Member
Note: there is a genuine occupational requirement for the incumbent to have a personal lived experience
of mental illness and recovery and/or caring for someone with a lived experience of mental illness and
recovery.
About the role
A Peer Assistant/Trainee works under direction and supervision to provide direct interaction and support for
consumers of the mental health service. This support and interaction aims to assist the consumer or carer on
their personal recovery journey through utilising your lived experience, acting as a positive role model to
inspire consumers to have hope for the future and support self-management and personal responsibility.
If this role is identified as a trainee position it is designed as an entry level position with training offered to
assist with development into higher level positions
Key accountabilities of the role are:
•
Serve as a positive role model to consumers and/or staff and as a source of information on personal
experience of managing mental health.
•
Provide general feedback to multidisciplinary team regarding consumer and/or carer participation,
education, support and recovery-oriented practice.
•
Provide direct support and interaction to consumers in a manner consistent with recovery
philosophies including but not limited to;
o
Assist consumers to identify their own strengths and goals to empower positive change
o
Support and encourage consumers to access activities that aim to enhance their recovery
o
Promote physical health and other areas of wellbeing that support recovery
•
Perform a range of basic administrative tasks including but not limited to replenishing materials and
resources, sending and receiving emails, record keeping, collection of consumer and carer feedback
and photocopying.
•
Actively participate in and provide support to Peer workers to co-facilitate peer led groups.
•
Utilise well developed communication, both verbal and written, to work collaboratively with
consumers and multidisciplinary teams within the mental health service.
•
Ensure consumers, carers, families and other staff are treated fairly and with mutual respect and
understanding, regardless of cultural, religious, ethnic and linguistic backgrounds.
•
Actively participate in professional supervision, performance appraisal and development processes.
•
Apply thoughtful and ethical decisions to act within operational and professional boundaries.
•
Staff are expected to adhere to accurate input and collection of consumer related information into
mental health consumer applications if required.
Lived Experience (Peer) Workforce Framework Page 24
Role fit
The essential requirements for this role are:
•
A personal lived experience of mental illness and recovery or caring for a family member using mental
health services.
•
Although not essential, experience working within a public mental health service or the NGO sector
would be desirable.
How you will be assessed
Within the context of the responsibilities described above, the ideal applicant will be someone who can
demonstrate the following:
•
Ability to share lived experience of recovery to assist consumers and staff within the role.
•
Ability to establish and maintain relationships with consumers, carers, the community, health
professionals and all service providers, while promoting an understanding of mental health.
•
Ability to relate, empathise with, be aware of and see issues from the perspective of a consumer, their
carers and families.
•
Ability to maintain professional boundaries
•
Positive communication skills by actively listening, conveying consumer’s requirements clearly and
fluently, displaying appropriate empathy and adapting style accordingly.
•
Ability to work within a multi-disciplinary team.
•
Basic computer literacy
Lived Experience (Peer) Workforce Framework Page 25
Peer Worker AO3
Title
Peer Worker
Classification
AO3
Success Factor Profile
Team Member
Note: there is a genuine occupational requirement for the incumbent to have a personal lived experience
of mental illness and recovery and/or caring for someone with a lived experience of mental illness and
recovery.
About the role
A Peer Worker works under direction to facilitate the delivery of supports to consumers of the mental health
service.
A Peer Worker is employed to assist consumers, carers and families, service providers and Non-Government
Organisations to develop a better understanding of the recovery framework while utilising a lived experience
of mental illness to work towards achieving the best outcomes for consumers.
The Peer Worker provides support in both inpatient and community settings.
Key accountabilities of the role are:
•
Serve as a positive role model to consumers and staff and as a source of information on their personal
experience of managing their mental health.
•
Utilising experience, skills and knowledge in; consumer education, support and provide a responsive
framework that meets the needs of consumers.
•
Utilise group work skills in delivering, psycho education programs, and participate in facilitating peer-
based consumer groups.
•
Assist with facilitation and planning of groups that focus on a consumer perspective.
•
Co-facilitate training to all staff and students as required.
•
Utilise well developed communication and consultation to work collaboratively across
multidisciplinary teams to promote the functions of the peer role.
•
Support consumers to make positive changes towards recovery by identifying strengths and goals and
planning to achieve these.
•
Collaborate with NGO’s and assist with building their capacity to provide service to mental health
consumers.
•
Work with multidisciplinary teams and complement existing services to assist consumers on their
recovery journey within the community.
•
Actively identify areas of improvement to the service and the inpatient services environment.
•
Assist consumers in their recovery planning from a peer perspective.
•
Involvement in the collection of consumer and carer feedback as required.
•
Actively participate in professional supervision, performance appraisal and development processes.
•
Apply thoughtful and ethical decisions to act within operational and professional boundaries.
•
Staff are expected to adhere to the timely and accurate input and collection of consumer related
information and provision of service activity into appropriate applications.
Lived Experience (Peer) Workforce Framework Page 26
Role fit
The essential requirement for this role are:
•
A personal lived experience of mental illness and recovery and ability to advocate for and support
people experiencing mental illness.
•
Experience as a mental health consumer (public or private)
Desirable requirements for the role include:
•
Applicants hold or are working towards a Certificate IV in Mental Health Peer Work or equivalent.
•
Experience working within a public mental health service or the NGO sector.
How you will be assessed
Within the context of the responsibilities described above, the ideal applicant will be someone who can
demonstrate the following:
•
Ability to share lived experience of recovery to assist consumers and staff within the role.
•
Ability to establish and maintain relationships with consumers, carers, families, the community, health
professionals and all service providers, while promoting an understanding of mental health.
•
Ability to relate, empathise with, be aware of and see issues from the perspective of a consumer, their
carers and families.
•
Ability to maintain professional boundaries
•
Ability to show proactive and effective communication skills by actively listening, conveying
consumer’s requirements clearly and fluently, displaying appropriate empathy and adapting style
accordingly.
•
Ability to work within a multi-disciplinary team.
•
Demonstrated computer literacy
•
Ability to assist with the planning and delivery of psycho education programs and groups to mental
health service consumers.
Lived Experience (Peer) Workforce Framework Page 27
Advanced Peer Worker AO4
Title
Advanced Peer Worker
Classification
AO4
Success Factor Profile
Team Member
Note: there is a genuine occupational requirement for the incumbent to have a personal lived experience
of mental illness and recovery and/or caring for someone with a lived experience of mental illness and
recovery.
About the role
An Advanced Peer Worker works under general direction to facilitate the development, planning and delivery
of support services to consumers of the mental health service.
An Advanced Peer Worker utilises their lived experience of mental illness to model recovery strategies to
enable service providers and NGOs develop a better understanding of the recovery framework to achieve the
best outcomes for consumers.
Key accountabilities of the role are:
•
Serve as a positive role model to consumers and staff and as a source of information on their personal
experience of managing their mental health.
•
Connect to consumers, carers and staff providing a positive example of recovery and as a source of
information on their personal experience of managing their mental health.
•
Support and mentor the AO3 Peer workers.
•
Utilising experience, skills and knowledge in; consumer education, support and provide a responsive
framework of psycho education that meets the needs of consumers.
•
Utilise group work skills in delivering support groups, psycho education programs, and participate in
facilitating peer-based consumer support groups.
•
Co-facilitate training to all staff and students as required.
•
Facilitate and plan groups that focus on a consumer perspective.
•
Utilise well developed communication and consultation to work collaboratively across
multidisciplinary teams to promote the functions of the peer worker and the consumer team.
•
Collaborate with NGO’s and assist with building their capacity to provide service to mental health
consumers.
•
Work with multidisciplinary team and complement existing services to assist consumers on their
recovery journey within the community.
•
Actively identify areas of improvement to the service and the community clinic environment.
•
Involvement in the collection of consumer and carer feedback as required.
•
Provide general feedback and advice to the multidisciplinary team regarding consumer participation,
education, support and recovery-oriented practice.
•
Provide consumer representation on selection and recruitment panels.
•
Assist consumers in their recovery planning from a peer perspective.
•
Actively participate in professional supervision, performance appraisal and development processes.
•
Apply thoughtful and ethical decisions to act within operational and professional boundaries.
•
Staff are expected to adhere to the timely and accurate input and collection of consumer related
information and provision of service activity into appropriate applications.
Lived Experience (Peer) Workforce Framework Page 28
Role fit
The essential requirement for this role are:
•
A personal lived experience of mental illness and recovery and ability to advocate for and support
people experiencing mental illness.
•
A previous service user of mental health services and experience as a mental health consumer (public
or private)
Highly desirable requirements for the role include:
•
Applicants hold or are working towards a Certificate IV in Mental Health Peer Work or equivalent.
•
Experience working within a public mental health service or the NGO sector.
How you will be assessed
Within the context of the responsibilities described above, the ideal applicant will be someone who can
demonstrate the following:
•
Demonstrated knowledge of recovery principles and strength-based approach in working with
consumers who have mental illness
•
Demonstrated well developed communication skills and ability to work as part of a multidisciplinary
team
•
Demonstrated ability to maintain professional boundaries
•
Demonstrated computer literacy
•
Demonstration ability to advocate for the consumer perspective to identify service improvement
•
Demonstrated ability to plan and deliver psycho education programs and groups to mental health
service consumers.
•
Demonstrated ability to share lived experience of recovery to assist consumers and staff within the
role.
Lived Experience (Peer) Workforce Framework Page 29
Senior Peer Coordinator AO5
Title
Senior Peer Coordinator
Classification
AO5
Success factor profile
Supervisor
Note: there is a genuine occupational requirement for the incumbent to have a personal lived experience
of mental illness and recovery and/or caring for someone with a lived experience of mental illness and
recovery.
About the role
A Senior Peer Coordinator works to facilitate the delivery, development, and planning of support services to
consumers of the mental health service.
A Senior Peer Coordinator promotes and provides guidance to the development and ongoing management of
consumer participation and provide systems advocacy in relation to consumer, carer and family related
issues.
Key accountabilities of the role include:
•
Serve as a positive role model to consumers and staff and as a source of information on their
personal experience of managing their mental health.
•
Effectively communicate with consumers, carers, professional groups, and all service providers to
assist in planning, delivering and evaluating a mental health consumer focused service.
•
Identify areas for improvement to service, policy and procedures, and be involved in Mental Health
Service policy and procedure development, ensuring mental health consumer and carer requirements
are addressed and prioritised through providing information from the consumer and carer
perspective.
•
Participate in professional supervision and performance appraisal and development processes.
•
Participate in the recruitment and selection of the Peer workforce and mental health professionals as
required.
•
Utilising experience, skills and knowledge in mental health consumer, carer and family education:
support, education and training, provide a responsive framework of education and support initiatives
and programs which meet the needs of consumers, carers and families.
•
Deliver training and support to staff within the Mental Health Service and other stakeholders in
relation to consumer, family and carer support/education strategies and initiatives, and information
regarding National Safety and Quality Health Service Standards
24
and State policies regarding
consumer, family and carer perspectives.
•
Ensure consumers, carers, families and staff are treated fairly and with mutual respect and
understanding, regardless of cultural, religious, ethnic and linguistic backgrounds.
•
Actively promote consumer focused recovery model of care with consumers, carers, families and
community as partners of care.
24
Australian Commission on Safety and Quality in Health Care, The National Safety and Quality Health Service (NSQHS) Standards.
https://www.safetyandquality.gov.au/standards/nsqhs-standards
Lived Experience (Peer) Workforce Framework Page 30
•
Communicate the broad views of consumers to mental health services and other relevant services
•
Enable consumer perspectives to be included in all aspects of planning, service delivery and
evaluation
•
Assisting the mental health service in its aim to provide a person-centred and consumer-focused
service
•
Develop and maintain effective relationships and network with consumer/carer groups and
community organisations that provide support services.
•
Develop and maintain effective consumer and carer participation in mental health service planning
and delivery through a range of activities and forums.
•
Utilise well developed communication, consultation and conflict resolution skills to work
collaboratively across multidisciplinary teams, other government and community-based agencies.
•
Network and consult with relevant National and State peak bodies, consumer organisations and
consumer advisory groups that inform strategic planning and maintain current knowledge of
consumer and carer participation.
•
Develop monthly reports on consumer and carer activities and participate in the Queensland Health
data collection and evaluation of programmes.
•
Provide general feedback and advice to the multidisciplinary team regarding consumer, family and
carer participation, education, support and related issues.
•
Actively participate in professional supervision, performance appraisal and development processes.
•
Apply thoughtful and ethical decisions to act within operational and professional boundaries.
•
Staff are expected to adhere to the timely and accurate input and collection of consumer related
information and provision of service activity into appropriate applications.
•
Day to day management of the Peer workers and Advanced Peer workers, if required
•
May assist with and/or provide professional supervision of Peer workers.
Role fit
The essential requirement for this role are:
•
A personal lived experience of mental illness and recovery and ability to advocate for and support
people experiencing mental illness.
•
Experience as a mental health consumer (public or private)
Highly desirable requirements of the role include:
•
Experience working within a public mental health service or the NGO sector
•
Experience working as a Peer worker
•
Applicants hold or are working towards a Certificate IV in Mental Health Peer Work or equivalent.
How you will be assessed
Within the context of the responsibilities described above, the ideal applicant will be someone who can
demonstrate the following:
•
High degree of knowledge in recovery principles and delivering a strengths-based approach to
working with consumers with mental illness
•
Demonstrated high level of communication skills and ability to work as part of a team
•
Demonstrated ability to manage and supervise staff
•
Ability to drive high quality care and customer service throughout the health service
Lived Experience (Peer) Workforce Framework Page 31
•
Demonstrated ability to maintain professional boundaries
•
Demonstrated ability to role model positive and ethical behaviour
•
Demonstrated ability to engage and share information
•
Ability to take accountability for projects and performance
•
Ability to develop and evaluate training programs for staff and consumers
•
High degree of computer literacy
Lived Experience (Peer) Workforce Framework Page 32
Team Leader Lived Experience Workforce AO6
Title
Team Leader Lived Experience Workforce
Classification
AO6
Success factor profile
Supervisor
Note: there is a genuine occupational requirement for the incumbent to have a personal lived experience
of mental illness and recovery and/or caring for someone with a lived experience of mental illness and
recovery.
About the role
The Team Leader Lived Experience Workforce leads and manages the Lived Experience (Peer) workforce
through provision of operational and professional supervision.
The Team Leader Lived Experience Workforce provides professional, client focused, high quality support to
mental health consumers whilst ensuring compliance with industrial and legislative provisions aligned to
meet business needs.
The Team Leader Lived Experience Workforce provides advice in strategic, operational and human resource
management utilising a well-developed level of specialist knowledge and high-level communication and
problem-solving skills.
Key accountabilities of the role include:
•
Serve as a positive role model to consumers and staff and as a source of information on their
personal experience of managing their mental health.
•
Coordinate and contribute to the planning, development and implementation of workforce activities.
•
Maintain high level knowledge of HHS consumer and carer participation activities / initiatives and the
supervision and training needs of consumer and carer workers whom report to this position.
•
Liaise and consult with key stakeholders regarding the mental health activities, consumer and carer
groups, and participate in the development of collaborative partnerships with service providers to
ensure provision of quality services which are responsive to the needs of
stakeholders.
•
Exercise high level interpersonal, consultation and communication skills with stakeholders, team
members and other service providers regarding quality improvement and service development
activities.
•
Participate as a member of a team in service development, evaluation and quality improvement
activities to ensure continuous provision of quality services.
•
Provide ethical decision making in the achievement of organisational goals.
•
Provide advice and report on the progress of relevant aspects of activities to senior/supervising staff
as required to ensure that activities are consistent with organisational requirements and that
priorities and timelines are met.
•
Participate in information management activities including data collection, data entry and reporting
local activities to contribute to service monitoring, evaluation and quality improvement activities.
•
Comply with and utilise organisational procedures, policies, regulations and standards, which impact
on the position including contemporary human resource management issues, corporate governance,
workplace health and safety, employment equity and anti-discrimination and other specific technical
standards where applicable.
•
Maintain up-to-date knowledge in the specialist area of mental health promotion, prevention and
Lived Experience (Peer) Workforce Framework Page 33
early intervention.
•
Present and contribute specialist advice to committees, teams and forums within and external to
HHS.
•
Manage the performance appraisal and development of the Lived Experience (Peer) workforce.
•
Participate as an integral member of the senior team and represent the unit at various meetings and
forums.
•
Identify and participate in research activities.
•
Oversee initiatives that promote social inclusion and a recovery focussed service.
•
Actively participate in professional supervision, performance appraisal and development processes.
•
Apply thoughtful and ethical decisions to act within operational and professional boundaries.
•
Staff are expected to adhere to the timely and accurate input and collection of consumer related
information and provision of service activity into appropriate applications.
Role fit
The essential requirements for this role are:
•
A personal lived experience of mental illness and recovery or caring for a family member with mental
illness and ability to advocate for and support people experiencing mental illness.
•
Experience as a mental health consumer (public or private) or experience in caring for a family
member who is a consumer of mental health services
Highly desirable requirements for the role include:
•
Experience working within a public mental health service or the NGO sector
•
Experience working as a Peer worker
•
Applicants hold or are working towards obtaining a Certificate IV in Mental Health Peer Work or
equivalent.
How you will be assessed
You will be assessed on your ability to demonstrate the following key attributes:
•
Demonstrated experience in managing and supporting Peer workforce, including the provision of
supervision, education and mentoring.
•
Demonstrated knowledge of contemporary national and state mental health policies, plans,
guidelines and frameworks, including an understanding of mental health service provision issues.
•
Proven high level communication, interpersonal and problem-solving skills including the ability to
effectively consult and negotiate with senior management, clinicians, consultants and key
stakeholders on issues requiring organisational input and/or change.
•
Ability to understand and respond to the expectations of key stakeholders, consumers, families,
carers and the community as a whole.
•
Ability to work independently in a multidisciplinary team to achieve results in a work environment
characterised by frequent and changeable deadlines.
•
Ability to manage a large workload through the use of high-level computer skills and knowledge of
various software and applications, whilst maintaining high levels of accuracy and confidentiality
within identified milestones and timeframes.
Lived Experience (Peer) Workforce Framework Page 34
Carer Peer Worker AO3
Title
Carer Peer Worker
Classification
AO3
Success factor profile
Team member
Note: there is a genuine occupational requirement for the incumbent to have a personal lived experience
of mental illness and recovery and/or caring for someone with a lived experience of mental illness and
recovery.
About the role
A Carer Peer Worker works under direction to facilitate the delivery of support services to carers and families
of the mental health service.
A Carer Peer Worker is employed to assist carers and families, service providers and Non-Government
Organisations to develop a better understanding of the recovery framework while utilising a lived experience
of caring for someone with mental illness to work towards achieving the best outcomes for consumers.
The Carer Peer Worker provides support in both inpatient and community settings.
Key accountabilities of the role include:
•
Serve as a positive role model to other carers and families and be open to sharing personal lived
experience of assisting a person with mental health needs.
•
Work within appropriate boundaries and draw on knowledge and expertise gained through reflection
on own lived experience.
•
Work with multidisciplinary team to complement existing services.
•
Provide direct carer peer support to carers, families and significant others, engaging in individual and
group peer support, advocacy and educational activities.
•
Utilise group work skills in delivering support groups, psycho education programs, and participate in
facilitating peer-based carer support groups.
•
Provide individual advocacy to support the inclusion of carer and family perspectives.
•
Participate in the collection of carer and family feedback as required and support individual carers
and families, as well as local carer advocacy groups to be involved in service quality activities as
appropriate.
•
Actively identify areas of improvement to the service and the inpatient/community services
environment advocating for a carer and family sensitive and inclusive culture evident in all service
practices, procedures and frameworks.
•
Utilise well developed communication and consultation skills to work collaboratively across
multidisciplinary teams to promote the Carer Peer Worker role.
•
Collaborate with community groups and other stakeholders supporting partnerships which assist
carers and families and promote recovery orientated frameworks and practices.
•
Actively participate in professional supervision, performance appraisal and development processes.
•
Apply thoughtful and ethical decisions to act within operational and professional boundaries.
•
Staff are expected to adhere to the timely and accurate input and collection of consumer related
information and provision of service activity into appropriate applications.
Lived Experience (Peer) Workforce Framework Page 35
Role fit
The essential requirement for this role are:
•
A personal lived experience as a carer for a family member using mental health services (public or
private)
Desirable requirements of the role include:
•
Experience working within a public mental health service or the NGO sector
•
Applicants hold or are working towards obtaining a Certificate IV in Mental Health Peer Work or
equivalent.
How you will be assessed
Within the context of the responsibilities described above, the ideal applicant will be someone who can
demonstrate the following:
•
Ability to establish and maintain relationships with consumers, carers, the community, health
professionals and all service providers, while promoting an understanding of mental health.
•
Ability to relate, empathise with, be aware of and see issues from the perspective of a consumer, their
families and people from other cultures.
•
Ability to demonstrate honesty, integrity and respect for all consumers, carers, family and staff.
•
Ability to show proactive and effective communication skills by actively listening, conveying
consumer, carer and family’s requirements clearly and fluently, displaying appropriate empathy and
adapting style accordingly.
•
Ability to work within a multi-disciplinary team.
•
Ability to assist in the planning and delivery of psycho education programs and groups to mental
health service consumers, carers and families.
Lived Experience (Peer) Workforce Framework Page 36
Advanced Carer Peer Worker AO4
Title
Advanced Carer Peer Worker
Classification
AO4
Success factor profile
Team Member
Note: there is a genuine occupational requirement for the incumbent to have a personal lived experience
of mental illness and recovery and/or caring for someone with a lived experience of mental illness and
recovery.
About the role
An Advanced Carer Peer Worker works under general direction to facilitate the delivery, development,
planning and delivery of support services to carers of consumers of the mental health service.
An Advanced Carer Peer Worker provides recovery orientated, person centred, ethical carer peer support to
carers, families and significant others who are supporting people accessing mental health services.
The Advanced Carer Peer Worker provides support in both inpatient and community settings.
Key accountabilities of the role include:
•
Serve as a positive role model to other carers and families and be open to sharing personal lived
experience of assisting a person with mental health needs.
•
Connect to consumers, carers and staff providing a positive example of recovery and as a source of
information on their personal experience of managing their mental health.
•
Provide carers and family with education, information, referrals and support from personal
experience of assisting someone in their recovery
•
Support and mentor the AO3 Carer Peer workers.
•
Involvement in the collection of consumer and carer feedback as required.
•
Utilise experience, skills and knowledge in carer and family education to support service
development of responsive frameworks that meets the needs of carers and families.
•
Utilise group work skills in delivering support groups, psycho education programs, and participate in
facilitating peer-based carer support groups.
•
Co-facilitate training to all staff and students as required.
•
Facilitate and plan groups within the community that focus on a carer perspective.
•
Utilise well developed communication and consultation skills to work collaboratively across
multidisciplinary teams to promote the functions of the carer Peer workforce.
•
Provide general feedback and advice to multidisciplinary team regarding consumer participation,
education, support and recovery-oriented practise.
•
Support carers and families to make positive changes towards recovery by identifying strengths and
goals and planning to achieve these.
•
Collaborate with NGO’s and assist with building their capacity to provide service to mental health
consumers.
•
Work with multidisciplinary team to complement existing services
•
Provide carer representation on selection and recruitment panels.
•
Actively participate in professional supervision, performance appraisal and development processes.
•
Apply thoughtful and ethical decisions to act within operational and professional boundaries.
•
Staff are expected to adhere to the timely and accurate input and collection of consumer related
Lived Experience (Peer) Workforce Framework Page 37
information and provision of service activity into appropriate applications.
Role fit
The essential requirement for this role are:
•
A personal lived experience as a carer for a family member using mental health services (public or
private)
Highly desirable requirements of the role include:
•
Experience working within a public mental health service or the NGO sector.
•
Applicants hold or are working towards obtaining a Certificate IV in Mental Health Peer Work or
equivalent.
How you will be assessed
Within the context of the responsibilities described above, the ideal applicant will be someone who can
demonstrate the following:
•
Demonstrated knowledge of recovery principles and strengths-based approach in working with carers
and families of people who have mental illness
•
Demonstrated well developed communication skills and ability to work as part of a multidisciplinary
team
•
Demonstrated ability to maintain professional boundaries
•
Demonstrated computer literacy
•
Ability to advocate for the carer and family perspective to identify service improvement
•
Ability to plan and deliver psycho education programs and groups to mental health service
consumers.
Lived Experience (Peer) Workforce Framework Page 38
Senior Carer Peer Coordinator AO5
Title
Senior Carer Peer Coordinator
Classification
AO5
Success factor profile
Supervisor
Note: there is a genuine occupational requirement for the incumbent to have a personal lived experience
of mental illness and recovery and/or caring for someone with a lived experience of mental illness and
recovery.
About the role
A Senior Carer Peer Coordinator works to facilitate the delivery of services to carers of consumers of the
mental health service
A Senior Carer Peer Coordinator promotes and promotes and provides guidance to the development and
ongoing management of carer participation and provide systems advocacy in relation to consumer, carer and
family related issues.
Key accountabilities for the role include:
•
Serve as a positive role model to other carers and families and be open to sharing personal lived
experience of assisting a person with mental health needs.
•
Work within appropriate boundaries and draw on knowledge and expertise gained through reflection
on own lived experience.
•
Effectively communicate with consumers, carers, professional groups, and all service providers to
assist in planning, delivering and evaluating a mental health consumer focused service.
•
Identify areas for improvement to service, policy and procedures, and be involved in Mental Health
Service, policy and procedure development, ensuring mental health consumer and carer
requirements are addressed and prioritised through providing information from the carer
perspective.
•
Actively participate in professional supervision, performance appraisal and development processes.
•
Participate in the recruitment and selection of the carer workforce and mental health professionals
as requested.
•
Utilising experience, skills and knowledge in; mental health consumer, family and carer education,
support, education and training, provide a responsive framework of education and support initiatives
and programs which meet the needs of consumers, families and carers.
•
Deliver training and support to staff within the Mental Health Service and other stakeholders in
relation to consumer, family and carer support/education strategies and initiatives, and information
regarding and information regarding National Safety and Quality Health Service Standards
15
and State
policies regarding consumer, family and carer perspectives.
•
Act as an advocate for carers and families utilising mental health services.
•
Promote the carer and family inclusive recovery focused service model to mental health
professionals, consumers, and/or carers, families and community as partners of care.
•
Develop and maintain effective relationships and network with carer/family groups and community
organisations that provide support to mental health services.
•
Actively participate in the development and coordination of education and training that promotes the
recovery framework to mental health professionals, consumers and/or carers, the community and
other relevant stakeholders.
Lived Experience (Peer) Workforce Framework Page 39
•
Actively participate in the review of mental health service policy and procedure, ensuring recovery,
carer/family perspectives are addressed and prioritised.
•
Support the collection, evaluation and implementation of activities directly related to carer feedback.
•
Develop and maintain effective carer/family participation in planning, service delivery and evaluation
through a range of activities, meetings and forums.
•
Utilise well developed communication, both verbal and written, to work collaboratively across
multidisciplinary teams with the mental health service, and Non-Government Organisation (NGOs) to
promote the function of recovery model of service and the carer Peer workforce.
•
Provide general feedback and advice to multidisciplinary team regarding carer participation,
education, support and recovery-oriented practice.
•
Provide operational support, regular supervision and mentor the AO3 and AO4 Carer Peer Support
Workers, if required
•
Actively participate in professional supervision, performance appraisal and development processes.
•
Apply thoughtful and ethical decisions to act within operational and professional boundaries.
•
Staff are expected to adhere to the timely and accurate input and collection of consumer related
information and provision of service activity into appropriate applications.
Role fit
The essential requirement for this role are:
•
A personal lived experience as a carer for a family member using mental health services (public or
private)
Highly desirable requirements of the role include:
•
Experience working in a public mental health service or NGO carer peer role
•
Applicants hold or are working towards obtaining a Certificate IV in Mental Health Peer Work or
equivalent.
How you will be assessed
Within the context of the responsibilities described above, the ideal applicant will be someone who can
demonstrate the following:
•
High degree of knowledge in recovery principles and delivering a strengths-based approach to
working with consumers with mental illness
•
Demonstrated high level of communication skills and ability to work as part of a team
•
Demonstrated ability to manage and supervise staff
•
Ability to drive high quality care and customer service throughout the health service
•
Demonstrated ability to role model positive and ethical behaviour
•
Demonstrated ability to engage and share information
•
Ability to take accountability for projects and performance
•
Ability to develop and evaluate training programs for staff and consumers
•
High degree of computer literacy
Lived Experience (Peer) Workforce Framework Page 40
Appendix 2
Example Wellbeing Support Plan
Supporting Workplace Wellbeing
Privacy Statement: this document is confidential and will not be shared with any person without the express
consent of the employee or as required by law at the point of signature. (Note: HHSs may wish to alter this
privacy statement as required).
Wellbeing Support Plan
Section 1. Contact information
Personal details:
Name
Contact
Personal Support
You have the option to involve a support person in the development of your Wellbeing Support Plan. This can
be a carer, family member, friend or anyone else you with to include.
Within the workplace, it is important that all employees feel safe and that their wellbeing is supported. The
preferred way to facilitate and support a person’s ongoing wellbeing is to have open and honest
conversations where both the employee and their line manager/ supervisor each understand the issues and
expectations.
Some employees find it helpful to develop a Wellbeing Support Plan to identify if, and when additional
supports are required.
This plan assists in developing a positive approach to workplace wellbeing and will only be developed
through discussion with the employee, the line manager/ supervisor and any other support people identified
by the employee.
Developing a plan is voluntary and the details remain confidential between the employee, line manager/
supervisor and anyone else identified in the plan.
When working through this plan it is important to ensure the employee is comfortable providing this
information.
Lived Experience (Peer) Workforce Framework Page 41
Name
Relationship
Contact
Professional Support:
In addition, you may also like a professional support contact.
Name
Position
Contact
Section 2: Preferences
These are your preferences to support your wellbeing at work.
1.
How might we be able to support you to maintain your health/wellbeing in the workplace? E.g.,
Regular feedback and catch-ups, flexible working patterns,
Lived Experience (Peer) Workforce Framework Page 42
2.
Are there any signs that we might notice when you are starting to experience poor health/wellbeing?
E.g., Changes in normal working patterns and noticeable increase in interaction with colleagues.
3.
If we notice signs that you are experiencing poor mental health – what would you like us to do? E.g.,
Talk to you discreetly about it or contact your personal support person.
4.
4. 44
4.
What are your self-care strategies? E.g., exercise, walking
Lived Experience (Peer) Workforce Framework Page 43
Section 3: Contact information
When to contact
Category
Requested contact from
Response Type
Response time
1. Minor
Others or I have noticed
signs in the workplace
that indicate my
wellbeing is being
impacted
Talk to me
Phone/In person/No
contact
Immediately/Same
day/Next business
day/Not applicable
Personal support
Phone/In person/No
contact
Immediately/Same
day/Next business
day/Not applicable
Professional Support
Phone/In person/No
contact
Immediately/Same
day/Next business
day/Not applicable
2. Moderate
The impact to
health/wellbeing is
causing distress at work
Talk to me
Phone/In person/No
contact
Immediately/Same
day/Next business
day/Not applicable
Personal support
Phone/In person/No
contact
Immediately/Same
day/Next business
day/Not applicable
Professional Support
Phone/In person/No
contact
Immediately/Same
day/Next business
day/Not applicable
3. Serious
The impact to the
wellbeing of myself or
others requires
immediate support and
intervention.
Talk to me
Phone/In person/No
contact
Immediately/Same
day/Next business
day/Not applicable
Personal support
Phone/In person/No
contact
Immediately/Same
day/Next business
day/Not applicable
Professional Support
Phone/In person/No
contact
Immediately/Same
day/Next business
day/Not applicable
Lived Experience (Peer) Workforce Framework Page 44
Section 4: Signature
The persons listed below agree to undertake the actions as outlined in sections 2 and 3 to support the
employee in the workplace. At every opportunity, all parties are encouraged to initiate conversations and
update the plan as the need arises. Alternatively, an opportunity to discuss the plan will arise naturally
during the Performance Development Plan.
While all care is taken to provide a safe working environment, it is the employee’s responsibility to be
accountable for their own wellbeing.
This document is confidential and will not be shared with any person one without the express consent of the
employee.
Employee:
I ………………………………………………………..agree to this Wellbeing Support Plan and agree to the plan being used to
support me to maintain my health and wellbeing in the workplace.
Signature:
Date:
Line Manager/Supervisor:
Signature
Date:
Lived Experience (Peer) Workforce Framework Page 45
Appendix 3
Sample Onboarding document
Name:___________________________________________ Date: ________________________
This document has been developed to support new staff members to be successful in their position in the
Lived Experience (Peer) workforce team.
The support plan complements the (XXXXX HHS) Orientation Manual & Activity Checklist and will exist in
conjunction with 1:1 conversations and operational and practice supervision until such time it is no longer
needed.
The (XXXXX HHS) welcomes you and values your contribution to the workplace as a lived experience
employee. Due to the nature of your employment and the environment, it is important to us that we support
your success in this role.
Workplace orientation is an essential and valuable process where an employee is introduced to their role,
co-workers and work environment. You will be provided with a clear understanding of your responsibilities,
what is expected of you in your new role and how your contributions fit into the overall objectives of the
division and HHS. We will gain a deeper understanding of you and your learning style, identify specific areas
of interest and learning or support needs that you may have.
You will receive a large of amount of information and training (written and verbal) and be introduced to
many new terms, processes, concepts and people during your first few months in the role. We understand
this can be overwhelming and will take time to absorb and put it into context.
While we have endeavoured to include as much as possible to support you in your new role, we encourage
you to actively ask questions and clarify anything that is unclear.
Please note: This is a working document to be further developed with you during your onboarding period.
Lived Experience (Peer) Workforce Framework Page 46
Week 1
Provide orientation of role and facilities
o
Introductions & workstation set up (inc. key contacts)
o
General Evacuation / Defibrillator location and use
o
Background and status of lived experience workforce
o
Introduction to Peer Worker competencies / scope / expectations
o
Facility Orientation / Parking / transport
Establish expectation regarding sharing of narrative: when, where, how, and why
General workplace processes – information and expectations:
o
Buddy Board
o
Team huddles, meetings and planning days
o
Supervision (Operational & Practice)
o
Diary & time management
o
HR Forms, Processes & Timeframes (planned & emergent leave)
o
Streamline Introduction/Set up
o
QHEPS Introduction
o
RMS Introduction (room & vehicle bookings, log sheets)
o
MHAODS Escalation Pathway
o
Online Training Platforms Introduction (access, requirements & timeframes)
o
Compliments, complaints and suggestions
o
Ryan’s Rule & Client Care Escalation Process in CMH
Establish weekly catch-up with Peer Team Leader (4 weeks – commencing week 2, then fortnightly with
revision of plan at 3 months) to revisit and discuss:
o
Peer worker competencies, scope and expectations
o
Professional boundaries, dual relationships and conflict of interest
o
Importance of self-care including taking breaks and scheduling regular leave
o
Leave request / notification process
o
Identify possible mentors/supervisors
o
Identify additional training/support needs
o
Sharing of narrative
o
CIMHA documentation
o
Recovery focussed language
Development of Outlook Calendar
o
Signature, sharing & invites (training days, weekly 1:1, operational supervision and team huddles /
meetings)
Provide information related to QH support initiatives and programs i.e., EAP, Stigma, LGBTIQ+ Network,
and Workplace Wellbeing Plan
Facilitate opportunity to commence mandatory training and schedule monthly operational supervision
Lived Experience (Peer) Workforce Framework Page 47
Director & Program Manager introduction
Confirm Cert IV Status (certificate or enrolment confirmation)
Mental Health Orientation (schedule)
Brook Red Sharing Lived Experience (schedule)
MHHS Orientation (schedule)
MHHS Cultural Awareness (schedule)
CIMHA Training (Schedule)
ieMR Training (Schedule)
MAYBO (schedule)
Notes
Week 2
Complete first 1:1 conversation
Attend to mandatory training
Attend to scheduled training
Introduction to PDP (schedule initial for end of week 4)
Boundaries (personal & professional) identification of steps to avoid being placed in those situations
16 Personalities Activity – tool to help us better understand each other, get the best from each other and
communicate effectively
Free Personality Test | 16Personalities
CIMHA training with a focus on
o
Peer Worker Documentation (referrals, notes & recovery plans)
o
POS and NCRA
Team Days with buddy
o
ACT
o
CCT
Documenting in CIMHA training environment (scenarios & shadowing)
Documentation review
Notes
Lived Experience (Peer) Workforce Framework Page 48
Week 3
Complete second 1:1 conversation
Attend to mandatory training
Attend to scheduled training
Establish purpose of meeting/s and groups (client & organisational) and expectation of peer role in these
forums
Provide understanding and insight into key areas of the Peer Work Framework, how this is used within
the peer role and how it is embedded into service delivery
Team Days with buddy
o
CYMHS
o
OPMH
o
MIRT & EP
Documenting in CIMHA training environment (scenarios & shadowing)
Documentation review/discussion
Notes
Week 4
Complete third 1:1 conversation
Attend to mandatory training
Attend to scheduled training
Introduction to operational supervision (process, report, schedule)
PPD – initial
ieMR introduction (read only)
CIMHA
o
Commence with providing progress notes via email to Peer Team Leader for inclusion into CIMHA with
view to provide additional training in CIMHA note entering
Continue to develop understanding of Peer worker competencies, scope and expectations
Review the onboarding/support plan and determine ongoing plan to support if required
Peer Work competencies/scope discussion - sign off or determine ongoing plan to support
Notes
Lived Experience (Peer) Workforce Framework Page 49
Appendix 4
Memo re Identification of positions
Lived Experience (Peer) Workforce Framework Page 50
Abbreviations
AOD
Alcohol and Other Drugs
AHRC
Australian Human Rights Commission
CALD
Culturally and Linguistically Diverse
HHS
Hospital and Health Service
LEWLG
Lived Experience Workforce
Leadership Group
MHAOD
Mental Health Alcohol and Other Drugs
NMHSPF
National Mental Health Services Planning Framework
QH
Queensland Health
SARAS
Study and Research Assistance Scheme
WHS Act
Work Health and Safety Act 2011
Lived Experience (Peer) Workforce Framework Page 51
Glossary
Carer A person who provides care, support or assistance to someone with a mental
health challenge, generally a family member, partner or friend not employed in
a paid professional carer role
Consumer A person who has or is currently using a mental health service due to mental
illness. Their service use may be voluntary or involuntary according to their
circumstances at the time and the particular mental health service providing the
service. May also be referred to as consumers, clients or patients in clinical
settings
Lived Experience
(Peer)
A person who is employed in a role that requires them to identify as being or
having been a mental health consumer or carer. Lived Experience (Peer) work
requires that lived experience of mental illness is an essential criterion of job
descriptions, although job titles and related tasks vary
Lived Experience Refers to having a personal experience of mental illness and/or service use and
recovery from either a consumer or carer perspective. Some people may have
both consumer and carer experiences.
Peer Work A range of supports offered to consumers of mental health services by Lived
Experience (Peer) workers.
Reasonable
adjustment
Changes to a job which can be made to enable a worker to perform their duties
more effectively in the workplace
Recovery A deeply personal, unique process of changing one’s attitudes, values, feelings,
goals, skills and/or roles. It is a way of living a satisfying, hopeful and
contributing life. Recovery involves the development of new meaning and
purpose in one’s life as one grows beyond the effects of psychiatric disability.
Stigma A set of negative and often unfair beliefs that a society or group of people have
about a person with a mental illness
Lived Experience (Peer) Workforce Framework Page 52
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