webinar series: leadership and professional development · [email protected] jeremy reuling...

Peer Career Advancement: Gita Enders, Kevin Cleare, Liz Breier, Jessica Wolf

8/9/2019

NYC Peer & CH Worker Workforce Consortium, Leadership and Professional Development Webinar Series 1

Webinar Series: Leadership and Professional Development

Aviva Cohen, LMSW, Consortium Coordinator

NYC Peer and Community Health Worker Workforce Consortium

At a 2016 Workforce Summit, a group of peer workforce experts suggested the formation of a centralized team to:

Engage and partner with stakeholders

Identify best practices, key competencies and

functions

Increase the capacity for employers to be

supportive of workforce integration and growth.

What is the NYC Peer and Community Health Worker Workforce Consortium?


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Introduce yourself

1) Your name2) Where you are located3) Your job title or role

In the Chat

Use the Chat to ask questions or comment throughout the presentation.

To Access the Webex Chat

1. Scroll across the bottom of the screen.

2. Click the “speech bubble” at the bottom of the screen.

3. In the dropdown box, select Everyone.

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PEER CAREER ADVANCEMENT

Today’s Presenters

• Gita Enders, LMSW, MA, CPRP, NYCPS, NYC Health+Hospitals

• Kevin Cleare, LMSW, CASAC-2, CPS, NYC DOHMH

Resource Panelists

• Jessica Wolf, PhD, Decision Solutions, Stratford, CT

• Liz Breier, MAHAP, CPRP, Coalition for Behavioral Health

Technical Support

• Varsha Kamat, Academy of Peer Services, Virtual Learning Community

• Regina Shoen, NYS Office of Mental Health, Consumer Affairs

• Chris Coyle, NYS Office of Mental Health, Consumer Affair

Moderator

• Rita Cronise, Academy of Peer Services, Virtual Learning Community

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ObjectivesBy the end of the webinar you will be able to:

• Recognize a range of options that can lead to career advancement

• Describe how advancement differs depending on the workplace

• Consider peer support values when deciding whether a promotion or different role can provide comparable satisfaction

• Describe strategies that can lead to increased opportunities for career advancement

• Develop an action plan for designing and developing your career


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Webinar: Peer Career Advancement

NYC Peer and Community Health Worker Workforce ConsortiumAugust 9, 2019

Gita Enders, LMSW, MA, CPRP, NYCPS

Peers have lived experience and special training that supports them in working with individuals

Peers do not assess and treat, they support and encourage

Peers work in conjunction with traditional staff to help navigate individuals to ongoing treatment

What’s Important about Peers

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Volunteered at local recovery center

Invited to join state planning council

Asked to manage center

Promoted to regional program director

Switched agencies, provided direct service

Invited to develop peer specialist training program

Switched agencies, provided peer support specialist training

Switched agencies, became consumer affairs coordinator

Obtained social work degree and license

Promoted to director!

My Story

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Where I Stand in My Career Journey

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Happy where I’m at

Curious about making

change

Ready to make a move

On my way! Made the move and now figuring

things out

“I can stay here for another five years!”

“I’d like to see what opportunities are

out there.”

“I’ve carefully weighed my options.”

“I am excited and feel ready to face new experiences.”

“I’m adjusting and reminding myself to

be patient.”

Source: Edwards, J.P., Enders, G. (2017). Where I Stand in My Career Journey. (Presentation Slide)


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Volunteer

Present / network at conferences

Work closely with supervisors

Obtain higher education

Change organizations

Professional Development Opportunities

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Questions?

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Questions


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Chat Question: In a word or phrase, how do you define

“Peer Career Advancement?”

Kevin CleareLMSW, CASAC-2, CPS

NYC DOHMH

CO- RES PONSE & HEAT SUPERVI SOR


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Career Advancement and beyond…

Howie T. Harp Peer Advocacy Center

Internship, Job Fair, Job Placement

Employment in peer title: accepting new challenges, focus on craft, taking on new projects

Traditional Path of career advancement involved seeking advanced degrees and certifications i.e. CASAC and MSW

Be genuine, be good at what you do and look for opportunities to connect with people

Focus on your strengths and assets

Document your accomplishments and don’t be afraid to speak about them while still remaining humble

Career Advancement tips

AS PEERS WHO BRING PERSONAL LIVED EXPERIENCE, WE MUST NOT

BE AFRAID TO STEP OUT OF POSITIONS OF FEAR AND OUT OF

OUR COMFORT ZONES.

ITS NEVER TOO EARLY TO BEGIN PLANNING FOR THE FUTURE I.E.

NETWORKING, TRAINING OPPORTUNITIES, CONFERENCES

DON’T ALLOW CHANGE TO BE THE PRODUCT OF A CRISIS. OFTEN WE WAIT UNTIL A SETTING BECOMES UNBEARABLE BEFORE WE BEGIN PLACING FEELERS AND LOOKING

FOR OTHER OPPORTUNITIES. STAY CONNECTED TO COLLEAGUES, STAY

INFORMED AND THIS WILL HELP YOU TO MAKE AN INFORMED

DECISION WHEN THE TIME COMES TO LOOK FOR A CHANGE.

REACH OUT TO FOLKS AHEAD OF TIME, YOU NEVER KNOW. YOU MAY

THINK YOU’RE UNDERQUALIFIED OR YOU’RE REACHING A WALL. NEVER EVER GIVE UP. YOU JUST NEVER KNOW. BE MINDFUL OF

NEGATIVE SELF TALK.


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Beyond….

I encourage peers to think of other career paths beyond peer counseling like nursing, technology, quality assurance/ improvement

Peers can also consult, provide trainings on documentation, use of person-centered language etc.

I encourage my colleagues to look for opportunities to earn a living but also become entrepreneurs and their own bosses.

Always assess what your bringing to the table and reassess what you’re getting in return from the organization, agency or setting.

Questions


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Chat Question: What are you doing to advance your career?

PUTTING “CAREER” INTO CAREER

DEVELOPMENTWorkshop presented at the

12th Annual Conference for Working Peer Specialists, NYU July 18, 2019

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PUTTING “CAREER” INTO

PEER CAREER DEVELOPMENT

The following slides are excerpts from a Workshop presented by:

• Jessica Wolf, PhD, Decision Solutions, Stratford, CT

• Liz Breier, MAHAP, CPRP, Coalition for Behavioral Health, Center for Rehabilitation and Recovery

• Jeremy Reuling, LCSW, NYCPS, Mental Health Association of Westchester

At the 12th Annual Conference for Working Peer Specialists at New York University Kimmel Center, July 18, 2019

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What can agencies do to promote and support career development and advancement?

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ASSURE THAT SUPERVISORS DISCUSS CAREER ADVANCEMENT WITH

SUPERVISEES

INCLUDE PROMOTION AND INCREASED COMPENSATION OPPORTUNITIES IN

REGULAR PERFORMANCE REVIEW

PROVIDE RELEASE TIME AND FUNDING FOR STAFF CONTINUING EDUCATION

AND ACADEMIC STUDIES


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What else can agencies do to promote and support peer career development and advancement?

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CREATE SENIOR MANAGEMENT ROLES FOR PEERS AND HIRE

PEERS IN THOSE ROLES

ADVOCATE FOR PEER ADVANCEMENT

CREATE CAREER AND COMPENSATION LADDERS

WITHIN THE AGENCY

What else can agencies do to promote and support career development and advancement?

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ASSURE PEER VOICE THROUGHOUT SYSTEM ASSURE THAT PEER CERTIFICATION CAN BE TRANSFERRED WITHIN AND BETWEEN STATES

ENSURE THAT EMPLOYEES ARE AWARE OF VARIOUS WORK INCENTIVES OFFERED THROUGH SSA TO MAXIMIZE BENEFITS AND KEEP MEDICAID

WHILE WORKING


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Chat Question: What is your agency or organization doing to

promote or advance peer careers?

Career considerations and strategies for peers

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Working in mainstream agencies

Promotion

New assignments/responsibilities

Increased compensation

Working in other settings

Non-behavioral health settings

Peer-run agencies

Integrated health/behavioral health settings


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Other options for peers27

Health advocacy

Health navigator

Recovery peer advocate Palliative care

RespiteSpecific health

conditions

New academic

credentials

Develop more peer

supervisors?

ChatWhat are some specific

career advancement strategies you and others

can implement?

Individual strategies?Systemic strategies?

Both?


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“Out of the box” career options

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LATERAL TRANSFER OF SKILLS – USING

SKILLS LEARNED IN PEER ROLES IN OTHER

KINDS OF WORK

DEVELOPING NEW ROLES AND INCOME

SOURCES; SELF-EMPLOYMENT,

ENTREPRENEURIAL OPTIONS

CREATIVE ARTS IMPROVISATION, COMEDY

PUBLIC RELATIONS LIFE COACHING

MOTIVATIONAL SPEAKING

OTHER IDEAS???

ChatHow do you see your career in five years?

What actions are needed to reach your goals?

Will you remain in current work in same role? New role?Change to an entirely different field? Other?


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Wrap-Up and Next Steps31

List generated today of career development

and career advancement options

Personal action plan

Contact InformationJessica Wolf [email protected]

Jeremy [email protected]

Liz [email protected]

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Questions

AND NOW A WORD FROM

OUR SPONSORNYC Peer and Community Health Worker Workforce

Consortium

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Workforce Integration of Peer and Community Health Worker Roles: a needs-based toolkit to advance organizational readiness

Presented by Aviva Cohen, LMSWConsortium Coordinator

NYC Peer and Community Health Worker Workforce Consortium

Workforce Integration of Peer and Community Health Worker Roles: A needs-based toolkit to advance organizational readiness


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Based on the information gathered, we identified 9 domains of organizational practices that are recommended to address the gaps in support, expansion, and understanding of the peer workforce:

1. Recruitment2. Attitudes and Beliefs3. Diversity and Inclusion4. Finances and Sustainability 5. Role Clarity and Workflows6. Career Advancement Opportunities 7. Supervision8. Orientation and On-Boarding9. Program Monitoring and Evaluation

Toolkit Areas identified

Supporting Peers’ Career Advancement Opportunities:

Role of Provider Organizations


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Self-Assessment on Career Advancement Opportunities

• Does your organization have advanced PS/CHW positions (e.g. supervisors, mentors, advisors, etc.) for PS/CHWs who demonstrate success and experience in their roles?

• Is higher pay provided for more advanced PS/CHW positions?

• Are PS/CHWs informed of training opportunities that align with their needs and interests?

• How often does your organization schedule events or training sessions so that employees from a variety of disciplines can attend?

Never Sometimes About half the time Most of the time Always

Engaging allemployees in the self-assessment process enhances efforts to improve readiness

Creates an organizational culture that values input from all employees

Expands awareness of other processes within the organization--Prevents side-by-side intra-disciplinary tunnel vision(s)

Highlights areas of strong consensus as well as divergent perspectives

Strengthens motivation to engage in shared priorities around changes (vs. pressure to respond to an imposed directive)

Adds meaning to idea of workforce integration—and its challenges, which seem more real as dynamics manifest in the process, creating insight around areas of the self-assessment


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To Access the toolkit

Visit the Needs-Based Toolkit online: https://www1.nyc.gov/site/doh/providers/resources/supporting-peers-and-community-health-workers-in-their-roles.page

Let’s Try it Out!

Please contact me with any questions, comments or concerns at [email protected]


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With technical assistance from Academy of Peer Services, Virtual Communityand New York State Office of Mental Health, Office of Consumer Affairs

Thank you to our presenters and resource panelists: Gita Enders, Kevin Cleare, Liz Breier and Jessica Wolf

webinar series: leadership and professional development · [email protected] jeremy reuling...

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