The structure and process of bringing on a Peer Recovery Support Specialist (PRSS) staff should be carefully considered before beginning the recruitment process. The role of the PRSS, as well as the flexibility and cooperation of existing staff, will impact the level of integration. To ensure a cohesive team, the entire organization, from administration to executive leadership, will need resources and training as well as implementation support around peer recovery support services and working within a recovery-oriented practice. Doing so will help current and new staff build upon the collaborative nature of the emerging profession, mitigate concerns from clinical staff, and clarify roles.
- Outline recruitment and hiring practices (develop a job description, essential skills, recruitment processes, compensation, etc.).
- Demonstrate onboarding (orientation, job shadowing, determining workload, etc.).
- Prepare for PRSS integration (build rapport, HIPAA and information sharing, EHR, etc.).