R10a. Liste de guides pour l’implantation de la pair-aidance au sein d’institutions (bibliographie annotée)
Plus de vingt guides pratiques pour vous aider à développer le soutien par les pairs dans les domaines de la santé mentale et des addictions
14774419
NCCG7Z9C
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iso690-author-date-fr
50
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asc
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256827
https://hopital-addictions.ch/wp-content/plugins/zotpress/
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CENTRE RESSOURCE RÉHABILITATION, 2020. Comment intégrer un travailleur pair dans une équipe de santé mentale ? : Un petit guide pratique à destination des équipes qui souhaitent se lancer ! [en ligne]. Lyon : Centre ressource de réhabilitation psychosociale. Disponible à l’adresse : https://centre-ressource-rehabilitation.org/comment-integrer-un-travailleur-pair-dans-une-equipe-de-sante-mentale-un-petit?debut_articles_rubrique=%40237
Ce guide pratique est destiné aux futurs collègues des pairs aidants. Il a pour ambition de leur permettre de les accueillir au mieux et leur laisser exploiter leurs potentialités, au grand bénéfice des populations accompagnées. Celui-ci ne prétend pas être exhaustif et souhaite rester évolutif, mais il tente d’aborder la majorité des questions que peut se poser une équipe qui souhaiterait procéder au recrutement d’un travailleur pair. Le document insiste sur la nécessité de préparer collectivement l’arrivée du travailleur pair et présente les étapes clés d’une intégration réussie : interroger ses représentations et ses réserves avant le recrutement, identifier les besoins du service, définir une fiche de poste claire, mener l’entretien de recrutement, puis assurer l’intégration au quotidien (formation continue, mise en réseau avec d’autres pairs, accompagnement régulier). ****DE****Dieser Praxisleitfaden richtet sich an die künftigen Kolleg:innen von Peer-Mitarbeitenden. Er will ihnen ermöglichen, diese möglichst gut aufzunehmen und ihr Potenzial voll zur Entfaltung kommen zu lassen – zum grossen Nutzen der begleiteten Personen. Der Leitfaden erhebt keinen Anspruch auf Vollständigkeit und soll weiterentwickelt werden, versucht aber, die meisten Fragen aufzugreifen, die sich ein Team stellen kann, das eine Peer-Mitarbeiterin oder einen Peer-Mitarbeiter anstellen möchte. Das Dokument betont die Notwendigkeit, den Eintritt der Peer-Mitarbeitenden gemeinsam vorzubereiten, und stellt die Schlüsselschritte einer erfolgreichen Integration vor: die eigenen Vorstellungen und Vorbehalte vor der Rekrutierung hinterfragen, den Bedarf des Dienstes ermitteln, ein klares Stellenprofil definieren, das Bewerbungsgespräch führen und anschliessend die Integration im Alltag sicherstellen (Weiterbildung, Vernetzung mit anderen Peers, regelmässige Begleitung).
CMHA, PHILLIPS, Keely, HARRISON, Jay et JABALEE, Christina, 2019. Supervising Peer Workers: A Toolkit for Implementing and Supporting Successful Peer Staff Roles in Mainstream Mental Health and Substance Use/Addiction Organizations [en ligne]. Waterloo Wellington, Canada : Canadian Mental Health Association, Centre for Excellence in Peer Support. Disponible à l’adresse : https://cmhaww.ca/wp-content/uploads/2023/07/Supervising-Peer-Workers-Toolkit-CMHA-WW-2019.pdf
Ce toolkit produit en 2019 par le Centre for Excellence in Peer Support (CMHA Waterloo Wellington, Ontario) offre aux superviseurs de pair-aidants un ensemble d’outils pratiques pour implanter et soutenir des rôles de pair-aidance dans des organisations de santé mentale et d’addictions non gérées par des pairs. Partant du constat que la supervision est le facteur déterminant du succès ou de l’échec d’un rôle pair et qu’elle est souvent à la fois insuffisante en quantité et inadaptée dans son contenu, le document aborde successivement les conditions d’une bonne supervision (pratique réflexive, clarté de rôle, soutien au bien-être, prévention du peer drift), l’importance d’une implantation soigneuse en amont du recrutement (adhésion de la direction, description de poste précise, formation de toute l’équipe), et la valeur d’un partenariat avec des organisations dirigées par des pairs pour former et superviser les pair-aidants. La seconde partie propose une série d’outils concrets : liste de vérification de la préparation organisationnelle, description de poste générique, guide d’intégration, lignes directrices sur la documentation et la communication, exercices de clarification des tâches appropriées au rôle pair (avec 54 exemples commentés), et cadre pour gérer les conflits de valeurs. L’ensemble repose sur une philosophie affirmée : le rôle pair est une discipline à part entière, non clinique, fondée sur l’utilisation intentionnelle de l’expérience vécue, et mérite d’être traité avec la même rigueur professionnelle que n’importe quel autre rôle dans l’équipe interdisciplinaire.****DE**** Dieses 2019 vom Centre for Excellence in Peer Support (CMHA Waterloo Wellington, Ontario) erstellte Toolkit bietet Vorgesetzten von Peer-Mitarbeitenden eine Reihe praktischer Instrumente, um Peer-Rollen in Organisationen der psychischen Gesundheit und des Suchtbereichs einzuführen und zu unterstützen, die nicht von Peers geführt werden. Ausgehend von der Feststellung, dass die Supervision der entscheidende Faktor für Erfolg oder Scheitern einer Peer-Rolle ist und dass sie häufig sowohl quantitativ ungenügend als auch inhaltlich unpassend ist, behandelt das Dokument nacheinander die Voraussetzungen einer guten Supervision (reflexive Praxis, Rollenklarheit, Unterstützung des Wohlbefindens, Vorbeugung von Peer Drift), die Bedeutung einer sorgfältigen Vorbereitung im Vorfeld der Rekrutierung (Rückhalt der Leitung, präziser Stellenbeschrieb, Schulung des gesamten Teams) sowie den Wert einer Partnerschaft mit von Peers geführten Organisationen für die Ausbildung und Supervision der Peer-Mitarbeitenden. Der zweite Teil bietet eine Reihe konkreter Instrumente: Checkliste zur organisationalen Bereitschaft, generischer Stellenbeschrieb, Einführungsleitfaden, Richtlinien zu Dokumentation und Kommunikation, Übungen zur Klärung der für die Peer-Rolle geeigneten Aufgaben (mit 54 kommentierten Beispielen) und ein Rahmen für den Umgang mit Wertekonflikten. Das Ganze beruht auf einer klaren Philosophie: Die Peer-Rolle ist eine eigenständige, nicht klinische Disziplin, die auf der bewussten Nutzung der gelebten Erfahrung beruht, und verdient es, mit derselben professionellen Sorgfalt behandelt zu werden wie jede andere Rolle im interdisziplinären Team.
CSSC et SUNDERLAND, Kim, 2013. Lignes directrices relatives au soutien par les pairs – Pratique et formation [en ligne]. Calgary : Commission de la santé mentale du Canada. Disponible à l’adresse : https://www.mentalhealthcommission.ca/wp-content/uploads/drupal/Peer_Support_Guidelines_FRE_0.pdf
Ce document de la Commission de la santé mentale du Canada (2013) établit des lignes directrices nationales pour la pratique et la formation en matière de soutien par les pairs en santé mentale. Il définit le pair aidant comme une personne ayant un vécu expérientiel personnel ou familial de la maladie mentale et se trouvant dans un processus positif de rétablissement, et décrit les valeurs fondamentales de cette pratique (espoir, autodétermination, empathie, dignité) ainsi que les compétences attendues (communication interpersonnelle, réflexion critique, travail d’équipe, déontologie). La deuxième partie détaille les thèmes de formation recommandés, allant des principes fondamentaux du soutien par les pairs au contexte historique et social de la maladie mentale, en passant par les méthodes favorisant des relations de pair à pair efficaces, dans une approche résolument axée sur le rétablissement global de la personne plutôt que sur la seule gestion des symptômes. ****DE**** Dieses Dokument der Mental Health Commission of Canada (2013) legt nationale Leitlinien für die Praxis und die Ausbildung im Bereich Peer-Support in der psychischen Gesundheit fest. Es definiert die Peer-Mitarbeitenden als Personen mit persönlicher oder familiärer Erfahrung psychischer Erkrankung, die sich in einem positiven Recovery-Prozess befinden, und beschreibt die Grundwerte dieser Praxis (Hoffnung, Selbstbestimmung, Empathie, Würde) sowie die erwarteten Kompetenzen (interpersonelle Kommunikation, kritisches Denken, Teamarbeit, Berufsethik). Der zweite Teil führt die empfohlenen Ausbildungsinhalte aus – von den Grundprinzipien des Peer-Supports über den historischen und sozialen Kontext psychischer Erkrankung bis zu den Methoden, die wirksame Peer-zu-Peer-Beziehungen fördern –, in einem konsequent auf die umfassende Recovery der Person ausgerichteten Ansatz und nicht bloss auf die Symptombewältigung.
DBHIDS et ACHARA CONSULTING INC, 2017. Peer support toolkit [en ligne]. City of Philadelphia – Philadelphia Department of Behavioral Health and Intellectual disAbility Services. Disponible à l’adresse : https://dbhids.org/wp-content/uploads/1970/01/PCCI_Peer-Support-Toolkit.pdf
Ce Peer Support Toolkit est un guide pratique destiné aux organisations souhaitant intégrer des pair-aidants dans leurs services de santé mentale et d’addictions. Structuré en quatre modules (préparation de la culture organisationnelle, recrutement et embauche, délivrance des services, supervision et fidélisation), il s’appuie sur une décennie d’expérience du système philadelphien et sur les témoignages de nombreux acteurs de terrain. Son objectif central est d’aider les structures à anticiper et éviter les écueils courants liés à l’intégration des pairs : manque de clarté des rôles, absence de protocoles de supervision, ou encore tensions culturelles au sein des équipes. Le document part du constat que les pair-aidants constituent l’une des ressources les plus puissantes et les moins exploitées du système de soins, à condition d’être véritablement intégrés dans les équipes de traitement. ****DE**** Dieses Peer Support Toolkit ist ein Praxisleitfaden für Organisationen, die Peer-Mitarbeitende in ihre Dienste im Bereich psychische Gesundheit und Sucht integrieren möchten. Es ist in vier Module gegliedert (Vorbereitung der Organisationskultur, Rekrutierung und Anstellung, Leistungserbringung, Supervision und Personalbindung) und stützt sich auf ein Jahrzehnt Erfahrung des Systems von Philadelphia sowie auf die Aussagen zahlreicher Akteur:innen aus der Praxis. Sein zentrales Ziel ist es, Institutionen zu helfen, die häufigen Stolpersteine der Peer-Integration zu antizipieren und zu vermeiden: unklare Rollen, fehlende Supervisionsprotokolle oder kulturelle Spannungen innerhalb der Teams. Das Dokument geht von der Feststellung aus, dass Peer-Mitarbeitende eine der wirkungsvollsten und am wenigsten genutzten Ressourcen des Versorgungssystems darstellen – sofern sie wirklich in die Behandlungsteams integriert werden.
EQUIPE MOBILE LE VINATIER, 2020. Quel est le rôle du pair-aidant en équipe mobile ? Petit guide pratique à l’usage des équipes qui veulent se lancer [en ligne]. Lyon : Centre hospitalier le Vinatier. Disponible à l’adresse : https://centre-ressource-rehabilitation.org/quel-est-le-role-du-pair-aidant-en-equipe-mobile-petit-guide-pratique-a-l-usage
L’équipe mobile du pôle Centre du CH le Vinatier a réalisé un guide pratique pour expliciter le rôle des pair-aidants à destination des équipes mobiles qui souhaitent se lancer. Celui-ci revient sur les concepts de pair-aidance et de rétablissement, présente des exemples d’interventions, et donne la parole à différents acteurs de l’équipe mobile sur l’intégration des pair-aidants. Une équipe mobile est une équipe pluridisciplinaire composée de pairs-aidants, infirmiers et médecins psychiatres orientée rétablissement intervenant en binôme à domicile (ou dans l’environnement proche de la personne, sur le modèle FACT, suivi intensif flexible dans la communauté). En renfort et en partenariat avec les équipes sanitaires et médicosociales, l’équipe mobile constitue une ressource réactive pour stabiliser la personne dans son milieu de vie et réduire les ruptures thérapeutiques et le recours à l’hospitalisation. ****DE**** Das mobile Team des Pôle Centre des CH le Vinatier hat einen Praxisleitfaden erarbeitet, um die Rolle der Peer-Mitarbeitenden für mobile Teams zu verdeutlichen, die damit beginnen möchten. Der Leitfaden greift die Konzepte Peerarbeit und Recovery auf, stellt Beispiele von Interventionen vor und lässt verschiedene Mitglieder des mobilen Teams zur Integration der Peer-Mitarbeitenden zu Wort kommen. Ein mobiles Team ist ein interdisziplinäres, recovery-orientiertes Team aus Peer-Mitarbeitenden, Pflegefachpersonen und Psychiater:innen, das zu zweit zu Hause (oder im näheren Umfeld der Person, nach dem FACT-Modell, d. h. flexible intensive Begleitung im Gemeinwesen) tätig ist. Als Verstärkung und in Partnerschaft mit den medizinischen und sozialmedizinischen Teams stellt das mobile Team eine reaktionsschnelle Ressource dar, um die Person in ihrem Lebensumfeld zu stabilisieren sowie Behandlungsabbrüche und Hospitalisationen zu reduzieren.
FA, 2020. Participation des usagers – de l’implication à la coopération : Guide Repère(s [en ligne]. France : Fédération addiction. Disponible à l’adresse : https://www.federationaddiction.fr/wp-content/uploads/2022/08/guide-reperes-usagers-fedeaddiction.pdf
Ce guide de la Fédération Addiction dresse un état des lieux des pratiques d’implication des usagers dans leur parcours de soins, dans leur structure d’accueil et d’accompagnement, auprès de leurs pairs et dans la société. Il distingue quatre niveaux progressifs : la participation citoyenne (droits, CVS, mouvements d’auto-support), la valorisation du savoir expérientiel dans le parcours de soins, la prise de responsabilités concrètes au sein des structures, et enfin la pair aidance sous ses diverses déclinaisons (accueillant, patient-expert, MSP–médiateur·de santé pair). À travers de nombreux exemples de terrain (Marmottan, CEID, Kairos, Bichat, etc.), le guide montre que l’empowerment des usagers n’est pas seulement bénéfique pour leur rétablissement, mais transforme aussi les pratiques professionnelles. ****DE**** Dieser Leitfaden der Fédération Addiction gibt einen Überblick über die Praktiken der Einbeziehung von Nutzenden – in ihren Behandlungsverlauf, in ihre Betreuungs- und Begleitinstitution, gegenüber ihren Peers und in der Gesellschaft. Er unterscheidet vier aufeinander aufbauende Ebenen: die Bürgerbeteiligung (Rechte, Mitwirkungsgremien, Selbsthilfebewegungen), die Anerkennung des Erfahrungswissens im Behandlungsverlauf, die Übernahme konkreter Verantwortung innerhalb der Institutionen und schliesslich die Peerarbeit in ihren verschiedenen Ausprägungen (Empfangsperson, Expert:in aus Erfahrung, MSP – Peer-Gesundheitsmediator:in). Anhand zahlreicher Praxisbeispiele (Marmottan, CEID, Kairos, Bichat usw.) zeigt der Leitfaden, dass das Empowerment der Nutzenden nicht nur ihrer Recovery zugutekommt, sondern auch die professionellen Praktiken verändert.
FAS et DIAHAL, 2018. Développer le travail pair dans le champ de la veille sociale, de l’hébergement et du logement [en ligne]. France : Fédération des acteurs de la solidarité (FAS) & Délégation interministérielle à l’hébergement et à l’accès au logement (Dihal). Disponible à l’adresse : https://www.info.gouv.fr/upload/media/organization/0001/01/sites_default_files_contenu_piece-jointe_2018_12_publication_travail_pair.pdf
Ce document, publié en 2018 par la Dihal et la Fédération des acteurs de la solidarité, constitue un guide pratique sur le développement du travail pair dans le secteur de l’accueil, de l’hébergement et de l’insertion (AHI) en France. Il définit le travail pair comme la forme salariée de la pair aidance, soit l’intervention rémunérée d’une personne mobilisant son savoir expérientiel (vécu de la rue, addictions, précarité, etc.) pour accompagner des personnes en situation similaire et en décline les multiples dimensions : définition et fondements conceptuels, valeur ajoutée pour les équipes et les personnes accompagnées, questions de formation, de statut et de recrutement, pratiques concrètes d’intégration dans les équipes pluridisciplinaires, et illustrations à travers des monographies de projets (Un chez-soi d’abord Paris, Les Enfants du Canal, ALSA Mulhouse). Le document dresse également un état des lieux des obstacles persistants (absence de reconnaissance dans les conventions collectives, manque de statut formalisé, risque d’instrumentalisation) et formule des recommandations pour sécuriser et développer cette pratique encore émergente en France. ****DE**** Dieses 2018 von der Dihal und der Fédération des acteurs de la solidarité veröffentlichte Dokument ist ein Praxisleitfaden zur Entwicklung der Peerarbeit im Bereich Notaufnahme, Unterbringung und Wiedereingliederung (AHI) in Frankreich. Es definiert die Peerarbeit als die angestellte Form der Peer-Unterstützung, d. h. die bezahlte Tätigkeit einer Person, die ihr Erfahrungswissen (Erfahrung von Strasse, Sucht, Armut usw.) einsetzt, um Menschen in vergleichbaren Situationen zu begleiten, und entfaltet deren zahlreiche Dimensionen: Definition und konzeptionelle Grundlagen, Mehrwert für die Teams und die begleiteten Personen, Fragen der Ausbildung, des Status und der Rekrutierung, konkrete Praktiken der Integration in interdisziplinäre Teams sowie Illustrationen anhand von Projektmonografien (Un chez-soi d’abord Paris, Les Enfants du Canal, ALSA Mulhouse). Das Dokument zieht zudem eine Bilanz der fortbestehenden Hindernisse (fehlende Anerkennung in den Gesamtarbeitsverträgen, fehlender formalisierter Status, Risiko der Instrumentalisierung) und formuliert Empfehlungen, um diese in Frankreich noch neue Praxis abzusichern und zu entwickeln.
FAS BRETAGNE, 2023. Guide. Réussir l’intégration d’un.e travailleur.euse pair dans sa structure [en ligne]. France : Fédération des acteurs de la solidarité Bretagne. Disponible à l’adresse : https://www.federationsolidarite.org/wp-content/uploads/2023/07/Guide_travail-pair2023_web-2.pdf
Ce guide pratique, publié en 2023 par la Fédération des acteurs de la solidarité Bretagne, est un outil opérationnel destiné aux structures souhaitant intégrer un·e travailleur·euse pair dans leur équipe. Après avoir rappelé les définitions de base, les publics concernés et les effets documentés du travail pair (création de lien de confiance, empowerment des personnes accompagnées, questionnement des pratiques professionnelles, développement personnel du·de la travailleur·euse pair), il propose une série de points de vigilance et de solutions concrètes organisées en cinq thématiques : la préparation de l’équipe en amont du recrutement (selon un processus en 7 étapes), la recherche et la sélection des candidat·e·s, la vie d’équipe et la cohésion, l’organisation RH (valorisation salariale, évolution des missions), et le financement des postes. Le document déconstruit également quatre idées reçues fréquentes (notamment l’exigence de « rétablissement » comme prérequis, la concurrence supposée avec les travailleur·euse·s sociales·aux, ou la vision du travail pair comme main-d’œuvre bon marché) et renvoie vers de nombreuses ressources complémentaires (articles, guides, webinaires, témoignages vidéo). ****DE**** Dieser 2023 von der Fédération des acteurs de la solidarité Bretagne veröffentlichte Praxisleitfaden ist ein operatives Instrument für Institutionen, die eine Peer-Mitarbeiterin oder einen Peer-Mitarbeiter in ihr Team integrieren möchten. Nach den grundlegenden Definitionen, den betroffenen Zielgruppen und den dokumentierten Wirkungen der Peerarbeit (Aufbau einer Vertrauensbeziehung, Empowerment der begleiteten Personen, Hinterfragen der professionellen Praktiken, persönliche Entwicklung der Peer-Mitarbeitenden) enthält er eine Reihe von Aufmerksamkeitspunkten und konkreten Lösungen zu fünf Themen: Vorbereitung des Teams im Vorfeld der Rekrutierung (in einem Prozess mit 7 Schritten), Suche und Auswahl der Kandidat:innen, Teamleben und Zusammenhalt, personelle Organisation (Lohneinreihung, Weiterentwicklung der Aufgaben) und Finanzierung der Stellen. Das Dokument räumt zudem mit vier verbreiteten Vorurteilen auf (namentlich der Forderung nach abgeschlossener «Recovery» als Voraussetzung, der angenommenen Konkurrenz zu den Sozialarbeitenden oder der Sicht auf Peerarbeit als billige Arbeitskraft) und verweist auf zahlreiche weiterführende Ressourcen (Artikel, Leitfäden, Webinare, Video-Erfahrungsberichte).
GROUPE DE TRAVAIL PAIR AIDANCE, 2023. Guide repères: Pair aidance en structure de soins et d’accompagnement en addictologie : repères pour développer les pratiques et organisations intégrant les savoirs expérientiels des usagers / patients [en ligne]. Nantes : SRAE Addictologie des Pays de la Loire. Disponible à l’adresse : https://srae-addicto-pdl.fr/wp-content/uploads/2023/06/Guide_reperes_PairAidance_SRAE-Addicto_2023_vdef.pdf
Ce guide repères, produit en mai 2023 par la SRAE Addictologie des Pays de la Loire, vise à accompagner les structures sanitaires et médico-sociales d’addictologie qui souhaitent intégrer des pair-aidants dans leurs pratiques. Il commence par clarifier les concepts (pair aidance, savoirs expérientiels, rétablissement) et distingue trois modalités d’intervention en structure : l’entraide spontanée entre patients, l’intervention d’associations d’usagers, et l’intégration formalisée de pairs aidants. Pour ces derniers, le guide propose un cadre concret couvrant les types d’activités possibles (auprès des patients, de l’équipe, ou dans des missions complémentaires), les degrés d’engagement (participation, partenariat ou configuration hybride), les aspects administratifs et statutaires, les formations disponibles, les questions de financement et de supervision, ainsi que les conditions favorables à une intégration réussie. Le tout s’appuie sur un état des lieux régional, des témoignages de pairs aidants en exercice, et des exemples concrets de projets existants. ****DE**** Dieser im Mai 2023 von der SRAE Addictologie des Pays de la Loire erstellte Orientierungsleitfaden will Institutionen des Gesundheits- und Sozialwesens im Suchtbereich begleiten, die Peer-Mitarbeitende in ihre Praxis integrieren möchten. Er klärt zunächst die Begriffe (Peerarbeit, Erfahrungswissen, Recovery) und unterscheidet drei Interventionsformen in Institutionen: die spontane gegenseitige Hilfe zwischen Patient:innen, die Intervention von Nutzendenorganisationen und die formalisierte Integration von Peer-Mitarbeitenden. Für letztere bietet der Leitfaden einen konkreten Rahmen, der die möglichen Tätigkeitsarten (bei den Patient:innen, im Team oder in ergänzenden Aufträgen), die Grade der Einbindung (Beteiligung, Partnerschaft oder Mischform), die administrativen und statusbezogenen Aspekte, die verfügbaren Ausbildungen, Fragen der Finanzierung und Supervision sowie die günstigen Voraussetzungen für eine erfolgreiche Integration abdeckt. Das Ganze stützt sich auf eine regionale Bestandsaufnahme, Erfahrungsberichte tätiger Peer-Mitarbeitender und konkrete Beispiele bestehender Projekte.
HAS, 2025. Pair-aidance dans les organisations sanitaires, sociales et médico-sociales (Note de cadrage) [en ligne]. Saint-Denis : Haute Autorité de santé. Disponible à l’adresse : https://www.has-sante.fr/upload/docs/application/pdf/2025-01/la_pair-aidance_dans_les_organisations_sanitaires_sociales_et_medico-sociales_note_de_cadrage.pdf
Cette note de cadrage produite par la Haute Autorité de Santé (HAS) en janvier 2025, présente le cadre d’un futur travail de recommandations de bonnes pratiques sur la pair-aidance dans les secteurs sanitaire, social et médico-social. Partant du constat d’un recours croissant à la pair-aidance (pratique fondée sur la mobilisation d’un savoir expérientiel par des personnes ayant vécu une situation similaire à celle qu’elles accompagnent) la HAS souligne l’absence de statut unifié et de référentiel national, et identifie des enjeux multiples : santé publique, éthique, qualité des soins et encadrement juridique. Les recommandations à venir viseront à clarifier les rôles, compétences et conditions d’intégration des pair-aidants au sein des équipes pluriprofessionnelles, à travers un socle commun transversal complété par cinq domaines spécifiques (santé mentale, addictologie, pathologies chroniques, handicap, précarité). Le calendrier prévoit un groupe de travail actif d’avril à décembre 2025, une phase de lecture en début 2026, et une validation finale en avril 2026 ****DE**** Dieses im Januar 2025 von der Haute Autorité de Santé (HAS) erstellte Rahmenpapier stellt den Rahmen für künftige Empfehlungen zur guten Praxis der Peerarbeit im Gesundheits-, Sozial- und sozialmedizinischen Bereich vor. Ausgehend von der Feststellung eines zunehmenden Rückgriffs auf die Peerarbeit – eine Praxis, die auf der Nutzung von Erfahrungswissen durch Personen beruht, die eine ähnliche Situation erlebt haben wie jene, die sie begleiten – hebt die HAS das Fehlen eines einheitlichen Status und eines nationalen Referenzrahmens hervor und benennt vielfältige Herausforderungen: öffentliche Gesundheit, Ethik, Behandlungsqualität und rechtliche Rahmenbedingungen. Die künftigen Empfehlungen sollen die Rollen, Kompetenzen und Integrationsbedingungen der Peer-Mitarbeitenden in interprofessionellen Teams klären, mittels eines gemeinsamen übergreifenden Sockels, ergänzt durch fünf spezifische Bereiche (psychische Gesundheit, Sucht, chronische Erkrankungen, Behinderung, Armut). Der Zeitplan sieht eine Arbeitsgruppe von April bis Dezember 2025, eine Vernehmlassungsphase Anfang 2026 und die Schlussvalidierung im April 2026 vor.
IMROC et REPPER, Julie, 2013. Briefing Paper 7 : Peer Support Workers: a practical guide to implementation [en ligne]. Nottingham : ImROC. Disponible à l’adresse : https://www.imroc.org/publications/peer-support-workers-a-practical-guide-to-implementation
Ce guide pratique d’Imroc (rédigé par Julie Repper) détaille les conditions de mise en œuvre des postes de pair-aidants dans les services de santé mentale, en articulant quatre phases séquentielles. La première phase, la préparation, concerne l’organisation dans son ensemble, les équipes d’accueil, la définition des rôles et la formation des pair-aidants potentiels ; la deuxième porte sur le recrutement, en tenant compte des obstacles spécifiques que peuvent rencontrer des candidats peu familiers des processus de candidature formels ; la troisième traite de l’emploi effectif (affectation dans les équipes, intégration, supervision et maintien du bien-être) ; et la quatrième aborde le développement à long terme du rôle, les parcours de carrière et les effets transformateurs sur l’organisation. Le document déconstruit également dix mythes courants sur les pair-aidants (fragilité supposée, risques pour la confidentialité, subversion…) et illustre ses recommandations par des exemples concrets tirés de plusieurs NHS Trusts anglais. C’est une référence pratique et détaillée, particulièrement utile pour les structures souhaitant formaliser et pérenniser l’intégration de pair-aidants dans leurs équipes. ****DE**** Dieser Praxisleitfaden von ImROC (verfasst von Julie Repper) beschreibt die Voraussetzungen für die Umsetzung von Peer-Stellen in Diensten der psychischen Gesundheit und gliedert sie in vier aufeinanderfolgende Phasen. Die erste Phase, die Vorbereitung, betrifft die Organisation als Ganzes, die aufnehmenden Teams, die Rollendefinition und die Ausbildung potenzieller Peer-Mitarbeitender; die zweite befasst sich mit der Rekrutierung und berücksichtigt die spezifischen Hürden, auf die Bewerbende stossen können, die mit formalen Bewerbungsverfahren wenig vertraut sind; die dritte behandelt die eigentliche Anstellung (Zuweisung in die Teams, Integration, Supervision und Erhalt des Wohlbefindens); die vierte widmet sich der langfristigen Entwicklung der Rolle, den Karrierewegen und den transformativen Wirkungen auf die Organisation. Das Dokument räumt zudem mit zehn verbreiteten Mythen über Peer-Mitarbeitende auf (angenommene Fragilität, Risiken für die Vertraulichkeit, Subversion usw.) und illustriert seine Empfehlungen mit konkreten Beispielen aus mehreren englischen NHS Trusts. Es ist eine praxisnahe und detaillierte Referenz, besonders nützlich für Institutionen, die die Integration von Peer-Mitarbeitenden formalisieren und nachhaltig verankern möchten.
IMROC et WATSON, Emma, 2024. Briefing Paper 25 : Supervision for Peer Workers [en ligne]. Nottingham : ImROC. Disponible à l’adresse : https://www.imroc.org/publications/25-supervision-for-peer-workers-zANqw
Ce briefing paper d’Imroc (rédigé par Emma Watson) porte sur la supervision des pair-aidants dans les structures de santé mentale et de soin. Il plaide pour l’importance d’une supervision adaptée aux pair-aidants, présente des exemples de pratiques réussies, et explore ce dont les pair-aidants et leurs superviseurs (pairs ou non) ont besoin pour réussir. Le document distingue quatre formes de supervision (clinique, managériale, en groupe, et pair à pair), identifie les qualités d’une bonne supervision (collaborative, fondée sur les valeurs du rétablissement, capable d’aborder les situations difficiles sans esquiver) et souligne les différences entre supervision par un pair et supervision par un professionnel non pair. Il présente également le modèle de « triangle de supervision » développé par Imroc (réflexion, restauration, développement), une formation spécifique à la supervision « peer-informed », ainsi que des retours d’expérience concrets de pair-aidants et de superviseurs, et formule des recommandations de bonnes pratiques : formation obligatoire des superviseurs, accès à une supervision par les pairs, souplesse dans les modalités, et clarté des rôles pour l’ensemble de l’équipe. ****DE**** Dieses Briefing Paper von ImROC (verfasst von Emma Watson) befasst sich mit der Supervision von Peer-Mitarbeitenden in Institutionen der psychischen Gesundheit und der Versorgung. Es plädiert für die Bedeutung einer auf Peer-Mitarbeitende zugeschnittenen Supervision, stellt Beispiele erfolgreicher Praktiken vor und untersucht, was Peer-Mitarbeitende und ihre Vorgesetzten (Peers oder nicht) für den Erfolg benötigen. Das Dokument unterscheidet vier Formen der Supervision (klinisch, führungsbezogen, in der Gruppe und von Peer zu Peer), benennt die Merkmale einer guten Supervision (kollaborativ, auf den Werten von Recovery beruhend, fähig, schwierige Situationen anzusprechen statt auszuweichen) und hebt die Unterschiede zwischen einer Supervision durch einen Peer und einer Supervision durch eine Fachperson ohne Peer-Hintergrund hervor. Es stellt zudem das von ImROC entwickelte Modell des «Supervisionsdreiecks» vor (Reflexion, Restauration, Entwicklung), eine spezifische Weiterbildung zur «peer-informed» Supervision sowie konkrete Erfahrungsberichte von Peer-Mitarbeitenden und Vorgesetzten, und formuliert Empfehlungen zur guten Praxis: obligatorische Ausbildung der Vorgesetzten, Zugang zu einer Supervision durch Peers, Flexibilität in den Modalitäten und Rollenklarheit für das gesamte Team.
IMROC, REPPER, Julie, WALKER, Liz, SKINNER, Syena et BALL, Mel, 2021. Briefing Paper 17 : Preparing Organisations for Peer Support: Creating a Culture & Context in which peer support workers thrive [en ligne]. Nottingham : ImROC. Disponible à l’adresse : https://www.imroc.org/publications/preparing-organisations-for-peer-support-creating-a-culture-context-in-which-peer-support-workers-thrive
Ce guide d’Imroc (rédigé par Julie Repper et collègues) aborde la préparation organisationnelle nécessaire pour que les pair-aidants puissent exercer pleinement leur rôle. Il soutient que l’intégration de pair-aidants n’est pas un événement isolé mais déclenche des transformations profondes dans toute l’organisation, et qu’il est donc préférable de ne pas s’y engager du tout plutôt que de le faire mal. Le document couvre l’ensemble des dimensions organisationnelles : pourquoi et comment créer un groupe de pilotage dédié avec soutien de la direction, les différents modèles d’emploi (en interne ou via une organisation externe pair-aidée), la préparation des équipes d’accueil par des ateliers spécifiques, les processus RH et médecine du travail adaptés, les aménagements raisonnables, la formation des pair-aidants et de l’ensemble du personnel, ainsi que la supervision — en plaidant pour une supervision par des pairs expérimentés. Il insiste enfin sur la nécessité de créer des espaces collectifs permettant aux pair-aidants de développer une voix commune au sein de l’organisation, afin d’influencer réellement la culture institutionnelle. ****DE**** Dieser Leitfaden von ImROC (verfasst von Julie Repper und Kolleg:innen) befasst sich mit der organisationalen Vorbereitung, die nötig ist, damit Peer-Mitarbeitende ihre Rolle vollumfänglich ausüben können. Er vertritt die Auffassung, dass die Integration von Peer-Mitarbeitenden kein isoliertes Ereignis ist, sondern tiefgreifende Veränderungen in der gesamten Organisation auslöst, und dass es deshalb besser ist, sie gar nicht anzugehen, als sie schlecht anzugehen. Das Dokument deckt sämtliche organisationalen Dimensionen ab: warum und wie eine eigene Steuergruppe mit Unterstützung der Leitung geschaffen wird, die verschiedenen Anstellungsmodelle (intern oder über eine externe, von Peers geführte Organisation), die Vorbereitung der aufnehmenden Teams durch spezifische Workshops, angepasste HR- und arbeitsmedizinische Prozesse, angemessene Anpassungen des Arbeitsplatzes, die Ausbildung der Peer-Mitarbeitenden und des gesamten Personals sowie die Supervision – mit einem Plädoyer für eine Supervision durch erfahrene Peers. Schliesslich betont er die Notwendigkeit, kollektive Räume zu schaffen, in denen Peer-Mitarbeitende eine gemeinsame Stimme innerhalb der Organisation entwickeln können, um die institutionelle Kultur tatsächlich zu beeinflussen.
INFODROG, BERNHARDT KELLER, Aline, TRÉMEAUD, Raphaël et BACHMANN, Alwin, 2014. Travail avec les pairs dans le domaine des addictions en Suisse : Recommandations [en ligne]. Berne : Infodrog. Disponible à l’adresse : https://www.infodrog.ch/files/content/materialien_fr/recommandations_travail-avec-les-pairs.pdf
Afin d’offrir des repères dans la mise en place de projets pairs et de répondre à d’éventuelles difficultés rencontrées par les professionnels, Infodrog a développé des recommandations, c’est-à-dire un cadre de référence pour la conduite de projets impliquant des pairs au sein des institutions du domaine des addictions.
INFODROG, BERNHARDT KELLER, Aline, TRÉMEAUD, Raphaël et BACHMANN, Alwin, 2014. Arbeit mit Peers im
Suchtbereich in der
Schweiz : Leitfaden [en ligne]. Berne : Infodrog. Disponible à l’adresse : https://www.infodrog.ch/files/content/materialien_de/leitfaden_peerarbeit.pdf
Um Orientierungspunkte für die Umsetzung von Peer-Projekten zu bieten und auf mögliche Schwierigkeiten der Fachpersonen zu antworten, hat Infodrog Empfehlungen entwickelt, d. h. einen Referenzrahmen für die Durchführung von Projekten mit Peers in Institutionen des Suchtbereichs.
N.A.P.S., 2019. National Practice Guidelines for Peer Specialists and Supervisors [en ligne]. Washington, DC, U.S. : National Association of Peer Supporters. Disponible à l’adresse : https://live-copeland-center-ci.pantheonsite.io/sites/default/files/2024-02/National-Practice-Guidelines-for-Peer-Specialists-and-Supervisors-1.pdf
Ce document de la National Association of Peer Supporters (N.A.P.S., 2019) présente les lignes directrices nationales américaines encadrant la pratique des pair-aidants et de leurs superviseurs. Il articule douze valeurs fondamentales du soutien par les pairs (dont le caractère volontaire, la réciprocité, le partage équitable du pouvoir, l’orientation vers les forces et la transparence) en déclinant pour chacune des recommandations pratiques distinctes selon qu’on s’adresse aux pair-aidants ou à leurs encadrants. L’ajout de la dimension supervision, développée entre 2017 et 2019, répond à la croissance rapide de cette profession et aux risques de dérive (« peer drift ») liés à l’intégration des pair-aidants dans des structures cliniques traditionnelles, où leurs superviseurs n’ont pas toujours eux-mêmes une expérience vécue du rétablissement. ****DE**** Dieses Dokument der National Association of Peer Supporters (N.A.P.S., 2019) stellt die US-amerikanischen nationalen Leitlinien für die Praxis von Peer-Mitarbeitenden und ihren Vorgesetzten vor. Es entfaltet zwölf Grundwerte des Peer-Supports (darunter Freiwilligkeit, Gegenseitigkeit, gleichberechtigte Machtteilung, Stärkenorientierung und Transparenz) und leitet für jeden davon unterschiedliche praktische Empfehlungen ab, je nachdem, ob sie sich an die Peer-Mitarbeitenden oder an ihre Vorgesetzten richten. Die zwischen 2017 und 2019 entwickelte Ergänzung um die Dimension Supervision reagiert auf das rasche Wachstum dieses Berufs und auf die Risiken des «Peer Drift», die mit der Integration von Peer-Mitarbeitenden in traditionelle klinische Strukturen verbunden sind, wo ihre Vorgesetzten nicht immer selbst über eine gelebte Recovery-Erfahrung verfügen.
NYC HEALTH, non daté. Integrating Peers into Treatment Programs in New York City : An In-depth Guide for Substance Use Disorder Treatment Providers [en ligne]. New York City Department of Health and Mental Hygiene. Disponible à l’adresse : https://web.archive.org/web/20251108094347/https://www.nyc.gov/assets/doh/downloads/pdf/mh/peers-treatment-programs.pdf
Ce guide pratique du Département de santé de New York City s’adresse aux prestataires de traitement des troubles liés aux substances qui souhaitent intégrer des pair-aidants certifiés (Certified Recovery Peer Advocates) dans leurs équipes de soins. Structuré en sept modules, il couvre l’ensemble du cycle d’intégration (de l’évaluation de la préparation organisationnelle au recrutement, à l’orientation, à la supervision et à la facturation Medicaid) en insistant sur la nécessité de préserver le rôle non clinique et distinct des pair-aidants au sein des équipes, notamment pour prévenir le risque de dérive vers des fonctions cliniques. Une attention particulière est accordée à la supervision, conçue comme un soutien tripartite (administratif, éducatif et soutenant), ainsi qu’à la gestion des frontières professionnelles, de l’auto-divulgation et du bien-être des pair-aidants, y compris en cas de rechute. ****DE**** Dieser Praxisleitfaden des Gesundheitsdepartements von New York City richtet sich an Anbietende von Behandlungen bei Substanzkonsumstörungen, die zertifizierte Peer-Mitarbeitende (Certified Recovery Peer Advocates) in ihre Behandlungsteams integrieren möchten. In sieben Module gegliedert, deckt er den gesamten Integrationszyklus ab – von der Prüfung der organisationalen Bereitschaft über die Rekrutierung, die Einführung und die Supervision bis zur Medicaid-Abrechnung – und betont die Notwendigkeit, die nicht klinische und eigenständige Rolle der Peer-Mitarbeitenden im Team zu bewahren, namentlich um dem Risiko eines Abgleitens in klinische Funktionen vorzubeugen. Besondere Aufmerksamkeit gilt der Supervision, verstanden als dreifache Unterstützung (administrativ, edukativ und stützend), sowie dem Umgang mit professionellen Grenzen, der Selbstoffenbarung und dem Wohlbefinden der Peer-Mitarbeitenden, auch im Fall eines Rückfalls.
NYS OASAS, 2019. Peer Integration and the Stages of Change ToolKit [en ligne]. New York State Office of Alcoholism and Substance Abuse Services. Disponible à l’adresse : https://oasas.ny.gov/system/files/documents/2019/08/PeerIntegrationToolKit-DigitalFinal.pdf
Ce document, publié en 2018 par le New York State Office of Alcoholism and Substance Abuse Services (OASAS), est structuré autour du modèle des stades du changement (pré-contemplation, contemplation, préparation, action, maintenance/bien-être) etl guide les prestataires de soins ambulatoires dans l’intégration de pair-aidants certifiés au sein de leurs services d’addictologie. Il couvre l’ensemble du cycle d’intégration : argumentaire clinique et économique en faveur du soutien par les pairs, clarification des rôles (pair-aidant vs coach de rétablissement vs conseiller clinique), évaluation de la maturité organisationnelle, faisabilité budgétaire (calcul du seuil de rentabilité), recrutement, cadre juridique (ADA, FMLA), formation, documentation, supervision, gestion des risques en milieu communautaire et à domicile, ainsi que les outils pratiques associés (description de poste, plan de bien-être, questions d’entretien, grilles de supervision). Il comprend également une annexe sur l’intégration dans les structures résidentielles et une section sur le langage non-stigmatisant en addictologie. ****DE**** Dieses 2018 vom New York State Office of Alcoholism and Substance Abuse Services (OASAS) veröffentlichte Dokument ist um das Modell der Veränderungsstadien aufgebaut (Absichtslosigkeit, Absichtsbildung, Vorbereitung, Handlung, Aufrechterhaltung/Wohlbefinden) und begleitet ambulante Leistungserbringende bei der Integration zertifizierter Peer-Mitarbeitender in ihre Suchtdienste. Es deckt den gesamten Integrationszyklus ab: klinische und wirtschaftliche Argumentation für Peer-Support, Rollenklärung (Peer-Mitarbeitende vs. Recovery Coach vs. klinische Beratung), Beurteilung der organisationalen Reife, budgetäre Machbarkeit (Berechnung der Rentabilitätsschwelle), Rekrutierung, rechtlicher Rahmen (ADA, FMLA), Ausbildung, Dokumentation, Supervision, Risikomanagement im Gemeinwesen und zu Hause sowie die zugehörigen praktischen Instrumente (Stellenbeschrieb, Wohlbefindensplan, Interviewfragen, Supervisionsraster). Es enthält zudem einen Anhang zur Integration in stationären Einrichtungen und einen Abschnitt zur nicht stigmatisierenden Sprache im Suchtbereich.
OMNI INSTITUTE, 2024. Measuring outcomes of peer recovery support services : Showing the Impact of Peers in Meaningful Ways [en ligne]. Denver. Disponible à l’adresse : https://www.omni.org/resource/measuring-peer-recovery-outcomes-toolkit
Ce document est un guide pratique élaboré par le Peer Recovery Center of Excellence (PR CoE) et l’OMNI Institute pour aider les programmes de soutien par les pairs en addictions à évaluer leur impact de manière cohérente avec leurs valeurs. Il propose une approche en six phases (identifier les valeurs du programme, choisir des résultats pertinents, sélectionner des outils d’évaluation, élaborer un plan de mise en œuvre, collecter les données, puis démontrer l’impact et planifier la pérennité) tout en reconnaissant les défis propres à ce type de services, notamment la subjectivité du rétablissement et la diversité des parcours individuels. Chaque phase est illustrée par des exemples concrets, des ressources externes et des fiches de travail, dans une logique flexible et adaptable aux réalités de terrain. ****DE**** Dieses Dokument ist ein Praxisleitfaden, den das Peer Recovery Center of Excellence (PR CoE) und das OMNI Institute erarbeitet haben, um Peer-Support-Programmen im Suchtbereich zu helfen, ihre Wirkung im Einklang mit ihren Werten zu evaluieren. Es schlägt ein Vorgehen in sechs Phasen vor (Werte des Programms bestimmen, relevante Ergebnisse wählen, Evaluationsinstrumente auswählen, einen Umsetzungsplan erarbeiten, Daten erheben, schliesslich die Wirkung aufzeigen und die Nachhaltigkeit planen) und anerkennt gleichzeitig die besonderen Herausforderungen dieser Art von Leistungen, namentlich die Subjektivität von Recovery und die Vielfalt der individuellen Wege. Jede Phase wird mit konkreten Beispielen, externen Ressourcen und Arbeitsblättern illustriert, in einer flexiblen und an die Realität der Praxis anpassbaren Logik.
PEER RECOVERY CENTER OF EXCELLENCE, 2024. Building Organizational Readiness: A Peer Recovery Center of Excellence Toolkit [en ligne]. Disponible à l’adresse : https://www.carsrecovery.org/product-library/building-organizational-readiness-for-peer-recovery-support-services
Ce guide du Peer Recovery Center of Excellence accompagne les responsables d’organisations souhaitant intégrer ou développer des services de soutien par les pairs en addictions (PRSS). Il évalue d’abord la préparation organisationnelle selon trois axes (motivation, culture, et orientation vers le rétablissement), puis aborde la gestion du changement, les bonnes pratiques d’intégration des pair-aidants dans les équipes, les compétences attendues des superviseurs, les options de financement disponibles, ainsi que les ressources RH nécessaires (fiches de poste, lutte contre les biais implicites). Il propose également des outils concrets : une checklist sur 6 à 12 mois, des recommandations de terrain, et en annexe des exemples de descriptions de postes pour différents rôles de pair-aidants. ****DE**** Dieser Leitfaden des Peer Recovery Center of Excellence begleitet Verantwortliche von Organisationen, die Peer-Support-Leistungen im Suchtbereich (PRSS) einführen oder ausbauen möchten. Er beurteilt zunächst die organisationale Bereitschaft anhand von drei Achsen (Motivation, Kultur und Recovery-Orientierung) und behandelt anschliessend das Veränderungsmanagement, die guten Praktiken der Integration von Peer-Mitarbeitenden in die Teams, die von Vorgesetzten erwarteten Kompetenzen, die verfügbaren Finanzierungsoptionen sowie die erforderlichen HR-Ressourcen (Stellenbeschriebe, Umgang mit impliziten Vorurteilen). Er bietet zudem konkrete Instrumente: eine Checkliste über 6 bis 12 Monate, Empfehlungen aus der Praxis und im Anhang Beispiele von Stellenbeschreibungen für verschiedene Peer-Rollen.
PLATEFORME PARTICIPATION et PLATEFORME TRAVAIL PAIR, 2024. De la participation au travail pair: Synthèse [en ligne]. Groupement des possibles. Disponible à l’adresse : https://groupementdespossibles.org/2024/11/05/publication-de-letat-des-lieux-de-la-participation-au-travail-pair/
Cette note de synthèse du Groupement des Possibles (Isère, France) explore les liens et distinctions entre participation et travail pair dans les secteurs social et médico-social. Elle définit la participation comme l’espace décisionnel accordé aux personnes concernées, et le travail pair comme un accompagnement professionnel fondé sur le savoir expérientiel de personnes ayant vécu des situations similaires à celles qu’elles soutiennent. Le document identifie de nombreux points communs entre les deux pratiques — valorisation des savoirs expérientiels, développement du pouvoir d’agir, lutte contre la stigmatisation — tout en soulignant leurs zones grises (la participation pouvant conduire au travail pair, et inversement) et leurs différences fondamentales (le salariat, la fiche de poste, le niveau de responsabilité). Il pointe aussi les limites communes aux deux pratiques : résistances institutionnelles, cadres législatifs peu contraignants, risques d’effet de mode ou d’institutionnalisation excessive. La conclusion insiste sur le fait que ces deux modalités s’inscrivent dans un même mouvement de transformation du travail social, passant d’une logique d’action pour les personnes à une logique d’action avec elles. ****DE **** Diese Synthese des Groupement des Possibles (Isère, Frankreich) untersucht die Verbindungen und Unterschiede zwischen Beteiligung und Peerarbeit im Sozial- und sozialmedizinischen Bereich. Sie definiert Beteiligung als den Entscheidungsraum, der den betroffenen Personen zugestanden wird, und Peerarbeit als eine professionelle Begleitung, die auf dem Erfahrungswissen von Personen beruht, die ähnliche Situationen erlebt haben wie jene, die sie unterstützen. Das Dokument benennt zahlreiche Gemeinsamkeiten der beiden Praktiken – Anerkennung des Erfahrungswissens, Stärkung der Handlungsmacht, Kampf gegen Stigmatisierung – und hebt gleichzeitig ihre Grauzonen (Beteiligung kann zur Peerarbeit führen und umgekehrt) und ihre grundlegenden Unterschiede hervor (Anstellungsverhältnis, Stellenbeschrieb, Verantwortungsniveau). Es weist auch auf die gemeinsamen Grenzen beider Praktiken hin: institutionelle Widerstände, wenig verbindliche gesetzliche Rahmenbedingungen, Risiken eines Modeeffekts oder einer übermässigen Institutionalisierung. Das Fazit betont, dass sich beide Formen in dieselbe Bewegung der Transformation der Sozialen Arbeit einfügen: von einer Logik des Handelns für die Personen zu einer Logik des Handelns mit ihnen.
PRIKOP, PRO MENTE SANA SUISSE, EX-IN et PEER+, 2022. Recommandations pratiques pour l’engagement de pair.e.s praticien.ne.s en santé mentale [en ligne]. Lausanne : Association Re-pairs. Disponible à l’adresse : https://www.re-pairs.ch/_files/ugd/8e82a9_10a42c497c6c4956a5c63c3d08eebdbe.pdf
Ce document est un guide de recommandations pratiques suisse destiné aux institutions psychiatriques et sociales souhaitant engager des pair·e·s praticien·ne·s en santé mentale (PPSM); des personnes ayant elles-mêmes traversé la crise psychique et le rétablissement, et formées à mobiliser ce savoir expérientiel dans un cadre professionnel. Il couvre l’ensemble du cycle d’intégration : définition du rôle et de ses spécificités par rapport aux autres professionnel·le·s, conditions d’engagement recommandées (taux d’occupation, contrat, rémunération), domaines d’activité possibles, et étapes clés d’une implémentation réussie de la formation de l’équipe à la mise en place de supervisions entre pair·e·s. Le document répond également aux réserves fréquentes des équipes (fiabilité, loyauté, gestion des frontières) et fournit un panorama du travail pair en Suisse, ainsi qu’une bibliographie et des contacts utiles.
PRIKOP, PRO MENTE SANA SUISSE, EX-IN et PEER+, 2020. Praxisempfehlungen Zur Anstellung Von Peers in Institutionen [en ligne]. Schweiz. Disponible à l’adresse : https://promentesana.ch/assets/files/2_Selbstbestimmt-genesen/3_Angebote-zur-Genesung/Peers_Praxisempfehlungen_Broschuere_Web.pdf
Dieses Dokument ist ein schweizerischer Leitfaden mit praktischen Empfehlungen für psychiatrische und soziale Institutionen, die Peer-Praktiker:innen im Bereich psychische Gesundheit (PPSM) anstellen möchten – Personen, die selbst eine psychische Krise und einen Recovery-Prozess durchlebt haben und darin ausgebildet sind, dieses Erfahrungswissen in einem professionellen Rahmen einzusetzen. Er deckt den gesamten Integrationszyklus ab: Definition der Rolle und ihrer Besonderheiten im Vergleich zu anderen Berufsgruppen, empfohlene Anstellungsbedingungen (Beschäftigungsgrad, Vertrag, Entlöhnung), mögliche Tätigkeitsfelder und Schlüsselschritte einer erfolgreichen Umsetzung, von der Schulung des Teams bis zur Einführung von Supervisionen unter Peers. Das Dokument geht zudem auf häufige Vorbehalte der Teams ein (Zuverlässigkeit, Loyalität, Umgang mit Grenzen) und bietet einen Überblick über die Peerarbeit in der Schweiz sowie eine Bibliografie und nützliche Kontakte.
SAMHSA, 2022. Peer support services in crisis care [en ligne]. Substance Abuse and Mental Health Services Administration. Disponible à l’adresse : https://www.nycourts.gov/LegacyPDFS/courts/problem_solving/opioid/RecoveryPeerAdvocates/Peer%20Support%20Services%20in%20Crisis%20Care-%20SAMHSA%20Advisory%20.pdf
Publié en juin 2022, cet Advisory de la SAMHSA argumente que les pair-aidants (des personnes ayant une expérience vécue du rétablissement d’un trouble mental et/ou d’un usage de substances) constituent un maillon essentiel des dispositifs de crise en santé comportementale, aux côtés des lignes téléphoniques, des équipes mobiles et des unités de stabilisation. Grâce à la relation de mutualité qui fonde leur rôle, ils et elles contribuent à désamorcer les crises, renforcer l’engagement dans les soins et faciliter les transitions post-crise, avec des effets documentés sur la réduction des hospitalisations et du recours aux urgences. Le document souligne cependant plusieurs défis propres à ce contexte : risque de peer drift (glissement du rôle vers des fonctions cliniques ou informelles), stigmatisation de la part des collègues, manque de formation spécifique à la gestion de crise, et conditions d’emploi précaires. Il formule des recommandations concrètes à l’intention des gestionnaires (clarification des rôles, supervision adaptée, financement pérenne) et des pair-aidants eux-mêmes (auto-soin, maîtrise des limites professionnelles), en insistant sur la nécessité d’une intégration structurée et respectueuse de l’identité spécifique du rôle pair. ****DE**** Dieses im Juni 2022 veröffentlichte Advisory der SAMHSA legt dar, dass Peer-Mitarbeitende – Personen mit gelebter Erfahrung von Recovery bei einer psychischen Störung und/oder einem Substanzkonsum – ein wesentliches Element der Krisenversorgung in der Verhaltensgesundheit darstellen, neben Telefonhotlines, mobilen Teams und Stabilisierungseinheiten. Dank der Beziehung der Gegenseitigkeit, die ihre Rolle begründet, tragen sie dazu bei, Krisen zu entschärfen, die Behandlungsbindung zu stärken und Übergänge nach der Krise zu erleichtern, mit dokumentierten Wirkungen auf die Reduktion von Hospitalisationen und Notfallkonsultationen. Das Dokument hebt jedoch mehrere kontextspezifische Herausforderungen hervor: Risiko des Peer Drift (Abgleiten der Rolle in klinische oder informelle Funktionen), Stigmatisierung durch Kolleg:innen, fehlende spezifische Ausbildung im Krisenmanagement und prekäre Anstellungsbedingungen. Es formuliert konkrete Empfehlungen an die Verantwortlichen (Rollenklärung, angepasste Supervision, nachhaltige Finanzierung) und an die Peer-Mitarbeitenden selbst (Selbstsorge, Beherrschung der professionellen Grenzen) und betont die Notwendigkeit einer strukturierten Integration, die die spezifische Identität der Peer-Rolle respektiert.
SAMHSA, 2023. Incorporating Peer Support Into Substance Use Disorder Treatment Services (TIP 64) [en ligne]. US : Substance Abuse and Mental Health Services Administration. Disponible à l’adresse : http://www.ncbi.nlm.nih.gov/books/NBK596262/
Le TIP 64 (Treatment Improvement Protocol n° 64, SAMHSA, 2023) est un guide de référence destiné aux professionnels et administrateurs du domaine de la santé comportementale américaine, qui vise à fournir des recommandations fondées sur les données probantes pour intégrer les services de soutien par les pairs (peer support services, PSS) dans les programmes de traitement des troubles liés à l’usage de substances (TUS). Structuré en six chapitres, il couvre successivement : l’introduction aux PSS et leur ancrage dans une approche orientée rétablissement ; les rôles et fonctions des pairs spécialistes au sein des équipes de traitement, incluant les défis qu’ils rencontrent (confusion de rôle, stigmatisation, épuisement professionnel) ; le détail des fonctions opérationnelles des pairs (soutien au rétablissement, construction communautaire) ; les modalités pratiques d’intégration institutionnelle pour les administrateurs (modèles de service, recrutement, onboarding) ; la supervision et le soutien des pairs travailleurs ; et enfin les questions de certification, de rémunération et de développement de carrière. Le document s’appuie sur un panel de consensus réunissant chercheurs, praticiens et administrateurs, et constitue à ce jour la ressource la plus complète et la plus récente produite par SAMHSA sur le sujet. ****DE**** Das TIP 64 (Treatment Improvement Protocol Nr. 64, SAMHSA, 2023) ist ein Referenzleitfaden für Fachpersonen und Verantwortliche im Bereich der US-amerikanischen Verhaltensgesundheit. Es will evidenzbasierte Empfehlungen bereitstellen, um Peer-Support-Leistungen (peer support services, PSS) in Behandlungsprogramme für Substanzkonsumstörungen (SKS) zu integrieren. In sechs Kapitel gegliedert, behandelt es der Reihe nach: die Einführung in die PSS und ihre Verankerung in einem recovery-orientierten Ansatz; die Rollen und Funktionen der Peer-Spezialist:innen in den Behandlungsteams, einschliesslich der Herausforderungen, denen sie begegnen (Rollenkonfusion, Stigmatisierung, Burnout); die operativen Funktionen der Peers im Detail (Recovery-Unterstützung, Gemeinschaftsbildung); die praktischen Modalitäten der institutionellen Integration für Verantwortliche (Dienstleistungsmodelle, Rekrutierung, Onboarding); die Supervision und Unterstützung der Peer-Mitarbeitenden; und schliesslich die Fragen der Zertifizierung, der Entlöhnung und der Karriereentwicklung. Das Dokument stützt sich auf ein Konsenspanel aus Forschenden, Praktiker:innen und Verantwortlichen und stellt bis heute die umfassendste und aktuellste von der SAMHSA zu diesem Thema erstellte Ressource dar.
SMES, HISTAS, Cécile et WAHA, Stéphane, 2024. Développer la pair-aidance professionnelle: Pratiques et perspectives [en ligne]. Belgique : Smes ASBL. Disponible à l’adresse : https://smes.be/fr/developper-la-pair-aidance-professionnelle/
Cette brochure rédigée par l’équipe Peer and Team Support (PAT) du Smes (Belgique francophone) constitue un guide pratique pour développer la pair-aidance professionnelle dans les secteurs du social et de la santé. S’appuyant sur des témoignages de terrain (pair-aidant·e·s, coordinateur·trice·s et personnes accompagnées), elle parcourt les étapes clés du processus : analyse des besoins, identification des craintes des équipes (légitimité, peur de la rechute, gestion des limites), définition de la fonction, conditions contractuelles et barèmes, recrutement, préparation et accompagnement des équipes. Elle souligne que la plus-value du ou de la pair-aidant·e réside dans son savoir expérientiel, complémentaire aux savoirs professionnels, et qu’il ou elle doit être considéré·e comme un·e collègue à part entière. En conclusion, la brochure formule des recommandations pour développer, capitaliser, former et professionnaliser ce métier encore largement dépourvu de statut, de financement pérenne et de reconnaissance institutionnelle. ****DE****
WISE PROGRAM, non daté. Employer Toolkit— Implementing Essential Organizational Changes To Successfully Integrate Peers [en ligne]. Sacramento : Cal Voices. Disponible à l’adresse : https://www.calvoices.org/_files/ugd/1fd56e_e7a6cd8841364fdd965507e5770a078b.pdf
Ce document est une boîte à outils destinée aux employeurs souhaitant intégrer des pair-aidants dans des structures de santé mentale. Élaboré par le programme WISE (Cal Voices, Californie) à partir des recommandations de la SAMHSA, il identifie onze compétences organisationnelles clés que les agences doivent développer pour réussir cette intégration : culture de travail orientée rétablissement, leadership engagé, supervision bienveillante, formation continue, évaluation et feedback, rôles clairement définis avec perspectives d’évolution, collaboration entre pairs et non-pairs, infrastructure favorable, opportunités d’interactions entre pairs, politiques flexibles et environnement d’apprentissage ouvert. Le document inclut également des outils pratiques tels que des grilles d’évaluation des performances, des procédures d’intégration, un plan de travail collaboratif et les compétences-cœur SAMHSA pour les pair-aidants en santé comportementale. ****DE****
Source(s) principale(s)
Bibliographie préparée par le GT pair-aidance en addictions, mai 2026
Projet Hôpital et Addictions, https://hopital-addictions.ch/
Cette collection est téléchargeable en divers formats (BibTeX, CSV, RIS, etc.) sous: https://www.zotero.org/hopitaladdictions/collections/NCCG7Z9C/collection
Cette fiche complète un guide de synthèse sur la pair-aidance en addictions réalisé dans le cadre du projet Hôpital et Addictions.
Elle fait partie d’un cahier de ressources thématiques, téléchargeable au format PDF.
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