{"id":257278,"date":"2026-05-21T06:35:56","date_gmt":"2026-05-21T04:35:56","guid":{"rendered":"https:\/\/hopital-addictions.ch\/r10a-liste-von-leitfaeden-fuer-die-implementierung-von-peer-support-in-institutionen-kommentierte-bibliografie\/"},"modified":"2026-07-31T12:02:38","modified_gmt":"2026-07-31T10:02:38","slug":"r10a-liste-von-leitfaeden-fuer-die-implementierung-von-peer-support-in-institutionen-kommentierte-bibliografie","status":"publish","type":"post","link":"https:\/\/hopital-addictions.ch\/de\/r10a-liste-von-leitfaeden-fuer-die-implementierung-von-peer-support-in-institutionen-kommentierte-bibliografie\/","title":{"rendered":"R10a. Liste von Leitf\u00e4den f\u00fcr die Implementierung von Peer-Support in Institutionen (kommentierte Bibliografie)"},"content":{"rendered":"\t\t
\n\t\t\t\t
\n\t\t\t\t\t
\n\t\t
\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t

R10a. Liste von Leitf\u00e4den f\u00fcr die Implementierung von Peer-Support in Institutionen (kommentierte Bibliografie) <\/h1>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
\n\t\t
\n\t\t
\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t

Mehr als zwanzig Praxisleitf\u00e4den, die Sie bei der Entwicklung von Peer-Support in den Bereichen psychische Gesundheit und Suchterkrankungen unterst\u00fctzen<\/h2>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t
\n\n\t\t14774419<\/span>\n\t\t<\/span>\n\t\tNCCG7Z9C<\/span>\n\t\t<\/span>\n\t\t<\/span>\n\t\t<\/span>\n <\/span>\n\t\t1<\/span>\n\t\tiso690-author-date-fr<\/span>\n\t\t50<\/span>\n\t\tcreator<\/span>\n\t\tasc<\/span>\n\t\t<\/span>\n\t\t<\/span>\n\t\t<\/span>\n\t\t<\/span>\n\t\t<\/span>\n\t\t<\/span>\n\t\t<\/span>\n\t\t1<\/span>\n\t\t<\/span>\n\t\t<\/span>\n <\/span>\n 257278<\/span>\n\t\thttps:\/\/hopital-addictions.ch\/wp-content\/plugins\/zotpress\/<\/span>\n\n\t\t
\n\t\t\t
\n\t\t\t\t%7B%22status%22%3A%22success%22%2C%22updateneeded%22%3Afalse%2C%22instance%22%3Afalse%2C%22meta%22%3A%7B%22request_last%22%3A0%2C%22request_next%22%3A0%2C%22used_cache%22%3Atrue%7D%2C%22data%22%3A%5B%7B%22key%22%3A%22G8FYJMR3%22%2C%22library%22%3A%7B%22id%22%3A14774419%7D%2C%22meta%22%3A%7B%22creatorSummary%22%3A%22Centre%20ressource%20r%5Cu00e9habilitation%22%2C%22parsedDate%22%3A%222020%22%2C%22numChildren%22%3A0%7D%2C%22bib%22%3A%22%26lt%3Bdiv%20class%3D%26quot%3Bcsl-bib-body%26quot%3B%20style%3D%26quot%3Bline-height%3A%201.35%3B%20%26quot%3B%26gt%3B%5Cn%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-entry%26quot%3B%26gt%3BCENTRE%20RESSOURCE%20R%26%23xC9%3BHABILITATION%2C%202020.%20%26lt%3Bi%26gt%3BComment%20int%26%23xE9%3Bgrer%20un%20travailleur%20pair%20dans%20une%20%26%23xE9%3Bquipe%20de%20sant%26%23xE9%3B%20mentale%26%23x202F%3B%3F%26%23x202F%3B%3A%20Un%20petit%20guide%20pratique%20%26%23xE0%3B%20destination%20des%20%26%23xE9%3Bquipes%20qui%20souhaitent%20se%20lancer%26%23x202F%3B%21%26lt%3B%5C%2Fi%26gt%3B%20%5Ben%26%23xA0%3Bligne%5D.%20Lyon%26%23xA0%3B%3A%20Centre%20ressource%20de%20r%26%23xE9%3Bhabilitation%20psychosociale.%20Disponible%20%26%23xE0%3B%20l%26%23x2019%3Badresse%26%23xA0%3B%3A%20%26lt%3Ba%20class%3D%26%23039%3Bzp-ItemURL%26%23039%3B%20target%3D%26%23039%3B_blank%26%23039%3B%20href%3D%26%23039%3Bhttps%3A%5C%2F%5C%2Fcentre-ressource-rehabilitation.org%5C%2Fcomment-integrer-un-travailleur-pair-dans-une-equipe-de-sante-mentale-un-petit%3Fdebut_articles_rubrique%3D%2540237%26%23039%3B%26gt%3Bhttps%3A%5C%2F%5C%2Fcentre-ressource-rehabilitation.org%5C%2Fcomment-integrer-un-travailleur-pair-dans-une-equipe-de-sante-mentale-un-petit%3Fdebut_articles_rubrique%3D%2540237%26lt%3B%5C%2Fa%26gt%3B%5Cn%5Cn%20%20%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-block%26quot%3B%26gt%3BCe%20guide%20pratique%20est%20destin%26%23xE9%3B%20aux%20futurs%20coll%26%23xE8%3Bgues%20des%20pairs%20aidants.%20Il%20a%20pour%20ambition%20de%20leur%20permettre%20de%20les%20accueillir%20au%20mieux%20et%20leur%20laisser%20exploiter%20leurs%20potentialit%26%23xE9%3Bs%2C%20au%20grand%20b%26%23xE9%3Bn%26%23xE9%3Bfice%20des%20populations%20accompagn%26%23xE9%3Bes.%20Celui-ci%20ne%20pr%26%23xE9%3Btend%20pas%20%26%23xEA%3Btre%20exhaustif%20et%20souhaite%20rester%20%26%23xE9%3Bvolutif%2C%20mais%20il%20tente%20d%26%23x2019%3Baborder%20la%20majorit%26%23xE9%3B%20des%20questions%20que%20peut%20se%20poser%20une%20%26%23xE9%3Bquipe%20qui%20souhaiterait%20proc%26%23xE9%3Bder%20au%20recrutement%20d%26%23x2019%3Bun%20travailleur%20pair.%20Le%20document%20insiste%20sur%20la%20n%26%23xE9%3Bcessit%26%23xE9%3B%20de%20pr%26%23xE9%3Bparer%20collectivement%20l%26%23x2019%3Barriv%26%23xE9%3Be%20du%20travailleur%20pair%20et%20pr%26%23xE9%3Bsente%20les%20%26%23xE9%3Btapes%20cl%26%23xE9%3Bs%20d%26%23x2019%3Bune%20int%26%23xE9%3Bgration%20r%26%23xE9%3Bussie%26%23x202F%3B%3A%20interroger%20ses%20repr%26%23xE9%3Bsentations%20et%20ses%20r%26%23xE9%3Bserves%20avant%20le%20recrutement%2C%20identifier%20les%20besoins%20du%20service%2C%20d%26%23xE9%3Bfinir%20une%20fiche%20de%20poste%20claire%2C%20mener%20l%26%23x2019%3Bentretien%20de%20recrutement%2C%20puis%20assurer%20l%26%23x2019%3Bint%26%23xE9%3Bgration%20au%20quotidien%20%28formation%20continue%2C%20mise%20en%20r%26%23xE9%3Bseau%20avec%20d%26%23x2019%3Bautres%20pairs%2C%20accompagnement%20r%26%23xE9%3Bgulier%29.%20%2A%2A%2A%2ADE%2A%2A%2A%2ADieser%20Praxisleitfaden%20richtet%20sich%20an%20die%20k%26%23xFC%3Bnftigen%20Kolleg%3Ainnen%20von%20Peer-Mitarbeitenden.%20Er%20will%20ihnen%20erm%26%23xF6%3Bglichen%2C%20diese%20m%26%23xF6%3Bglichst%20gut%20aufzunehmen%20und%20ihr%20Potenzial%20voll%20zur%20Entfaltung%20kommen%20zu%20lassen%20%26%23x2013%3B%20zum%20grossen%20Nutzen%20der%20begleiteten%20Personen.%20Der%20Leitfaden%20erhebt%20keinen%20Anspruch%20auf%20Vollst%26%23xE4%3Bndigkeit%20und%20soll%20weiterentwickelt%20werden%2C%20versucht%20aber%2C%20die%20meisten%20Fragen%20aufzugreifen%2C%20die%20sich%20ein%20Team%20stellen%20kann%2C%20das%20eine%20Peer-Mitarbeiterin%20oder%20einen%20Peer-Mitarbeiter%20anstellen%20m%26%23xF6%3Bchte.%20Das%20Dokument%20betont%20die%20Notwendigkeit%2C%20den%20Eintritt%20der%20Peer-Mitarbeitenden%20gemeinsam%20vorzubereiten%2C%20und%20stellt%20die%20Schl%26%23xFC%3Bsselschritte%20einer%20erfolgreichen%20Integration%20vor%3A%20die%20eigenen%20Vorstellungen%20und%20Vorbehalte%20vor%20der%20Rekrutierung%20hinterfragen%2C%20den%20Bedarf%20des%20Dienstes%20ermitteln%2C%20ein%20klares%20Stellenprofil%20definieren%2C%20das%20Bewerbungsgespr%26%23xE4%3Bch%20f%26%23xFC%3Bhren%20und%20anschliessend%20die%20Integration%20im%20Alltag%20sicherstellen%20%28Weiterbildung%2C%20Vernetzung%20mit%20anderen%20Peers%2C%20regelm%26%23xE4%3Bssige%20Begleitung%29.%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%22%2C%22data%22%3A%7B%22itemType%22%3A%22report%22%2C%22title%22%3A%22Comment%20int%5Cu00e9grer%20un%20travailleur%20pair%20dans%20une%20%5Cu00e9quipe%20de%20sant%5Cu00e9%20mentale%20%3F%20%3A%20Un%20petit%20guide%20pratique%20%5Cu00e0%20destination%20des%20%5Cu00e9quipes%20qui%20souhaitent%20se%20lancer%20%21%22%2C%22creators%22%3A%5B%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22Centre%20ressource%20r%5Cu00e9habilitation%22%7D%5D%2C%22abstractNote%22%3A%22Ce%20guide%20pratique%20est%20destin%5Cu00e9%20aux%20futurs%20coll%5Cu00e8gues%20des%20pairs%20aidants.%20Il%20a%20pour%20ambition%20de%20leur%20permettre%20de%20les%20accueillir%20au%20mieux%20et%20leur%20laisser%20exploiter%20leurs%20potentialit%5Cu00e9s%2C%20au%20grand%20b%5Cu00e9n%5Cu00e9fice%20des%20populations%20accompagn%5Cu00e9es.%20Celui-ci%20ne%20pr%5Cu00e9tend%20pas%20%5Cu00eatre%20exhaustif%20et%20souhaite%20rester%20%5Cu00e9volutif%2C%20mais%20il%20tente%20d%26%23039%3Baborder%20la%20majorit%5Cu00e9%20des%20questions%20que%20peut%20se%20poser%20une%20%5Cu00e9quipe%20qui%20souhaiterait%20proc%5Cu00e9der%20au%20recrutement%20d%26%23039%3Bun%20travailleur%20pair.%20Le%20document%20insiste%20sur%20la%20n%5Cu00e9cessit%5Cu00e9%20de%20pr%5Cu00e9parer%20collectivement%20l%26%23039%3Barriv%5Cu00e9e%20du%20travailleur%20pair%20et%20pr%5Cu00e9sente%20les%20%5Cu00e9tapes%20cl%5Cu00e9s%20d%5Cu2019une%20int%5Cu00e9gration%20r%5Cu00e9ussie%20%3A%20interroger%20ses%20repr%5Cu00e9sentations%20et%20ses%20r%5Cu00e9serves%20avant%20le%20recrutement%2C%20identifier%20les%20besoins%20du%20service%2C%20d%5Cu00e9finir%20une%20fiche%20de%20poste%20claire%2C%20mener%20l%26%23039%3Bentretien%20de%20recrutement%2C%20puis%20assurer%20l%26%23039%3Bint%5Cu00e9gration%20au%20quotidien%20%28formation%20continue%2C%20mise%20en%20r%5Cu00e9seau%20avec%20d%26%23039%3Bautres%20pairs%2C%20accompagnement%20r%5Cu00e9gulier%29.%20%2A%2A%2A%2ADE%2A%2A%2A%2ADieser%20Praxisleitfaden%20richtet%20sich%20an%20die%20k%5Cu00fcnftigen%20Kolleg%3Ainnen%20von%20Peer-Mitarbeitenden.%20Er%20will%20ihnen%20erm%5Cu00f6glichen%2C%20diese%20m%5Cu00f6glichst%20gut%20aufzunehmen%20und%20ihr%20Potenzial%20voll%20zur%20Entfaltung%20kommen%20zu%20lassen%20%5Cu2013%20zum%20grossen%20Nutzen%20der%20begleiteten%20Personen.%20Der%20Leitfaden%20erhebt%20keinen%20Anspruch%20auf%20Vollst%5Cu00e4ndigkeit%20und%20soll%20weiterentwickelt%20werden%2C%20versucht%20aber%2C%20die%20meisten%20Fragen%20aufzugreifen%2C%20die%20sich%20ein%20Team%20stellen%20kann%2C%20das%20eine%20Peer-Mitarbeiterin%20oder%20einen%20Peer-Mitarbeiter%20anstellen%20m%5Cu00f6chte.%20Das%20Dokument%20betont%20die%20Notwendigkeit%2C%20den%20Eintritt%20der%20Peer-Mitarbeitenden%20gemeinsam%20vorzubereiten%2C%20und%20stellt%20die%20Schl%5Cu00fcsselschritte%20einer%20erfolgreichen%20Integration%20vor%3A%20die%20eigenen%20Vorstellungen%20und%20Vorbehalte%20vor%20der%20Rekrutierung%20hinterfragen%2C%20den%20Bedarf%20des%20Dienstes%20ermitteln%2C%20ein%20klares%20Stellenprofil%20definieren%2C%20das%20Bewerbungsgespr%5Cu00e4ch%20f%5Cu00fchren%20und%20anschliessend%20die%20Integration%20im%20Alltag%20sicherstellen%20%28Weiterbildung%2C%20Vernetzung%20mit%20anderen%20Peers%2C%20regelm%5Cu00e4ssige%20Begleitung%29.%22%2C%22reportNumber%22%3A%22%22%2C%22reportType%22%3A%22%22%2C%22institution%22%3A%22Centre%20ressource%20de%20r%5Cu00e9habilitation%20psychosociale%22%2C%22date%22%3A%222020%22%2C%22DOI%22%3A%22%22%2C%22ISBN%22%3A%22%22%2C%22citationKey%22%3A%22%22%2C%22url%22%3A%22https%3A%5C%2F%5C%2Fcentre-ressource-rehabilitation.org%5C%2Fcomment-integrer-un-travailleur-pair-dans-une-equipe-de-sante-mentale-un-petit%3Fdebut_articles_rubrique%3D%2540237%22%2C%22ISSN%22%3A%22%22%2C%22language%22%3A%22%22%2C%22collections%22%3A%5B%22NCCG7Z9C%22%5D%2C%22dateModified%22%3A%222026-07-31T10%3A08%3A00Z%22%7D%7D%2C%7B%22key%22%3A%22CTVZ2I23%22%2C%22library%22%3A%7B%22id%22%3A14774419%7D%2C%22meta%22%3A%7B%22creatorSummary%22%3A%22CMHA%20et%20al.%22%2C%22parsedDate%22%3A%222019%22%2C%22numChildren%22%3A0%7D%2C%22bib%22%3A%22%26lt%3Bdiv%20class%3D%26quot%3Bcsl-bib-body%26quot%3B%20style%3D%26quot%3Bline-height%3A%201.35%3B%20%26quot%3B%26gt%3B%5Cn%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-entry%26quot%3B%26gt%3BCMHA%2C%20PHILLIPS%2C%20Keely%2C%20HARRISON%2C%20Jay%20et%20JABALEE%2C%20Christina%2C%202019.%20%26lt%3Bi%26gt%3BSupervising%20Peer%20Workers%3A%20A%20Toolkit%20for%20Implementing%20and%20Supporting%20Successful%20Peer%20Staff%20Roles%20in%20Mainstream%20Mental%20Health%20and%20Substance%20Use%5C%2FAddiction%20Organizations%26lt%3B%5C%2Fi%26gt%3B%20%5Ben%26%23xA0%3Bligne%5D.%20Waterloo%20Wellington%2C%20Canada%26%23xA0%3B%3A%20Canadian%20Mental%20Health%20Association%2C%20Centre%20for%20Excellence%20in%20Peer%20Support.%20Disponible%20%26%23xE0%3B%20l%26%23x2019%3Badresse%26%23xA0%3B%3A%20%26lt%3Ba%20class%3D%26%23039%3Bzp-ItemURL%26%23039%3B%20target%3D%26%23039%3B_blank%26%23039%3B%20href%3D%26%23039%3Bhttps%3A%5C%2F%5C%2Fcmhaww.ca%5C%2Fwp-content%5C%2Fuploads%5C%2F2023%5C%2F07%5C%2FSupervising-Peer-Workers-Toolkit-CMHA-WW-2019.pdf%26%23039%3B%26gt%3Bhttps%3A%5C%2F%5C%2Fcmhaww.ca%5C%2Fwp-content%5C%2Fuploads%5C%2F2023%5C%2F07%5C%2FSupervising-Peer-Workers-Toolkit-CMHA-WW-2019.pdf%26lt%3B%5C%2Fa%26gt%3B%5Cn%5Cn%20%20%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-block%26quot%3B%26gt%3BCe%20toolkit%20produit%20en%202019%20par%20le%20Centre%20for%20Excellence%20in%20Peer%20Support%20%28CMHA%20Waterloo%20Wellington%2C%20Ontario%29%20offre%20aux%20superviseurs%20de%20pair-aidants%20un%20ensemble%20d%26%23x2019%3Boutils%20pratiques%20pour%20implanter%20et%20soutenir%20des%20r%26%23xF4%3Bles%20de%20pair-aidance%20dans%20des%20organisations%20de%20sant%26%23xE9%3B%20mentale%20et%20d%26%23x2019%3Baddictions%20non%20g%26%23xE9%3Br%26%23xE9%3Bes%20par%20des%20pairs.%20Partant%20du%20constat%20que%20la%20supervision%20est%20le%20facteur%20d%26%23xE9%3Bterminant%20du%20succ%26%23xE8%3Bs%20ou%20de%20l%26%23x2019%3B%26%23xE9%3Bchec%20d%26%23x2019%3Bun%20r%26%23xF4%3Ble%20pair%20et%20qu%26%23x2019%3Belle%20est%20souvent%20%26%23xE0%3B%20la%20fois%20insuffisante%20en%20quantit%26%23xE9%3B%20et%20inadapt%26%23xE9%3Be%20dans%20son%20contenu%2C%20le%20document%20aborde%20successivement%20les%20conditions%20d%26%23x2019%3Bune%20bonne%20supervision%20%28pratique%20r%26%23xE9%3Bflexive%2C%20clart%26%23xE9%3B%20de%20r%26%23xF4%3Ble%2C%20soutien%20au%20bien-%26%23xEA%3Btre%2C%20pr%26%23xE9%3Bvention%20du%20peer%20drift%29%2C%20l%26%23x2019%3Bimportance%20d%26%23x2019%3Bune%20implantation%20soigneuse%20en%20amont%20du%20recrutement%20%28adh%26%23xE9%3Bsion%20de%20la%20direction%2C%20description%20de%20poste%20pr%26%23xE9%3Bcise%2C%20formation%20de%20toute%20l%26%23x2019%3B%26%23xE9%3Bquipe%29%2C%20et%20la%20valeur%20d%26%23x2019%3Bun%20partenariat%20avec%20des%20organisations%20dirig%26%23xE9%3Bes%20par%20des%20pairs%20pour%20former%20et%20superviser%20les%20pair-aidants.%20La%20seconde%20partie%20propose%20une%20s%26%23xE9%3Brie%20d%26%23x2019%3Boutils%20concrets%26%23x202F%3B%3A%20liste%20de%20v%26%23xE9%3Brification%20de%20la%20pr%26%23xE9%3Bparation%20organisationnelle%2C%20description%20de%20poste%20g%26%23xE9%3Bn%26%23xE9%3Brique%2C%20guide%20d%26%23x2019%3Bint%26%23xE9%3Bgration%2C%20lignes%20directrices%20sur%20la%20documentation%20et%20la%20communication%2C%20exercices%20de%20clarification%20des%20t%26%23xE2%3Bches%20appropri%26%23xE9%3Bes%20au%20r%26%23xF4%3Ble%20pair%20%28avec%2054%20exemples%20comment%26%23xE9%3Bs%29%2C%20et%20cadre%20pour%20g%26%23xE9%3Brer%20les%20conflits%20de%20valeurs.%20L%26%23x2019%3Bensemble%20repose%20sur%20une%20philosophie%20affirm%26%23xE9%3Be%26%23x202F%3B%3A%20le%20r%26%23xF4%3Ble%20pair%20est%20une%20discipline%20%26%23xE0%3B%20part%20enti%26%23xE8%3Bre%2C%20non%20clinique%2C%20fond%26%23xE9%3Be%20sur%20l%26%23x2019%3Butilisation%20intentionnelle%20de%20l%26%23x2019%3Bexp%26%23xE9%3Brience%20v%26%23xE9%3Bcue%2C%20et%20m%26%23xE9%3Brite%20d%26%23x2019%3B%26%23xEA%3Btre%20trait%26%23xE9%3B%20avec%20la%20m%26%23xEA%3Bme%20rigueur%20professionnelle%20que%20n%26%23x2019%3Bimporte%20quel%20autre%20r%26%23xF4%3Ble%20dans%20l%26%23x2019%3B%26%23xE9%3Bquipe%20interdisciplinaire.%2A%2A%2A%2ADE%2A%2A%2A%2A%20Dieses%202019%20vom%20Centre%20for%20Excellence%20in%20Peer%20Support%20%28CMHA%20Waterloo%20Wellington%2C%20Ontario%29%20erstellte%20Toolkit%20bietet%20Vorgesetzten%20von%20Peer-Mitarbeitenden%20eine%20Reihe%20praktischer%20Instrumente%2C%20um%20Peer-Rollen%20in%20Organisationen%20der%20psychischen%20Gesundheit%20und%20des%20Suchtbereichs%20einzuf%26%23xFC%3Bhren%20und%20zu%20unterst%26%23xFC%3Btzen%2C%20die%20nicht%20von%20Peers%20gef%26%23xFC%3Bhrt%20werden.%20Ausgehend%20von%20der%20Feststellung%2C%20dass%20die%20Supervision%20der%20entscheidende%20Faktor%20f%26%23xFC%3Br%20Erfolg%20oder%20Scheitern%20einer%20Peer-Rolle%20ist%20und%20dass%20sie%20h%26%23xE4%3Bufig%20sowohl%20quantitativ%20ungen%26%23xFC%3Bgend%20als%20auch%20inhaltlich%20unpassend%20ist%2C%20behandelt%20das%20Dokument%20nacheinander%20die%20Voraussetzungen%20einer%20guten%20Supervision%20%28reflexive%20Praxis%2C%20Rollenklarheit%2C%20Unterst%26%23xFC%3Btzung%20des%20Wohlbefindens%2C%20Vorbeugung%20von%20Peer%20Drift%29%2C%20die%20Bedeutung%20einer%20sorgf%26%23xE4%3Bltigen%20Vorbereitung%20im%20Vorfeld%20der%20Rekrutierung%20%28R%26%23xFC%3Bckhalt%20der%20Leitung%2C%20pr%26%23xE4%3Bziser%20Stellenbeschrieb%2C%20Schulung%20des%20gesamten%20Teams%29%20sowie%20den%20Wert%20einer%20Partnerschaft%20mit%20von%20Peers%20gef%26%23xFC%3Bhrten%20Organisationen%20f%26%23xFC%3Br%20die%20Ausbildung%20und%20Supervision%20der%20Peer-Mitarbeitenden.%20Der%20zweite%20Teil%20bietet%20eine%20Reihe%20konkreter%20Instrumente%3A%20Checkliste%20zur%20organisationalen%20Bereitschaft%2C%20generischer%20Stellenbeschrieb%2C%20Einf%26%23xFC%3Bhrungsleitfaden%2C%20Richtlinien%20zu%20Dokumentation%20und%20Kommunikation%2C%20%26%23xDC%3Bbungen%20zur%20Kl%26%23xE4%3Brung%20der%20f%26%23xFC%3Br%20die%20Peer-Rolle%20geeigneten%20Aufgaben%20%28mit%2054%20kommentierten%20Beispielen%29%20und%20ein%20Rahmen%20f%26%23xFC%3Br%20den%20Umgang%20mit%20Wertekonflikten.%20Das%20Ganze%20beruht%20auf%20einer%20klaren%20Philosophie%3A%20Die%20Peer-Rolle%20ist%20eine%20eigenst%26%23xE4%3Bndige%2C%20nicht%20klinische%20Disziplin%2C%20die%20auf%20der%20bewussten%20Nutzung%20der%20gelebten%20Erfahrung%20beruht%2C%20und%20verdient%20es%2C%20mit%20derselben%20professionellen%20Sorgfalt%20behandelt%20zu%20werden%20wie%20jede%20andere%20Rolle%20im%20interdisziplin%26%23xE4%3Bren%20Team.%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%22%2C%22data%22%3A%7B%22itemType%22%3A%22report%22%2C%22title%22%3A%22Supervising%20Peer%20Workers%3A%20A%20Toolkit%20for%20Implementing%20and%20Supporting%20Successful%20Peer%20Staff%20Roles%20in%20Mainstream%20Mental%20Health%20and%20Substance%20Use%5C%2FAddiction%20Organizations%22%2C%22creators%22%3A%5B%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22CMHA%22%7D%2C%7B%22creatorType%22%3A%22author%22%2C%22firstName%22%3A%22Keely%22%2C%22lastName%22%3A%22Phillips%22%7D%2C%7B%22creatorType%22%3A%22author%22%2C%22firstName%22%3A%22Jay%22%2C%22lastName%22%3A%22Harrison%22%7D%2C%7B%22creatorType%22%3A%22author%22%2C%22firstName%22%3A%22Christina%22%2C%22lastName%22%3A%22Jabalee%22%7D%5D%2C%22abstractNote%22%3A%22Ce%20toolkit%20produit%20en%202019%20par%20le%20Centre%20for%20Excellence%20in%20Peer%20Support%20%28CMHA%20Waterloo%20Wellington%2C%20Ontario%29%20offre%20aux%20superviseurs%20de%20pair-aidants%20un%20ensemble%20d%26%23039%3Boutils%20pratiques%20pour%20implanter%20et%20soutenir%20des%20r%5Cu00f4les%20de%20pair-aidance%20dans%20des%20organisations%20de%20sant%5Cu00e9%20mentale%20et%20d%26%23039%3Baddictions%20non%20g%5Cu00e9r%5Cu00e9es%20par%20des%20pairs.%20Partant%20du%20constat%20que%20la%20supervision%20est%20le%20facteur%20d%5Cu00e9terminant%20du%20succ%5Cu00e8s%20ou%20de%20l%26%23039%3B%5Cu00e9chec%20d%26%23039%3Bun%20r%5Cu00f4le%20pair%20et%20qu%26%23039%3Belle%20est%20souvent%20%5Cu00e0%20la%20fois%20insuffisante%20en%20quantit%5Cu00e9%20et%20inadapt%5Cu00e9e%20dans%20son%20contenu%2C%20le%20document%20aborde%20successivement%20les%20conditions%20d%26%23039%3Bune%20bonne%20supervision%20%28pratique%20r%5Cu00e9flexive%2C%20clart%5Cu00e9%20de%20r%5Cu00f4le%2C%20soutien%20au%20bien-%5Cu00eatre%2C%20pr%5Cu00e9vention%20du%20peer%20drift%29%2C%20l%26%23039%3Bimportance%20d%26%23039%3Bune%20implantation%20soigneuse%20en%20amont%20du%20recrutement%20%28adh%5Cu00e9sion%20de%20la%20direction%2C%20description%20de%20poste%20pr%5Cu00e9cise%2C%20formation%20de%20toute%20l%26%23039%3B%5Cu00e9quipe%29%2C%20et%20la%20valeur%20d%26%23039%3Bun%20partenariat%20avec%20des%20organisations%20dirig%5Cu00e9es%20par%20des%20pairs%20pour%20former%20et%20superviser%20les%20pair-aidants.%20La%20seconde%20partie%20propose%20une%20s%5Cu00e9rie%20d%26%23039%3Boutils%20concrets%20%3A%20liste%20de%20v%5Cu00e9rification%20de%20la%20pr%5Cu00e9paration%20organisationnelle%2C%20description%20de%20poste%20g%5Cu00e9n%5Cu00e9rique%2C%20guide%20d%26%23039%3Bint%5Cu00e9gration%2C%20lignes%20directrices%20sur%20la%20documentation%20et%20la%20communication%2C%20exercices%20de%20clarification%20des%20t%5Cu00e2ches%20appropri%5Cu00e9es%20au%20r%5Cu00f4le%20pair%20%28avec%2054%20exemples%20comment%5Cu00e9s%29%2C%20et%20cadre%20pour%20g%5Cu00e9rer%20les%20conflits%20de%20valeurs.%20L%26%23039%3Bensemble%20repose%20sur%20une%20philosophie%20affirm%5Cu00e9e%20%3A%20le%20r%5Cu00f4le%20pair%20est%20une%20discipline%20%5Cu00e0%20part%20enti%5Cu00e8re%2C%20non%20clinique%2C%20fond%5Cu00e9e%20sur%20l%26%23039%3Butilisation%20intentionnelle%20de%20l%26%23039%3Bexp%5Cu00e9rience%20v%5Cu00e9cue%2C%20et%20m%5Cu00e9rite%20d%26%23039%3B%5Cu00eatre%20trait%5Cu00e9%20avec%20la%20m%5Cu00eame%20rigueur%20professionnelle%20que%20n%26%23039%3Bimporte%20quel%20autre%20r%5Cu00f4le%20dans%20l%26%23039%3B%5Cu00e9quipe%20interdisciplinaire.%2A%2A%2A%2ADE%2A%2A%2A%2A%20Dieses%202019%20vom%20Centre%20for%20Excellence%20in%20Peer%20Support%20%28CMHA%20Waterloo%20Wellington%2C%20Ontario%29%20erstellte%20Toolkit%20bietet%20Vorgesetzten%20von%20Peer-Mitarbeitenden%20eine%20Reihe%20praktischer%20Instrumente%2C%20um%20Peer-Rollen%20in%20Organisationen%20der%20psychischen%20Gesundheit%20und%20des%20Suchtbereichs%20einzuf%5Cu00fchren%20und%20zu%20unterst%5Cu00fctzen%2C%20die%20nicht%20von%20Peers%20gef%5Cu00fchrt%20werden.%20Ausgehend%20von%20der%20Feststellung%2C%20dass%20die%20Supervision%20der%20entscheidende%20Faktor%20f%5Cu00fcr%20Erfolg%20oder%20Scheitern%20einer%20Peer-Rolle%20ist%20und%20dass%20sie%20h%5Cu00e4ufig%20sowohl%20quantitativ%20ungen%5Cu00fcgend%20als%20auch%20inhaltlich%20unpassend%20ist%2C%20behandelt%20das%20Dokument%20nacheinander%20die%20Voraussetzungen%20einer%20guten%20Supervision%20%28reflexive%20Praxis%2C%20Rollenklarheit%2C%20Unterst%5Cu00fctzung%20des%20Wohlbefindens%2C%20Vorbeugung%20von%20Peer%20Drift%29%2C%20die%20Bedeutung%20einer%20sorgf%5Cu00e4ltigen%20Vorbereitung%20im%20Vorfeld%20der%20Rekrutierung%20%28R%5Cu00fcckhalt%20der%20Leitung%2C%20pr%5Cu00e4ziser%20Stellenbeschrieb%2C%20Schulung%20des%20gesamten%20Teams%29%20sowie%20den%20Wert%20einer%20Partnerschaft%20mit%20von%20Peers%20gef%5Cu00fchrten%20Organisationen%20f%5Cu00fcr%20die%20Ausbildung%20und%20Supervision%20der%20Peer-Mitarbeitenden.%20Der%20zweite%20Teil%20bietet%20eine%20Reihe%20konkreter%20Instrumente%3A%20Checkliste%20zur%20organisationalen%20Bereitschaft%2C%20generischer%20Stellenbeschrieb%2C%20Einf%5Cu00fchrungsleitfaden%2C%20Richtlinien%20zu%20Dokumentation%20und%20Kommunikation%2C%20%5Cu00dcbungen%20zur%20Kl%5Cu00e4rung%20der%20f%5Cu00fcr%20die%20Peer-Rolle%20geeigneten%20Aufgaben%20%28mit%2054%20kommentierten%20Beispielen%29%20und%20ein%20Rahmen%20f%5Cu00fcr%20den%20Umgang%20mit%20Wertekonflikten.%20Das%20Ganze%20beruht%20auf%20einer%20klaren%20Philosophie%3A%20Die%20Peer-Rolle%20ist%20eine%20eigenst%5Cu00e4ndige%2C%20nicht%20klinische%20Disziplin%2C%20die%20auf%20der%20bewussten%20Nutzung%20der%20gelebten%20Erfahrung%20beruht%2C%20und%20verdient%20es%2C%20mit%20derselben%20professionellen%20Sorgfalt%20behandelt%20zu%20werden%20wie%20jede%20andere%20Rolle%20im%20interdisziplin%5Cu00e4ren%20Team.%22%2C%22reportNumber%22%3A%22%22%2C%22reportType%22%3A%22%22%2C%22institution%22%3A%22Canadian%20Mental%20Health%20Association%2C%20Centre%20for%20Excellence%20in%20Peer%20Support%22%2C%22date%22%3A%222019%22%2C%22DOI%22%3A%22%22%2C%22ISBN%22%3A%22%22%2C%22citationKey%22%3A%22%22%2C%22url%22%3A%22https%3A%5C%2F%5C%2Fcmhaww.ca%5C%2Fwp-content%5C%2Fuploads%5C%2F2023%5C%2F07%5C%2FSupervising-Peer-Workers-Toolkit-CMHA-WW-2019.pdf%22%2C%22ISSN%22%3A%22%22%2C%22language%22%3A%22en%22%2C%22collections%22%3A%5B%22328FFJKP%22%2C%22I6VM3BNK%22%2C%22NCCG7Z9C%22%5D%2C%22dateModified%22%3A%222026-07-31T10%3A15%3A37Z%22%7D%7D%2C%7B%22key%22%3A%22BYCCW7E7%22%2C%22library%22%3A%7B%22id%22%3A14774419%7D%2C%22meta%22%3A%7B%22creatorSummary%22%3A%22CSSC%20and%20Sunderland%22%2C%22parsedDate%22%3A%222013%22%2C%22numChildren%22%3A0%7D%2C%22bib%22%3A%22%26lt%3Bdiv%20class%3D%26quot%3Bcsl-bib-body%26quot%3B%20style%3D%26quot%3Bline-height%3A%201.35%3B%20%26quot%3B%26gt%3B%5Cn%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-entry%26quot%3B%26gt%3BCSSC%20et%20SUNDERLAND%2C%20Kim%2C%202013.%20%26lt%3Bi%26gt%3BLignes%20directrices%20relatives%20au%20soutien%20par%20les%20pairs%20%26%23x2013%3B%20Pratique%20et%20formation%26lt%3B%5C%2Fi%26gt%3B%20%5Ben%26%23xA0%3Bligne%5D.%20Calgary%26%23xA0%3B%3A%20Commission%20de%20la%20sant%26%23xE9%3B%20mentale%20du%20Canada.%20Disponible%20%26%23xE0%3B%20l%26%23x2019%3Badresse%26%23xA0%3B%3A%20%26lt%3Ba%20class%3D%26%23039%3Bzp-ItemURL%26%23039%3B%20target%3D%26%23039%3B_blank%26%23039%3B%20href%3D%26%23039%3Bhttps%3A%5C%2F%5C%2Fwww.mentalhealthcommission.ca%5C%2Fwp-content%5C%2Fuploads%5C%2Fdrupal%5C%2FPeer_Support_Guidelines_FRE_0.pdf%26%23039%3B%26gt%3Bhttps%3A%5C%2F%5C%2Fwww.mentalhealthcommission.ca%5C%2Fwp-content%5C%2Fuploads%5C%2Fdrupal%5C%2FPeer_Support_Guidelines_FRE_0.pdf%26lt%3B%5C%2Fa%26gt%3B%5Cn%5Cn%20%20%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-block%26quot%3B%26gt%3BCe%20document%20de%20la%20Commission%20de%20la%20sant%26%23xE9%3B%20mentale%20du%20Canada%20%282013%29%20%26%23xE9%3Btablit%20des%20lignes%20directrices%20nationales%20pour%20la%20pratique%20et%20la%20formation%20en%20mati%26%23xE8%3Bre%20de%20soutien%20par%20les%20pairs%20en%20sant%26%23xE9%3B%20mentale.%20Il%20d%26%23xE9%3Bfinit%20le%20pair%20aidant%20comme%20une%20personne%20ayant%20un%20v%26%23xE9%3Bcu%20exp%26%23xE9%3Brientiel%20personnel%20ou%20familial%20de%20la%20maladie%20mentale%20et%20se%20trouvant%20dans%20un%20processus%20positif%20de%20r%26%23xE9%3Btablissement%2C%20et%20d%26%23xE9%3Bcrit%20les%20valeurs%20fondamentales%20de%20cette%20pratique%20%28espoir%2C%20autod%26%23xE9%3Btermination%2C%20empathie%2C%20dignit%26%23xE9%3B%29%20ainsi%20que%20les%20comp%26%23xE9%3Btences%20attendues%20%28communication%20interpersonnelle%2C%20r%26%23xE9%3Bflexion%20critique%2C%20travail%20d%26%23x2019%3B%26%23xE9%3Bquipe%2C%20d%26%23xE9%3Bontologie%29.%20La%20deuxi%26%23xE8%3Bme%20partie%20d%26%23xE9%3Btaille%20les%20th%26%23xE8%3Bmes%20de%20formation%20recommand%26%23xE9%3Bs%2C%20allant%20des%20principes%20fondamentaux%20du%20soutien%20par%20les%20pairs%20au%20contexte%20historique%20et%20social%20de%20la%20maladie%20mentale%2C%20en%20passant%20par%20les%20m%26%23xE9%3Bthodes%20favorisant%20des%20relations%20de%20pair%20%26%23xE0%3B%20pair%20efficaces%2C%20dans%20une%20approche%20r%26%23xE9%3Bsolument%20ax%26%23xE9%3Be%20sur%20le%20r%26%23xE9%3Btablissement%20global%20de%20la%20personne%20plut%26%23xF4%3Bt%20que%20sur%20la%20seule%20gestion%20des%20sympt%26%23xF4%3Bmes.%20%2A%2A%2A%2ADE%2A%2A%2A%2A%20Dieses%20Dokument%20der%20Mental%20Health%20Commission%20of%20Canada%20%282013%29%20legt%20nationale%20Leitlinien%20f%26%23xFC%3Br%20die%20Praxis%20und%20die%20Ausbildung%20im%20Bereich%20Peer-Support%20in%20der%20psychischen%20Gesundheit%20fest.%20Es%20definiert%20die%20Peer-Mitarbeitenden%20als%20Personen%20mit%20pers%26%23xF6%3Bnlicher%20oder%20famili%26%23xE4%3Brer%20Erfahrung%20psychischer%20Erkrankung%2C%20die%20sich%20in%20einem%20positiven%20Recovery-Prozess%20befinden%2C%20und%20beschreibt%20die%20Grundwerte%20dieser%20Praxis%20%28Hoffnung%2C%20Selbstbestimmung%2C%20Empathie%2C%20W%26%23xFC%3Brde%29%20sowie%20die%20erwarteten%20Kompetenzen%20%28interpersonelle%20Kommunikation%2C%20kritisches%20Denken%2C%20Teamarbeit%2C%20Berufsethik%29.%20Der%20zweite%20Teil%20f%26%23xFC%3Bhrt%20die%20empfohlenen%20Ausbildungsinhalte%20aus%20%26%23x2013%3B%20von%20den%20Grundprinzipien%20des%20Peer-Supports%20%26%23xFC%3Bber%20den%20historischen%20und%20sozialen%20Kontext%20psychischer%20Erkrankung%20bis%20zu%20den%20Methoden%2C%20die%20wirksame%20Peer-zu-Peer-Beziehungen%20f%26%23xF6%3Brdern%20%26%23x2013%3B%2C%20in%20einem%20konsequent%20auf%20die%20umfassende%20Recovery%20der%20Person%20ausgerichteten%20Ansatz%20und%20nicht%20bloss%20auf%20die%20Symptombew%26%23xE4%3Bltigung.%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%22%2C%22data%22%3A%7B%22itemType%22%3A%22report%22%2C%22title%22%3A%22Lignes%20directrices%20relatives%20au%20soutien%20par%20les%20pairs%20%5Cu2013%20Pratique%20et%20formation%22%2C%22creators%22%3A%5B%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22CSSC%22%7D%2C%7B%22creatorType%22%3A%22author%22%2C%22firstName%22%3A%22Kim%22%2C%22lastName%22%3A%22Sunderland%22%7D%5D%2C%22abstractNote%22%3A%22Ce%20document%20de%20la%20Commission%20de%20la%20sant%5Cu00e9%20mentale%20du%20Canada%20%282013%29%20%5Cu00e9tablit%20des%20lignes%20directrices%20nationales%20pour%20la%20pratique%20et%20la%20formation%20en%20mati%5Cu00e8re%20de%20soutien%20par%20les%20pairs%20en%20sant%5Cu00e9%20mentale.%20Il%20d%5Cu00e9finit%20le%20pair%20aidant%20comme%20une%20personne%20ayant%20un%20v%5Cu00e9cu%20exp%5Cu00e9rientiel%20personnel%20ou%20familial%20de%20la%20maladie%20mentale%20et%20se%20trouvant%20dans%20un%20processus%20positif%20de%20r%5Cu00e9tablissement%2C%20et%20d%5Cu00e9crit%20les%20valeurs%20fondamentales%20de%20cette%20pratique%20%28espoir%2C%20autod%5Cu00e9termination%2C%20empathie%2C%20dignit%5Cu00e9%29%20ainsi%20que%20les%20comp%5Cu00e9tences%20attendues%20%28communication%20interpersonnelle%2C%20r%5Cu00e9flexion%20critique%2C%20travail%20d%26%23039%3B%5Cu00e9quipe%2C%20d%5Cu00e9ontologie%29.%20La%20deuxi%5Cu00e8me%20partie%20d%5Cu00e9taille%20les%20th%5Cu00e8mes%20de%20formation%20recommand%5Cu00e9s%2C%20allant%20des%20principes%20fondamentaux%20du%20soutien%20par%20les%20pairs%20au%20contexte%20historique%20et%20social%20de%20la%20maladie%20mentale%2C%20en%20passant%20par%20les%20m%5Cu00e9thodes%20favorisant%20des%20relations%20de%20pair%20%5Cu00e0%20pair%20efficaces%2C%20dans%20une%20approche%20r%5Cu00e9solument%20ax%5Cu00e9e%20sur%20le%20r%5Cu00e9tablissement%20global%20de%20la%20personne%20plut%5Cu00f4t%20que%20sur%20la%20seule%20gestion%20des%20sympt%5Cu00f4mes.%20%2A%2A%2A%2ADE%2A%2A%2A%2A%20Dieses%20Dokument%20der%20Mental%20Health%20Commission%20of%20Canada%20%282013%29%20legt%20nationale%20Leitlinien%20f%5Cu00fcr%20die%20Praxis%20und%20die%20Ausbildung%20im%20Bereich%20Peer-Support%20in%20der%20psychischen%20Gesundheit%20fest.%20Es%20definiert%20die%20Peer-Mitarbeitenden%20als%20Personen%20mit%20pers%5Cu00f6nlicher%20oder%20famili%5Cu00e4rer%20Erfahrung%20psychischer%20Erkrankung%2C%20die%20sich%20in%20einem%20positiven%20Recovery-Prozess%20befinden%2C%20und%20beschreibt%20die%20Grundwerte%20dieser%20Praxis%20%28Hoffnung%2C%20Selbstbestimmung%2C%20Empathie%2C%20W%5Cu00fcrde%29%20sowie%20die%20erwarteten%20Kompetenzen%20%28interpersonelle%20Kommunikation%2C%20kritisches%20Denken%2C%20Teamarbeit%2C%20Berufsethik%29.%20Der%20zweite%20Teil%20f%5Cu00fchrt%20die%20empfohlenen%20Ausbildungsinhalte%20aus%20%5Cu2013%20von%20den%20Grundprinzipien%20des%20Peer-Supports%20%5Cu00fcber%20den%20historischen%20und%20sozialen%20Kontext%20psychischer%20Erkrankung%20bis%20zu%20den%20Methoden%2C%20die%20wirksame%20Peer-zu-Peer-Beziehungen%20f%5Cu00f6rdern%20%5Cu2013%2C%20in%20einem%20konsequent%20auf%20die%20umfassende%20Recovery%20der%20Person%20ausgerichteten%20Ansatz%20und%20nicht%20bloss%20auf%20die%20Symptombew%5Cu00e4ltigung.%22%2C%22reportNumber%22%3A%22%22%2C%22reportType%22%3A%22%22%2C%22institution%22%3A%22Commission%20de%20la%20sant%5Cu00e9%20mentale%20du%20Canada%22%2C%22date%22%3A%222013%22%2C%22DOI%22%3A%22%22%2C%22ISBN%22%3A%22%22%2C%22citationKey%22%3A%22%22%2C%22url%22%3A%22https%3A%5C%2F%5C%2Fwww.mentalhealthcommission.ca%5C%2Fwp-content%5C%2Fuploads%5C%2Fdrupal%5C%2FPeer_Support_Guidelines_FRE_0.pdf%22%2C%22ISSN%22%3A%22%22%2C%22language%22%3A%22fr%22%2C%22collections%22%3A%5B%22I6VM3BNK%22%2C%22NCCG7Z9C%22%5D%2C%22dateModified%22%3A%222026-07-31T10%3A15%3A58Z%22%7D%7D%2C%7B%22key%22%3A%22E7DB98MH%22%2C%22library%22%3A%7B%22id%22%3A14774419%7D%2C%22meta%22%3A%7B%22creatorSummary%22%3A%22DBHIDS%20and%20Achara%20Consulting%20Inc%22%2C%22parsedDate%22%3A%222017%22%2C%22numChildren%22%3A0%7D%2C%22bib%22%3A%22%26lt%3Bdiv%20class%3D%26quot%3Bcsl-bib-body%26quot%3B%20style%3D%26quot%3Bline-height%3A%201.35%3B%20%26quot%3B%26gt%3B%5Cn%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-entry%26quot%3B%26gt%3BDBHIDS%20et%20ACHARA%20CONSULTING%20INC%2C%202017.%20%26lt%3Bi%26gt%3BPeer%20support%20toolkit%26lt%3B%5C%2Fi%26gt%3B%20%5Ben%26%23xA0%3Bligne%5D.%20City%20of%20Philadelphia%20%26%23x2013%3B%20Philadelphia%20Department%20of%20Behavioral%20Health%20and%20Intellectual%20disAbility%20Services.%20Disponible%20%26%23xE0%3B%20l%26%23x2019%3Badresse%26%23xA0%3B%3A%20%26lt%3Ba%20class%3D%26%23039%3Bzp-ItemURL%26%23039%3B%20target%3D%26%23039%3B_blank%26%23039%3B%20href%3D%26%23039%3Bhttps%3A%5C%2F%5C%2Fdbhids.org%5C%2Fwp-content%5C%2Fuploads%5C%2F1970%5C%2F01%5C%2FPCCI_Peer-Support-Toolkit.pdf%26%23039%3B%26gt%3Bhttps%3A%5C%2F%5C%2Fdbhids.org%5C%2Fwp-content%5C%2Fuploads%5C%2F1970%5C%2F01%5C%2FPCCI_Peer-Support-Toolkit.pdf%26lt%3B%5C%2Fa%26gt%3B%5Cn%5Cn%20%20%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-block%26quot%3B%26gt%3BCe%20Peer%20Support%20Toolkit%20est%20un%20guide%20pratique%20destin%26%23xE9%3B%20aux%20organisations%20souhaitant%20int%26%23xE9%3Bgrer%20des%20pair-aidants%20dans%20leurs%20services%20de%20sant%26%23xE9%3B%20mentale%20et%20d%26%23x2019%3Baddictions.%20Structur%26%23xE9%3B%20en%20quatre%20modules%20%28pr%26%23xE9%3Bparation%20de%20la%20culture%20organisationnelle%2C%20recrutement%20et%20embauche%2C%20d%26%23xE9%3Blivrance%20des%20services%2C%20supervision%20et%20fid%26%23xE9%3Blisation%29%2C%20il%20s%26%23x2019%3Bappuie%20sur%20une%20d%26%23xE9%3Bcennie%20d%26%23x2019%3Bexp%26%23xE9%3Brience%20du%20syst%26%23xE8%3Bme%20philadelphien%20et%20sur%20les%20t%26%23xE9%3Bmoignages%20de%20nombreux%20acteurs%20de%20terrain.%20Son%20objectif%20central%20est%20d%26%23x2019%3Baider%20les%20structures%20%26%23xE0%3B%20anticiper%20et%20%26%23xE9%3Bviter%20les%20%26%23xE9%3Bcueils%20courants%20li%26%23xE9%3Bs%20%26%23xE0%3B%20l%26%23x2019%3Bint%26%23xE9%3Bgration%20des%20pairs%26%23x202F%3B%3A%20manque%20de%20clart%26%23xE9%3B%20des%20r%26%23xF4%3Bles%2C%20absence%20de%20protocoles%20de%20supervision%2C%20ou%20encore%20tensions%20culturelles%20au%20sein%20des%20%26%23xE9%3Bquipes.%20Le%20document%20part%20du%20constat%20que%20les%20pair-aidants%20constituent%20l%26%23x2019%3Bune%20des%20ressources%20les%20plus%20puissantes%20et%20les%20moins%20exploit%26%23xE9%3Bes%20du%20syst%26%23xE8%3Bme%20de%20soins%2C%20%26%23xE0%3B%20condition%20d%26%23x2019%3B%26%23xEA%3Btre%20v%26%23xE9%3Britablement%20int%26%23xE9%3Bgr%26%23xE9%3Bs%20dans%20les%20%26%23xE9%3Bquipes%20de%20traitement.%26%23xA0%3B%20%2A%2A%2A%2ADE%2A%2A%2A%2A%20Dieses%20Peer%20Support%20Toolkit%20ist%20ein%20Praxisleitfaden%20f%26%23xFC%3Br%20Organisationen%2C%20die%20Peer-Mitarbeitende%20in%20ihre%20Dienste%20im%20Bereich%20psychische%20Gesundheit%20und%20Sucht%20integrieren%20m%26%23xF6%3Bchten.%20Es%20ist%20in%20vier%20Module%20gegliedert%20%28Vorbereitung%20der%20Organisationskultur%2C%20Rekrutierung%20und%20Anstellung%2C%20Leistungserbringung%2C%20Supervision%20und%20Personalbindung%29%20und%20st%26%23xFC%3Btzt%20sich%20auf%20ein%20Jahrzehnt%20Erfahrung%20des%20Systems%20von%20Philadelphia%20sowie%20auf%20die%20Aussagen%20zahlreicher%20Akteur%3Ainnen%20aus%20der%20Praxis.%20Sein%20zentrales%20Ziel%20ist%20es%2C%20Institutionen%20zu%20helfen%2C%20die%20h%26%23xE4%3Bufigen%20Stolpersteine%20der%20Peer-Integration%20zu%20antizipieren%20und%20zu%20vermeiden%3A%20unklare%20Rollen%2C%20fehlende%20Supervisionsprotokolle%20oder%20kulturelle%20Spannungen%20innerhalb%20der%20Teams.%20Das%20Dokument%20geht%20von%20der%20Feststellung%20aus%2C%20dass%20Peer-Mitarbeitende%20eine%20der%20wirkungsvollsten%20und%20am%20wenigsten%20genutzten%20Ressourcen%20des%20Versorgungssystems%20darstellen%20%26%23x2013%3B%20sofern%20sie%20wirklich%20in%20die%20Behandlungsteams%20integriert%20werden.%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%22%2C%22data%22%3A%7B%22itemType%22%3A%22report%22%2C%22title%22%3A%22Peer%20support%20toolkit%22%2C%22creators%22%3A%5B%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22DBHIDS%22%7D%2C%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22Achara%20Consulting%20Inc%22%7D%5D%2C%22abstractNote%22%3A%22Ce%20Peer%20Support%20Toolkit%20est%20un%20guide%20pratique%20destin%5Cu00e9%20aux%20organisations%20souhaitant%20int%5Cu00e9grer%20des%20pair-aidants%20dans%20leurs%20services%20de%20sant%5Cu00e9%20mentale%20et%20d%26%23039%3Baddictions.%20Structur%5Cu00e9%20en%20quatre%20modules%20%28pr%5Cu00e9paration%20de%20la%20culture%20organisationnelle%2C%20recrutement%20et%20embauche%2C%20d%5Cu00e9livrance%20des%20services%2C%20supervision%20et%20fid%5Cu00e9lisation%29%2C%20il%20s%26%23039%3Bappuie%20sur%20une%20d%5Cu00e9cennie%20d%26%23039%3Bexp%5Cu00e9rience%20du%20syst%5Cu00e8me%20philadelphien%20et%20sur%20les%20t%5Cu00e9moignages%20de%20nombreux%20acteurs%20de%20terrain.%20Son%20objectif%20central%20est%20d%26%23039%3Baider%20les%20structures%20%5Cu00e0%20anticiper%20et%20%5Cu00e9viter%20les%20%5Cu00e9cueils%20courants%20li%5Cu00e9s%20%5Cu00e0%20l%26%23039%3Bint%5Cu00e9gration%20des%20pairs%20%3A%20manque%20de%20clart%5Cu00e9%20des%20r%5Cu00f4les%2C%20absence%20de%20protocoles%20de%20supervision%2C%20ou%20encore%20tensions%20culturelles%20au%20sein%20des%20%5Cu00e9quipes.%20Le%20document%20part%20du%20constat%20que%20les%20pair-aidants%20constituent%20l%26%23039%3Bune%20des%20ressources%20les%20plus%20puissantes%20et%20les%20moins%20exploit%5Cu00e9es%20du%20syst%5Cu00e8me%20de%20soins%2C%20%5Cu00e0%20condition%20d%26%23039%3B%5Cu00eatre%20v%5Cu00e9ritablement%20int%5Cu00e9gr%5Cu00e9s%20dans%20les%20%5Cu00e9quipes%20de%20traitement.%20%20%2A%2A%2A%2ADE%2A%2A%2A%2A%20Dieses%20Peer%20Support%20Toolkit%20ist%20ein%20Praxisleitfaden%20f%5Cu00fcr%20Organisationen%2C%20die%20Peer-Mitarbeitende%20in%20ihre%20Dienste%20im%20Bereich%20psychische%20Gesundheit%20und%20Sucht%20integrieren%20m%5Cu00f6chten.%20Es%20ist%20in%20vier%20Module%20gegliedert%20%28Vorbereitung%20der%20Organisationskultur%2C%20Rekrutierung%20und%20Anstellung%2C%20Leistungserbringung%2C%20Supervision%20und%20Personalbindung%29%20und%20st%5Cu00fctzt%20sich%20auf%20ein%20Jahrzehnt%20Erfahrung%20des%20Systems%20von%20Philadelphia%20sowie%20auf%20die%20Aussagen%20zahlreicher%20Akteur%3Ainnen%20aus%20der%20Praxis.%20Sein%20zentrales%20Ziel%20ist%20es%2C%20Institutionen%20zu%20helfen%2C%20die%20h%5Cu00e4ufigen%20Stolpersteine%20der%20Peer-Integration%20zu%20antizipieren%20und%20zu%20vermeiden%3A%20unklare%20Rollen%2C%20fehlende%20Supervisionsprotokolle%20oder%20kulturelle%20Spannungen%20innerhalb%20der%20Teams.%20Das%20Dokument%20geht%20von%20der%20Feststellung%20aus%2C%20dass%20Peer-Mitarbeitende%20eine%20der%20wirkungsvollsten%20und%20am%20wenigsten%20genutzten%20Ressourcen%20des%20Versorgungssystems%20darstellen%20%5Cu2013%20sofern%20sie%20wirklich%20in%20die%20Behandlungsteams%20integriert%20werden.%22%2C%22reportNumber%22%3A%22%22%2C%22reportType%22%3A%22%22%2C%22institution%22%3A%22City%20of%20Philadelphia%20%5Cu2013%20Philadelphia%20Department%20of%20Behavioral%20Health%20and%20Intellectual%20disAbility%20Services%22%2C%22date%22%3A%222017%22%2C%22DOI%22%3A%22%22%2C%22ISBN%22%3A%22%22%2C%22citationKey%22%3A%22%22%2C%22url%22%3A%22https%3A%5C%2F%5C%2Fdbhids.org%5C%2Fwp-content%5C%2Fuploads%5C%2F1970%5C%2F01%5C%2FPCCI_Peer-Support-Toolkit.pdf%22%2C%22ISSN%22%3A%22%22%2C%22language%22%3A%22%22%2C%22collections%22%3A%5B%22I6VM3BNK%22%2C%22NCCG7Z9C%22%5D%2C%22dateModified%22%3A%222026-07-31T10%3A16%3A16Z%22%7D%7D%2C%7B%22key%22%3A%22PK3LPIZB%22%2C%22library%22%3A%7B%22id%22%3A14774419%7D%2C%22meta%22%3A%7B%22creatorSummary%22%3A%22Equipe%20mobile%20le%20Vinatier%22%2C%22parsedDate%22%3A%222020%22%2C%22numChildren%22%3A0%7D%2C%22bib%22%3A%22%26lt%3Bdiv%20class%3D%26quot%3Bcsl-bib-body%26quot%3B%20style%3D%26quot%3Bline-height%3A%201.35%3B%20%26quot%3B%26gt%3B%5Cn%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-entry%26quot%3B%26gt%3BEQUIPE%20MOBILE%20LE%20VINATIER%2C%202020.%20%26lt%3Bi%26gt%3BQuel%20est%20le%20r%26%23xF4%3Ble%20du%20pair-aidant%20en%20%26%23xE9%3Bquipe%20mobile%26%23x202F%3B%3F%20Petit%20guide%20pratique%20%26%23xE0%3B%20l%26%23x2019%3Busage%20des%20%26%23xE9%3Bquipes%20qui%20veulent%20se%20lancer%26lt%3B%5C%2Fi%26gt%3B%20%5Ben%26%23xA0%3Bligne%5D.%20Lyon%26%23xA0%3B%3A%20Centre%20hospitalier%20le%20Vinatier.%20Disponible%20%26%23xE0%3B%20l%26%23x2019%3Badresse%26%23xA0%3B%3A%20%26lt%3Ba%20class%3D%26%23039%3Bzp-ItemURL%26%23039%3B%20target%3D%26%23039%3B_blank%26%23039%3B%20href%3D%26%23039%3Bhttps%3A%5C%2F%5C%2Fcentre-ressource-rehabilitation.org%5C%2Fquel-est-le-role-du-pair-aidant-en-equipe-mobile-petit-guide-pratique-a-l-usage%26%23039%3B%26gt%3Bhttps%3A%5C%2F%5C%2Fcentre-ressource-rehabilitation.org%5C%2Fquel-est-le-role-du-pair-aidant-en-equipe-mobile-petit-guide-pratique-a-l-usage%26lt%3B%5C%2Fa%26gt%3B%5Cn%5Cn%20%20%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-block%26quot%3B%26gt%3BL%26%23x2019%3B%26%23xE9%3Bquipe%20mobile%20du%20p%26%23xF4%3Ble%20Centre%20du%20CH%20le%20Vinatier%20a%20r%26%23xE9%3Balis%26%23xE9%3B%20un%20guide%20pratique%20pour%20expliciter%20le%20r%26%23xF4%3Ble%20des%20pair-aidants%20%26%23xE0%3B%20destination%20des%20%26%23xE9%3Bquipes%20mobiles%20qui%20souhaitent%20se%20lancer.%20Celui-ci%20revient%20sur%20les%20concepts%20de%20pair-aidance%20et%20de%20r%26%23xE9%3Btablissement%2C%20pr%26%23xE9%3Bsente%20des%20exemples%20d%26%23x2019%3Binterventions%2C%20et%20donne%20la%20parole%20%26%23xE0%3B%20diff%26%23xE9%3Brents%20acteurs%20de%20l%26%23x2019%3B%26%23xE9%3Bquipe%20mobile%20sur%20l%26%23x2019%3Bint%26%23xE9%3Bgration%20des%20pair-aidants.%20Une%20%26%23xE9%3Bquipe%20mobile%20est%20une%20%26%23xE9%3Bquipe%20pluridisciplinaire%20compos%26%23xE9%3Be%20de%20pairs-aidants%2C%20infirmiers%20et%20m%26%23xE9%3Bdecins%20psychiatres%20orient%26%23xE9%3Be%20r%26%23xE9%3Btablissement%20intervenant%20en%20bin%26%23xF4%3Bme%20%26%23xE0%3B%20domicile%20%28ou%20dans%20l%26%23x2019%3Benvironnement%20proche%20de%20la%20personne%2C%20sur%20le%20mod%26%23xE8%3Ble%20FACT%2C%20suivi%20intensif%20flexible%20dans%20la%20communaut%26%23xE9%3B%29.%20En%20renfort%20et%20en%20partenariat%20avec%20les%20%26%23xE9%3Bquipes%20sanitaires%20et%20m%26%23xE9%3Bdicosociales%2C%20l%26%23x2019%3B%26%23xE9%3Bquipe%20mobile%20constitue%20une%20ressource%20r%26%23xE9%3Bactive%20pour%20stabiliser%20la%20personne%20dans%20son%20milieu%20de%20vie%20et%20r%26%23xE9%3Bduire%20les%20ruptures%20th%26%23xE9%3Brapeutiques%20et%20le%20recours%20%26%23xE0%3B%20l%26%23x2019%3Bhospitalisation.%26%23xA0%3B%20%2A%2A%2A%2ADE%2A%2A%2A%2A%20Das%20mobile%20Team%20des%20P%26%23xF4%3Ble%20Centre%20des%20CH%20le%20Vinatier%20hat%20einen%20Praxisleitfaden%20erarbeitet%2C%20um%20die%20Rolle%20der%20Peer-Mitarbeitenden%20f%26%23xFC%3Br%20mobile%20Teams%20zu%20verdeutlichen%2C%20die%20damit%20beginnen%20m%26%23xF6%3Bchten.%20Der%20Leitfaden%20greift%20die%20Konzepte%20Peerarbeit%20und%20Recovery%20auf%2C%20stellt%20Beispiele%20von%20Interventionen%20vor%20und%20l%26%23xE4%3Bsst%20verschiedene%20Mitglieder%20des%20mobilen%20Teams%20zur%20Integration%20der%20Peer-Mitarbeitenden%20zu%20Wort%20kommen.%20Ein%20mobiles%20Team%20ist%20ein%20interdisziplin%26%23xE4%3Bres%2C%20recovery-orientiertes%20Team%20aus%20Peer-Mitarbeitenden%2C%20Pflegefachpersonen%20und%20Psychiater%3Ainnen%2C%20das%20zu%20zweit%20zu%20Hause%20%28oder%20im%20n%26%23xE4%3Bheren%20Umfeld%20der%20Person%2C%20nach%20dem%20FACT-Modell%2C%20d.%20h.%20flexible%20intensive%20Begleitung%20im%20Gemeinwesen%29%20t%26%23xE4%3Btig%20ist.%20Als%20Verst%26%23xE4%3Brkung%20und%20in%20Partnerschaft%20mit%20den%20medizinischen%20und%20sozialmedizinischen%20Teams%20stellt%20das%20mobile%20Team%20eine%20reaktionsschnelle%20Ressource%20dar%2C%20um%20die%20Person%20in%20ihrem%20Lebensumfeld%20zu%20stabilisieren%20sowie%20Behandlungsabbr%26%23xFC%3Bche%20und%20Hospitalisationen%20zu%20reduzieren.%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%22%2C%22data%22%3A%7B%22itemType%22%3A%22report%22%2C%22title%22%3A%22Quel%20est%20le%20r%5Cu00f4le%20du%20pair-aidant%20en%20%5Cu00e9quipe%20mobile%20%3F%20Petit%20guide%20pratique%20%5Cu00e0%20l%5Cu2019usage%20des%20%5Cu00e9quipes%20qui%20veulent%20se%20lancer%22%2C%22creators%22%3A%5B%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22Equipe%20mobile%20le%20Vinatier%22%7D%5D%2C%22abstractNote%22%3A%22L%26%23039%3B%5Cu00e9quipe%20mobile%20du%20p%5Cu00f4le%20Centre%20du%20CH%20le%20Vinatier%20a%20r%5Cu00e9alis%5Cu00e9%20un%20guide%20pratique%20pour%20expliciter%20le%20r%5Cu00f4le%20des%20pair-aidants%20%5Cu00e0%20destination%20des%20%5Cu00e9quipes%20mobiles%20qui%20souhaitent%20se%20lancer.%20Celui-ci%20revient%20sur%20les%20concepts%20de%20pair-aidance%20et%20de%20r%5Cu00e9tablissement%2C%20pr%5Cu00e9sente%20des%20exemples%20d%5Cu2019interventions%2C%20et%20donne%20la%20parole%20%5Cu00e0%20diff%5Cu00e9rents%20acteurs%20de%20l%5Cu2019%5Cu00e9quipe%20mobile%20sur%20l%5Cu2019int%5Cu00e9gration%20des%20pair-aidants.%20Une%20%5Cu00e9quipe%20mobile%20est%20une%20%5Cu00e9quipe%20pluridisciplinaire%20compos%5Cu00e9e%20de%20pairs-aidants%2C%20infirmiers%20et%20m%5Cu00e9decins%20psychiatres%20orient%5Cu00e9e%20r%5Cu00e9tablissement%20intervenant%20en%20bin%5Cu00f4me%20%5Cu00e0%20domicile%20%28ou%20dans%20l%5Cu2019environnement%20proche%20de%20la%20personne%2C%20sur%20le%20mod%5Cu00e8le%20FACT%2C%20suivi%20intensif%20flexible%20dans%20la%20communaut%5Cu00e9%29.%20En%20renfort%20et%20en%20partenariat%20avec%20les%20%5Cu00e9quipes%20sanitaires%20et%20m%5Cu00e9dicosociales%2C%20l%5Cu2019%5Cu00e9quipe%20mobile%20constitue%20une%20ressource%20r%5Cu00e9active%20pour%20stabiliser%20la%20personne%20dans%20son%20milieu%20de%20vie%20et%20r%5Cu00e9duire%20les%20ruptures%20th%5Cu00e9rapeutiques%20et%20le%20recours%20%5Cu00e0%20l%5Cu2019hospitalisation.%20%20%2A%2A%2A%2ADE%2A%2A%2A%2A%20Das%20mobile%20Team%20des%20P%5Cu00f4le%20Centre%20des%20CH%20le%20Vinatier%20hat%20einen%20Praxisleitfaden%20erarbeitet%2C%20um%20die%20Rolle%20der%20Peer-Mitarbeitenden%20f%5Cu00fcr%20mobile%20Teams%20zu%20verdeutlichen%2C%20die%20damit%20beginnen%20m%5Cu00f6chten.%20Der%20Leitfaden%20greift%20die%20Konzepte%20Peerarbeit%20und%20Recovery%20auf%2C%20stellt%20Beispiele%20von%20Interventionen%20vor%20und%20l%5Cu00e4sst%20verschiedene%20Mitglieder%20des%20mobilen%20Teams%20zur%20Integration%20der%20Peer-Mitarbeitenden%20zu%20Wort%20kommen.%20Ein%20mobiles%20Team%20ist%20ein%20interdisziplin%5Cu00e4res%2C%20recovery-orientiertes%20Team%20aus%20Peer-Mitarbeitenden%2C%20Pflegefachpersonen%20und%20Psychiater%3Ainnen%2C%20das%20zu%20zweit%20zu%20Hause%20%28oder%20im%20n%5Cu00e4heren%20Umfeld%20der%20Person%2C%20nach%20dem%20FACT-Modell%2C%20d.%20h.%20flexible%20intensive%20Begleitung%20im%20Gemeinwesen%29%20t%5Cu00e4tig%20ist.%20Als%20Verst%5Cu00e4rkung%20und%20in%20Partnerschaft%20mit%20den%20medizinischen%20und%20sozialmedizinischen%20Teams%20stellt%20das%20mobile%20Team%20eine%20reaktionsschnelle%20Ressource%20dar%2C%20um%20die%20Person%20in%20ihrem%20Lebensumfeld%20zu%20stabilisieren%20sowie%20Behandlungsabbr%5Cu00fcche%20und%20Hospitalisationen%20zu%20reduzieren.%22%2C%22reportNumber%22%3A%22%22%2C%22reportType%22%3A%22%22%2C%22institution%22%3A%22Centre%20hospitalier%20le%20Vinatier%22%2C%22date%22%3A%222020%22%2C%22DOI%22%3A%22%22%2C%22ISBN%22%3A%22%22%2C%22citationKey%22%3A%22%22%2C%22url%22%3A%22https%3A%5C%2F%5C%2Fcentre-ressource-rehabilitation.org%5C%2Fquel-est-le-role-du-pair-aidant-en-equipe-mobile-petit-guide-pratique-a-l-usage%22%2C%22ISSN%22%3A%22%22%2C%22language%22%3A%22%22%2C%22collections%22%3A%5B%22NCCG7Z9C%22%5D%2C%22dateModified%22%3A%222026-07-31T10%3A16%3A35Z%22%7D%7D%2C%7B%22key%22%3A%22LFJZE4QF%22%2C%22library%22%3A%7B%22id%22%3A14774419%7D%2C%22meta%22%3A%7B%22creatorSummary%22%3A%22FA%22%2C%22parsedDate%22%3A%222020%22%2C%22numChildren%22%3A0%7D%2C%22bib%22%3A%22%26lt%3Bdiv%20class%3D%26quot%3Bcsl-bib-body%26quot%3B%20style%3D%26quot%3Bline-height%3A%201.35%3B%20%26quot%3B%26gt%3B%5Cn%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-entry%26quot%3B%26gt%3BFA%2C%202020.%20%26lt%3Bi%26gt%3BParticipation%20des%20usagers%20%26%23x2013%3B%20de%20l%26%23x2019%3Bimplication%20%26%23xE0%3B%20la%20coop%26%23xE9%3Bration%26%23x202F%3B%3A%20Guide%20Rep%26%23xE8%3Bre%28s%26lt%3B%5C%2Fi%26gt%3B%20%5Ben%26%23xA0%3Bligne%5D.%20France%26%23xA0%3B%3A%20F%26%23xE9%3Bd%26%23xE9%3Bration%20addiction.%20Disponible%20%26%23xE0%3B%20l%26%23x2019%3Badresse%26%23xA0%3B%3A%20%26lt%3Ba%20class%3D%26%23039%3Bzp-ItemURL%26%23039%3B%20target%3D%26%23039%3B_blank%26%23039%3B%20href%3D%26%23039%3Bhttps%3A%5C%2F%5C%2Fwww.federationaddiction.fr%5C%2Fwp-content%5C%2Fuploads%5C%2F2022%5C%2F08%5C%2Fguide-reperes-usagers-fedeaddiction.pdf%26%23039%3B%26gt%3Bhttps%3A%5C%2F%5C%2Fwww.federationaddiction.fr%5C%2Fwp-content%5C%2Fuploads%5C%2F2022%5C%2F08%5C%2Fguide-reperes-usagers-fedeaddiction.pdf%26lt%3B%5C%2Fa%26gt%3B%5Cn%5Cn%20%20%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-block%26quot%3B%26gt%3BCe%20guide%20de%20la%20F%26%23xE9%3Bd%26%23xE9%3Bration%20Addiction%20dresse%20un%20%26%23xE9%3Btat%20des%20lieux%20des%20pratiques%20d%26%23x2019%3Bimplication%20des%20usagers%20dans%20leur%20parcours%20de%20soins%2C%20dans%20leur%20structure%20d%26%23x2019%3Baccueil%20et%20d%26%23x2019%3Baccompagnement%2C%20aupr%26%23xE8%3Bs%20de%20leurs%20pairs%20et%20dans%20la%20soci%26%23xE9%3Bt%26%23xE9%3B.%20Il%20distingue%20quatre%20niveaux%20progressifs%26%23x202F%3B%3A%20la%20participation%20citoyenne%20%28droits%2C%20CVS%2C%20mouvements%20d%26%23x2019%3Bauto-support%29%2C%20la%20valorisation%20du%20savoir%20exp%26%23xE9%3Brientiel%20dans%20le%20parcours%20de%20soins%2C%20la%20prise%20de%20responsabilit%26%23xE9%3Bs%20concr%26%23xE8%3Btes%20au%20sein%20des%20structures%2C%20et%20enfin%20la%20pair%20aidance%20sous%20ses%20diverses%20d%26%23xE9%3Bclinaisons%20%28accueillant%2C%20patient-expert%2C%20MSP%26%23x2013%3Bm%26%23xE9%3Bdiateur%26%23xB7%3Bde%20sant%26%23xE9%3B%20pair%29.%20%26%23xC0%3B%20travers%20de%20nombreux%20exemples%20de%20terrain%20%28Marmottan%2C%20CEID%2C%20Kairos%2C%20Bichat%2C%20etc.%29%2C%20le%20guide%20montre%20que%20l%26%23x2019%3Bempowerment%20des%20usagers%20n%26%23x2019%3Best%20pas%20seulement%20b%26%23xE9%3Bn%26%23xE9%3Bfique%20pour%20leur%20r%26%23xE9%3Btablissement%2C%20mais%20transforme%20aussi%20les%20pratiques%20professionnelles.%26%23xA0%3B%20%2A%2A%2A%2ADE%2A%2A%2A%2A%20Dieser%20Leitfaden%20der%20F%26%23xE9%3Bd%26%23xE9%3Bration%20Addiction%20gibt%20einen%20%26%23xDC%3Bberblick%20%26%23xFC%3Bber%20die%20Praktiken%20der%20Einbeziehung%20von%20Nutzenden%20%26%23x2013%3B%20in%20ihren%20Behandlungsverlauf%2C%20in%20ihre%20Betreuungs-%20und%20Begleitinstitution%2C%20gegen%26%23xFC%3Bber%20ihren%20Peers%20und%20in%20der%20Gesellschaft.%20Er%20unterscheidet%20vier%20aufeinander%20aufbauende%20Ebenen%3A%20die%20B%26%23xFC%3Brgerbeteiligung%20%28Rechte%2C%20Mitwirkungsgremien%2C%20Selbsthilfebewegungen%29%2C%20die%20Anerkennung%20des%20Erfahrungswissens%20im%20Behandlungsverlauf%2C%20die%20%26%23xDC%3Bbernahme%20konkreter%20Verantwortung%20innerhalb%20der%20Institutionen%20und%20schliesslich%20die%20Peerarbeit%20in%20ihren%20verschiedenen%20Auspr%26%23xE4%3Bgungen%20%28Empfangsperson%2C%20Expert%3Ain%20aus%20Erfahrung%2C%20MSP%20%26%23x2013%3B%20Peer-Gesundheitsmediator%3Ain%29.%20Anhand%20zahlreicher%20Praxisbeispiele%20%28Marmottan%2C%20CEID%2C%20Kairos%2C%20Bichat%20usw.%29%20zeigt%20der%20Leitfaden%2C%20dass%20das%20Empowerment%20der%20Nutzenden%20nicht%20nur%20ihrer%20Recovery%20zugutekommt%2C%20sondern%20auch%20die%20professionellen%20Praktiken%20ver%26%23xE4%3Bndert.%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%22%2C%22data%22%3A%7B%22itemType%22%3A%22report%22%2C%22title%22%3A%22Participation%20des%20usagers%20%5Cu2013%20de%20l%5Cu2019implication%20%5Cu00e0%20la%20coop%5Cu00e9ration%20%3A%20Guide%20Rep%5Cu00e8re%28s%22%2C%22creators%22%3A%5B%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22FA%22%7D%5D%2C%22abstractNote%22%3A%22Ce%20guide%20de%20la%20F%5Cu00e9d%5Cu00e9ration%20Addiction%20dresse%20un%20%5Cu00e9tat%20des%20lieux%20des%20pratiques%20d%5Cu2019implication%20des%20usagers%20dans%20leur%20parcours%20de%20soins%2C%20dans%20leur%20structure%20d%5Cu2019accueil%20et%20d%5Cu2019accompagnement%2C%20aupr%5Cu00e8s%20de%20leurs%20pairs%20et%20dans%20la%20soci%5Cu00e9t%5Cu00e9.%20Il%20distingue%20quatre%20niveaux%20progressifs%20%3A%20la%20participation%20citoyenne%20%28droits%2C%20CVS%2C%20mouvements%20d%26%23039%3Bauto-support%29%2C%20la%20valorisation%20du%20savoir%20exp%5Cu00e9rientiel%20dans%20le%20parcours%20de%20soins%2C%20la%20prise%20de%20responsabilit%5Cu00e9s%20concr%5Cu00e8tes%20au%20sein%20des%20structures%2C%20et%20enfin%20la%20pair%20aidance%20sous%20ses%20diverses%20d%5Cu00e9clinaisons%20%28accueillant%2C%20patient-expert%2C%20MSP%5Cu2013m%5Cu00e9diateur%5Cu00b7de%20sant%5Cu00e9%20pair%29.%20%5Cu00c0%20travers%20de%20nombreux%20exemples%20de%20terrain%20%28Marmottan%2C%20CEID%2C%20Kairos%2C%20Bichat%2C%20etc.%29%2C%20le%20guide%20montre%20que%20l%26%23039%3Bempowerment%20des%20usagers%20n%26%23039%3Best%20pas%20seulement%20b%5Cu00e9n%5Cu00e9fique%20pour%20leur%20r%5Cu00e9tablissement%2C%20mais%20transforme%20aussi%20les%20pratiques%20professionnelles.%20%20%2A%2A%2A%2ADE%2A%2A%2A%2A%20Dieser%20Leitfaden%20der%20F%5Cu00e9d%5Cu00e9ration%20Addiction%20gibt%20einen%20%5Cu00dcberblick%20%5Cu00fcber%20die%20Praktiken%20der%20Einbeziehung%20von%20Nutzenden%20%5Cu2013%20in%20ihren%20Behandlungsverlauf%2C%20in%20ihre%20Betreuungs-%20und%20Begleitinstitution%2C%20gegen%5Cu00fcber%20ihren%20Peers%20und%20in%20der%20Gesellschaft.%20Er%20unterscheidet%20vier%20aufeinander%20aufbauende%20Ebenen%3A%20die%20B%5Cu00fcrgerbeteiligung%20%28Rechte%2C%20Mitwirkungsgremien%2C%20Selbsthilfebewegungen%29%2C%20die%20Anerkennung%20des%20Erfahrungswissens%20im%20Behandlungsverlauf%2C%20die%20%5Cu00dcbernahme%20konkreter%20Verantwortung%20innerhalb%20der%20Institutionen%20und%20schliesslich%20die%20Peerarbeit%20in%20ihren%20verschiedenen%20Auspr%5Cu00e4gungen%20%28Empfangsperson%2C%20Expert%3Ain%20aus%20Erfahrung%2C%20MSP%20%5Cu2013%20Peer-Gesundheitsmediator%3Ain%29.%20Anhand%20zahlreicher%20Praxisbeispiele%20%28Marmottan%2C%20CEID%2C%20Kairos%2C%20Bichat%20usw.%29%20zeigt%20der%20Leitfaden%2C%20dass%20das%20Empowerment%20der%20Nutzenden%20nicht%20nur%20ihrer%20Recovery%20zugutekommt%2C%20sondern%20auch%20die%20professionellen%20Praktiken%20ver%5Cu00e4ndert.%22%2C%22reportNumber%22%3A%22%22%2C%22reportType%22%3A%22%22%2C%22institution%22%3A%22F%5Cu00e9d%5Cu00e9ration%20addiction%22%2C%22date%22%3A%222020%22%2C%22DOI%22%3A%22%22%2C%22ISBN%22%3A%22%22%2C%22citationKey%22%3A%22%22%2C%22url%22%3A%22https%3A%5C%2F%5C%2Fwww.federationaddiction.fr%5C%2Fwp-content%5C%2Fuploads%5C%2F2022%5C%2F08%5C%2Fguide-reperes-usagers-fedeaddiction.pdf%22%2C%22ISSN%22%3A%22%22%2C%22language%22%3A%22%22%2C%22collections%22%3A%5B%22NCCG7Z9C%22%5D%2C%22dateModified%22%3A%222026-07-31T10%3A16%3A51Z%22%7D%7D%2C%7B%22key%22%3A%225PDHGAP5%22%2C%22library%22%3A%7B%22id%22%3A14774419%7D%2C%22meta%22%3A%7B%22creatorSummary%22%3A%22FAS%20and%20Diahal%22%2C%22parsedDate%22%3A%222018%22%2C%22numChildren%22%3A0%7D%2C%22bib%22%3A%22%26lt%3Bdiv%20class%3D%26quot%3Bcsl-bib-body%26quot%3B%20style%3D%26quot%3Bline-height%3A%201.35%3B%20%26quot%3B%26gt%3B%5Cn%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-entry%26quot%3B%26gt%3BFAS%20et%20DIAHAL%2C%202018.%20%26lt%3Bi%26gt%3BD%26%23xE9%3Bvelopper%20le%20travail%20pair%20dans%20le%20champ%20de%20la%20veille%20sociale%2C%20de%20l%26%23x2019%3Bh%26%23xE9%3Bbergement%20et%20du%20logement%26lt%3B%5C%2Fi%26gt%3B%20%5Ben%26%23xA0%3Bligne%5D.%20France%26%23xA0%3B%3A%20F%26%23xE9%3Bd%26%23xE9%3Bration%20des%20acteurs%20de%20la%20solidarit%26%23xE9%3B%20%28FAS%29%20%26amp%3B%20D%26%23xE9%3Bl%26%23xE9%3Bgation%20interminist%26%23xE9%3Brielle%20%26%23xE0%3B%20l%26%23x2019%3Bh%26%23xE9%3Bbergement%20et%20%26%23xE0%3B%20l%26%23x2019%3Bacc%26%23xE8%3Bs%20au%20logement%20%28Dihal%29.%20Disponible%20%26%23xE0%3B%20l%26%23x2019%3Badresse%26%23xA0%3B%3A%20%26lt%3Ba%20class%3D%26%23039%3Bzp-ItemURL%26%23039%3B%20target%3D%26%23039%3B_blank%26%23039%3B%20href%3D%26%23039%3Bhttps%3A%5C%2F%5C%2Fwww.info.gouv.fr%5C%2Fupload%5C%2Fmedia%5C%2Forganization%5C%2F0001%5C%2F01%5C%2Fsites_default_files_contenu_piece-jointe_2018_12_publication_travail_pair.pdf%26%23039%3B%26gt%3Bhttps%3A%5C%2F%5C%2Fwww.info.gouv.fr%5C%2Fupload%5C%2Fmedia%5C%2Forganization%5C%2F0001%5C%2F01%5C%2Fsites_default_files_contenu_piece-jointe_2018_12_publication_travail_pair.pdf%26lt%3B%5C%2Fa%26gt%3B%5Cn%5Cn%20%20%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-block%26quot%3B%26gt%3BCe%20document%2C%20publi%26%23xE9%3B%20en%202018%20par%20la%20Dihal%20et%20la%20F%26%23xE9%3Bd%26%23xE9%3Bration%20des%20acteurs%20de%20la%20solidarit%26%23xE9%3B%2C%20constitue%20un%20guide%20pratique%20sur%20le%20d%26%23xE9%3Bveloppement%20du%20travail%20pair%20dans%20le%20secteur%20de%20l%26%23x2019%3Baccueil%2C%20de%20l%26%23x2019%3Bh%26%23xE9%3Bbergement%20et%20de%20l%26%23x2019%3Binsertion%20%28AHI%29%20en%20France.%20Il%20d%26%23xE9%3Bfinit%20le%20travail%20pair%20comme%20la%20forme%20salari%26%23xE9%3Be%20de%20la%20pair%20aidance%2C%20soit%20l%26%23x2019%3Bintervention%20r%26%23xE9%3Bmun%26%23xE9%3Br%26%23xE9%3Be%20d%26%23x2019%3Bune%20personne%20mobilisant%20son%20savoir%20exp%26%23xE9%3Brientiel%20%28v%26%23xE9%3Bcu%20de%20la%20rue%2C%20addictions%2C%20pr%26%23xE9%3Bcarit%26%23xE9%3B%2C%20etc.%29%20pour%20accompagner%20des%20personnes%20en%20situation%20similaire%20et%20en%20d%26%23xE9%3Bcline%20les%20multiples%20dimensions%26%23x202F%3B%3A%20d%26%23xE9%3Bfinition%20et%20fondements%20conceptuels%2C%20valeur%20ajout%26%23xE9%3Be%20pour%20les%20%26%23xE9%3Bquipes%20et%20les%20personnes%20accompagn%26%23xE9%3Bes%2C%20questions%20de%20formation%2C%20de%20statut%20et%20de%20recrutement%2C%20pratiques%20concr%26%23xE8%3Btes%20d%26%23x2019%3Bint%26%23xE9%3Bgration%20dans%20les%20%26%23xE9%3Bquipes%20pluridisciplinaires%2C%20et%20illustrations%20%26%23xE0%3B%20travers%20des%20monographies%20de%20projets%20%28Un%20chez-soi%20d%26%23x2019%3Babord%20Paris%2C%20Les%20Enfants%20du%20Canal%2C%20ALSA%20Mulhouse%29.%20Le%20document%20dresse%20%26%23xE9%3Bgalement%20un%20%26%23xE9%3Btat%20des%20lieux%20des%20obstacles%20persistants%20%28absence%20de%20reconnaissance%20dans%20les%20conventions%20collectives%2C%20manque%20de%20statut%20formalis%26%23xE9%3B%2C%20risque%20d%26%23x2019%3Binstrumentalisation%29%20et%20formule%20des%20recommandations%20pour%20s%26%23xE9%3Bcuriser%20et%20d%26%23xE9%3Bvelopper%20cette%20pratique%20encore%20%26%23xE9%3Bmergente%20en%20France.%20%2A%2A%2A%2ADE%2A%2A%2A%2A%20Dieses%202018%20von%20der%20Dihal%20und%20der%20F%26%23xE9%3Bd%26%23xE9%3Bration%20des%20acteurs%20de%20la%20solidarit%26%23xE9%3B%20ver%26%23xF6%3Bffentlichte%20Dokument%20ist%20ein%20Praxisleitfaden%20zur%20Entwicklung%20der%20Peerarbeit%20im%20Bereich%20Notaufnahme%2C%20Unterbringung%20und%20Wiedereingliederung%20%28AHI%29%20in%20Frankreich.%20Es%20definiert%20die%20Peerarbeit%20als%20die%20angestellte%20Form%20der%20Peer-Unterst%26%23xFC%3Btzung%2C%20d.%20h.%20die%20bezahlte%20T%26%23xE4%3Btigkeit%20einer%20Person%2C%20die%20ihr%20Erfahrungswissen%20%28Erfahrung%20von%20Strasse%2C%20Sucht%2C%20Armut%20usw.%29%20einsetzt%2C%20um%20Menschen%20in%20vergleichbaren%20Situationen%20zu%20begleiten%2C%20und%20entfaltet%20deren%20zahlreiche%20Dimensionen%3A%20Definition%20und%20konzeptionelle%20Grundlagen%2C%20Mehrwert%20f%26%23xFC%3Br%20die%20Teams%20und%20die%20begleiteten%20Personen%2C%20Fragen%20der%20Ausbildung%2C%20des%20Status%20und%20der%20Rekrutierung%2C%20konkrete%20Praktiken%20der%20Integration%20in%20interdisziplin%26%23xE4%3Bre%20Teams%20sowie%20Illustrationen%20anhand%20von%20Projektmonografien%20%28Un%20chez-soi%20d%26%23x2019%3Babord%20Paris%2C%20Les%20Enfants%20du%20Canal%2C%20ALSA%20Mulhouse%29.%20Das%20Dokument%20zieht%20zudem%20eine%20Bilanz%20der%20fortbestehenden%20Hindernisse%20%28fehlende%20Anerkennung%20in%20den%20Gesamtarbeitsvertr%26%23xE4%3Bgen%2C%20fehlender%20formalisierter%20Status%2C%20Risiko%20der%20Instrumentalisierung%29%20und%20formuliert%20Empfehlungen%2C%20um%20diese%20in%20Frankreich%20noch%20neue%20Praxis%20abzusichern%20und%20zu%20entwickeln.%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%22%2C%22data%22%3A%7B%22itemType%22%3A%22report%22%2C%22title%22%3A%22D%5Cu00e9velopper%20le%20travail%20pair%20dans%20le%20champ%20de%20la%20veille%20sociale%2C%20de%20l%5Cu2019h%5Cu00e9bergement%20et%20du%20logement%22%2C%22creators%22%3A%5B%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22FAS%22%7D%2C%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22Diahal%22%7D%5D%2C%22abstractNote%22%3A%22Ce%20document%2C%20publi%5Cu00e9%20en%202018%20par%20la%20Dihal%20et%20la%20F%5Cu00e9d%5Cu00e9ration%20des%20acteurs%20de%20la%20solidarit%5Cu00e9%2C%20constitue%20un%20guide%20pratique%20sur%20le%20d%5Cu00e9veloppement%20du%20travail%20pair%20dans%20le%20secteur%20de%20l%26%23039%3Baccueil%2C%20de%20l%26%23039%3Bh%5Cu00e9bergement%20et%20de%20l%26%23039%3Binsertion%20%28AHI%29%20en%20France.%20Il%20d%5Cu00e9finit%20le%20travail%20pair%20comme%20la%20forme%20salari%5Cu00e9e%20de%20la%20pair%20aidance%2C%20soit%20l%26%23039%3Bintervention%20r%5Cu00e9mun%5Cu00e9r%5Cu00e9e%20d%26%23039%3Bune%20personne%20mobilisant%20son%20savoir%20exp%5Cu00e9rientiel%20%28v%5Cu00e9cu%20de%20la%20rue%2C%20addictions%2C%20pr%5Cu00e9carit%5Cu00e9%2C%20etc.%29%20pour%20accompagner%20des%20personnes%20en%20situation%20similaire%20et%20en%20d%5Cu00e9cline%20les%20multiples%20dimensions%20%3A%20d%5Cu00e9finition%20et%20fondements%20conceptuels%2C%20valeur%20ajout%5Cu00e9e%20pour%20les%20%5Cu00e9quipes%20et%20les%20personnes%20accompagn%5Cu00e9es%2C%20questions%20de%20formation%2C%20de%20statut%20et%20de%20recrutement%2C%20pratiques%20concr%5Cu00e8tes%20d%26%23039%3Bint%5Cu00e9gration%20dans%20les%20%5Cu00e9quipes%20pluridisciplinaires%2C%20et%20illustrations%20%5Cu00e0%20travers%20des%20monographies%20de%20projets%20%28Un%20chez-soi%20d%26%23039%3Babord%20Paris%2C%20Les%20Enfants%20du%20Canal%2C%20ALSA%20Mulhouse%29.%20Le%20document%20dresse%20%5Cu00e9galement%20un%20%5Cu00e9tat%20des%20lieux%20des%20obstacles%20persistants%20%28absence%20de%20reconnaissance%20dans%20les%20conventions%20collectives%2C%20manque%20de%20statut%20formalis%5Cu00e9%2C%20risque%20d%26%23039%3Binstrumentalisation%29%20et%20formule%20des%20recommandations%20pour%20s%5Cu00e9curiser%20et%20d%5Cu00e9velopper%20cette%20pratique%20encore%20%5Cu00e9mergente%20en%20France.%20%2A%2A%2A%2ADE%2A%2A%2A%2A%20Dieses%202018%20von%20der%20Dihal%20und%20der%20F%5Cu00e9d%5Cu00e9ration%20des%20acteurs%20de%20la%20solidarit%5Cu00e9%20ver%5Cu00f6ffentlichte%20Dokument%20ist%20ein%20Praxisleitfaden%20zur%20Entwicklung%20der%20Peerarbeit%20im%20Bereich%20Notaufnahme%2C%20Unterbringung%20und%20Wiedereingliederung%20%28AHI%29%20in%20Frankreich.%20Es%20definiert%20die%20Peerarbeit%20als%20die%20angestellte%20Form%20der%20Peer-Unterst%5Cu00fctzung%2C%20d.%20h.%20die%20bezahlte%20T%5Cu00e4tigkeit%20einer%20Person%2C%20die%20ihr%20Erfahrungswissen%20%28Erfahrung%20von%20Strasse%2C%20Sucht%2C%20Armut%20usw.%29%20einsetzt%2C%20um%20Menschen%20in%20vergleichbaren%20Situationen%20zu%20begleiten%2C%20und%20entfaltet%20deren%20zahlreiche%20Dimensionen%3A%20Definition%20und%20konzeptionelle%20Grundlagen%2C%20Mehrwert%20f%5Cu00fcr%20die%20Teams%20und%20die%20begleiteten%20Personen%2C%20Fragen%20der%20Ausbildung%2C%20des%20Status%20und%20der%20Rekrutierung%2C%20konkrete%20Praktiken%20der%20Integration%20in%20interdisziplin%5Cu00e4re%20Teams%20sowie%20Illustrationen%20anhand%20von%20Projektmonografien%20%28Un%20chez-soi%20d%5Cu2019abord%20Paris%2C%20Les%20Enfants%20du%20Canal%2C%20ALSA%20Mulhouse%29.%20Das%20Dokument%20zieht%20zudem%20eine%20Bilanz%20der%20fortbestehenden%20Hindernisse%20%28fehlende%20Anerkennung%20in%20den%20Gesamtarbeitsvertr%5Cu00e4gen%2C%20fehlender%20formalisierter%20Status%2C%20Risiko%20der%20Instrumentalisierung%29%20und%20formuliert%20Empfehlungen%2C%20um%20diese%20in%20Frankreich%20noch%20neue%20Praxis%20abzusichern%20und%20zu%20entwickeln.%22%2C%22reportNumber%22%3A%22%22%2C%22reportType%22%3A%22%22%2C%22institution%22%3A%22F%5Cu00e9d%5Cu00e9ration%20des%20acteurs%20de%20la%20solidarit%5Cu00e9%20%28FAS%29%20%26%20D%5Cu00e9l%5Cu00e9gation%20interminist%5Cu00e9rielle%20%5Cu00e0%20l%27h%5Cu00e9bergement%20et%20%5Cu00e0%20l%27acc%5Cu00e8s%20au%20logement%20%28Dihal%29%22%2C%22date%22%3A%222018%22%2C%22DOI%22%3A%22%22%2C%22ISBN%22%3A%22%22%2C%22citationKey%22%3A%22%22%2C%22url%22%3A%22https%3A%5C%2F%5C%2Fwww.info.gouv.fr%5C%2Fupload%5C%2Fmedia%5C%2Forganization%5C%2F0001%5C%2F01%5C%2Fsites_default_files_contenu_piece-jointe_2018_12_publication_travail_pair.pdf%22%2C%22ISSN%22%3A%22%22%2C%22language%22%3A%22fr%22%2C%22collections%22%3A%5B%22NCCG7Z9C%22%5D%2C%22dateModified%22%3A%222026-07-31T10%3A17%3A40Z%22%7D%7D%2C%7B%22key%22%3A%226HQ7U5Y6%22%2C%22library%22%3A%7B%22id%22%3A14774419%7D%2C%22meta%22%3A%7B%22creatorSummary%22%3A%22FAS%20Bretagne%22%2C%22parsedDate%22%3A%222023%22%2C%22numChildren%22%3A0%7D%2C%22bib%22%3A%22%26lt%3Bdiv%20class%3D%26quot%3Bcsl-bib-body%26quot%3B%20style%3D%26quot%3Bline-height%3A%201.35%3B%20%26quot%3B%26gt%3B%5Cn%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-entry%26quot%3B%26gt%3BFAS%20BRETAGNE%2C%202023.%20%26lt%3Bi%26gt%3BGuide.%20R%26%23xE9%3Bussir%20l%26%23x2019%3Bint%26%23xE9%3Bgration%26%23xA0%3B%20d%26%23x2019%3Bun.e%20travailleur.euse%20pair%26%23xA0%3B%20dans%20sa%20structure%26lt%3B%5C%2Fi%26gt%3B%20%5Ben%26%23xA0%3Bligne%5D.%20France%26%23xA0%3B%3A%20F%26%23xE9%3Bd%26%23xE9%3Bration%20des%20acteurs%20de%20la%20solidarit%26%23xE9%3B%20Bretagne.%20Disponible%20%26%23xE0%3B%20l%26%23x2019%3Badresse%26%23xA0%3B%3A%20%26lt%3Ba%20class%3D%26%23039%3Bzp-ItemURL%26%23039%3B%20target%3D%26%23039%3B_blank%26%23039%3B%20href%3D%26%23039%3Bhttps%3A%5C%2F%5C%2Fwww.federationsolidarite.org%5C%2Fwp-content%5C%2Fuploads%5C%2F2023%5C%2F07%5C%2FGuide_travail-pair2023_web-2.pdf%26%23039%3B%26gt%3Bhttps%3A%5C%2F%5C%2Fwww.federationsolidarite.org%5C%2Fwp-content%5C%2Fuploads%5C%2F2023%5C%2F07%5C%2FGuide_travail-pair2023_web-2.pdf%26lt%3B%5C%2Fa%26gt%3B%5Cn%5Cn%20%20%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-block%26quot%3B%26gt%3BCe%20guide%20pratique%2C%20publi%26%23xE9%3B%20en%202023%20par%20la%20F%26%23xE9%3Bd%26%23xE9%3Bration%20des%20acteurs%20de%20la%20solidarit%26%23xE9%3B%20Bretagne%2C%20est%20un%20outil%20op%26%23xE9%3Brationnel%20destin%26%23xE9%3B%20aux%20structures%20souhaitant%20int%26%23xE9%3Bgrer%20un%26%23xB7%3Be%20travailleur%26%23xB7%3Beuse%20pair%20dans%20leur%20%26%23xE9%3Bquipe.%20Apr%26%23xE8%3Bs%20avoir%20rappel%26%23xE9%3B%20les%20d%26%23xE9%3Bfinitions%20de%20base%2C%20les%20publics%20concern%26%23xE9%3Bs%20et%20les%20effets%20document%26%23xE9%3Bs%20du%20travail%20pair%20%28cr%26%23xE9%3Bation%20de%20lien%20de%20confiance%2C%20empowerment%20des%20personnes%20accompagn%26%23xE9%3Bes%2C%20questionnement%20des%20pratiques%20professionnelles%2C%20d%26%23xE9%3Bveloppement%20personnel%20du%26%23xB7%3Bde%20la%20travailleur%26%23xB7%3Beuse%20pair%29%2C%20il%20propose%20une%20s%26%23xE9%3Brie%20de%20points%20de%20vigilance%20et%20de%20solutions%20concr%26%23xE8%3Btes%20organis%26%23xE9%3Bes%20en%20cinq%20th%26%23xE9%3Bmatiques%26%23x202F%3B%3A%20la%20pr%26%23xE9%3Bparation%20de%20l%26%23x2019%3B%26%23xE9%3Bquipe%20en%20amont%20du%20recrutement%20%28selon%20un%20processus%20en%207%20%26%23xE9%3Btapes%29%2C%20la%20recherche%20et%20la%20s%26%23xE9%3Blection%20des%20candidat%26%23xB7%3Be%26%23xB7%3Bs%2C%20la%20vie%20d%26%23x2019%3B%26%23xE9%3Bquipe%20et%20la%20coh%26%23xE9%3Bsion%2C%20l%26%23x2019%3Borganisation%20RH%20%28valorisation%20salariale%2C%20%26%23xE9%3Bvolution%20des%20missions%29%2C%20et%20le%20financement%20des%20postes.%20Le%20document%20d%26%23xE9%3Bconstruit%20%26%23xE9%3Bgalement%20quatre%20id%26%23xE9%3Bes%20re%26%23xE7%3Bues%20fr%26%23xE9%3Bquentes%20%28notamment%20l%26%23x2019%3Bexigence%20de%20%26%23xAB%3B%26%23x202F%3Br%26%23xE9%3Btablissement%26%23x202F%3B%26%23xBB%3B%20comme%20pr%26%23xE9%3Brequis%2C%20la%20concurrence%20suppos%26%23xE9%3Be%20avec%20les%20travailleur%26%23xB7%3Beuse%26%23xB7%3Bs%20sociales%26%23xB7%3Baux%2C%20ou%20la%20vision%20du%20travail%20pair%20comme%20main-d%26%23x2019%3B%26%23x153%3Buvre%20bon%20march%26%23xE9%3B%29%20et%20renvoie%20vers%20de%20nombreuses%20ressources%20compl%26%23xE9%3Bmentaires%20%28articles%2C%20guides%2C%20webinaires%2C%20t%26%23xE9%3Bmoignages%20vid%26%23xE9%3Bo%29.%26%23xA0%3B%20%2A%2A%2A%2ADE%2A%2A%2A%2A%20Dieser%202023%20von%20der%20F%26%23xE9%3Bd%26%23xE9%3Bration%20des%20acteurs%20de%20la%20solidarit%26%23xE9%3B%20Bretagne%20ver%26%23xF6%3Bffentlichte%20Praxisleitfaden%20ist%20ein%20operatives%20Instrument%20f%26%23xFC%3Br%20Institutionen%2C%20die%20eine%20Peer-Mitarbeiterin%20oder%20einen%20Peer-Mitarbeiter%20in%20ihr%20Team%20integrieren%20m%26%23xF6%3Bchten.%20Nach%20den%20grundlegenden%20Definitionen%2C%20den%20betroffenen%20Zielgruppen%20und%20den%20dokumentierten%20Wirkungen%20der%20Peerarbeit%20%28Aufbau%20einer%20Vertrauensbeziehung%2C%20Empowerment%20der%20begleiteten%20Personen%2C%20Hinterfragen%20der%20professionellen%20Praktiken%2C%20pers%26%23xF6%3Bnliche%20Entwicklung%20der%20Peer-Mitarbeitenden%29%20enth%26%23xE4%3Blt%20er%20eine%20Reihe%20von%20Aufmerksamkeitspunkten%20und%20konkreten%20L%26%23xF6%3Bsungen%20zu%20f%26%23xFC%3Bnf%20Themen%3A%20Vorbereitung%20des%20Teams%20im%20Vorfeld%20der%20Rekrutierung%20%28in%20einem%20Prozess%20mit%207%20Schritten%29%2C%20Suche%20und%20Auswahl%20der%20Kandidat%3Ainnen%2C%20Teamleben%20und%20Zusammenhalt%2C%20personelle%20Organisation%20%28Lohneinreihung%2C%20Weiterentwicklung%20der%20Aufgaben%29%20und%20Finanzierung%20der%20Stellen.%20Das%20Dokument%20r%26%23xE4%3Bumt%20zudem%20mit%20vier%20verbreiteten%20Vorurteilen%20auf%20%28namentlich%20der%20Forderung%20nach%20abgeschlossener%20%26%23xAB%3BRecovery%26%23xBB%3B%20als%20Voraussetzung%2C%20der%20angenommenen%20Konkurrenz%20zu%20den%20Sozialarbeitenden%20oder%20der%20Sicht%20auf%20Peerarbeit%20als%20billige%20Arbeitskraft%29%20und%20verweist%20auf%20zahlreiche%20weiterf%26%23xFC%3Bhrende%20Ressourcen%20%28Artikel%2C%20Leitf%26%23xE4%3Bden%2C%20Webinare%2C%20Video-Erfahrungsberichte%29.%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%22%2C%22data%22%3A%7B%22itemType%22%3A%22report%22%2C%22title%22%3A%22Guide.%20R%5Cu00e9ussir%20l%5Cu2019int%5Cu00e9gration%20%20d%5Cu2019un.e%20travailleur.euse%20pair%20%20dans%20sa%20structure%22%2C%22creators%22%3A%5B%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22FAS%20Bretagne%22%7D%5D%2C%22abstractNote%22%3A%22Ce%20guide%20pratique%2C%20publi%5Cu00e9%20en%202023%20par%20la%20F%5Cu00e9d%5Cu00e9ration%20des%20acteurs%20de%20la%20solidarit%5Cu00e9%20Bretagne%2C%20est%20un%20outil%20op%5Cu00e9rationnel%20destin%5Cu00e9%20aux%20structures%20souhaitant%20int%5Cu00e9grer%20un%5Cu00b7e%20travailleur%5Cu00b7euse%20pair%20dans%20leur%20%5Cu00e9quipe.%20Apr%5Cu00e8s%20avoir%20rappel%5Cu00e9%20les%20d%5Cu00e9finitions%20de%20base%2C%20les%20publics%20concern%5Cu00e9s%20et%20les%20effets%20document%5Cu00e9s%20du%20travail%20pair%20%28cr%5Cu00e9ation%20de%20lien%20de%20confiance%2C%20empowerment%20des%20personnes%20accompagn%5Cu00e9es%2C%20questionnement%20des%20pratiques%20professionnelles%2C%20d%5Cu00e9veloppement%20personnel%20du%5Cu00b7de%20la%20travailleur%5Cu00b7euse%20pair%29%2C%20il%20propose%20une%20s%5Cu00e9rie%20de%20points%20de%20vigilance%20et%20de%20solutions%20concr%5Cu00e8tes%20organis%5Cu00e9es%20en%20cinq%20th%5Cu00e9matiques%20%3A%20la%20pr%5Cu00e9paration%20de%20l%26%23039%3B%5Cu00e9quipe%20en%20amont%20du%20recrutement%20%28selon%20un%20processus%20en%207%20%5Cu00e9tapes%29%2C%20la%20recherche%20et%20la%20s%5Cu00e9lection%20des%20candidat%5Cu00b7e%5Cu00b7s%2C%20la%20vie%20d%26%23039%3B%5Cu00e9quipe%20et%20la%20coh%5Cu00e9sion%2C%20l%26%23039%3Borganisation%20RH%20%28valorisation%20salariale%2C%20%5Cu00e9volution%20des%20missions%29%2C%20et%20le%20financement%20des%20postes.%20Le%20document%20d%5Cu00e9construit%20%5Cu00e9galement%20quatre%20id%5Cu00e9es%20re%5Cu00e7ues%20fr%5Cu00e9quentes%20%28notamment%20l%26%23039%3Bexigence%20de%20%5Cu00ab%20r%5Cu00e9tablissement%20%5Cu00bb%20comme%20pr%5Cu00e9requis%2C%20la%20concurrence%20suppos%5Cu00e9e%20avec%20les%20travailleur%5Cu00b7euse%5Cu00b7s%20sociales%5Cu00b7aux%2C%20ou%20la%20vision%20du%20travail%20pair%20comme%20main-d%26%23039%3B%5Cu0153uvre%20bon%20march%5Cu00e9%29%20et%20renvoie%20vers%20de%20nombreuses%20ressources%20compl%5Cu00e9mentaires%20%28articles%2C%20guides%2C%20webinaires%2C%20t%5Cu00e9moignages%20vid%5Cu00e9o%29.%20%20%2A%2A%2A%2ADE%2A%2A%2A%2A%20Dieser%202023%20von%20der%20F%5Cu00e9d%5Cu00e9ration%20des%20acteurs%20de%20la%20solidarit%5Cu00e9%20Bretagne%20ver%5Cu00f6ffentlichte%20Praxisleitfaden%20ist%20ein%20operatives%20Instrument%20f%5Cu00fcr%20Institutionen%2C%20die%20eine%20Peer-Mitarbeiterin%20oder%20einen%20Peer-Mitarbeiter%20in%20ihr%20Team%20integrieren%20m%5Cu00f6chten.%20Nach%20den%20grundlegenden%20Definitionen%2C%20den%20betroffenen%20Zielgruppen%20und%20den%20dokumentierten%20Wirkungen%20der%20Peerarbeit%20%28Aufbau%20einer%20Vertrauensbeziehung%2C%20Empowerment%20der%20begleiteten%20Personen%2C%20Hinterfragen%20der%20professionellen%20Praktiken%2C%20pers%5Cu00f6nliche%20Entwicklung%20der%20Peer-Mitarbeitenden%29%20enth%5Cu00e4lt%20er%20eine%20Reihe%20von%20Aufmerksamkeitspunkten%20und%20konkreten%20L%5Cu00f6sungen%20zu%20f%5Cu00fcnf%20Themen%3A%20Vorbereitung%20des%20Teams%20im%20Vorfeld%20der%20Rekrutierung%20%28in%20einem%20Prozess%20mit%207%20Schritten%29%2C%20Suche%20und%20Auswahl%20der%20Kandidat%3Ainnen%2C%20Teamleben%20und%20Zusammenhalt%2C%20personelle%20Organisation%20%28Lohneinreihung%2C%20Weiterentwicklung%20der%20Aufgaben%29%20und%20Finanzierung%20der%20Stellen.%20Das%20Dokument%20r%5Cu00e4umt%20zudem%20mit%20vier%20verbreiteten%20Vorurteilen%20auf%20%28namentlich%20der%20Forderung%20nach%20abgeschlossener%20%5Cu00abRecovery%5Cu00bb%20als%20Voraussetzung%2C%20der%20angenommenen%20Konkurrenz%20zu%20den%20Sozialarbeitenden%20oder%20der%20Sicht%20auf%20Peerarbeit%20als%20billige%20Arbeitskraft%29%20und%20verweist%20auf%20zahlreiche%20weiterf%5Cu00fchrende%20Ressourcen%20%28Artikel%2C%20Leitf%5Cu00e4den%2C%20Webinare%2C%20Video-Erfahrungsberichte%29.%22%2C%22reportNumber%22%3A%22%22%2C%22reportType%22%3A%22%22%2C%22institution%22%3A%22F%5Cu00e9d%5Cu00e9ration%20des%20acteurs%20de%20la%20solidarit%5Cu00e9%20Bretagne%22%2C%22date%22%3A%222023%22%2C%22DOI%22%3A%22%22%2C%22ISBN%22%3A%22%22%2C%22citationKey%22%3A%22%22%2C%22url%22%3A%22https%3A%5C%2F%5C%2Fwww.federationsolidarite.org%5C%2Fwp-content%5C%2Fuploads%5C%2F2023%5C%2F07%5C%2FGuide_travail-pair2023_web-2.pdf%22%2C%22ISSN%22%3A%22%22%2C%22language%22%3A%22%22%2C%22collections%22%3A%5B%22NCCG7Z9C%22%5D%2C%22dateModified%22%3A%222026-07-31T10%3A17%3A59Z%22%7D%7D%2C%7B%22key%22%3A%22G88D3XWT%22%2C%22library%22%3A%7B%22id%22%3A14774419%7D%2C%22meta%22%3A%7B%22creatorSummary%22%3A%22Groupe%20de%20travail%20pair%20aidance%22%2C%22parsedDate%22%3A%222023%22%2C%22numChildren%22%3A0%7D%2C%22bib%22%3A%22%26lt%3Bdiv%20class%3D%26quot%3Bcsl-bib-body%26quot%3B%20style%3D%26quot%3Bline-height%3A%201.35%3B%20%26quot%3B%26gt%3B%5Cn%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-entry%26quot%3B%26gt%3BGROUPE%20DE%20TRAVAIL%20PAIR%20AIDANCE%2C%202023.%20%26lt%3Bi%26gt%3BGuide%20rep%26%23xE8%3Bres%3A%20Pair%20aidance%20en%20structure%20de%20soins%20et%20d%26%23x2019%3Baccompagnement%20en%20addictologie%26%23x202F%3B%3A%20rep%26%23xE8%3Bres%20pour%20d%26%23xE9%3Bvelopper%20les%20pratiques%20et%20organisations%20int%26%23xE9%3Bgrant%20les%20savoirs%20exp%26%23xE9%3Brientiels%20des%20usagers%20%5C%2F%20patients%26lt%3B%5C%2Fi%26gt%3B%20%5Ben%26%23xA0%3Bligne%5D.%20Nantes%26%23xA0%3B%3A%20SRAE%20Addictologie%20des%20Pays%20de%20la%20Loire.%20Disponible%20%26%23xE0%3B%20l%26%23x2019%3Badresse%26%23xA0%3B%3A%20%26lt%3Ba%20class%3D%26%23039%3Bzp-ItemURL%26%23039%3B%20target%3D%26%23039%3B_blank%26%23039%3B%20href%3D%26%23039%3Bhttps%3A%5C%2F%5C%2Fsrae-addicto-pdl.fr%5C%2Fwp-content%5C%2Fuploads%5C%2F2023%5C%2F06%5C%2FGuide_reperes_PairAidance_SRAE-Addicto_2023_vdef.pdf%26%23039%3B%26gt%3Bhttps%3A%5C%2F%5C%2Fsrae-addicto-pdl.fr%5C%2Fwp-content%5C%2Fuploads%5C%2F2023%5C%2F06%5C%2FGuide_reperes_PairAidance_SRAE-Addicto_2023_vdef.pdf%26lt%3B%5C%2Fa%26gt%3B%5Cn%5Cn%20%20%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-block%26quot%3B%26gt%3BCe%20guide%20rep%26%23xE8%3Bres%2C%20produit%20en%20mai%202023%20par%20la%20SRAE%20Addictologie%20des%20Pays%20de%20la%20Loire%2C%20vise%20%26%23xE0%3B%20accompagner%20les%20structures%20sanitaires%20et%20m%26%23xE9%3Bdico-sociales%20d%26%23x2019%3Baddictologie%20qui%20souhaitent%20int%26%23xE9%3Bgrer%20des%20pair-aidants%20dans%20leurs%20pratiques.%20Il%20commence%20par%20clarifier%20les%20concepts%20%28pair%20aidance%2C%20savoirs%20exp%26%23xE9%3Brientiels%2C%20r%26%23xE9%3Btablissement%29%20et%20distingue%20trois%20modalit%26%23xE9%3Bs%20d%26%23x2019%3Bintervention%20en%20structure%26%23x202F%3B%3A%20l%26%23x2019%3Bentraide%20spontan%26%23xE9%3Be%20entre%20patients%2C%20l%26%23x2019%3Bintervention%20d%26%23x2019%3Bassociations%20d%26%23x2019%3Busagers%2C%20et%20l%26%23x2019%3Bint%26%23xE9%3Bgration%20formalis%26%23xE9%3Be%20de%20pairs%20aidants.%20Pour%20ces%20derniers%2C%20le%20guide%20propose%20un%20cadre%20concret%20couvrant%20les%20types%20d%26%23x2019%3Bactivit%26%23xE9%3Bs%20possibles%20%28aupr%26%23xE8%3Bs%20des%20patients%2C%20de%20l%26%23x2019%3B%26%23xE9%3Bquipe%2C%20ou%20dans%20des%20missions%20compl%26%23xE9%3Bmentaires%29%2C%20les%20degr%26%23xE9%3Bs%20d%26%23x2019%3Bengagement%20%28participation%2C%20partenariat%20ou%20configuration%20hybride%29%2C%20les%20aspects%20administratifs%20et%20statutaires%2C%20les%20formations%20disponibles%2C%20les%20questions%20de%20financement%20et%20de%20supervision%2C%20ainsi%20que%20les%20conditions%20favorables%20%26%23xE0%3B%20une%20int%26%23xE9%3Bgration%20r%26%23xE9%3Bussie.%20Le%20tout%20s%26%23x2019%3Bappuie%20sur%20un%20%26%23xE9%3Btat%20des%20lieux%20r%26%23xE9%3Bgional%2C%20des%20t%26%23xE9%3Bmoignages%20de%20pairs%20aidants%20en%20exercice%2C%20et%20des%20exemples%20concrets%20de%20projets%20existants.%26%23xA0%3B%20%2A%2A%2A%2ADE%2A%2A%2A%2A%20Dieser%20im%20Mai%202023%20von%20der%20SRAE%20Addictologie%20des%20Pays%20de%20la%20Loire%20erstellte%20Orientierungsleitfaden%20will%20Institutionen%20des%20Gesundheits-%20und%20Sozialwesens%20im%20Suchtbereich%20begleiten%2C%20die%20Peer-Mitarbeitende%20in%20ihre%20Praxis%20integrieren%20m%26%23xF6%3Bchten.%20Er%20kl%26%23xE4%3Brt%20zun%26%23xE4%3Bchst%20die%20Begriffe%20%28Peerarbeit%2C%20Erfahrungswissen%2C%20Recovery%29%20und%20unterscheidet%20drei%20Interventionsformen%20in%20Institutionen%3A%20die%20spontane%20gegenseitige%20Hilfe%20zwischen%20Patient%3Ainnen%2C%20die%20Intervention%20von%20Nutzendenorganisationen%20und%20die%20formalisierte%20Integration%20von%20Peer-Mitarbeitenden.%20F%26%23xFC%3Br%20letztere%20bietet%20der%20Leitfaden%20einen%20konkreten%20Rahmen%2C%20der%20die%20m%26%23xF6%3Bglichen%20T%26%23xE4%3Btigkeitsarten%20%28bei%20den%20Patient%3Ainnen%2C%20im%20Team%20oder%20in%20erg%26%23xE4%3Bnzenden%20Auftr%26%23xE4%3Bgen%29%2C%20die%20Grade%20der%20Einbindung%20%28Beteiligung%2C%20Partnerschaft%20oder%20Mischform%29%2C%20die%20administrativen%20und%20statusbezogenen%20Aspekte%2C%20die%20verf%26%23xFC%3Bgbaren%20Ausbildungen%2C%20Fragen%20der%20Finanzierung%20und%20Supervision%20sowie%20die%20g%26%23xFC%3Bnstigen%20Voraussetzungen%20f%26%23xFC%3Br%20eine%20erfolgreiche%20Integration%20abdeckt.%20Das%20Ganze%20st%26%23xFC%3Btzt%20sich%20auf%20eine%20regionale%20Bestandsaufnahme%2C%20Erfahrungsberichte%20t%26%23xE4%3Btiger%20Peer-Mitarbeitender%20und%20konkrete%20Beispiele%20bestehender%20Projekte.%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%22%2C%22data%22%3A%7B%22itemType%22%3A%22report%22%2C%22title%22%3A%22Guide%20rep%5Cu00e8res%3A%20Pair%20aidance%20en%20structure%20de%20soins%20et%20d%27accompagnement%20en%20addictologie%20%3A%20rep%5Cu00e8res%20pour%20d%5Cu00e9velopper%20les%20pratiques%20et%20organisations%20int%5Cu00e9grant%20les%20savoirs%20exp%5Cu00e9rientiels%20des%20usagers%20%5C%2F%20patients%22%2C%22creators%22%3A%5B%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22Groupe%20de%20travail%20pair%20aidance%22%7D%5D%2C%22abstractNote%22%3A%22Ce%20guide%20rep%5Cu00e8res%2C%20produit%20en%20mai%202023%20par%20la%20SRAE%20Addictologie%20des%20Pays%20de%20la%20Loire%2C%20vise%20%5Cu00e0%20accompagner%20les%20structures%20sanitaires%20et%20m%5Cu00e9dico-sociales%20d%26%23039%3Baddictologie%20qui%20souhaitent%20int%5Cu00e9grer%20des%20pair-aidants%20dans%20leurs%20pratiques.%20Il%20commence%20par%20clarifier%20les%20concepts%20%28pair%20aidance%2C%20savoirs%20exp%5Cu00e9rientiels%2C%20r%5Cu00e9tablissement%29%20et%20distingue%20trois%20modalit%5Cu00e9s%20d%26%23039%3Bintervention%20en%20structure%20%3A%20l%26%23039%3Bentraide%20spontan%5Cu00e9e%20entre%20patients%2C%20l%26%23039%3Bintervention%20d%26%23039%3Bassociations%20d%26%23039%3Busagers%2C%20et%20l%26%23039%3Bint%5Cu00e9gration%20formalis%5Cu00e9e%20de%20pairs%20aidants.%20Pour%20ces%20derniers%2C%20le%20guide%20propose%20un%20cadre%20concret%20couvrant%20les%20types%20d%26%23039%3Bactivit%5Cu00e9s%20possibles%20%28aupr%5Cu00e8s%20des%20patients%2C%20de%20l%26%23039%3B%5Cu00e9quipe%2C%20ou%20dans%20des%20missions%20compl%5Cu00e9mentaires%29%2C%20les%20degr%5Cu00e9s%20d%26%23039%3Bengagement%20%28participation%2C%20partenariat%20ou%20configuration%20hybride%29%2C%20les%20aspects%20administratifs%20et%20statutaires%2C%20les%20formations%20disponibles%2C%20les%20questions%20de%20financement%20et%20de%20supervision%2C%20ainsi%20que%20les%20conditions%20favorables%20%5Cu00e0%20une%20int%5Cu00e9gration%20r%5Cu00e9ussie.%20Le%20tout%20s%26%23039%3Bappuie%20sur%20un%20%5Cu00e9tat%20des%20lieux%20r%5Cu00e9gional%2C%20des%20t%5Cu00e9moignages%20de%20pairs%20aidants%20en%20exercice%2C%20et%20des%20exemples%20concrets%20de%20projets%20existants.%20%20%2A%2A%2A%2ADE%2A%2A%2A%2A%20Dieser%20im%20Mai%202023%20von%20der%20SRAE%20Addictologie%20des%20Pays%20de%20la%20Loire%20erstellte%20Orientierungsleitfaden%20will%20Institutionen%20des%20Gesundheits-%20und%20Sozialwesens%20im%20Suchtbereich%20begleiten%2C%20die%20Peer-Mitarbeitende%20in%20ihre%20Praxis%20integrieren%20m%5Cu00f6chten.%20Er%20kl%5Cu00e4rt%20zun%5Cu00e4chst%20die%20Begriffe%20%28Peerarbeit%2C%20Erfahrungswissen%2C%20Recovery%29%20und%20unterscheidet%20drei%20Interventionsformen%20in%20Institutionen%3A%20die%20spontane%20gegenseitige%20Hilfe%20zwischen%20Patient%3Ainnen%2C%20die%20Intervention%20von%20Nutzendenorganisationen%20und%20die%20formalisierte%20Integration%20von%20Peer-Mitarbeitenden.%20F%5Cu00fcr%20letztere%20bietet%20der%20Leitfaden%20einen%20konkreten%20Rahmen%2C%20der%20die%20m%5Cu00f6glichen%20T%5Cu00e4tigkeitsarten%20%28bei%20den%20Patient%3Ainnen%2C%20im%20Team%20oder%20in%20erg%5Cu00e4nzenden%20Auftr%5Cu00e4gen%29%2C%20die%20Grade%20der%20Einbindung%20%28Beteiligung%2C%20Partnerschaft%20oder%20Mischform%29%2C%20die%20administrativen%20und%20statusbezogenen%20Aspekte%2C%20die%20verf%5Cu00fcgbaren%20Ausbildungen%2C%20Fragen%20der%20Finanzierung%20und%20Supervision%20sowie%20die%20g%5Cu00fcnstigen%20Voraussetzungen%20f%5Cu00fcr%20eine%20erfolgreiche%20Integration%20abdeckt.%20Das%20Ganze%20st%5Cu00fctzt%20sich%20auf%20eine%20regionale%20Bestandsaufnahme%2C%20Erfahrungsberichte%20t%5Cu00e4tiger%20Peer-Mitarbeitender%20und%20konkrete%20Beispiele%20bestehender%20Projekte.%22%2C%22reportNumber%22%3A%22%22%2C%22reportType%22%3A%22%22%2C%22institution%22%3A%22SRAE%20Addictologie%20des%20Pays%20de%20la%20Loire%22%2C%22date%22%3A%22Mai%202023%22%2C%22DOI%22%3A%22%22%2C%22ISBN%22%3A%22%22%2C%22citationKey%22%3A%22%22%2C%22url%22%3A%22https%3A%5C%2F%5C%2Fsrae-addicto-pdl.fr%5C%2Fwp-content%5C%2Fuploads%5C%2F2023%5C%2F06%5C%2FGuide_reperes_PairAidance_SRAE-Addicto_2023_vdef.pdf%22%2C%22ISSN%22%3A%22%22%2C%22language%22%3A%22%22%2C%22collections%22%3A%5B%22NCCG7Z9C%22%5D%2C%22dateModified%22%3A%222026-07-31T10%3A18%3A21Z%22%7D%7D%2C%7B%22key%22%3A%22GRWC77QU%22%2C%22library%22%3A%7B%22id%22%3A14774419%7D%2C%22meta%22%3A%7B%22creatorSummary%22%3A%22HAS%22%2C%22parsedDate%22%3A%222025-01-14%22%2C%22numChildren%22%3A0%7D%2C%22bib%22%3A%22%26lt%3Bdiv%20class%3D%26quot%3Bcsl-bib-body%26quot%3B%20style%3D%26quot%3Bline-height%3A%201.35%3B%20%26quot%3B%26gt%3B%5Cn%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-entry%26quot%3B%26gt%3BHAS%2C%202025.%20%26lt%3Bi%26gt%3BPair-aidance%20dans%20les%20organisations%20sanitaires%2C%20sociales%20et%20m%26%23xE9%3Bdico-sociales%20%28Note%20de%20cadrage%29%26lt%3B%5C%2Fi%26gt%3B%20%5Ben%26%23xA0%3Bligne%5D.%20Saint-Denis%26%23xA0%3B%3A%20Haute%20Autorit%26%23xE9%3B%20de%20sant%26%23xE9%3B.%20Disponible%20%26%23xE0%3B%20l%26%23x2019%3Badresse%26%23xA0%3B%3A%20%26lt%3Ba%20class%3D%26%23039%3Bzp-ItemURL%26%23039%3B%20target%3D%26%23039%3B_blank%26%23039%3B%20href%3D%26%23039%3Bhttps%3A%5C%2F%5C%2Fwww.has-sante.fr%5C%2Fupload%5C%2Fdocs%5C%2Fapplication%5C%2Fpdf%5C%2F2025-01%5C%2Fla_pair-aidance_dans_les_organisations_sanitaires_sociales_et_medico-sociales_note_de_cadrage.pdf%26%23039%3B%26gt%3Bhttps%3A%5C%2F%5C%2Fwww.has-sante.fr%5C%2Fupload%5C%2Fdocs%5C%2Fapplication%5C%2Fpdf%5C%2F2025-01%5C%2Fla_pair-aidance_dans_les_organisations_sanitaires_sociales_et_medico-sociales_note_de_cadrage.pdf%26lt%3B%5C%2Fa%26gt%3B%5Cn%5Cn%20%20%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-block%26quot%3B%26gt%3BCette%20note%20de%20cadrage%20produite%20par%20la%20Haute%20Autorit%26%23xE9%3B%20de%20Sant%26%23xE9%3B%20%28HAS%29%20en%20janvier%202025%2C%20pr%26%23xE9%3Bsente%20le%20cadre%20d%26%23x2019%3Bun%20futur%20travail%20de%20recommandations%20de%20bonnes%20pratiques%20sur%20la%20pair-aidance%20dans%20les%20secteurs%20sanitaire%2C%20social%20et%20m%26%23xE9%3Bdico-social.%20Partant%20du%20constat%20d%26%23x2019%3Bun%20recours%20croissant%20%26%23xE0%3B%20la%20pair-aidance%20%28pratique%20fond%26%23xE9%3Be%20sur%20la%20mobilisation%20d%26%23x2019%3Bun%20savoir%20exp%26%23xE9%3Brientiel%20par%20des%20personnes%20ayant%20v%26%23xE9%3Bcu%20une%20situation%20similaire%20%26%23xE0%3B%20celle%20qu%26%23x2019%3Belles%20accompagnent%29%20la%20HAS%20souligne%20l%26%23x2019%3Babsence%20de%20statut%20unifi%26%23xE9%3B%20et%20de%20r%26%23xE9%3Bf%26%23xE9%3Brentiel%20national%2C%20et%20identifie%20des%20enjeux%20multiples%26%23x202F%3B%3A%20sant%26%23xE9%3B%20publique%2C%20%26%23xE9%3Bthique%2C%20qualit%26%23xE9%3B%20des%20soins%20et%20encadrement%20juridique.%20Les%20recommandations%20%26%23xE0%3B%20venir%20viseront%20%26%23xE0%3B%20clarifier%20les%20r%26%23xF4%3Bles%2C%20comp%26%23xE9%3Btences%20et%20conditions%20d%26%23x2019%3Bint%26%23xE9%3Bgration%20des%20pair-aidants%20au%20sein%20des%20%26%23xE9%3Bquipes%20pluriprofessionnelles%2C%20%26%23xE0%3B%20travers%20un%20socle%20commun%20transversal%20compl%26%23xE9%3Bt%26%23xE9%3B%20par%20cinq%20domaines%20sp%26%23xE9%3Bcifiques%20%28sant%26%23xE9%3B%20mentale%2C%20addictologie%2C%20pathologies%20chroniques%2C%20handicap%2C%20pr%26%23xE9%3Bcarit%26%23xE9%3B%29.%20Le%20calendrier%20pr%26%23xE9%3Bvoit%20un%20groupe%20de%20travail%20actif%20d%26%23x2019%3Bavril%20%26%23xE0%3B%20d%26%23xE9%3Bcembre%202025%2C%20une%20phase%20de%20lecture%20en%20d%26%23xE9%3Bbut%202026%2C%20et%20une%20validation%20finale%20en%20avril%202026%26%23xA0%3B%20%2A%2A%2A%2ADE%2A%2A%2A%2A%20Dieses%20im%20Januar%202025%20von%20der%20Haute%20Autorit%26%23xE9%3B%20de%20Sant%26%23xE9%3B%20%28HAS%29%20erstellte%20Rahmenpapier%20stellt%20den%20Rahmen%20f%26%23xFC%3Br%20k%26%23xFC%3Bnftige%20Empfehlungen%20zur%20guten%20Praxis%20der%20Peerarbeit%20im%20Gesundheits-%2C%20Sozial-%20und%20sozialmedizinischen%20Bereich%20vor.%20Ausgehend%20von%20der%20Feststellung%20eines%20zunehmenden%20R%26%23xFC%3Bckgriffs%20auf%20die%20Peerarbeit%20%26%23x2013%3B%20eine%20Praxis%2C%20die%20auf%20der%20Nutzung%20von%20Erfahrungswissen%20durch%20Personen%20beruht%2C%20die%20eine%20%26%23xE4%3Bhnliche%20Situation%20erlebt%20haben%20wie%20jene%2C%20die%20sie%20begleiten%20%26%23x2013%3B%20hebt%20die%20HAS%20das%20Fehlen%20eines%20einheitlichen%20Status%20und%20eines%20nationalen%20Referenzrahmens%20hervor%20und%20benennt%20vielf%26%23xE4%3Bltige%20Herausforderungen%3A%20%26%23xF6%3Bffentliche%20Gesundheit%2C%20Ethik%2C%20Behandlungsqualit%26%23xE4%3Bt%20und%20rechtliche%20Rahmenbedingungen.%20Die%20k%26%23xFC%3Bnftigen%20Empfehlungen%20sollen%20die%20Rollen%2C%20Kompetenzen%20und%20Integrationsbedingungen%20der%20Peer-Mitarbeitenden%20in%20interprofessionellen%20Teams%20kl%26%23xE4%3Bren%2C%20mittels%20eines%20gemeinsamen%20%26%23xFC%3Bbergreifenden%20Sockels%2C%20erg%26%23xE4%3Bnzt%20durch%20f%26%23xFC%3Bnf%20spezifische%20Bereiche%20%28psychische%20Gesundheit%2C%20Sucht%2C%20chronische%20Erkrankungen%2C%20Behinderung%2C%20Armut%29.%20Der%20Zeitplan%20sieht%20eine%20Arbeitsgruppe%20von%20April%20bis%20Dezember%202025%2C%20eine%20Vernehmlassungsphase%20Anfang%202026%20und%20die%20Schlussvalidierung%20im%20April%202026%20vor.%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%22%2C%22data%22%3A%7B%22itemType%22%3A%22report%22%2C%22title%22%3A%22Pair-aidance%20dans%20les%20organisations%20sanitaires%2C%20sociales%20et%20m%5Cu00e9dico-sociales%20%28Note%20de%20cadrage%29%22%2C%22creators%22%3A%5B%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22HAS%22%7D%5D%2C%22abstractNote%22%3A%22Cette%20note%20de%20cadrage%20produite%20par%20la%20Haute%20Autorit%5Cu00e9%20de%20Sant%5Cu00e9%20%28HAS%29%20en%20janvier%202025%2C%20pr%5Cu00e9sente%20le%20cadre%20d%26%23039%3Bun%20futur%20travail%20de%20recommandations%20de%20bonnes%20pratiques%20sur%20la%20pair-aidance%20dans%20les%20secteurs%20sanitaire%2C%20social%20et%20m%5Cu00e9dico-social.%20Partant%20du%20constat%20d%26%23039%3Bun%20recours%20croissant%20%5Cu00e0%20la%20pair-aidance%20%28pratique%20fond%5Cu00e9e%20sur%20la%20mobilisation%20d%26%23039%3Bun%20savoir%20exp%5Cu00e9rientiel%20par%20des%20personnes%20ayant%20v%5Cu00e9cu%20une%20situation%20similaire%20%5Cu00e0%20celle%20qu%26%23039%3Belles%20accompagnent%29%20la%20HAS%20souligne%20l%26%23039%3Babsence%20de%20statut%20unifi%5Cu00e9%20et%20de%20r%5Cu00e9f%5Cu00e9rentiel%20national%2C%20et%20identifie%20des%20enjeux%20multiples%20%3A%20sant%5Cu00e9%20publique%2C%20%5Cu00e9thique%2C%20qualit%5Cu00e9%20des%20soins%20et%20encadrement%20juridique.%20Les%20recommandations%20%5Cu00e0%20venir%20viseront%20%5Cu00e0%20clarifier%20les%20r%5Cu00f4les%2C%20comp%5Cu00e9tences%20et%20conditions%20d%26%23039%3Bint%5Cu00e9gration%20des%20pair-aidants%20au%20sein%20des%20%5Cu00e9quipes%20pluriprofessionnelles%2C%20%5Cu00e0%20travers%20un%20socle%20commun%20transversal%20compl%5Cu00e9t%5Cu00e9%20par%20cinq%20domaines%20sp%5Cu00e9cifiques%20%28sant%5Cu00e9%20mentale%2C%20addictologie%2C%20pathologies%20chroniques%2C%20handicap%2C%20pr%5Cu00e9carit%5Cu00e9%29.%20Le%20calendrier%20pr%5Cu00e9voit%20un%20groupe%20de%20travail%20actif%20d%26%23039%3Bavril%20%5Cu00e0%20d%5Cu00e9cembre%202025%2C%20une%20phase%20de%20lecture%20en%20d%5Cu00e9but%202026%2C%20et%20une%20validation%20finale%20en%20avril%202026%20%20%2A%2A%2A%2ADE%2A%2A%2A%2A%20Dieses%20im%20Januar%202025%20von%20der%20Haute%20Autorit%5Cu00e9%20de%20Sant%5Cu00e9%20%28HAS%29%20erstellte%20Rahmenpapier%20stellt%20den%20Rahmen%20f%5Cu00fcr%20k%5Cu00fcnftige%20Empfehlungen%20zur%20guten%20Praxis%20der%20Peerarbeit%20im%20Gesundheits-%2C%20Sozial-%20und%20sozialmedizinischen%20Bereich%20vor.%20Ausgehend%20von%20der%20Feststellung%20eines%20zunehmenden%20R%5Cu00fcckgriffs%20auf%20die%20Peerarbeit%20%5Cu2013%20eine%20Praxis%2C%20die%20auf%20der%20Nutzung%20von%20Erfahrungswissen%20durch%20Personen%20beruht%2C%20die%20eine%20%5Cu00e4hnliche%20Situation%20erlebt%20haben%20wie%20jene%2C%20die%20sie%20begleiten%20%5Cu2013%20hebt%20die%20HAS%20das%20Fehlen%20eines%20einheitlichen%20Status%20und%20eines%20nationalen%20Referenzrahmens%20hervor%20und%20benennt%20vielf%5Cu00e4ltige%20Herausforderungen%3A%20%5Cu00f6ffentliche%20Gesundheit%2C%20Ethik%2C%20Behandlungsqualit%5Cu00e4t%20und%20rechtliche%20Rahmenbedingungen.%20Die%20k%5Cu00fcnftigen%20Empfehlungen%20sollen%20die%20Rollen%2C%20Kompetenzen%20und%20Integrationsbedingungen%20der%20Peer-Mitarbeitenden%20in%20interprofessionellen%20Teams%20kl%5Cu00e4ren%2C%20mittels%20eines%20gemeinsamen%20%5Cu00fcbergreifenden%20Sockels%2C%20erg%5Cu00e4nzt%20durch%20f%5Cu00fcnf%20spezifische%20Bereiche%20%28psychische%20Gesundheit%2C%20Sucht%2C%20chronische%20Erkrankungen%2C%20Behinderung%2C%20Armut%29.%20Der%20Zeitplan%20sieht%20eine%20Arbeitsgruppe%20von%20April%20bis%20Dezember%202025%2C%20eine%20Vernehmlassungsphase%20Anfang%202026%20und%20die%20Schlussvalidierung%20im%20April%202026%20vor.%22%2C%22reportNumber%22%3A%22%22%2C%22reportType%22%3A%22%22%2C%22institution%22%3A%22Haute%20Autorit%5Cu00e9%20de%20sant%5Cu00e9%22%2C%22date%22%3A%2214%20janvier%202025%22%2C%22DOI%22%3A%22%22%2C%22ISBN%22%3A%22%22%2C%22citationKey%22%3A%22%22%2C%22url%22%3A%22https%3A%5C%2F%5C%2Fwww.has-sante.fr%5C%2Fupload%5C%2Fdocs%5C%2Fapplication%5C%2Fpdf%5C%2F2025-01%5C%2Fla_pair-aidance_dans_les_organisations_sanitaires_sociales_et_medico-sociales_note_de_cadrage.pdf%22%2C%22ISSN%22%3A%22%22%2C%22language%22%3A%22%22%2C%22collections%22%3A%5B%22NCCG7Z9C%22%5D%2C%22dateModified%22%3A%222026-07-31T10%3A18%3A40Z%22%7D%7D%2C%7B%22key%22%3A%22UJAL368U%22%2C%22library%22%3A%7B%22id%22%3A14774419%7D%2C%22meta%22%3A%7B%22creatorSummary%22%3A%22ImROC%20and%20Repper%22%2C%22parsedDate%22%3A%222013%22%2C%22numChildren%22%3A0%7D%2C%22bib%22%3A%22%26lt%3Bdiv%20class%3D%26quot%3Bcsl-bib-body%26quot%3B%20style%3D%26quot%3Bline-height%3A%201.35%3B%20%26quot%3B%26gt%3B%5Cn%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-entry%26quot%3B%26gt%3BIMROC%20et%20REPPER%2C%20Julie%2C%202013.%20Briefing%20Paper%207%26%23xA0%3B%3A%20%26lt%3Bi%26gt%3BPeer%20Support%20Workers%3A%20a%20practical%20guide%20to%20implementation%26lt%3B%5C%2Fi%26gt%3B%20%5Ben%26%23xA0%3Bligne%5D.%20Nottingham%26%23xA0%3B%3A%20ImROC.%20Disponible%20%26%23xE0%3B%20l%26%23x2019%3Badresse%26%23xA0%3B%3A%20%26lt%3Ba%20class%3D%26%23039%3Bzp-ItemURL%26%23039%3B%20target%3D%26%23039%3B_blank%26%23039%3B%20href%3D%26%23039%3Bhttps%3A%5C%2F%5C%2Fwww.imroc.org%5C%2Fpublications%5C%2Fpeer-support-workers-a-practical-guide-to-implementation%26%23039%3B%26gt%3Bhttps%3A%5C%2F%5C%2Fwww.imroc.org%5C%2Fpublications%5C%2Fpeer-support-workers-a-practical-guide-to-implementation%26lt%3B%5C%2Fa%26gt%3B%5Cn%5Cn%20%20%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-block%26quot%3B%26gt%3BCe%20guide%20pratique%20d%26%23x2019%3BImroc%20%28r%26%23xE9%3Bdig%26%23xE9%3B%20par%20Julie%20Repper%29%20d%26%23xE9%3Btaille%20les%20conditions%20de%20mise%20en%20%26%23x153%3Buvre%20des%20postes%20de%20pair-aidants%20dans%20les%20services%20de%20sant%26%23xE9%3B%20mentale%2C%20en%20articulant%20quatre%20phases%20s%26%23xE9%3Bquentielles.%20La%20premi%26%23xE8%3Bre%20phase%2C%20la%20pr%26%23xE9%3Bparation%2C%20concerne%20l%26%23x2019%3Borganisation%20dans%20son%20ensemble%2C%20les%20%26%23xE9%3Bquipes%20d%26%23x2019%3Baccueil%2C%20la%20d%26%23xE9%3Bfinition%20des%20r%26%23xF4%3Bles%20et%20la%20formation%20des%20pair-aidants%20potentiels%26%23x202F%3B%3B%20la%20deuxi%26%23xE8%3Bme%20porte%20sur%20le%20recrutement%2C%20en%20tenant%20compte%20des%20obstacles%20sp%26%23xE9%3Bcifiques%20que%20peuvent%20rencontrer%20des%20candidats%20peu%20familiers%20des%20processus%20de%20candidature%20formels%26%23x202F%3B%3B%20la%20troisi%26%23xE8%3Bme%20traite%20de%20l%26%23x2019%3Bemploi%20effectif%20%28affectation%20dans%20les%20%26%23xE9%3Bquipes%2C%20int%26%23xE9%3Bgration%2C%20supervision%20et%20maintien%20du%20bien-%26%23xEA%3Btre%29%26%23x202F%3B%3B%20et%20la%20quatri%26%23xE8%3Bme%20aborde%20le%20d%26%23xE9%3Bveloppement%20%26%23xE0%3B%20long%20terme%20du%20r%26%23xF4%3Ble%2C%20les%20parcours%20de%20carri%26%23xE8%3Bre%20et%20les%20effets%20transformateurs%20sur%20l%26%23x2019%3Borganisation.%20Le%20document%20d%26%23xE9%3Bconstruit%20%26%23xE9%3Bgalement%20dix%20mythes%20courants%20sur%20les%20pair-aidants%20%28fragilit%26%23xE9%3B%20suppos%26%23xE9%3Be%2C%20risques%20pour%20la%20confidentialit%26%23xE9%3B%2C%20subversion%26%23x2026%3B%29%20et%20illustre%20ses%20recommandations%20par%20des%20exemples%20concrets%20tir%26%23xE9%3Bs%20de%20plusieurs%20NHS%20Trusts%20anglais.%20C%26%23x2019%3Best%20une%20r%26%23xE9%3Bf%26%23xE9%3Brence%20pratique%20et%20d%26%23xE9%3Btaill%26%23xE9%3Be%2C%20particuli%26%23xE8%3Brement%20utile%20pour%20les%20structures%20souhaitant%20formaliser%20et%20p%26%23xE9%3Brenniser%20l%26%23x2019%3Bint%26%23xE9%3Bgration%20de%20pair-aidants%20dans%20leurs%20%26%23xE9%3Bquipes.%26%23xA0%3B%20%2A%2A%2A%2ADE%2A%2A%2A%2A%26%23xA0%3B%20Dieser%20Praxisleitfaden%20von%20ImROC%20%28verfasst%20von%20Julie%20Repper%29%20beschreibt%20die%20Voraussetzungen%20f%26%23xFC%3Br%20die%20Umsetzung%20von%20Peer-Stellen%20in%20Diensten%20der%20psychischen%20Gesundheit%20und%20gliedert%20sie%20in%20vier%20aufeinanderfolgende%20Phasen.%20Die%20erste%20Phase%2C%20die%20Vorbereitung%2C%20betrifft%20die%20Organisation%20als%20Ganzes%2C%20die%20aufnehmenden%20Teams%2C%20die%20Rollendefinition%20und%20die%20Ausbildung%20potenzieller%20Peer-Mitarbeitender%3B%20die%20zweite%20befasst%20sich%20mit%20der%20Rekrutierung%20und%20ber%26%23xFC%3Bcksichtigt%20die%20spezifischen%20H%26%23xFC%3Brden%2C%20auf%20die%20Bewerbende%20stossen%20k%26%23xF6%3Bnnen%2C%20die%20mit%20formalen%20Bewerbungsverfahren%20wenig%20vertraut%20sind%3B%20die%20dritte%20behandelt%20die%20eigentliche%20Anstellung%20%28Zuweisung%20in%20die%20Teams%2C%20Integration%2C%20Supervision%20und%20Erhalt%20des%20Wohlbefindens%29%3B%20die%20vierte%20widmet%20sich%20der%20langfristigen%20Entwicklung%20der%20Rolle%2C%20den%20Karrierewegen%20und%20den%20transformativen%20Wirkungen%20auf%20die%20Organisation.%20Das%20Dokument%20r%26%23xE4%3Bumt%20zudem%20mit%20zehn%20verbreiteten%20Mythen%20%26%23xFC%3Bber%20Peer-Mitarbeitende%20auf%20%28angenommene%20Fragilit%26%23xE4%3Bt%2C%20Risiken%20f%26%23xFC%3Br%20die%20Vertraulichkeit%2C%20Subversion%20usw.%29%20und%20illustriert%20seine%20Empfehlungen%20mit%20konkreten%20Beispielen%20aus%20mehreren%20englischen%20NHS%20Trusts.%20Es%20ist%20eine%20praxisnahe%20und%20detaillierte%20Referenz%2C%20besonders%20n%26%23xFC%3Btzlich%20f%26%23xFC%3Br%20Institutionen%2C%20die%20die%20Integration%20von%20Peer-Mitarbeitenden%20formalisieren%20und%20nachhaltig%20verankern%20m%26%23xF6%3Bchten.%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%22%2C%22data%22%3A%7B%22itemType%22%3A%22report%22%2C%22title%22%3A%22Peer%20Support%20Workers%3A%20a%20practical%20guide%20to%20implementation%22%2C%22creators%22%3A%5B%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22ImROC%22%7D%2C%7B%22creatorType%22%3A%22author%22%2C%22firstName%22%3A%22Julie%22%2C%22lastName%22%3A%22Repper%22%7D%5D%2C%22abstractNote%22%3A%22Ce%20guide%20pratique%20d%26%23039%3BImroc%20%28r%5Cu00e9dig%5Cu00e9%20par%20Julie%20Repper%29%20d%5Cu00e9taille%20les%20conditions%20de%20mise%20en%20%5Cu0153uvre%20des%20postes%20de%20pair-aidants%20dans%20les%20services%20de%20sant%5Cu00e9%20mentale%2C%20en%20articulant%20quatre%20phases%20s%5Cu00e9quentielles.%20La%20premi%5Cu00e8re%20phase%2C%20la%20pr%5Cu00e9paration%2C%20concerne%20l%26%23039%3Borganisation%20dans%20son%20ensemble%2C%20les%20%5Cu00e9quipes%20d%26%23039%3Baccueil%2C%20la%20d%5Cu00e9finition%20des%20r%5Cu00f4les%20et%20la%20formation%20des%20pair-aidants%20potentiels%20%3B%20la%20deuxi%5Cu00e8me%20porte%20sur%20le%20recrutement%2C%20en%20tenant%20compte%20des%20obstacles%20sp%5Cu00e9cifiques%20que%20peuvent%20rencontrer%20des%20candidats%20peu%20familiers%20des%20processus%20de%20candidature%20formels%20%3B%20la%20troisi%5Cu00e8me%20traite%20de%20l%26%23039%3Bemploi%20effectif%20%28affectation%20dans%20les%20%5Cu00e9quipes%2C%20int%5Cu00e9gration%2C%20supervision%20et%20maintien%20du%20bien-%5Cu00eatre%29%20%3B%20et%20la%20quatri%5Cu00e8me%20aborde%20le%20d%5Cu00e9veloppement%20%5Cu00e0%20long%20terme%20du%20r%5Cu00f4le%2C%20les%20parcours%20de%20carri%5Cu00e8re%20et%20les%20effets%20transformateurs%20sur%20l%26%23039%3Borganisation.%20Le%20document%20d%5Cu00e9construit%20%5Cu00e9galement%20dix%20mythes%20courants%20sur%20les%20pair-aidants%20%28fragilit%5Cu00e9%20suppos%5Cu00e9e%2C%20risques%20pour%20la%20confidentialit%5Cu00e9%2C%20subversion%5Cu2026%29%20et%20illustre%20ses%20recommandations%20par%20des%20exemples%20concrets%20tir%5Cu00e9s%20de%20plusieurs%20NHS%20Trusts%20anglais.%20C%26%23039%3Best%20une%20r%5Cu00e9f%5Cu00e9rence%20pratique%20et%20d%5Cu00e9taill%5Cu00e9e%2C%20particuli%5Cu00e8rement%20utile%20pour%20les%20structures%20souhaitant%20formaliser%20et%20p%5Cu00e9renniser%20l%26%23039%3Bint%5Cu00e9gration%20de%20pair-aidants%20dans%20leurs%20%5Cu00e9quipes.%20%20%2A%2A%2A%2ADE%2A%2A%2A%2A%20%20Dieser%20Praxisleitfaden%20von%20ImROC%20%28verfasst%20von%20Julie%20Repper%29%20beschreibt%20die%20Voraussetzungen%20f%5Cu00fcr%20die%20Umsetzung%20von%20Peer-Stellen%20in%20Diensten%20der%20psychischen%20Gesundheit%20und%20gliedert%20sie%20in%20vier%20aufeinanderfolgende%20Phasen.%20Die%20erste%20Phase%2C%20die%20Vorbereitung%2C%20betrifft%20die%20Organisation%20als%20Ganzes%2C%20die%20aufnehmenden%20Teams%2C%20die%20Rollendefinition%20und%20die%20Ausbildung%20potenzieller%20Peer-Mitarbeitender%3B%20die%20zweite%20befasst%20sich%20mit%20der%20Rekrutierung%20und%20ber%5Cu00fccksichtigt%20die%20spezifischen%20H%5Cu00fcrden%2C%20auf%20die%20Bewerbende%20stossen%20k%5Cu00f6nnen%2C%20die%20mit%20formalen%20Bewerbungsverfahren%20wenig%20vertraut%20sind%3B%20die%20dritte%20behandelt%20die%20eigentliche%20Anstellung%20%28Zuweisung%20in%20die%20Teams%2C%20Integration%2C%20Supervision%20und%20Erhalt%20des%20Wohlbefindens%29%3B%20die%20vierte%20widmet%20sich%20der%20langfristigen%20Entwicklung%20der%20Rolle%2C%20den%20Karrierewegen%20und%20den%20transformativen%20Wirkungen%20auf%20die%20Organisation.%20Das%20Dokument%20r%5Cu00e4umt%20zudem%20mit%20zehn%20verbreiteten%20Mythen%20%5Cu00fcber%20Peer-Mitarbeitende%20auf%20%28angenommene%20Fragilit%5Cu00e4t%2C%20Risiken%20f%5Cu00fcr%20die%20Vertraulichkeit%2C%20Subversion%20usw.%29%20und%20illustriert%20seine%20Empfehlungen%20mit%20konkreten%20Beispielen%20aus%20mehreren%20englischen%20NHS%20Trusts.%20Es%20ist%20eine%20praxisnahe%20und%20detaillierte%20Referenz%2C%20besonders%20n%5Cu00fctzlich%20f%5Cu00fcr%20Institutionen%2C%20die%20die%20Integration%20von%20Peer-Mitarbeitenden%20formalisieren%20und%20nachhaltig%20verankern%20m%5Cu00f6chten.%22%2C%22reportNumber%22%3A%22Briefing%20Paper%207%22%2C%22reportType%22%3A%22%22%2C%22institution%22%3A%22ImROC%22%2C%22date%22%3A%222013%22%2C%22DOI%22%3A%22%22%2C%22ISBN%22%3A%22%22%2C%22citationKey%22%3A%22%22%2C%22url%22%3A%22https%3A%5C%2F%5C%2Fwww.imroc.org%5C%2Fpublications%5C%2Fpeer-support-workers-a-practical-guide-to-implementation%22%2C%22ISSN%22%3A%22%22%2C%22language%22%3A%22en%22%2C%22collections%22%3A%5B%22NCCG7Z9C%22%5D%2C%22dateModified%22%3A%222026-07-31T10%3A36%3A42Z%22%7D%7D%2C%7B%22key%22%3A%22H32TMDIK%22%2C%22library%22%3A%7B%22id%22%3A14774419%7D%2C%22meta%22%3A%7B%22creatorSummary%22%3A%22ImROC%20and%20Watson%22%2C%22parsedDate%22%3A%222024%22%2C%22numChildren%22%3A0%7D%2C%22bib%22%3A%22%26lt%3Bdiv%20class%3D%26quot%3Bcsl-bib-body%26quot%3B%20style%3D%26quot%3Bline-height%3A%201.35%3B%20%26quot%3B%26gt%3B%5Cn%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-entry%26quot%3B%26gt%3BIMROC%20et%20WATSON%2C%20Emma%2C%202024.%20Briefing%20Paper%2025%26%23xA0%3B%3A%20%26lt%3Bi%26gt%3BSupervision%20for%20Peer%20Workers%26lt%3B%5C%2Fi%26gt%3B%20%5Ben%26%23xA0%3Bligne%5D.%20Nottingham%26%23xA0%3B%3A%20ImROC.%20Disponible%20%26%23xE0%3B%20l%26%23x2019%3Badresse%26%23xA0%3B%3A%20%26lt%3Ba%20class%3D%26%23039%3Bzp-ItemURL%26%23039%3B%20target%3D%26%23039%3B_blank%26%23039%3B%20href%3D%26%23039%3Bhttps%3A%5C%2F%5C%2Fwww.imroc.org%5C%2Fpublications%5C%2F25-supervision-for-peer-workers-zANqw%26%23039%3B%26gt%3Bhttps%3A%5C%2F%5C%2Fwww.imroc.org%5C%2Fpublications%5C%2F25-supervision-for-peer-workers-zANqw%26lt%3B%5C%2Fa%26gt%3B%5Cn%5Cn%20%20%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-block%26quot%3B%26gt%3BCe%20briefing%20paper%20d%26%23x2019%3BImroc%20%28r%26%23xE9%3Bdig%26%23xE9%3B%20par%20Emma%20Watson%29%20porte%20sur%20la%20supervision%20des%20pair-aidants%20dans%20les%20structures%20de%20sant%26%23xE9%3B%20mentale%20et%20de%20soin.%20Il%20plaide%20pour%20l%26%23x2019%3Bimportance%20d%26%23x2019%3Bune%20supervision%20adapt%26%23xE9%3Be%20aux%20pair-aidants%2C%20pr%26%23xE9%3Bsente%20des%20exemples%20de%20pratiques%20r%26%23xE9%3Bussies%2C%20et%20explore%20ce%20dont%20les%20pair-aidants%20et%20leurs%20superviseurs%20%28pairs%20ou%20non%29%20ont%20besoin%20pour%20r%26%23xE9%3Bussir.%20Le%20document%20distingue%20quatre%20formes%20de%20supervision%20%28clinique%2C%20manag%26%23xE9%3Briale%2C%20en%20groupe%2C%20et%20pair%20%26%23xE0%3B%20pair%29%2C%20identifie%20les%20qualit%26%23xE9%3Bs%20d%26%23x2019%3Bune%20bonne%20supervision%20%28collaborative%2C%20fond%26%23xE9%3Be%20sur%20les%20valeurs%20du%20r%26%23xE9%3Btablissement%2C%20capable%20d%26%23x2019%3Baborder%20les%20situations%20difficiles%20sans%20esquiver%29%20et%20souligne%20les%20diff%26%23xE9%3Brences%20entre%20supervision%20par%20un%20pair%20et%20supervision%20par%20un%20professionnel%20non%20pair.%20Il%20pr%26%23xE9%3Bsente%20%26%23xE9%3Bgalement%20le%20mod%26%23xE8%3Ble%20de%20%26%23xAB%3B%26%23x202F%3Btriangle%20de%20supervision%26%23x202F%3B%26%23xBB%3B%20d%26%23xE9%3Bvelopp%26%23xE9%3B%20par%20Imroc%20%28r%26%23xE9%3Bflexion%2C%20restauration%2C%20d%26%23xE9%3Bveloppement%29%2C%20une%20formation%20sp%26%23xE9%3Bcifique%20%26%23xE0%3B%20la%20supervision%20%26%23xAB%3B%26%23x202F%3Bpeer-informed%26%23x202F%3B%26%23xBB%3B%2C%20ainsi%20que%20des%20retours%20d%26%23x2019%3Bexp%26%23xE9%3Brience%20concrets%20de%20pair-aidants%20et%20de%20superviseurs%2C%20et%20formule%20des%20recommandations%20de%20bonnes%20pratiques%26%23x202F%3B%3A%20formation%20obligatoire%20des%20superviseurs%2C%20acc%26%23xE8%3Bs%20%26%23xE0%3B%20une%20supervision%20par%20les%20pairs%2C%20souplesse%20dans%20les%20modalit%26%23xE9%3Bs%2C%20et%20clart%26%23xE9%3B%20des%20r%26%23xF4%3Bles%20pour%20l%26%23x2019%3Bensemble%20de%20l%26%23x2019%3B%26%23xE9%3Bquipe.%26%23xA0%3B%20%2A%2A%2A%2ADE%2A%2A%2A%2A%20Dieses%20Briefing%20Paper%20von%20ImROC%20%28verfasst%20von%20Emma%20Watson%29%20befasst%20sich%20mit%20der%20Supervision%20von%20Peer-Mitarbeitenden%20in%20Institutionen%20der%20psychischen%20Gesundheit%20und%20der%20Versorgung.%20Es%20pl%26%23xE4%3Bdiert%20f%26%23xFC%3Br%20die%20Bedeutung%20einer%20auf%20Peer-Mitarbeitende%20zugeschnittenen%20Supervision%2C%20stellt%20Beispiele%20erfolgreicher%20Praktiken%20vor%20und%20untersucht%2C%20was%20Peer-Mitarbeitende%20und%20ihre%20Vorgesetzten%20%28Peers%20oder%20nicht%29%20f%26%23xFC%3Br%20den%20Erfolg%20ben%26%23xF6%3Btigen.%20Das%20Dokument%20unterscheidet%20vier%20Formen%20der%20Supervision%20%28klinisch%2C%20f%26%23xFC%3Bhrungsbezogen%2C%20in%20der%20Gruppe%20und%20von%20Peer%20zu%20Peer%29%2C%20benennt%20die%20Merkmale%20einer%20guten%20Supervision%20%28kollaborativ%2C%20auf%20den%20Werten%20von%20Recovery%20beruhend%2C%20f%26%23xE4%3Bhig%2C%20schwierige%20Situationen%20anzusprechen%20statt%20auszuweichen%29%20und%20hebt%20die%20Unterschiede%20zwischen%20einer%20Supervision%20durch%20einen%20Peer%20und%20einer%20Supervision%20durch%20eine%20Fachperson%20ohne%20Peer-Hintergrund%20hervor.%20Es%20stellt%20zudem%20das%20von%20ImROC%20entwickelte%20Modell%20des%20%26%23xAB%3BSupervisionsdreiecks%26%23xBB%3B%20vor%20%28Reflexion%2C%20Restauration%2C%20Entwicklung%29%2C%20eine%20spezifische%20Weiterbildung%20zur%20%26%23xAB%3Bpeer-informed%26%23xBB%3B%20Supervision%20sowie%20konkrete%20Erfahrungsberichte%20von%20Peer-Mitarbeitenden%20und%20Vorgesetzten%2C%20und%20formuliert%20Empfehlungen%20zur%20guten%20Praxis%3A%20obligatorische%20Ausbildung%20der%20Vorgesetzten%2C%20Zugang%20zu%20einer%20Supervision%20durch%20Peers%2C%20Flexibilit%26%23xE4%3Bt%20in%20den%20Modalit%26%23xE4%3Bten%20und%20Rollenklarheit%20f%26%23xFC%3Br%20das%20gesamte%20Team.%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%22%2C%22data%22%3A%7B%22itemType%22%3A%22report%22%2C%22title%22%3A%22Supervision%20for%20Peer%20Workers%22%2C%22creators%22%3A%5B%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22ImROC%22%7D%2C%7B%22creatorType%22%3A%22author%22%2C%22firstName%22%3A%22Emma%22%2C%22lastName%22%3A%22Watson%22%7D%5D%2C%22abstractNote%22%3A%22Ce%20briefing%20paper%20d%26%23039%3BImroc%20%28r%5Cu00e9dig%5Cu00e9%20par%20Emma%20Watson%29%20porte%20sur%20la%20supervision%20des%20pair-aidants%20dans%20les%20structures%20de%20sant%5Cu00e9%20mentale%20et%20de%20soin.%20Il%20plaide%20pour%20l%26%23039%3Bimportance%20d%26%23039%3Bune%20supervision%20adapt%5Cu00e9e%20aux%20pair-aidants%2C%20pr%5Cu00e9sente%20des%20exemples%20de%20pratiques%20r%5Cu00e9ussies%2C%20et%20explore%20ce%20dont%20les%20pair-aidants%20et%20leurs%20superviseurs%20%28pairs%20ou%20non%29%20ont%20besoin%20pour%20r%5Cu00e9ussir.%20Le%20document%20distingue%20quatre%20formes%20de%20supervision%20%28clinique%2C%20manag%5Cu00e9riale%2C%20en%20groupe%2C%20et%20pair%20%5Cu00e0%20pair%29%2C%20identifie%20les%20qualit%5Cu00e9s%20d%26%23039%3Bune%20bonne%20supervision%20%28collaborative%2C%20fond%5Cu00e9e%20sur%20les%20valeurs%20du%20r%5Cu00e9tablissement%2C%20capable%20d%26%23039%3Baborder%20les%20situations%20difficiles%20sans%20esquiver%29%20et%20souligne%20les%20diff%5Cu00e9rences%20entre%20supervision%20par%20un%20pair%20et%20supervision%20par%20un%20professionnel%20non%20pair.%20Il%20pr%5Cu00e9sente%20%5Cu00e9galement%20le%20mod%5Cu00e8le%20de%20%5Cu00ab%20triangle%20de%20supervision%20%5Cu00bb%20d%5Cu00e9velopp%5Cu00e9%20par%20Imroc%20%28r%5Cu00e9flexion%2C%20restauration%2C%20d%5Cu00e9veloppement%29%2C%20une%20formation%20sp%5Cu00e9cifique%20%5Cu00e0%20la%20supervision%20%5Cu00ab%20peer-informed%20%5Cu00bb%2C%20ainsi%20que%20des%20retours%20d%26%23039%3Bexp%5Cu00e9rience%20concrets%20de%20pair-aidants%20et%20de%20superviseurs%2C%20et%20formule%20des%20recommandations%20de%20bonnes%20pratiques%20%3A%20formation%20obligatoire%20des%20superviseurs%2C%20acc%5Cu00e8s%20%5Cu00e0%20une%20supervision%20par%20les%20pairs%2C%20souplesse%20dans%20les%20modalit%5Cu00e9s%2C%20et%20clart%5Cu00e9%20des%20r%5Cu00f4les%20pour%20l%26%23039%3Bensemble%20de%20l%26%23039%3B%5Cu00e9quipe.%20%20%2A%2A%2A%2ADE%2A%2A%2A%2A%20Dieses%20Briefing%20Paper%20von%20ImROC%20%28verfasst%20von%20Emma%20Watson%29%20befasst%20sich%20mit%20der%20Supervision%20von%20Peer-Mitarbeitenden%20in%20Institutionen%20der%20psychischen%20Gesundheit%20und%20der%20Versorgung.%20Es%20pl%5Cu00e4diert%20f%5Cu00fcr%20die%20Bedeutung%20einer%20auf%20Peer-Mitarbeitende%20zugeschnittenen%20Supervision%2C%20stellt%20Beispiele%20erfolgreicher%20Praktiken%20vor%20und%20untersucht%2C%20was%20Peer-Mitarbeitende%20und%20ihre%20Vorgesetzten%20%28Peers%20oder%20nicht%29%20f%5Cu00fcr%20den%20Erfolg%20ben%5Cu00f6tigen.%20Das%20Dokument%20unterscheidet%20vier%20Formen%20der%20Supervision%20%28klinisch%2C%20f%5Cu00fchrungsbezogen%2C%20in%20der%20Gruppe%20und%20von%20Peer%20zu%20Peer%29%2C%20benennt%20die%20Merkmale%20einer%20guten%20Supervision%20%28kollaborativ%2C%20auf%20den%20Werten%20von%20Recovery%20beruhend%2C%20f%5Cu00e4hig%2C%20schwierige%20Situationen%20anzusprechen%20statt%20auszuweichen%29%20und%20hebt%20die%20Unterschiede%20zwischen%20einer%20Supervision%20durch%20einen%20Peer%20und%20einer%20Supervision%20durch%20eine%20Fachperson%20ohne%20Peer-Hintergrund%20hervor.%20Es%20stellt%20zudem%20das%20von%20ImROC%20entwickelte%20Modell%20des%20%5Cu00abSupervisionsdreiecks%5Cu00bb%20vor%20%28Reflexion%2C%20Restauration%2C%20Entwicklung%29%2C%20eine%20spezifische%20Weiterbildung%20zur%20%5Cu00abpeer-informed%5Cu00bb%20Supervision%20sowie%20konkrete%20Erfahrungsberichte%20von%20Peer-Mitarbeitenden%20und%20Vorgesetzten%2C%20und%20formuliert%20Empfehlungen%20zur%20guten%20Praxis%3A%20obligatorische%20Ausbildung%20der%20Vorgesetzten%2C%20Zugang%20zu%20einer%20Supervision%20durch%20Peers%2C%20Flexibilit%5Cu00e4t%20in%20den%20Modalit%5Cu00e4ten%20und%20Rollenklarheit%20f%5Cu00fcr%20das%20gesamte%20Team.%22%2C%22reportNumber%22%3A%22Briefing%20Paper%2025%22%2C%22reportType%22%3A%22%22%2C%22institution%22%3A%22ImROC%22%2C%22date%22%3A%222024%22%2C%22DOI%22%3A%22%22%2C%22ISBN%22%3A%22%22%2C%22citationKey%22%3A%22%22%2C%22url%22%3A%22https%3A%5C%2F%5C%2Fwww.imroc.org%5C%2Fpublications%5C%2F25-supervision-for-peer-workers-zANqw%22%2C%22ISSN%22%3A%22%22%2C%22language%22%3A%22en%22%2C%22collections%22%3A%5B%22328FFJKP%22%2C%22I6VM3BNK%22%2C%22NCCG7Z9C%22%5D%2C%22dateModified%22%3A%222026-07-31T10%3A37%3A14Z%22%7D%7D%2C%7B%22key%22%3A%22DEFKIPAL%22%2C%22library%22%3A%7B%22id%22%3A14774419%7D%2C%22meta%22%3A%7B%22creatorSummary%22%3A%22ImROC%20et%20al.%22%2C%22parsedDate%22%3A%222021%22%2C%22numChildren%22%3A0%7D%2C%22bib%22%3A%22%26lt%3Bdiv%20class%3D%26quot%3Bcsl-bib-body%26quot%3B%20style%3D%26quot%3Bline-height%3A%201.35%3B%20%26quot%3B%26gt%3B%5Cn%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-entry%26quot%3B%26gt%3BIMROC%2C%20REPPER%2C%20Julie%2C%20WALKER%2C%20Liz%2C%20SKINNER%2C%20Syena%20et%20BALL%2C%20Mel%2C%202021.%20Briefing%20Paper%2017%26%23xA0%3B%3A%20%26lt%3Bi%26gt%3BPreparing%20Organisations%20for%20Peer%20Support%3A%20Creating%20a%20Culture%20%26amp%3B%20Context%20in%20which%20peer%20support%20workers%20thrive%26lt%3B%5C%2Fi%26gt%3B%20%5Ben%26%23xA0%3Bligne%5D.%20Nottingham%26%23xA0%3B%3A%20ImROC.%20Disponible%20%26%23xE0%3B%20l%26%23x2019%3Badresse%26%23xA0%3B%3A%20%26lt%3Ba%20class%3D%26%23039%3Bzp-ItemURL%26%23039%3B%20target%3D%26%23039%3B_blank%26%23039%3B%20href%3D%26%23039%3Bhttps%3A%5C%2F%5C%2Fwww.imroc.org%5C%2Fpublications%5C%2Fpreparing-organisations-for-peer-support-creating-a-culture-context-in-which-peer-support-workers-thrive%26%23039%3B%26gt%3Bhttps%3A%5C%2F%5C%2Fwww.imroc.org%5C%2Fpublications%5C%2Fpreparing-organisations-for-peer-support-creating-a-culture-context-in-which-peer-support-workers-thrive%26lt%3B%5C%2Fa%26gt%3B%5Cn%5Cn%20%20%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-block%26quot%3B%26gt%3BCe%20guide%20d%26%23x2019%3BImroc%20%28r%26%23xE9%3Bdig%26%23xE9%3B%20par%20Julie%20Repper%20et%20coll%26%23xE8%3Bgues%29%20aborde%20la%20pr%26%23xE9%3Bparation%20organisationnelle%20n%26%23xE9%3Bcessaire%20pour%20que%20les%20pair-aidants%20puissent%20exercer%20pleinement%20leur%20r%26%23xF4%3Ble.%20Il%20soutient%20que%20l%26%23x2019%3Bint%26%23xE9%3Bgration%20de%20pair-aidants%20n%26%23x2019%3Best%20pas%20un%20%26%23xE9%3Bv%26%23xE9%3Bnement%20isol%26%23xE9%3B%20mais%20d%26%23xE9%3Bclenche%20des%20transformations%20profondes%20dans%20toute%20l%26%23x2019%3Borganisation%2C%20et%20qu%26%23x2019%3Bil%20est%20donc%20pr%26%23xE9%3Bf%26%23xE9%3Brable%20de%20ne%20pas%20s%26%23x2019%3By%20engager%20du%20tout%20plut%26%23xF4%3Bt%20que%20de%20le%20faire%20mal.%20Le%20document%20couvre%20l%26%23x2019%3Bensemble%20des%20dimensions%20organisationnelles%26%23x202F%3B%3A%20pourquoi%20et%20comment%20cr%26%23xE9%3Ber%20un%20groupe%20de%20pilotage%20d%26%23xE9%3Bdi%26%23xE9%3B%20avec%20soutien%20de%20la%20direction%2C%20les%20diff%26%23xE9%3Brents%20mod%26%23xE8%3Bles%20d%26%23x2019%3Bemploi%20%28en%20interne%20ou%20via%20une%20organisation%20externe%20pair-aid%26%23xE9%3Be%29%2C%20la%20pr%26%23xE9%3Bparation%20des%20%26%23xE9%3Bquipes%20d%26%23x2019%3Baccueil%20par%20des%20ateliers%20sp%26%23xE9%3Bcifiques%2C%20les%20processus%20RH%20et%20m%26%23xE9%3Bdecine%20du%20travail%20adapt%26%23xE9%3Bs%2C%20les%20am%26%23xE9%3Bnagements%20raisonnables%2C%20la%20formation%20des%20pair-aidants%20et%20de%20l%26%23x2019%3Bensemble%20du%20personnel%2C%20ainsi%20que%20la%20supervision%20%26%23x2014%3B%20en%20plaidant%20pour%20une%20supervision%20par%20des%20pairs%20exp%26%23xE9%3Briment%26%23xE9%3Bs.%20Il%20insiste%20enfin%20sur%20la%20n%26%23xE9%3Bcessit%26%23xE9%3B%20de%20cr%26%23xE9%3Ber%20des%20espaces%20collectifs%20permettant%20aux%20pair-aidants%20de%20d%26%23xE9%3Bvelopper%20une%20voix%20commune%20au%20sein%20de%20l%26%23x2019%3Borganisation%2C%20afin%20d%26%23x2019%3Binfluencer%20r%26%23xE9%3Bellement%20la%20culture%20institutionnelle.%26%23xA0%3B%20%2A%2A%2A%2ADE%2A%2A%2A%2A%20Dieser%20Leitfaden%20von%20ImROC%20%28verfasst%20von%20Julie%20Repper%20und%20Kolleg%3Ainnen%29%20befasst%20sich%20mit%20der%20organisationalen%20Vorbereitung%2C%20die%20n%26%23xF6%3Btig%20ist%2C%20damit%20Peer-Mitarbeitende%20ihre%20Rolle%20vollumf%26%23xE4%3Bnglich%20aus%26%23xFC%3Bben%20k%26%23xF6%3Bnnen.%20Er%20vertritt%20die%20Auffassung%2C%20dass%20die%20Integration%20von%20Peer-Mitarbeitenden%20kein%20isoliertes%20Ereignis%20ist%2C%20sondern%20tiefgreifende%20Ver%26%23xE4%3Bnderungen%20in%20der%20gesamten%20Organisation%20ausl%26%23xF6%3Bst%2C%20und%20dass%20es%20deshalb%20besser%20ist%2C%20sie%20gar%20nicht%20anzugehen%2C%20als%20sie%20schlecht%20anzugehen.%20Das%20Dokument%20deckt%20s%26%23xE4%3Bmtliche%20organisationalen%20Dimensionen%20ab%3A%20warum%20und%20wie%20eine%20eigene%20Steuergruppe%20mit%20Unterst%26%23xFC%3Btzung%20der%20Leitung%20geschaffen%20wird%2C%20die%20verschiedenen%20Anstellungsmodelle%20%28intern%20oder%20%26%23xFC%3Bber%20eine%20externe%2C%20von%20Peers%20gef%26%23xFC%3Bhrte%20Organisation%29%2C%20die%20Vorbereitung%20der%20aufnehmenden%20Teams%20durch%20spezifische%20Workshops%2C%20angepasste%20HR-%20und%20arbeitsmedizinische%20Prozesse%2C%20angemessene%20Anpassungen%20des%20Arbeitsplatzes%2C%20die%20Ausbildung%20der%20Peer-Mitarbeitenden%20und%20des%20gesamten%20Personals%20sowie%20die%20Supervision%20%26%23x2013%3B%20mit%20einem%20Pl%26%23xE4%3Bdoyer%20f%26%23xFC%3Br%20eine%20Supervision%20durch%20erfahrene%20Peers.%20Schliesslich%20betont%20er%20die%20Notwendigkeit%2C%20kollektive%20R%26%23xE4%3Bume%20zu%20schaffen%2C%20in%20denen%20Peer-Mitarbeitende%20eine%20gemeinsame%20Stimme%20innerhalb%20der%20Organisation%20entwickeln%20k%26%23xF6%3Bnnen%2C%20um%20die%20institutionelle%20Kultur%20tats%26%23xE4%3Bchlich%20zu%20beeinflussen.%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%22%2C%22data%22%3A%7B%22itemType%22%3A%22report%22%2C%22title%22%3A%22Preparing%20Organisations%20for%20Peer%20Support%3A%20Creating%20a%20Culture%20%26%20Context%20in%20which%20peer%20support%20workers%20thrive%22%2C%22creators%22%3A%5B%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22ImROC%22%7D%2C%7B%22creatorType%22%3A%22author%22%2C%22firstName%22%3A%22Julie%22%2C%22lastName%22%3A%22Repper%22%7D%2C%7B%22creatorType%22%3A%22author%22%2C%22firstName%22%3A%22Liz%22%2C%22lastName%22%3A%22Walker%22%7D%2C%7B%22creatorType%22%3A%22author%22%2C%22firstName%22%3A%22Syena%22%2C%22lastName%22%3A%22Skinner%22%7D%2C%7B%22creatorType%22%3A%22author%22%2C%22firstName%22%3A%22Mel%22%2C%22lastName%22%3A%22Ball%22%7D%5D%2C%22abstractNote%22%3A%22Ce%20guide%20d%26%23039%3BImroc%20%28r%5Cu00e9dig%5Cu00e9%20par%20Julie%20Repper%20et%20coll%5Cu00e8gues%29%20aborde%20la%20pr%5Cu00e9paration%20organisationnelle%20n%5Cu00e9cessaire%20pour%20que%20les%20pair-aidants%20puissent%20exercer%20pleinement%20leur%20r%5Cu00f4le.%20Il%20soutient%20que%20l%26%23039%3Bint%5Cu00e9gration%20de%20pair-aidants%20n%26%23039%3Best%20pas%20un%20%5Cu00e9v%5Cu00e9nement%20isol%5Cu00e9%20mais%20d%5Cu00e9clenche%20des%20transformations%20profondes%20dans%20toute%20l%26%23039%3Borganisation%2C%20et%20qu%26%23039%3Bil%20est%20donc%20pr%5Cu00e9f%5Cu00e9rable%20de%20ne%20pas%20s%26%23039%3By%20engager%20du%20tout%20plut%5Cu00f4t%20que%20de%20le%20faire%20mal.%20Le%20document%20couvre%20l%26%23039%3Bensemble%20des%20dimensions%20organisationnelles%20%3A%20pourquoi%20et%20comment%20cr%5Cu00e9er%20un%20groupe%20de%20pilotage%20d%5Cu00e9di%5Cu00e9%20avec%20soutien%20de%20la%20direction%2C%20les%20diff%5Cu00e9rents%20mod%5Cu00e8les%20d%26%23039%3Bemploi%20%28en%20interne%20ou%20via%20une%20organisation%20externe%20pair-aid%5Cu00e9e%29%2C%20la%20pr%5Cu00e9paration%20des%20%5Cu00e9quipes%20d%26%23039%3Baccueil%20par%20des%20ateliers%20sp%5Cu00e9cifiques%2C%20les%20processus%20RH%20et%20m%5Cu00e9decine%20du%20travail%20adapt%5Cu00e9s%2C%20les%20am%5Cu00e9nagements%20raisonnables%2C%20la%20formation%20des%20pair-aidants%20et%20de%20l%26%23039%3Bensemble%20du%20personnel%2C%20ainsi%20que%20la%20supervision%20%5Cu2014%20en%20plaidant%20pour%20une%20supervision%20par%20des%20pairs%20exp%5Cu00e9riment%5Cu00e9s.%20Il%20insiste%20enfin%20sur%20la%20n%5Cu00e9cessit%5Cu00e9%20de%20cr%5Cu00e9er%20des%20espaces%20collectifs%20permettant%20aux%20pair-aidants%20de%20d%5Cu00e9velopper%20une%20voix%20commune%20au%20sein%20de%20l%26%23039%3Borganisation%2C%20afin%20d%26%23039%3Binfluencer%20r%5Cu00e9ellement%20la%20culture%20institutionnelle.%20%20%2A%2A%2A%2ADE%2A%2A%2A%2A%20Dieser%20Leitfaden%20von%20ImROC%20%28verfasst%20von%20Julie%20Repper%20und%20Kolleg%3Ainnen%29%20befasst%20sich%20mit%20der%20organisationalen%20Vorbereitung%2C%20die%20n%5Cu00f6tig%20ist%2C%20damit%20Peer-Mitarbeitende%20ihre%20Rolle%20vollumf%5Cu00e4nglich%20aus%5Cu00fcben%20k%5Cu00f6nnen.%20Er%20vertritt%20die%20Auffassung%2C%20dass%20die%20Integration%20von%20Peer-Mitarbeitenden%20kein%20isoliertes%20Ereignis%20ist%2C%20sondern%20tiefgreifende%20Ver%5Cu00e4nderungen%20in%20der%20gesamten%20Organisation%20ausl%5Cu00f6st%2C%20und%20dass%20es%20deshalb%20besser%20ist%2C%20sie%20gar%20nicht%20anzugehen%2C%20als%20sie%20schlecht%20anzugehen.%20Das%20Dokument%20deckt%20s%5Cu00e4mtliche%20organisationalen%20Dimensionen%20ab%3A%20warum%20und%20wie%20eine%20eigene%20Steuergruppe%20mit%20Unterst%5Cu00fctzung%20der%20Leitung%20geschaffen%20wird%2C%20die%20verschiedenen%20Anstellungsmodelle%20%28intern%20oder%20%5Cu00fcber%20eine%20externe%2C%20von%20Peers%20gef%5Cu00fchrte%20Organisation%29%2C%20die%20Vorbereitung%20der%20aufnehmenden%20Teams%20durch%20spezifische%20Workshops%2C%20angepasste%20HR-%20und%20arbeitsmedizinische%20Prozesse%2C%20angemessene%20Anpassungen%20des%20Arbeitsplatzes%2C%20die%20Ausbildung%20der%20Peer-Mitarbeitenden%20und%20des%20gesamten%20Personals%20sowie%20die%20Supervision%20%5Cu2013%20mit%20einem%20Pl%5Cu00e4doyer%20f%5Cu00fcr%20eine%20Supervision%20durch%20erfahrene%20Peers.%20Schliesslich%20betont%20er%20die%20Notwendigkeit%2C%20kollektive%20R%5Cu00e4ume%20zu%20schaffen%2C%20in%20denen%20Peer-Mitarbeitende%20eine%20gemeinsame%20Stimme%20innerhalb%20der%20Organisation%20entwickeln%20k%5Cu00f6nnen%2C%20um%20die%20institutionelle%20Kultur%20tats%5Cu00e4chlich%20zu%20beeinflussen.%22%2C%22reportNumber%22%3A%22Briefing%20Paper%2017%22%2C%22reportType%22%3A%22%22%2C%22institution%22%3A%22ImROC%22%2C%22date%22%3A%222021%22%2C%22DOI%22%3A%22%22%2C%22ISBN%22%3A%22%22%2C%22citationKey%22%3A%22%22%2C%22url%22%3A%22https%3A%5C%2F%5C%2Fwww.imroc.org%5C%2Fpublications%5C%2Fpreparing-organisations-for-peer-support-creating-a-culture-context-in-which-peer-support-workers-thrive%22%2C%22ISSN%22%3A%22%22%2C%22language%22%3A%22en%22%2C%22collections%22%3A%5B%22NCCG7Z9C%22%5D%2C%22dateModified%22%3A%222026-07-31T10%3A37%3A36Z%22%7D%7D%2C%7B%22key%22%3A%22KZ9ALWQX%22%2C%22library%22%3A%7B%22id%22%3A14774419%7D%2C%22meta%22%3A%7B%22creatorSummary%22%3A%22Infodrog%20et%20al.%22%2C%22parsedDate%22%3A%222014%22%2C%22numChildren%22%3A0%7D%2C%22bib%22%3A%22%26lt%3Bdiv%20class%3D%26quot%3Bcsl-bib-body%26quot%3B%20style%3D%26quot%3Bline-height%3A%201.35%3B%20%26quot%3B%26gt%3B%5Cn%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-entry%26quot%3B%26gt%3BINFODROG%2C%20BERNHARDT%20KELLER%2C%20Aline%2C%20TR%26%23xC9%3BMEAUD%2C%20Rapha%26%23xEB%3Bl%20et%20BACHMANN%2C%20Alwin%2C%202014.%20%26lt%3Bi%26gt%3BTravail%20avec%20les%20pairs%20dans%20le%20domaine%20des%20addictions%20en%20Suisse%26%23x202F%3B%3A%20Recommandations%26lt%3B%5C%2Fi%26gt%3B%20%5Ben%26%23xA0%3Bligne%5D.%20Berne%26%23xA0%3B%3A%20Infodrog.%20Disponible%20%26%23xE0%3B%20l%26%23x2019%3Badresse%26%23xA0%3B%3A%20%26lt%3Ba%20class%3D%26%23039%3Bzp-ItemURL%26%23039%3B%20target%3D%26%23039%3B_blank%26%23039%3B%20href%3D%26%23039%3Bhttps%3A%5C%2F%5C%2Fwww.infodrog.ch%5C%2Ffiles%5C%2Fcontent%5C%2Fmaterialien_fr%5C%2Frecommandations_travail-avec-les-pairs.pdf%26%23039%3B%26gt%3Bhttps%3A%5C%2F%5C%2Fwww.infodrog.ch%5C%2Ffiles%5C%2Fcontent%5C%2Fmaterialien_fr%5C%2Frecommandations_travail-avec-les-pairs.pdf%26lt%3B%5C%2Fa%26gt%3B%5Cn%5Cn%20%20%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-block%26quot%3B%26gt%3BAfin%20d%26%23x2019%3Boffrir%20des%20rep%26%23xE8%3Bres%20dans%20la%20mise%20en%20place%20de%20projets%20pairs%20et%20de%20r%26%23xE9%3Bpondre%20%26%23xE0%3B%20d%26%23x2019%3B%26%23xE9%3Bventuelles%20difficult%26%23xE9%3Bs%20rencontr%26%23xE9%3Bes%20par%20les%20professionnels%2C%20Infodrog%20a%20d%26%23xE9%3Bvelopp%26%23xE9%3B%20des%20recommandations%2C%20c%26%23x2019%3Best-%26%23xE0%3B-dire%20un%20cadre%20de%20r%26%23xE9%3Bf%26%23xE9%3Brence%20pour%20la%20conduite%20de%20projets%20impliquant%20des%20pairs%20au%20sein%20des%20institutions%20du%20domaine%20des%20addictions.%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%22%2C%22data%22%3A%7B%22itemType%22%3A%22report%22%2C%22title%22%3A%22Travail%20avec%20les%20pairs%20dans%20le%20domaine%20des%20addictions%20en%20Suisse%20%3A%20Recommandations%22%2C%22creators%22%3A%5B%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22Infodrog%22%7D%2C%7B%22creatorType%22%3A%22author%22%2C%22firstName%22%3A%22Aline%22%2C%22lastName%22%3A%22Bernhardt%20Keller%22%7D%2C%7B%22creatorType%22%3A%22author%22%2C%22firstName%22%3A%22Rapha%5Cu00ebl%22%2C%22lastName%22%3A%22Tr%5Cu00e9meaud%22%7D%2C%7B%22creatorType%22%3A%22author%22%2C%22firstName%22%3A%22Alwin%22%2C%22lastName%22%3A%22Bachmann%22%7D%5D%2C%22abstractNote%22%3A%22Afin%20d%5Cu2019offrir%20des%20rep%5Cu00e8res%20dans%20la%20mise%20en%20place%20de%20projets%20pairs%20et%20de%20r%5Cu00e9pondre%20%5Cu00e0%20d%5Cu2019%5Cu00e9ventuelles%20difficult%5Cu00e9s%20rencontr%5Cu00e9es%20par%20les%20professionnels%2C%20Infodrog%20a%20d%5Cu00e9velopp%5Cu00e9%20des%20recommandations%2C%20c%5Cu2019est-%5Cu00e0-dire%20un%20cadre%20de%20r%5Cu00e9f%5Cu00e9rence%20pour%20la%20conduite%20de%20projets%20impliquant%20des%20pairs%20au%20sein%20des%20institutions%20du%20domaine%20des%20addictions.%22%2C%22reportNumber%22%3A%22%22%2C%22reportType%22%3A%22%22%2C%22institution%22%3A%22Infodrog%22%2C%22date%22%3A%222014%22%2C%22DOI%22%3A%22%22%2C%22ISBN%22%3A%22%22%2C%22citationKey%22%3A%22%22%2C%22url%22%3A%22https%3A%5C%2F%5C%2Fwww.infodrog.ch%5C%2Ffiles%5C%2Fcontent%5C%2Fmaterialien_fr%5C%2Frecommandations_travail-avec-les-pairs.pdf%22%2C%22ISSN%22%3A%22%22%2C%22language%22%3A%22%22%2C%22collections%22%3A%5B%22NCCG7Z9C%22%5D%2C%22dateModified%22%3A%222026-05-18T12%3A08%3A43Z%22%7D%7D%2C%7B%22key%22%3A%22W7CB5UXR%22%2C%22library%22%3A%7B%22id%22%3A14774419%7D%2C%22meta%22%3A%7B%22creatorSummary%22%3A%22Infodrog%20et%20al.%22%2C%22parsedDate%22%3A%222014%22%2C%22numChildren%22%3A0%7D%2C%22bib%22%3A%22%26lt%3Bdiv%20class%3D%26quot%3Bcsl-bib-body%26quot%3B%20style%3D%26quot%3Bline-height%3A%201.35%3B%20%26quot%3B%26gt%3B%5Cn%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-entry%26quot%3B%26gt%3BINFODROG%2C%20BERNHARDT%20KELLER%2C%20Aline%2C%20TR%26%23xC9%3BMEAUD%2C%20Rapha%26%23xEB%3Bl%20et%20BACHMANN%2C%20Alwin%2C%202014.%20%26lt%3Bi%26gt%3BArbeit%20mit%20Peers%20im%5CnSuchtbereich%20in%20der%5CnSchweiz%26%23x202F%3B%3A%20Leitfaden%26lt%3B%5C%2Fi%26gt%3B%20%5Ben%26%23xA0%3Bligne%5D.%20Berne%26%23xA0%3B%3A%20Infodrog.%20Disponible%20%26%23xE0%3B%20l%26%23x2019%3Badresse%26%23xA0%3B%3A%20%26lt%3Ba%20class%3D%26%23039%3Bzp-ItemURL%26%23039%3B%20target%3D%26%23039%3B_blank%26%23039%3B%20href%3D%26%23039%3Bhttps%3A%5C%2F%5C%2Fwww.infodrog.ch%5C%2Ffiles%5C%2Fcontent%5C%2Fmaterialien_de%5C%2Fleitfaden_peerarbeit.pdf%26%23039%3B%26gt%3Bhttps%3A%5C%2F%5C%2Fwww.infodrog.ch%5C%2Ffiles%5C%2Fcontent%5C%2Fmaterialien_de%5C%2Fleitfaden_peerarbeit.pdf%26lt%3B%5C%2Fa%26gt%3B%5Cn%5Cn%20%20%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-block%26quot%3B%26gt%3BUm%20Orientierungspunkte%20f%26%23xFC%3Br%20die%20Umsetzung%20von%20Peer-Projekten%20zu%20bieten%20und%20auf%20m%26%23xF6%3Bgliche%20Schwierigkeiten%20der%20Fachpersonen%20zu%20antworten%2C%20hat%20Infodrog%20Empfehlungen%20entwickelt%2C%20d.%20h.%20einen%20Referenzrahmen%20f%26%23xFC%3Br%20die%20Durchf%26%23xFC%3Bhrung%20von%20Projekten%20mit%20Peers%20in%20Institutionen%20des%20Suchtbereichs.%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%22%2C%22data%22%3A%7B%22itemType%22%3A%22report%22%2C%22title%22%3A%22Arbeit%20mit%20Peers%20im%5CnSuchtbereich%20in%20der%5CnSchweiz%20%3A%20Leitfaden%22%2C%22creators%22%3A%5B%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22Infodrog%22%7D%2C%7B%22creatorType%22%3A%22author%22%2C%22firstName%22%3A%22Aline%22%2C%22lastName%22%3A%22Bernhardt%20Keller%22%7D%2C%7B%22creatorType%22%3A%22author%22%2C%22firstName%22%3A%22Rapha%5Cu00ebl%22%2C%22lastName%22%3A%22Tr%5Cu00e9meaud%22%7D%2C%7B%22creatorType%22%3A%22author%22%2C%22firstName%22%3A%22Alwin%22%2C%22lastName%22%3A%22Bachmann%22%7D%5D%2C%22abstractNote%22%3A%22Um%20Orientierungspunkte%20f%5Cu00fcr%20die%20Umsetzung%20von%20Peer-Projekten%20zu%20bieten%20und%20auf%20m%5Cu00f6gliche%20Schwierigkeiten%20der%20Fachpersonen%20zu%20antworten%2C%20hat%20Infodrog%20Empfehlungen%20entwickelt%2C%20d.%20h.%20einen%20Referenzrahmen%20f%5Cu00fcr%20die%20Durchf%5Cu00fchrung%20von%20Projekten%20mit%20Peers%20in%20Institutionen%20des%20Suchtbereichs.%22%2C%22reportNumber%22%3A%22%22%2C%22reportType%22%3A%22%22%2C%22institution%22%3A%22Infodrog%22%2C%22date%22%3A%222014%22%2C%22DOI%22%3A%22%22%2C%22ISBN%22%3A%22%22%2C%22citationKey%22%3A%22%22%2C%22url%22%3A%22https%3A%5C%2F%5C%2Fwww.infodrog.ch%5C%2Ffiles%5C%2Fcontent%5C%2Fmaterialien_de%5C%2Fleitfaden_peerarbeit.pdf%22%2C%22ISSN%22%3A%22%22%2C%22language%22%3A%22%22%2C%22collections%22%3A%5B%22NCCG7Z9C%22%5D%2C%22dateModified%22%3A%222026-07-31T10%3A33%3A15Z%22%7D%7D%2C%7B%22key%22%3A%22B47M9AC9%22%2C%22library%22%3A%7B%22id%22%3A14774419%7D%2C%22meta%22%3A%7B%22creatorSummary%22%3A%22N.A.P.S.%22%2C%22parsedDate%22%3A%222019%22%2C%22numChildren%22%3A0%7D%2C%22bib%22%3A%22%26lt%3Bdiv%20class%3D%26quot%3Bcsl-bib-body%26quot%3B%20style%3D%26quot%3Bline-height%3A%201.35%3B%20%26quot%3B%26gt%3B%5Cn%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-entry%26quot%3B%26gt%3BN.A.P.S.%2C%202019.%20%26lt%3Bi%26gt%3BNational%20Practice%20Guidelines%20for%20Peer%20Specialists%20and%20Supervisors%26lt%3B%5C%2Fi%26gt%3B%20%5Ben%26%23xA0%3Bligne%5D.%20Washington%2C%20DC%2C%20U.S.%26%23xA0%3B%3A%20National%20Association%20of%20Peer%20Supporters.%20Disponible%20%26%23xE0%3B%20l%26%23x2019%3Badresse%26%23xA0%3B%3A%20%26lt%3Ba%20class%3D%26%23039%3Bzp-ItemURL%26%23039%3B%20target%3D%26%23039%3B_blank%26%23039%3B%20href%3D%26%23039%3Bhttps%3A%5C%2F%5C%2Flive-copeland-center-ci.pantheonsite.io%5C%2Fsites%5C%2Fdefault%5C%2Ffiles%5C%2F2024-02%5C%2FNational-Practice-Guidelines-for-Peer-Specialists-and-Supervisors-1.pdf%26%23039%3B%26gt%3Bhttps%3A%5C%2F%5C%2Flive-copeland-center-ci.pantheonsite.io%5C%2Fsites%5C%2Fdefault%5C%2Ffiles%5C%2F2024-02%5C%2FNational-Practice-Guidelines-for-Peer-Specialists-and-Supervisors-1.pdf%26lt%3B%5C%2Fa%26gt%3B%5Cn%5Cn%20%20%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-block%26quot%3B%26gt%3BCe%20document%20de%20la%20National%20Association%20of%20Peer%20Supporters%20%28N.A.P.S.%2C%202019%29%20pr%26%23xE9%3Bsente%20les%20lignes%20directrices%20nationales%20am%26%23xE9%3Bricaines%20encadrant%20la%20pratique%20des%20pair-aidants%20et%20de%20leurs%20superviseurs.%20Il%20articule%20douze%20valeurs%20fondamentales%20du%20soutien%20par%20les%20pairs%20%28dont%20le%20caract%26%23xE8%3Bre%20volontaire%2C%20la%20r%26%23xE9%3Bciprocit%26%23xE9%3B%2C%20le%20partage%20%26%23xE9%3Bquitable%20du%20pouvoir%2C%20l%26%23x2019%3Borientation%20vers%20les%20forces%20et%20la%20transparence%29%20en%20d%26%23xE9%3Bclinant%20pour%20chacune%20des%20recommandations%20pratiques%20distinctes%20selon%20qu%26%23x2019%3Bon%20s%26%23x2019%3Badresse%20aux%20pair-aidants%20ou%20%26%23xE0%3B%20leurs%20encadrants.%20L%26%23x2019%3Bajout%20de%20la%20dimension%20supervision%2C%20d%26%23xE9%3Bvelopp%26%23xE9%3Be%20entre%202017%20et%202019%2C%20r%26%23xE9%3Bpond%20%26%23xE0%3B%20la%20croissance%20rapide%20de%20cette%20profession%20et%20aux%20risques%20de%20d%26%23xE9%3Brive%20%28%26%23xAB%3B%26%23x202F%3Bpeer%20drift%26%23x202F%3B%26%23xBB%3B%29%20li%26%23xE9%3Bs%20%26%23xE0%3B%20l%26%23x2019%3Bint%26%23xE9%3Bgration%20des%20pair-aidants%20dans%20des%20structures%20cliniques%20traditionnelles%2C%20o%26%23xF9%3B%20leurs%20superviseurs%20n%26%23x2019%3Bont%20pas%20toujours%20eux-m%26%23xEA%3Bmes%20une%20exp%26%23xE9%3Brience%20v%26%23xE9%3Bcue%20du%20r%26%23xE9%3Btablissement.%26%23xA0%3B%20%2A%2A%2A%2ADE%2A%2A%2A%2A%20Dieses%20Dokument%20der%20National%20Association%20of%20Peer%20Supporters%20%28N.A.P.S.%2C%202019%29%20stellt%20die%20US-amerikanischen%20nationalen%20Leitlinien%20f%26%23xFC%3Br%20die%20Praxis%20von%20Peer-Mitarbeitenden%20und%20ihren%20Vorgesetzten%20vor.%20Es%20entfaltet%20zw%26%23xF6%3Blf%20Grundwerte%20des%20Peer-Supports%20%28darunter%20Freiwilligkeit%2C%20Gegenseitigkeit%2C%20gleichberechtigte%20Machtteilung%2C%20St%26%23xE4%3Brkenorientierung%20und%20Transparenz%29%20und%20leitet%20f%26%23xFC%3Br%20jeden%20davon%20unterschiedliche%20praktische%20Empfehlungen%20ab%2C%20je%20nachdem%2C%20ob%20sie%20sich%20an%20die%20Peer-Mitarbeitenden%20oder%20an%20ihre%20Vorgesetzten%20richten.%20Die%20zwischen%202017%20und%202019%20entwickelte%20Erg%26%23xE4%3Bnzung%20um%20die%20Dimension%20Supervision%20reagiert%20auf%20das%20rasche%20Wachstum%20dieses%20Berufs%20und%20auf%20die%20Risiken%20des%20%26%23xAB%3BPeer%20Drift%26%23xBB%3B%2C%20die%20mit%20der%20Integration%20von%20Peer-Mitarbeitenden%20in%20traditionelle%20klinische%20Strukturen%20verbunden%20sind%2C%20wo%20ihre%20Vorgesetzten%20nicht%20immer%20selbst%20%26%23xFC%3Bber%20eine%20gelebte%20Recovery-Erfahrung%20verf%26%23xFC%3Bgen.%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%22%2C%22data%22%3A%7B%22itemType%22%3A%22report%22%2C%22title%22%3A%22National%20Practice%20Guidelines%20for%20Peer%20Specialists%20and%20Supervisors%22%2C%22creators%22%3A%5B%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22N.A.P.S.%22%7D%5D%2C%22abstractNote%22%3A%22Ce%20document%20de%20la%20National%20Association%20of%20Peer%20Supporters%20%28N.A.P.S.%2C%202019%29%20pr%5Cu00e9sente%20les%20lignes%20directrices%20nationales%20am%5Cu00e9ricaines%20encadrant%20la%20pratique%20des%20pair-aidants%20et%20de%20leurs%20superviseurs.%20Il%20articule%20douze%20valeurs%20fondamentales%20du%20soutien%20par%20les%20pairs%20%28dont%20le%20caract%5Cu00e8re%20volontaire%2C%20la%20r%5Cu00e9ciprocit%5Cu00e9%2C%20le%20partage%20%5Cu00e9quitable%20du%20pouvoir%2C%20l%26%23039%3Borientation%20vers%20les%20forces%20et%20la%20transparence%29%20en%20d%5Cu00e9clinant%20pour%20chacune%20des%20recommandations%20pratiques%20distinctes%20selon%20qu%26%23039%3Bon%20s%26%23039%3Badresse%20aux%20pair-aidants%20ou%20%5Cu00e0%20leurs%20encadrants.%20L%26%23039%3Bajout%20de%20la%20dimension%20supervision%2C%20d%5Cu00e9velopp%5Cu00e9e%20entre%202017%20et%202019%2C%20r%5Cu00e9pond%20%5Cu00e0%20la%20croissance%20rapide%20de%20cette%20profession%20et%20aux%20risques%20de%20d%5Cu00e9rive%20%28%5Cu00ab%20peer%20drift%20%5Cu00bb%29%20li%5Cu00e9s%20%5Cu00e0%20l%26%23039%3Bint%5Cu00e9gration%20des%20pair-aidants%20dans%20des%20structures%20cliniques%20traditionnelles%2C%20o%5Cu00f9%20leurs%20superviseurs%20n%26%23039%3Bont%20pas%20toujours%20eux-m%5Cu00eames%20une%20exp%5Cu00e9rience%20v%5Cu00e9cue%20du%20r%5Cu00e9tablissement.%20%20%2A%2A%2A%2ADE%2A%2A%2A%2A%20Dieses%20Dokument%20der%20National%20Association%20of%20Peer%20Supporters%20%28N.A.P.S.%2C%202019%29%20stellt%20die%20US-amerikanischen%20nationalen%20Leitlinien%20f%5Cu00fcr%20die%20Praxis%20von%20Peer-Mitarbeitenden%20und%20ihren%20Vorgesetzten%20vor.%20Es%20entfaltet%20zw%5Cu00f6lf%20Grundwerte%20des%20Peer-Supports%20%28darunter%20Freiwilligkeit%2C%20Gegenseitigkeit%2C%20gleichberechtigte%20Machtteilung%2C%20St%5Cu00e4rkenorientierung%20und%20Transparenz%29%20und%20leitet%20f%5Cu00fcr%20jeden%20davon%20unterschiedliche%20praktische%20Empfehlungen%20ab%2C%20je%20nachdem%2C%20ob%20sie%20sich%20an%20die%20Peer-Mitarbeitenden%20oder%20an%20ihre%20Vorgesetzten%20richten.%20Die%20zwischen%202017%20und%202019%20entwickelte%20Erg%5Cu00e4nzung%20um%20die%20Dimension%20Supervision%20reagiert%20auf%20das%20rasche%20Wachstum%20dieses%20Berufs%20und%20auf%20die%20Risiken%20des%20%5Cu00abPeer%20Drift%5Cu00bb%2C%20die%20mit%20der%20Integration%20von%20Peer-Mitarbeitenden%20in%20traditionelle%20klinische%20Strukturen%20verbunden%20sind%2C%20wo%20ihre%20Vorgesetzten%20nicht%20immer%20selbst%20%5Cu00fcber%20eine%20gelebte%20Recovery-Erfahrung%20verf%5Cu00fcgen.%22%2C%22reportNumber%22%3A%22%22%2C%22reportType%22%3A%22%22%2C%22institution%22%3A%22National%20Association%20of%20Peer%20Supporters%22%2C%22date%22%3A%222019%22%2C%22DOI%22%3A%22%22%2C%22ISBN%22%3A%22%22%2C%22citationKey%22%3A%22%22%2C%22url%22%3A%22https%3A%5C%2F%5C%2Flive-copeland-center-ci.pantheonsite.io%5C%2Fsites%5C%2Fdefault%5C%2Ffiles%5C%2F2024-02%5C%2FNational-Practice-Guidelines-for-Peer-Specialists-and-Supervisors-1.pdf%22%2C%22ISSN%22%3A%22%22%2C%22language%22%3A%22%22%2C%22collections%22%3A%5B%22328FFJKP%22%2C%22I6VM3BNK%22%2C%22NCCG7Z9C%22%5D%2C%22dateModified%22%3A%222026-07-31T10%3A38%3A01Z%22%7D%7D%2C%7B%22key%22%3A%22HSJXTCQG%22%2C%22library%22%3A%7B%22id%22%3A14774419%7D%2C%22meta%22%3A%7B%22creatorSummary%22%3A%22NYC%20Health%22%2C%22numChildren%22%3A0%7D%2C%22bib%22%3A%22%26lt%3Bdiv%20class%3D%26quot%3Bcsl-bib-body%26quot%3B%20style%3D%26quot%3Bline-height%3A%201.35%3B%20%26quot%3B%26gt%3B%5Cn%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-entry%26quot%3B%26gt%3BNYC%20HEALTH%2C%20non%20dat%26%23xE9%3B.%20%26lt%3Bi%26gt%3BIntegrating%20Peers%20into%26%23xA0%3B%20Treatment%20Programs%20in%20New%26%23xA0%3B%20York%20City%26%23x202F%3B%3A%20An%20In-depth%20Guide%20for%20Substance%20Use%20Disorder%20Treatment%20Providers%26lt%3B%5C%2Fi%26gt%3B%20%5Ben%26%23xA0%3Bligne%5D.%20New%20York%20City%20Department%20of%20Health%20and%20Mental%20Hygiene.%20Disponible%20%26%23xE0%3B%20l%26%23x2019%3Badresse%26%23xA0%3B%3A%20%26lt%3Ba%20class%3D%26%23039%3Bzp-ItemURL%26%23039%3B%20target%3D%26%23039%3B_blank%26%23039%3B%20href%3D%26%23039%3Bhttps%3A%5C%2F%5C%2Fweb.archive.org%5C%2Fweb%5C%2F20251108094347%5C%2Fhttps%3A%5C%2F%5C%2Fwww.nyc.gov%5C%2Fassets%5C%2Fdoh%5C%2Fdownloads%5C%2Fpdf%5C%2Fmh%5C%2Fpeers-treatment-programs.pdf%26%23039%3B%26gt%3Bhttps%3A%5C%2F%5C%2Fweb.archive.org%5C%2Fweb%5C%2F20251108094347%5C%2Fhttps%3A%5C%2F%5C%2Fwww.nyc.gov%5C%2Fassets%5C%2Fdoh%5C%2Fdownloads%5C%2Fpdf%5C%2Fmh%5C%2Fpeers-treatment-programs.pdf%26lt%3B%5C%2Fa%26gt%3B%5Cn%5Cn%20%20%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-block%26quot%3B%26gt%3BCe%20guide%20pratique%20du%20D%26%23xE9%3Bpartement%20de%20sant%26%23xE9%3B%20de%20New%20York%20City%20s%26%23x2019%3Badresse%20aux%20prestataires%20de%20traitement%20des%20troubles%20li%26%23xE9%3Bs%20aux%20substances%20qui%20souhaitent%20int%26%23xE9%3Bgrer%20des%20pair-aidants%20certifi%26%23xE9%3Bs%20%28Certified%20Recovery%20Peer%20Advocates%29%20dans%20leurs%20%26%23xE9%3Bquipes%20de%20soins.%20Structur%26%23xE9%3B%20en%20sept%20modules%2C%20il%20couvre%20l%26%23x2019%3Bensemble%20du%20cycle%20d%26%23x2019%3Bint%26%23xE9%3Bgration%20%28de%20l%26%23x2019%3B%26%23xE9%3Bvaluation%20de%20la%20pr%26%23xE9%3Bparation%20organisationnelle%20au%20recrutement%2C%20%26%23xE0%3B%20l%26%23x2019%3Borientation%2C%20%26%23xE0%3B%20la%20supervision%20et%20%26%23xE0%3B%20la%20facturation%20Medicaid%29%20en%20insistant%20sur%20la%20n%26%23xE9%3Bcessit%26%23xE9%3B%20de%20pr%26%23xE9%3Bserver%20le%20r%26%23xF4%3Ble%20non%20clinique%20et%20distinct%20des%20pair-aidants%20au%20sein%20des%20%26%23xE9%3Bquipes%2C%20notamment%20pour%20pr%26%23xE9%3Bvenir%20le%20risque%20de%20d%26%23xE9%3Brive%20vers%20des%20fonctions%20cliniques.%20Une%20attention%20particuli%26%23xE8%3Bre%20est%20accord%26%23xE9%3Be%20%26%23xE0%3B%20la%20supervision%2C%20con%26%23xE7%3Bue%20comme%20un%20soutien%20tripartite%20%28administratif%2C%20%26%23xE9%3Bducatif%20et%20soutenant%29%2C%20ainsi%20qu%26%23x2019%3B%26%23xE0%3B%20la%20gestion%20des%20fronti%26%23xE8%3Bres%20professionnelles%2C%20de%20l%26%23x2019%3Bauto-divulgation%20et%20du%20bien-%26%23xEA%3Btre%20des%20pair-aidants%2C%20y%20compris%20en%20cas%20de%20rechute.%26%23xA0%3B%20%2A%2A%2A%2ADE%2A%2A%2A%2A%20Dieser%20Praxisleitfaden%20des%20Gesundheitsdepartements%20von%20New%20York%20City%20richtet%20sich%20an%20Anbietende%20von%20Behandlungen%20bei%20Substanzkonsumst%26%23xF6%3Brungen%2C%20die%20zertifizierte%20Peer-Mitarbeitende%20%28Certified%20Recovery%20Peer%20Advocates%29%20in%20ihre%20Behandlungsteams%20integrieren%20m%26%23xF6%3Bchten.%20In%20sieben%20Module%20gegliedert%2C%20deckt%20er%20den%20gesamten%20Integrationszyklus%20ab%20%26%23x2013%3B%20von%20der%20Pr%26%23xFC%3Bfung%20der%20organisationalen%20Bereitschaft%20%26%23xFC%3Bber%20die%20Rekrutierung%2C%20die%20Einf%26%23xFC%3Bhrung%20und%20die%20Supervision%20bis%20zur%20Medicaid-Abrechnung%20%26%23x2013%3B%20und%20betont%20die%20Notwendigkeit%2C%20die%20nicht%20klinische%20und%20eigenst%26%23xE4%3Bndige%20Rolle%20der%20Peer-Mitarbeitenden%20im%20Team%20zu%20bewahren%2C%20namentlich%20um%20dem%20Risiko%20eines%20Abgleitens%20in%20klinische%20Funktionen%20vorzubeugen.%20Besondere%20Aufmerksamkeit%20gilt%20der%20Supervision%2C%20verstanden%20als%20dreifache%20Unterst%26%23xFC%3Btzung%20%28administrativ%2C%20edukativ%20und%20st%26%23xFC%3Btzend%29%2C%20sowie%20dem%20Umgang%20mit%20professionellen%20Grenzen%2C%20der%20Selbstoffenbarung%20und%20dem%20Wohlbefinden%20der%20Peer-Mitarbeitenden%2C%20auch%20im%20Fall%20eines%20R%26%23xFC%3Bckfalls.%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%22%2C%22data%22%3A%7B%22itemType%22%3A%22report%22%2C%22title%22%3A%22Integrating%20Peers%20into%20%20Treatment%20Programs%20in%20New%20%20York%20City%20%3A%20An%20In-depth%20Guide%20for%20Substance%20Use%20Disorder%20Treatment%20Providers%22%2C%22creators%22%3A%5B%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22NYC%20Health%22%7D%5D%2C%22abstractNote%22%3A%22Ce%20guide%20pratique%20du%20D%5Cu00e9partement%20de%20sant%5Cu00e9%20de%20New%20York%20City%20s%26%23039%3Badresse%20aux%20prestataires%20de%20traitement%20des%20troubles%20li%5Cu00e9s%20aux%20substances%20qui%20souhaitent%20int%5Cu00e9grer%20des%20pair-aidants%20certifi%5Cu00e9s%20%28Certified%20Recovery%20Peer%20Advocates%29%20dans%20leurs%20%5Cu00e9quipes%20de%20soins.%20Structur%5Cu00e9%20en%20sept%20modules%2C%20il%20couvre%20l%26%23039%3Bensemble%20du%20cycle%20d%26%23039%3Bint%5Cu00e9gration%20%28de%20l%26%23039%3B%5Cu00e9valuation%20de%20la%20pr%5Cu00e9paration%20organisationnelle%20au%20recrutement%2C%20%5Cu00e0%20l%26%23039%3Borientation%2C%20%5Cu00e0%20la%20supervision%20et%20%5Cu00e0%20la%20facturation%20Medicaid%29%20en%20insistant%20sur%20la%20n%5Cu00e9cessit%5Cu00e9%20de%20pr%5Cu00e9server%20le%20r%5Cu00f4le%20non%20clinique%20et%20distinct%20des%20pair-aidants%20au%20sein%20des%20%5Cu00e9quipes%2C%20notamment%20pour%20pr%5Cu00e9venir%20le%20risque%20de%20d%5Cu00e9rive%20vers%20des%20fonctions%20cliniques.%20Une%20attention%20particuli%5Cu00e8re%20est%20accord%5Cu00e9e%20%5Cu00e0%20la%20supervision%2C%20con%5Cu00e7ue%20comme%20un%20soutien%20tripartite%20%28administratif%2C%20%5Cu00e9ducatif%20et%20soutenant%29%2C%20ainsi%20qu%26%23039%3B%5Cu00e0%20la%20gestion%20des%20fronti%5Cu00e8res%20professionnelles%2C%20de%20l%26%23039%3Bauto-divulgation%20et%20du%20bien-%5Cu00eatre%20des%20pair-aidants%2C%20y%20compris%20en%20cas%20de%20rechute.%20%20%2A%2A%2A%2ADE%2A%2A%2A%2A%20Dieser%20Praxisleitfaden%20des%20Gesundheitsdepartements%20von%20New%20York%20City%20richtet%20sich%20an%20Anbietende%20von%20Behandlungen%20bei%20Substanzkonsumst%5Cu00f6rungen%2C%20die%20zertifizierte%20Peer-Mitarbeitende%20%28Certified%20Recovery%20Peer%20Advocates%29%20in%20ihre%20Behandlungsteams%20integrieren%20m%5Cu00f6chten.%20In%20sieben%20Module%20gegliedert%2C%20deckt%20er%20den%20gesamten%20Integrationszyklus%20ab%20%5Cu2013%20von%20der%20Pr%5Cu00fcfung%20der%20organisationalen%20Bereitschaft%20%5Cu00fcber%20die%20Rekrutierung%2C%20die%20Einf%5Cu00fchrung%20und%20die%20Supervision%20bis%20zur%20Medicaid-Abrechnung%20%5Cu2013%20und%20betont%20die%20Notwendigkeit%2C%20die%20nicht%20klinische%20und%20eigenst%5Cu00e4ndige%20Rolle%20der%20Peer-Mitarbeitenden%20im%20Team%20zu%20bewahren%2C%20namentlich%20um%20dem%20Risiko%20eines%20Abgleitens%20in%20klinische%20Funktionen%20vorzubeugen.%20Besondere%20Aufmerksamkeit%20gilt%20der%20Supervision%2C%20verstanden%20als%20dreifache%20Unterst%5Cu00fctzung%20%28administrativ%2C%20edukativ%20und%20st%5Cu00fctzend%29%2C%20sowie%20dem%20Umgang%20mit%20professionellen%20Grenzen%2C%20der%20Selbstoffenbarung%20und%20dem%20Wohlbefinden%20der%20Peer-Mitarbeitenden%2C%20auch%20im%20Fall%20eines%20R%5Cu00fcckfalls.%22%2C%22reportNumber%22%3A%22%22%2C%22reportType%22%3A%22%22%2C%22institution%22%3A%22New%20York%20City%20Department%20of%20Health%20and%20Mental%20Hygiene%22%2C%22date%22%3A%22non%20dat%5Cu00e9%22%2C%22DOI%22%3A%22%22%2C%22ISBN%22%3A%22%22%2C%22citationKey%22%3A%22%22%2C%22url%22%3A%22https%3A%5C%2F%5C%2Fweb.archive.org%5C%2Fweb%5C%2F20251108094347%5C%2Fhttps%3A%5C%2F%5C%2Fwww.nyc.gov%5C%2Fassets%5C%2Fdoh%5C%2Fdownloads%5C%2Fpdf%5C%2Fmh%5C%2Fpeers-treatment-programs.pdf%22%2C%22ISSN%22%3A%22%22%2C%22language%22%3A%22%22%2C%22collections%22%3A%5B%22I6VM3BNK%22%2C%22NCCG7Z9C%22%5D%2C%22dateModified%22%3A%222026-07-31T10%3A38%3A24Z%22%7D%7D%2C%7B%22key%22%3A%22T5HEV3Y4%22%2C%22library%22%3A%7B%22id%22%3A14774419%7D%2C%22meta%22%3A%7B%22creatorSummary%22%3A%22NYS%20OASAS%22%2C%22parsedDate%22%3A%222019%22%2C%22numChildren%22%3A0%7D%2C%22bib%22%3A%22%26lt%3Bdiv%20class%3D%26quot%3Bcsl-bib-body%26quot%3B%20style%3D%26quot%3Bline-height%3A%201.35%3B%20%26quot%3B%26gt%3B%5Cn%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-entry%26quot%3B%26gt%3BNYS%20OASAS%2C%202019.%20%26lt%3Bi%26gt%3BPeer%20Integration%20and%20the%20Stages%20of%20Change%20ToolKit%26lt%3B%5C%2Fi%26gt%3B%20%5Ben%26%23xA0%3Bligne%5D.%20New%20York%20State%20Office%20of%20Alcoholism%20and%20Substance%20Abuse%20Services.%20Disponible%20%26%23xE0%3B%20l%26%23x2019%3Badresse%26%23xA0%3B%3A%20%26lt%3Ba%20class%3D%26%23039%3Bzp-ItemURL%26%23039%3B%20target%3D%26%23039%3B_blank%26%23039%3B%20href%3D%26%23039%3Bhttps%3A%5C%2F%5C%2Foasas.ny.gov%5C%2Fsystem%5C%2Ffiles%5C%2Fdocuments%5C%2F2019%5C%2F08%5C%2FPeerIntegrationToolKit-DigitalFinal.pdf%26%23039%3B%26gt%3Bhttps%3A%5C%2F%5C%2Foasas.ny.gov%5C%2Fsystem%5C%2Ffiles%5C%2Fdocuments%5C%2F2019%5C%2F08%5C%2FPeerIntegrationToolKit-DigitalFinal.pdf%26lt%3B%5C%2Fa%26gt%3B%5Cn%5Cn%20%20%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-block%26quot%3B%26gt%3BCe%20document%2C%20publi%26%23xE9%3B%20en%202018%20par%20le%20New%20York%20State%20Office%20of%20Alcoholism%20and%20Substance%20Abuse%20Services%20%28OASAS%29%2C%20est%20structur%26%23xE9%3B%20autour%20du%20mod%26%23xE8%3Ble%20des%20stades%20du%20changement%20%28pr%26%23xE9%3B-contemplation%2C%20contemplation%2C%20pr%26%23xE9%3Bparation%2C%20action%2C%20maintenance%5C%2Fbien-%26%23xEA%3Btre%29%20etl%20guide%20les%20prestataires%20de%20soins%20ambulatoires%20dans%20l%26%23x2019%3Bint%26%23xE9%3Bgration%20de%20pair-aidants%20certifi%26%23xE9%3Bs%20au%20sein%20de%20leurs%20services%20d%26%23x2019%3Baddictologie.%20Il%20couvre%20l%26%23x2019%3Bensemble%20du%20cycle%20d%26%23x2019%3Bint%26%23xE9%3Bgration%26%23x202F%3B%3A%20argumentaire%20clinique%20et%20%26%23xE9%3Bconomique%20en%20faveur%20du%20soutien%20par%20les%20pairs%2C%20clarification%20des%20r%26%23xF4%3Bles%20%28pair-aidant%20vs%20coach%20de%20r%26%23xE9%3Btablissement%20vs%20conseiller%20clinique%29%2C%20%26%23xE9%3Bvaluation%20de%20la%20maturit%26%23xE9%3B%20organisationnelle%2C%20faisabilit%26%23xE9%3B%20budg%26%23xE9%3Btaire%20%28calcul%20du%20seuil%20de%20rentabilit%26%23xE9%3B%29%2C%20recrutement%2C%20cadre%20juridique%20%28ADA%2C%20FMLA%29%2C%20formation%2C%20documentation%2C%20supervision%2C%20gestion%20des%20risques%20en%20milieu%20communautaire%20et%20%26%23xE0%3B%20domicile%2C%20ainsi%20que%20les%20outils%20pratiques%20associ%26%23xE9%3Bs%20%28description%20de%20poste%2C%20plan%20de%20bien-%26%23xEA%3Btre%2C%20questions%20d%26%23x2019%3Bentretien%2C%20grilles%20de%20supervision%29.%20Il%20comprend%20%26%23xE9%3Bgalement%20une%20annexe%20sur%20l%26%23x2019%3Bint%26%23xE9%3Bgration%20dans%20les%20structures%20r%26%23xE9%3Bsidentielles%20et%20une%20section%20sur%20le%20langage%20non-stigmatisant%20en%20addictologie.%26%23xA0%3B%20%2A%2A%2A%2ADE%2A%2A%2A%2A%26%23xA0%3B%20Dieses%202018%20vom%20New%20York%20State%20Office%20of%20Alcoholism%20and%20Substance%20Abuse%20Services%20%28OASAS%29%20ver%26%23xF6%3Bffentlichte%20Dokument%20ist%20um%20das%20Modell%20der%20Ver%26%23xE4%3Bnderungsstadien%20aufgebaut%20%28Absichtslosigkeit%2C%20Absichtsbildung%2C%20Vorbereitung%2C%20Handlung%2C%20Aufrechterhaltung%5C%2FWohlbefinden%29%20und%20begleitet%20ambulante%20Leistungserbringende%20bei%20der%20Integration%20zertifizierter%20Peer-Mitarbeitender%20in%20ihre%20Suchtdienste.%20Es%20deckt%20den%20gesamten%20Integrationszyklus%20ab%3A%20klinische%20und%20wirtschaftliche%20Argumentation%20f%26%23xFC%3Br%20Peer-Support%2C%20Rollenkl%26%23xE4%3Brung%20%28Peer-Mitarbeitende%20vs.%20Recovery%20Coach%20vs.%20klinische%20Beratung%29%2C%20Beurteilung%20der%20organisationalen%20Reife%2C%20budget%26%23xE4%3Bre%20Machbarkeit%20%28Berechnung%20der%20Rentabilit%26%23xE4%3Btsschwelle%29%2C%20Rekrutierung%2C%20rechtlicher%20Rahmen%20%28ADA%2C%20FMLA%29%2C%20Ausbildung%2C%20Dokumentation%2C%20Supervision%2C%20Risikomanagement%20im%20Gemeinwesen%20und%20zu%20Hause%20sowie%20die%20zugeh%26%23xF6%3Brigen%20praktischen%20Instrumente%20%28Stellenbeschrieb%2C%20Wohlbefindensplan%2C%20Interviewfragen%2C%20Supervisionsraster%29.%20Es%20enth%26%23xE4%3Blt%20zudem%20einen%20Anhang%20zur%20Integration%20in%20station%26%23xE4%3Bren%20Einrichtungen%20und%20einen%20Abschnitt%20zur%20nicht%20stigmatisierenden%20Sprache%20im%20Suchtbereich.%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%22%2C%22data%22%3A%7B%22itemType%22%3A%22report%22%2C%22title%22%3A%22Peer%20Integration%20and%20the%20Stages%20of%20Change%20ToolKit%22%2C%22creators%22%3A%5B%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22NYS%20OASAS%22%7D%5D%2C%22abstractNote%22%3A%22Ce%20document%2C%20publi%5Cu00e9%20en%202018%20par%20le%20New%20York%20State%20Office%20of%20Alcoholism%20and%20Substance%20Abuse%20Services%20%28OASAS%29%2C%20est%20structur%5Cu00e9%20autour%20du%20mod%5Cu00e8le%20des%20stades%20du%20changement%20%28pr%5Cu00e9-contemplation%2C%20contemplation%2C%20pr%5Cu00e9paration%2C%20action%2C%20maintenance%5C%2Fbien-%5Cu00eatre%29%20etl%20guide%20les%20prestataires%20de%20soins%20ambulatoires%20dans%20l%26%23039%3Bint%5Cu00e9gration%20de%20pair-aidants%20certifi%5Cu00e9s%20au%20sein%20de%20leurs%20services%20d%26%23039%3Baddictologie.%20Il%20couvre%20l%26%23039%3Bensemble%20du%20cycle%20d%26%23039%3Bint%5Cu00e9gration%20%3A%20argumentaire%20clinique%20et%20%5Cu00e9conomique%20en%20faveur%20du%20soutien%20par%20les%20pairs%2C%20clarification%20des%20r%5Cu00f4les%20%28pair-aidant%20vs%20coach%20de%20r%5Cu00e9tablissement%20vs%20conseiller%20clinique%29%2C%20%5Cu00e9valuation%20de%20la%20maturit%5Cu00e9%20organisationnelle%2C%20faisabilit%5Cu00e9%20budg%5Cu00e9taire%20%28calcul%20du%20seuil%20de%20rentabilit%5Cu00e9%29%2C%20recrutement%2C%20cadre%20juridique%20%28ADA%2C%20FMLA%29%2C%20formation%2C%20documentation%2C%20supervision%2C%20gestion%20des%20risques%20en%20milieu%20communautaire%20et%20%5Cu00e0%20domicile%2C%20ainsi%20que%20les%20outils%20pratiques%20associ%5Cu00e9s%20%28description%20de%20poste%2C%20plan%20de%20bien-%5Cu00eatre%2C%20questions%20d%26%23039%3Bentretien%2C%20grilles%20de%20supervision%29.%20Il%20comprend%20%5Cu00e9galement%20une%20annexe%20sur%20l%26%23039%3Bint%5Cu00e9gration%20dans%20les%20structures%20r%5Cu00e9sidentielles%20et%20une%20section%20sur%20le%20langage%20non-stigmatisant%20en%20addictologie.%20%20%2A%2A%2A%2ADE%2A%2A%2A%2A%20%20Dieses%202018%20vom%20New%20York%20State%20Office%20of%20Alcoholism%20and%20Substance%20Abuse%20Services%20%28OASAS%29%20ver%5Cu00f6ffentlichte%20Dokument%20ist%20um%20das%20Modell%20der%20Ver%5Cu00e4nderungsstadien%20aufgebaut%20%28Absichtslosigkeit%2C%20Absichtsbildung%2C%20Vorbereitung%2C%20Handlung%2C%20Aufrechterhaltung%5C%2FWohlbefinden%29%20und%20begleitet%20ambulante%20Leistungserbringende%20bei%20der%20Integration%20zertifizierter%20Peer-Mitarbeitender%20in%20ihre%20Suchtdienste.%20Es%20deckt%20den%20gesamten%20Integrationszyklus%20ab%3A%20klinische%20und%20wirtschaftliche%20Argumentation%20f%5Cu00fcr%20Peer-Support%2C%20Rollenkl%5Cu00e4rung%20%28Peer-Mitarbeitende%20vs.%20Recovery%20Coach%20vs.%20klinische%20Beratung%29%2C%20Beurteilung%20der%20organisationalen%20Reife%2C%20budget%5Cu00e4re%20Machbarkeit%20%28Berechnung%20der%20Rentabilit%5Cu00e4tsschwelle%29%2C%20Rekrutierung%2C%20rechtlicher%20Rahmen%20%28ADA%2C%20FMLA%29%2C%20Ausbildung%2C%20Dokumentation%2C%20Supervision%2C%20Risikomanagement%20im%20Gemeinwesen%20und%20zu%20Hause%20sowie%20die%20zugeh%5Cu00f6rigen%20praktischen%20Instrumente%20%28Stellenbeschrieb%2C%20Wohlbefindensplan%2C%20Interviewfragen%2C%20Supervisionsraster%29.%20Es%20enth%5Cu00e4lt%20zudem%20einen%20Anhang%20zur%20Integration%20in%20station%5Cu00e4ren%20Einrichtungen%20und%20einen%20Abschnitt%20zur%20nicht%20stigmatisierenden%20Sprache%20im%20Suchtbereich.%22%2C%22reportNumber%22%3A%22%22%2C%22reportType%22%3A%22%22%2C%22institution%22%3A%22New%20York%20State%20Office%20of%20Alcoholism%20and%20Substance%20Abuse%20Services%22%2C%22date%22%3A%222019%22%2C%22DOI%22%3A%22%22%2C%22ISBN%22%3A%22%22%2C%22citationKey%22%3A%22%22%2C%22url%22%3A%22https%3A%5C%2F%5C%2Foasas.ny.gov%5C%2Fsystem%5C%2Ffiles%5C%2Fdocuments%5C%2F2019%5C%2F08%5C%2FPeerIntegrationToolKit-DigitalFinal.pdf%22%2C%22ISSN%22%3A%22%22%2C%22language%22%3A%22%22%2C%22collections%22%3A%5B%22I6VM3BNK%22%2C%22NCCG7Z9C%22%5D%2C%22dateModified%22%3A%222026-07-31T10%3A38%3A46Z%22%7D%7D%2C%7B%22key%22%3A%22KG4BLB6N%22%2C%22library%22%3A%7B%22id%22%3A14774419%7D%2C%22meta%22%3A%7B%22creatorSummary%22%3A%22OMNI%20Institute%22%2C%22parsedDate%22%3A%222024%22%2C%22numChildren%22%3A0%7D%2C%22bib%22%3A%22%26lt%3Bdiv%20class%3D%26quot%3Bcsl-bib-body%26quot%3B%20style%3D%26quot%3Bline-height%3A%201.35%3B%20%26quot%3B%26gt%3B%5Cn%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-entry%26quot%3B%26gt%3BOMNI%20INSTITUTE%2C%202024.%20%26lt%3Bi%26gt%3BMeasuring%20outcomes%20of%20peer%20recovery%20support%20services%26%23x202F%3B%3A%20Showing%20the%20Impact%20of%20Peers%20in%20Meaningful%20Ways%26lt%3B%5C%2Fi%26gt%3B%20%5Ben%26%23xA0%3Bligne%5D.%20Denver.%20Disponible%20%26%23xE0%3B%20l%26%23x2019%3Badresse%26%23xA0%3B%3A%20%26lt%3Ba%20class%3D%26%23039%3Bzp-ItemURL%26%23039%3B%20target%3D%26%23039%3B_blank%26%23039%3B%20href%3D%26%23039%3Bhttps%3A%5C%2F%5C%2Fwww.omni.org%5C%2Fresource%5C%2Fmeasuring-peer-recovery-outcomes-toolkit%26%23039%3B%26gt%3Bhttps%3A%5C%2F%5C%2Fwww.omni.org%5C%2Fresource%5C%2Fmeasuring-peer-recovery-outcomes-toolkit%26lt%3B%5C%2Fa%26gt%3B%5Cn%5Cn%20%20%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-block%26quot%3B%26gt%3BCe%20document%20est%20un%20guide%20pratique%20%26%23xE9%3Blabor%26%23xE9%3B%20par%20le%20Peer%20Recovery%20Center%20of%20Excellence%20%28PR%20CoE%29%20et%20l%26%23x2019%3BOMNI%20Institute%20pour%20aider%20les%20programmes%20de%20soutien%20par%20les%20pairs%20en%20addictions%20%26%23xE0%3B%20%26%23xE9%3Bvaluer%20leur%20impact%20de%20mani%26%23xE8%3Bre%20coh%26%23xE9%3Brente%20avec%20leurs%20valeurs.%20Il%20propose%20une%20approche%20en%20six%20phases%20%28identifier%20les%20valeurs%20du%20programme%2C%20choisir%20des%20r%26%23xE9%3Bsultats%20pertinents%2C%20s%26%23xE9%3Blectionner%20des%20outils%20d%26%23x2019%3B%26%23xE9%3Bvaluation%2C%20%26%23xE9%3Blaborer%20un%20plan%20de%20mise%20en%20%26%23x153%3Buvre%2C%20collecter%20les%20donn%26%23xE9%3Bes%2C%20puis%20d%26%23xE9%3Bmontrer%20l%26%23x2019%3Bimpact%20et%20planifier%20la%20p%26%23xE9%3Brennit%26%23xE9%3B%29%20tout%20en%20reconnaissant%20les%20d%26%23xE9%3Bfis%20propres%20%26%23xE0%3B%20ce%20type%20de%20services%2C%20notamment%20la%20subjectivit%26%23xE9%3B%20du%20r%26%23xE9%3Btablissement%20et%20la%20diversit%26%23xE9%3B%20des%20parcours%20individuels.%20Chaque%20phase%20est%20illustr%26%23xE9%3Be%20par%20des%20exemples%20concrets%2C%20des%20ressources%20externes%20et%20des%20fiches%20de%20travail%2C%20dans%20une%20logique%20flexible%20et%20adaptable%20aux%20r%26%23xE9%3Balit%26%23xE9%3Bs%20de%20terrain.%20%2A%2A%2A%2ADE%2A%2A%2A%2A%20Dieses%20Dokument%20ist%20ein%20Praxisleitfaden%2C%20den%20das%20Peer%20Recovery%20Center%20of%20Excellence%20%28PR%20CoE%29%20und%20das%20OMNI%20Institute%20erarbeitet%20haben%2C%20um%20Peer-Support-Programmen%20im%20Suchtbereich%20zu%20helfen%2C%20ihre%20Wirkung%20im%20Einklang%20mit%20ihren%20Werten%20zu%20evaluieren.%20Es%20schl%26%23xE4%3Bgt%20ein%20Vorgehen%20in%20sechs%20Phasen%20vor%20%28Werte%20des%20Programms%20bestimmen%2C%20relevante%20Ergebnisse%20w%26%23xE4%3Bhlen%2C%20Evaluationsinstrumente%20ausw%26%23xE4%3Bhlen%2C%20einen%20Umsetzungsplan%20erarbeiten%2C%20Daten%20erheben%2C%20schliesslich%20die%20Wirkung%20aufzeigen%20und%20die%20Nachhaltigkeit%20planen%29%20und%20anerkennt%20gleichzeitig%20die%20besonderen%20Herausforderungen%20dieser%20Art%20von%20Leistungen%2C%20namentlich%20die%20Subjektivit%26%23xE4%3Bt%20von%20Recovery%20und%20die%20Vielfalt%20der%20individuellen%20Wege.%20Jede%20Phase%20wird%20mit%20konkreten%20Beispielen%2C%20externen%20Ressourcen%20und%20Arbeitsbl%26%23xE4%3Bttern%20illustriert%2C%20in%20einer%20flexiblen%20und%20an%20die%20Realit%26%23xE4%3Bt%20der%20Praxis%20anpassbaren%20Logik.%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%22%2C%22data%22%3A%7B%22itemType%22%3A%22report%22%2C%22title%22%3A%22Measuring%20outcomes%20of%20peer%20recovery%20support%20services%20%3A%20Showing%20the%20Impact%20of%20Peers%20in%20Meaningful%20Ways%22%2C%22creators%22%3A%5B%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22OMNI%20Institute%22%7D%5D%2C%22abstractNote%22%3A%22Ce%20document%20est%20un%20guide%20pratique%20%5Cu00e9labor%5Cu00e9%20par%20le%20Peer%20Recovery%20Center%20of%20Excellence%20%28PR%20CoE%29%20et%20l%26%23039%3BOMNI%20Institute%20pour%20aider%20les%20programmes%20de%20soutien%20par%20les%20pairs%20en%20addictions%20%5Cu00e0%20%5Cu00e9valuer%20leur%20impact%20de%20mani%5Cu00e8re%20coh%5Cu00e9rente%20avec%20leurs%20valeurs.%20Il%20propose%20une%20approche%20en%20six%20phases%20%28identifier%20les%20valeurs%20du%20programme%2C%20choisir%20des%20r%5Cu00e9sultats%20pertinents%2C%20s%5Cu00e9lectionner%20des%20outils%20d%26%23039%3B%5Cu00e9valuation%2C%20%5Cu00e9laborer%20un%20plan%20de%20mise%20en%20%5Cu0153uvre%2C%20collecter%20les%20donn%5Cu00e9es%2C%20puis%20d%5Cu00e9montrer%20l%26%23039%3Bimpact%20et%20planifier%20la%20p%5Cu00e9rennit%5Cu00e9%29%20tout%20en%20reconnaissant%20les%20d%5Cu00e9fis%20propres%20%5Cu00e0%20ce%20type%20de%20services%2C%20notamment%20la%20subjectivit%5Cu00e9%20du%20r%5Cu00e9tablissement%20et%20la%20diversit%5Cu00e9%20des%20parcours%20individuels.%20Chaque%20phase%20est%20illustr%5Cu00e9e%20par%20des%20exemples%20concrets%2C%20des%20ressources%20externes%20et%20des%20fiches%20de%20travail%2C%20dans%20une%20logique%20flexible%20et%20adaptable%20aux%20r%5Cu00e9alit%5Cu00e9s%20de%20terrain.%20%2A%2A%2A%2ADE%2A%2A%2A%2A%20Dieses%20Dokument%20ist%20ein%20Praxisleitfaden%2C%20den%20das%20Peer%20Recovery%20Center%20of%20Excellence%20%28PR%20CoE%29%20und%20das%20OMNI%20Institute%20erarbeitet%20haben%2C%20um%20Peer-Support-Programmen%20im%20Suchtbereich%20zu%20helfen%2C%20ihre%20Wirkung%20im%20Einklang%20mit%20ihren%20Werten%20zu%20evaluieren.%20Es%20schl%5Cu00e4gt%20ein%20Vorgehen%20in%20sechs%20Phasen%20vor%20%28Werte%20des%20Programms%20bestimmen%2C%20relevante%20Ergebnisse%20w%5Cu00e4hlen%2C%20Evaluationsinstrumente%20ausw%5Cu00e4hlen%2C%20einen%20Umsetzungsplan%20erarbeiten%2C%20Daten%20erheben%2C%20schliesslich%20die%20Wirkung%20aufzeigen%20und%20die%20Nachhaltigkeit%20planen%29%20und%20anerkennt%20gleichzeitig%20die%20besonderen%20Herausforderungen%20dieser%20Art%20von%20Leistungen%2C%20namentlich%20die%20Subjektivit%5Cu00e4t%20von%20Recovery%20und%20die%20Vielfalt%20der%20individuellen%20Wege.%20Jede%20Phase%20wird%20mit%20konkreten%20Beispielen%2C%20externen%20Ressourcen%20und%20Arbeitsbl%5Cu00e4ttern%20illustriert%2C%20in%20einer%20flexiblen%20und%20an%20die%20Realit%5Cu00e4t%20der%20Praxis%20anpassbaren%20Logik.%22%2C%22reportNumber%22%3A%22%22%2C%22reportType%22%3A%22%22%2C%22institution%22%3A%22%22%2C%22date%22%3A%222024%22%2C%22DOI%22%3A%22%22%2C%22ISBN%22%3A%22%22%2C%22citationKey%22%3A%22%22%2C%22url%22%3A%22https%3A%5C%2F%5C%2Fwww.omni.org%5C%2Fresource%5C%2Fmeasuring-peer-recovery-outcomes-toolkit%22%2C%22ISSN%22%3A%22%22%2C%22language%22%3A%22%22%2C%22collections%22%3A%5B%22NCCG7Z9C%22%5D%2C%22dateModified%22%3A%222026-07-31T10%3A42%3A51Z%22%7D%7D%2C%7B%22key%22%3A%223D6LUK8M%22%2C%22library%22%3A%7B%22id%22%3A14774419%7D%2C%22meta%22%3A%7B%22creatorSummary%22%3A%22Peer%20Recovery%20Center%20of%20Excellence%22%2C%22parsedDate%22%3A%222024-08%22%2C%22numChildren%22%3A0%7D%2C%22bib%22%3A%22%26lt%3Bdiv%20class%3D%26quot%3Bcsl-bib-body%26quot%3B%20style%3D%26quot%3Bline-height%3A%201.35%3B%20%26quot%3B%26gt%3B%5Cn%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-entry%26quot%3B%26gt%3BPEER%20RECOVERY%20CENTER%20OF%20EXCELLENCE%2C%202024.%20%26lt%3Bi%26gt%3BBuilding%20Organizational%20Readiness%3A%20A%20Peer%20Recovery%20Center%20of%20Excellence%20Toolkit%26lt%3B%5C%2Fi%26gt%3B%20%5Ben%26%23xA0%3Bligne%5D.%20Disponible%20%26%23xE0%3B%20l%26%23x2019%3Badresse%26%23xA0%3B%3A%20%26lt%3Ba%20class%3D%26%23039%3Bzp-ItemURL%26%23039%3B%20target%3D%26%23039%3B_blank%26%23039%3B%20href%3D%26%23039%3Bhttps%3A%5C%2F%5C%2Fwww.carsrecovery.org%5C%2Fproduct-library%5C%2Fbuilding-organizational-readiness-for-peer-recovery-support-services%26%23039%3B%26gt%3Bhttps%3A%5C%2F%5C%2Fwww.carsrecovery.org%5C%2Fproduct-library%5C%2Fbuilding-organizational-readiness-for-peer-recovery-support-services%26lt%3B%5C%2Fa%26gt%3B%5Cn%5Cn%20%20%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-block%26quot%3B%26gt%3BCe%20guide%20du%20Peer%20Recovery%20Center%20of%20Excellence%20accompagne%20les%20responsables%20d%26%23x2019%3Borganisations%20souhaitant%20int%26%23xE9%3Bgrer%20ou%20d%26%23xE9%3Bvelopper%20des%20services%20de%20soutien%20par%20les%20pairs%20en%20addictions%20%28PRSS%29.%20Il%20%26%23xE9%3Bvalue%20d%26%23x2019%3Babord%20la%20pr%26%23xE9%3Bparation%20organisationnelle%20selon%20trois%20axes%20%28motivation%2C%20culture%2C%20et%20orientation%20vers%20le%20r%26%23xE9%3Btablissement%29%2C%20puis%20aborde%20la%20gestion%20du%20changement%2C%20les%20bonnes%20pratiques%20d%26%23x2019%3Bint%26%23xE9%3Bgration%20des%20pair-aidants%20dans%20les%20%26%23xE9%3Bquipes%2C%20les%20comp%26%23xE9%3Btences%20attendues%20des%20superviseurs%2C%20les%20options%20de%20financement%20disponibles%2C%20ainsi%20que%20les%20ressources%20RH%20n%26%23xE9%3Bcessaires%20%28fiches%20de%20poste%2C%20lutte%20contre%20les%20biais%20implicites%29.%20Il%20propose%20%26%23xE9%3Bgalement%20des%20outils%20concrets%26%23x202F%3B%3A%20une%20checklist%20sur%206%20%26%23xE0%3B%2012%20mois%2C%20des%20recommandations%20de%20terrain%2C%20et%20en%20annexe%20des%20exemples%20de%20descriptions%20de%20postes%20pour%20diff%26%23xE9%3Brents%20r%26%23xF4%3Bles%20de%20pair-aidants.%20%2A%2A%2A%2ADE%2A%2A%2A%2A%26%23xA0%3B%20Dieser%20Leitfaden%20des%20Peer%20Recovery%20Center%20of%20Excellence%20begleitet%20Verantwortliche%20von%20Organisationen%2C%20die%20Peer-Support-Leistungen%20im%20Suchtbereich%20%28PRSS%29%20einf%26%23xFC%3Bhren%20oder%20ausbauen%20m%26%23xF6%3Bchten.%20Er%20beurteilt%20zun%26%23xE4%3Bchst%20die%20organisationale%20Bereitschaft%20anhand%20von%20drei%20Achsen%20%28Motivation%2C%20Kultur%20und%20Recovery-Orientierung%29%20und%20behandelt%20anschliessend%20das%20Ver%26%23xE4%3Bnderungsmanagement%2C%20die%20guten%20Praktiken%20der%20Integration%20von%20Peer-Mitarbeitenden%20in%20die%20Teams%2C%20die%20von%20Vorgesetzten%20erwarteten%20Kompetenzen%2C%20die%20verf%26%23xFC%3Bgbaren%20Finanzierungsoptionen%20sowie%20die%20erforderlichen%20HR-Ressourcen%20%28Stellenbeschriebe%2C%20Umgang%20mit%20impliziten%20Vorurteilen%29.%20Er%20bietet%20zudem%20konkrete%20Instrumente%3A%20eine%20Checkliste%20%26%23xFC%3Bber%206%20bis%2012%20Monate%2C%20Empfehlungen%20aus%20der%20Praxis%20und%20im%20Anhang%20Beispiele%20von%20Stellenbeschreibungen%20f%26%23xFC%3Br%20verschiedene%20Peer-Rollen.%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%22%2C%22data%22%3A%7B%22itemType%22%3A%22report%22%2C%22title%22%3A%22Building%20Organizational%20Readiness%3A%20A%20Peer%20Recovery%20Center%20of%20Excellence%20Toolkit%22%2C%22creators%22%3A%5B%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22Peer%20Recovery%20Center%20of%20Excellence%22%7D%5D%2C%22abstractNote%22%3A%22Ce%20guide%20du%20Peer%20Recovery%20Center%20of%20Excellence%20accompagne%20les%20responsables%20d%26%23039%3Borganisations%20souhaitant%20int%5Cu00e9grer%20ou%20d%5Cu00e9velopper%20des%20services%20de%20soutien%20par%20les%20pairs%20en%20addictions%20%28PRSS%29.%20Il%20%5Cu00e9value%20d%26%23039%3Babord%20la%20pr%5Cu00e9paration%20organisationnelle%20selon%20trois%20axes%20%28motivation%2C%20culture%2C%20et%20orientation%20vers%20le%20r%5Cu00e9tablissement%29%2C%20puis%20aborde%20la%20gestion%20du%20changement%2C%20les%20bonnes%20pratiques%20d%26%23039%3Bint%5Cu00e9gration%20des%20pair-aidants%20dans%20les%20%5Cu00e9quipes%2C%20les%20comp%5Cu00e9tences%20attendues%20des%20superviseurs%2C%20les%20options%20de%20financement%20disponibles%2C%20ainsi%20que%20les%20ressources%20RH%20n%5Cu00e9cessaires%20%28fiches%20de%20poste%2C%20lutte%20contre%20les%20biais%20implicites%29.%20Il%20propose%20%5Cu00e9galement%20des%20outils%20concrets%20%3A%20une%20checklist%20sur%206%20%5Cu00e0%2012%20mois%2C%20des%20recommandations%20de%20terrain%2C%20et%20en%20annexe%20des%20exemples%20de%20descriptions%20de%20postes%20pour%20diff%5Cu00e9rents%20r%5Cu00f4les%20de%20pair-aidants.%20%2A%2A%2A%2ADE%2A%2A%2A%2A%20%20Dieser%20Leitfaden%20des%20Peer%20Recovery%20Center%20of%20Excellence%20begleitet%20Verantwortliche%20von%20Organisationen%2C%20die%20Peer-Support-Leistungen%20im%20Suchtbereich%20%28PRSS%29%20einf%5Cu00fchren%20oder%20ausbauen%20m%5Cu00f6chten.%20Er%20beurteilt%20zun%5Cu00e4chst%20die%20organisationale%20Bereitschaft%20anhand%20von%20drei%20Achsen%20%28Motivation%2C%20Kultur%20und%20Recovery-Orientierung%29%20und%20behandelt%20anschliessend%20das%20Ver%5Cu00e4nderungsmanagement%2C%20die%20guten%20Praktiken%20der%20Integration%20von%20Peer-Mitarbeitenden%20in%20die%20Teams%2C%20die%20von%20Vorgesetzten%20erwarteten%20Kompetenzen%2C%20die%20verf%5Cu00fcgbaren%20Finanzierungsoptionen%20sowie%20die%20erforderlichen%20HR-Ressourcen%20%28Stellenbeschriebe%2C%20Umgang%20mit%20impliziten%20Vorurteilen%29.%20Er%20bietet%20zudem%20konkrete%20Instrumente%3A%20eine%20Checkliste%20%5Cu00fcber%206%20bis%2012%20Monate%2C%20Empfehlungen%20aus%20der%20Praxis%20und%20im%20Anhang%20Beispiele%20von%20Stellenbeschreibungen%20f%5Cu00fcr%20verschiedene%20Peer-Rollen.%22%2C%22reportNumber%22%3A%22%22%2C%22reportType%22%3A%22%22%2C%22institution%22%3A%22%22%2C%22date%22%3A%22August%202024%22%2C%22DOI%22%3A%22%22%2C%22ISBN%22%3A%22%22%2C%22citationKey%22%3A%22%22%2C%22url%22%3A%22https%3A%5C%2F%5C%2Fwww.carsrecovery.org%5C%2Fproduct-library%5C%2Fbuilding-organizational-readiness-for-peer-recovery-support-services%22%2C%22ISSN%22%3A%22%22%2C%22language%22%3A%22%22%2C%22collections%22%3A%5B%22I6VM3BNK%22%2C%22NCCG7Z9C%22%5D%2C%22dateModified%22%3A%222026-07-31T10%3A40%3A21Z%22%7D%7D%2C%7B%22key%22%3A%22NGJ5HTN8%22%2C%22library%22%3A%7B%22id%22%3A14774419%7D%2C%22meta%22%3A%7B%22creatorSummary%22%3A%22Plateforme%20Participation%20and%20Plateforme%20Travail%20Pair%22%2C%22parsedDate%22%3A%222024%22%2C%22numChildren%22%3A0%7D%2C%22bib%22%3A%22%26lt%3Bdiv%20class%3D%26quot%3Bcsl-bib-body%26quot%3B%20style%3D%26quot%3Bline-height%3A%201.35%3B%20%26quot%3B%26gt%3B%5Cn%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-entry%26quot%3B%26gt%3BPLATEFORME%20PARTICIPATION%20et%20PLATEFORME%20TRAVAIL%20PAIR%2C%202024.%20%26lt%3Bi%26gt%3BDe%20la%20participation%20au%20travail%20pair%3A%20Synth%26%23xE8%3Bse%26lt%3B%5C%2Fi%26gt%3B%20%5Ben%26%23xA0%3Bligne%5D.%20Groupement%20des%20possibles.%20Disponible%20%26%23xE0%3B%20l%26%23x2019%3Badresse%26%23xA0%3B%3A%20%26lt%3Ba%20class%3D%26%23039%3Bzp-ItemURL%26%23039%3B%20target%3D%26%23039%3B_blank%26%23039%3B%20href%3D%26%23039%3Bhttps%3A%5C%2F%5C%2Fgroupementdespossibles.org%5C%2F2024%5C%2F11%5C%2F05%5C%2Fpublication-de-letat-des-lieux-de-la-participation-au-travail-pair%5C%2F%26%23039%3B%26gt%3Bhttps%3A%5C%2F%5C%2Fgroupementdespossibles.org%5C%2F2024%5C%2F11%5C%2F05%5C%2Fpublication-de-letat-des-lieux-de-la-participation-au-travail-pair%5C%2F%26lt%3B%5C%2Fa%26gt%3B%5Cn%5Cn%20%20%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-block%26quot%3B%26gt%3BCette%20note%20de%20synth%26%23xE8%3Bse%20du%20Groupement%20des%20Possibles%20%28Is%26%23xE8%3Bre%2C%20France%29%20explore%20les%20liens%20et%20distinctions%20entre%20participation%20et%20travail%20pair%20dans%20les%20secteurs%20social%20et%20m%26%23xE9%3Bdico-social.%20Elle%20d%26%23xE9%3Bfinit%20la%20participation%20comme%20l%26%23x2019%3Bespace%20d%26%23xE9%3Bcisionnel%20accord%26%23xE9%3B%20aux%20personnes%20concern%26%23xE9%3Bes%2C%20et%20le%20travail%20pair%20comme%20un%20accompagnement%20professionnel%20fond%26%23xE9%3B%20sur%20le%20savoir%20exp%26%23xE9%3Brientiel%20de%20personnes%20ayant%20v%26%23xE9%3Bcu%20des%20situations%20similaires%20%26%23xE0%3B%20celles%20qu%26%23x2019%3Belles%20soutiennent.%20Le%20document%20identifie%20de%20nombreux%20points%20communs%20entre%20les%20deux%20pratiques%20%26%23x2014%3B%20valorisation%20des%20savoirs%20exp%26%23xE9%3Brientiels%2C%20d%26%23xE9%3Bveloppement%20du%20pouvoir%20d%26%23x2019%3Bagir%2C%20lutte%20contre%20la%20stigmatisation%20%26%23x2014%3B%20tout%20en%20soulignant%20leurs%20zones%20grises%20%28la%20participation%20pouvant%20conduire%20au%20travail%20pair%2C%20et%20inversement%29%20et%20leurs%20diff%26%23xE9%3Brences%20fondamentales%20%28le%20salariat%2C%20la%20fiche%20de%20poste%2C%20le%20niveau%20de%20responsabilit%26%23xE9%3B%29.%20Il%20pointe%20aussi%20les%20limites%20communes%20aux%20deux%20pratiques%26%23x202F%3B%3A%20r%26%23xE9%3Bsistances%20institutionnelles%2C%20cadres%20l%26%23xE9%3Bgislatifs%20peu%20contraignants%2C%20risques%20d%26%23x2019%3Beffet%20de%20mode%20ou%20d%26%23x2019%3Binstitutionnalisation%20excessive.%20La%20conclusion%20insiste%20sur%20le%20fait%20que%20ces%20deux%20modalit%26%23xE9%3Bs%20s%26%23x2019%3Binscrivent%20dans%20un%20m%26%23xEA%3Bme%20mouvement%20de%20transformation%20du%20travail%20social%2C%20passant%20d%26%23x2019%3Bune%20logique%20d%26%23x2019%3Baction%20pour%20les%20personnes%20%26%23xE0%3B%20une%20logique%20d%26%23x2019%3Baction%20avec%20elles.%20%2A%2A%2A%2ADE%20%2A%2A%2A%2A%20Diese%20Synthese%20des%20Groupement%20des%20Possibles%20%28Is%26%23xE8%3Bre%2C%20Frankreich%29%20untersucht%20die%20Verbindungen%20und%20Unterschiede%20zwischen%20Beteiligung%20und%20Peerarbeit%20im%20Sozial-%20und%20sozialmedizinischen%20Bereich.%20Sie%20definiert%20Beteiligung%20als%20den%20Entscheidungsraum%2C%20der%20den%20betroffenen%20Personen%20zugestanden%20wird%2C%20und%20Peerarbeit%20als%20eine%20professionelle%20Begleitung%2C%20die%20auf%20dem%20Erfahrungswissen%20von%20Personen%20beruht%2C%20die%20%26%23xE4%3Bhnliche%20Situationen%20erlebt%20haben%20wie%20jene%2C%20die%20sie%20unterst%26%23xFC%3Btzen.%20Das%20Dokument%20benennt%20zahlreiche%20Gemeinsamkeiten%20der%20beiden%20Praktiken%20%26%23x2013%3B%20Anerkennung%20des%20Erfahrungswissens%2C%20St%26%23xE4%3Brkung%20der%20Handlungsmacht%2C%20Kampf%20gegen%20Stigmatisierung%20%26%23x2013%3B%20und%20hebt%20gleichzeitig%20ihre%20Grauzonen%20%28Beteiligung%20kann%20zur%20Peerarbeit%20f%26%23xFC%3Bhren%20und%20umgekehrt%29%20und%20ihre%20grundlegenden%20Unterschiede%20hervor%20%28Anstellungsverh%26%23xE4%3Bltnis%2C%20Stellenbeschrieb%2C%20Verantwortungsniveau%29.%20Es%20weist%20auch%20auf%20die%20gemeinsamen%20Grenzen%20beider%20Praktiken%20hin%3A%20institutionelle%20Widerst%26%23xE4%3Bnde%2C%20wenig%20verbindliche%20gesetzliche%20Rahmenbedingungen%2C%20Risiken%20eines%20Modeeffekts%20oder%20einer%20%26%23xFC%3Bberm%26%23xE4%3Bssigen%20Institutionalisierung.%20Das%20Fazit%20betont%2C%20dass%20sich%20beide%20Formen%20in%20dieselbe%20Bewegung%20der%20Transformation%20der%20Sozialen%20Arbeit%20einf%26%23xFC%3Bgen%3A%20von%20einer%20Logik%20des%20Handelns%20f%26%23xFC%3Br%20die%20Personen%20zu%20einer%20Logik%20des%20Handelns%20mit%20ihnen.%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%22%2C%22data%22%3A%7B%22itemType%22%3A%22report%22%2C%22title%22%3A%22De%20la%20participation%20au%20travail%20pair%3A%20Synth%5Cu00e8se%22%2C%22creators%22%3A%5B%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22Plateforme%20Participation%22%7D%2C%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22Plateforme%20Travail%20Pair%22%7D%5D%2C%22abstractNote%22%3A%22Cette%20note%20de%20synth%5Cu00e8se%20du%20Groupement%20des%20Possibles%20%28Is%5Cu00e8re%2C%20France%29%20explore%20les%20liens%20et%20distinctions%20entre%20participation%20et%20travail%20pair%20dans%20les%20secteurs%20social%20et%20m%5Cu00e9dico-social.%20Elle%20d%5Cu00e9finit%20la%20participation%20comme%20l%26%23039%3Bespace%20d%5Cu00e9cisionnel%20accord%5Cu00e9%20aux%20personnes%20concern%5Cu00e9es%2C%20et%20le%20travail%20pair%20comme%20un%20accompagnement%20professionnel%20fond%5Cu00e9%20sur%20le%20savoir%20exp%5Cu00e9rientiel%20de%20personnes%20ayant%20v%5Cu00e9cu%20des%20situations%20similaires%20%5Cu00e0%20celles%20qu%26%23039%3Belles%20soutiennent.%20Le%20document%20identifie%20de%20nombreux%20points%20communs%20entre%20les%20deux%20pratiques%20%5Cu2014%20valorisation%20des%20savoirs%20exp%5Cu00e9rientiels%2C%20d%5Cu00e9veloppement%20du%20pouvoir%20d%26%23039%3Bagir%2C%20lutte%20contre%20la%20stigmatisation%20%5Cu2014%20tout%20en%20soulignant%20leurs%20zones%20grises%20%28la%20participation%20pouvant%20conduire%20au%20travail%20pair%2C%20et%20inversement%29%20et%20leurs%20diff%5Cu00e9rences%20fondamentales%20%28le%20salariat%2C%20la%20fiche%20de%20poste%2C%20le%20niveau%20de%20responsabilit%5Cu00e9%29.%20Il%20pointe%20aussi%20les%20limites%20communes%20aux%20deux%20pratiques%20%3A%20r%5Cu00e9sistances%20institutionnelles%2C%20cadres%20l%5Cu00e9gislatifs%20peu%20contraignants%2C%20risques%20d%26%23039%3Beffet%20de%20mode%20ou%20d%26%23039%3Binstitutionnalisation%20excessive.%20La%20conclusion%20insiste%20sur%20le%20fait%20que%20ces%20deux%20modalit%5Cu00e9s%20s%26%23039%3Binscrivent%20dans%20un%20m%5Cu00eame%20mouvement%20de%20transformation%20du%20travail%20social%2C%20passant%20d%26%23039%3Bune%20logique%20d%26%23039%3Baction%20pour%20les%20personnes%20%5Cu00e0%20une%20logique%20d%26%23039%3Baction%20avec%20elles.%20%2A%2A%2A%2ADE%20%2A%2A%2A%2A%20Diese%20Synthese%20des%20Groupement%20des%20Possibles%20%28Is%5Cu00e8re%2C%20Frankreich%29%20untersucht%20die%20Verbindungen%20und%20Unterschiede%20zwischen%20Beteiligung%20und%20Peerarbeit%20im%20Sozial-%20und%20sozialmedizinischen%20Bereich.%20Sie%20definiert%20Beteiligung%20als%20den%20Entscheidungsraum%2C%20der%20den%20betroffenen%20Personen%20zugestanden%20wird%2C%20und%20Peerarbeit%20als%20eine%20professionelle%20Begleitung%2C%20die%20auf%20dem%20Erfahrungswissen%20von%20Personen%20beruht%2C%20die%20%5Cu00e4hnliche%20Situationen%20erlebt%20haben%20wie%20jene%2C%20die%20sie%20unterst%5Cu00fctzen.%20Das%20Dokument%20benennt%20zahlreiche%20Gemeinsamkeiten%20der%20beiden%20Praktiken%20%5Cu2013%20Anerkennung%20des%20Erfahrungswissens%2C%20St%5Cu00e4rkung%20der%20Handlungsmacht%2C%20Kampf%20gegen%20Stigmatisierung%20%5Cu2013%20und%20hebt%20gleichzeitig%20ihre%20Grauzonen%20%28Beteiligung%20kann%20zur%20Peerarbeit%20f%5Cu00fchren%20und%20umgekehrt%29%20und%20ihre%20grundlegenden%20Unterschiede%20hervor%20%28Anstellungsverh%5Cu00e4ltnis%2C%20Stellenbeschrieb%2C%20Verantwortungsniveau%29.%20Es%20weist%20auch%20auf%20die%20gemeinsamen%20Grenzen%20beider%20Praktiken%20hin%3A%20institutionelle%20Widerst%5Cu00e4nde%2C%20wenig%20verbindliche%20gesetzliche%20Rahmenbedingungen%2C%20Risiken%20eines%20Modeeffekts%20oder%20einer%20%5Cu00fcberm%5Cu00e4ssigen%20Institutionalisierung.%20Das%20Fazit%20betont%2C%20dass%20sich%20beide%20Formen%20in%20dieselbe%20Bewegung%20der%20Transformation%20der%20Sozialen%20Arbeit%20einf%5Cu00fcgen%3A%20von%20einer%20Logik%20des%20Handelns%20f%5Cu00fcr%20die%20Personen%20zu%20einer%20Logik%20des%20Handelns%20mit%20ihnen.%22%2C%22reportNumber%22%3A%22%22%2C%22reportType%22%3A%22%22%2C%22institution%22%3A%22Groupement%20des%20possibles%22%2C%22date%22%3A%222024%22%2C%22DOI%22%3A%22%22%2C%22ISBN%22%3A%22%22%2C%22citationKey%22%3A%22%22%2C%22url%22%3A%22https%3A%5C%2F%5C%2Fgroupementdespossibles.org%5C%2F2024%5C%2F11%5C%2F05%5C%2Fpublication-de-letat-des-lieux-de-la-participation-au-travail-pair%5C%2F%22%2C%22ISSN%22%3A%22%22%2C%22language%22%3A%22%22%2C%22collections%22%3A%5B%22NCCG7Z9C%22%5D%2C%22dateModified%22%3A%222026-07-31T10%3A40%3A58Z%22%7D%7D%2C%7B%22key%22%3A%22C4P3U4SS%22%2C%22library%22%3A%7B%22id%22%3A14774419%7D%2C%22meta%22%3A%7B%22creatorSummary%22%3A%22PRIKOP%20et%20al.%22%2C%22parsedDate%22%3A%222022%22%2C%22numChildren%22%3A0%7D%2C%22bib%22%3A%22%26lt%3Bdiv%20class%3D%26quot%3Bcsl-bib-body%26quot%3B%20style%3D%26quot%3Bline-height%3A%201.35%3B%20%26quot%3B%26gt%3B%5Cn%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-entry%26quot%3B%26gt%3BPRIKOP%2C%20PRO%20MENTE%20SANA%20SUISSE%2C%20EX-IN%20et%20PEER%2B%2C%202022.%20%26lt%3Bi%26gt%3BRecommandations%20pratiques%20pour%20l%26%23x2019%3Bengagement%20de%20pair.e.s%20praticien.ne.s%20en%20sant%26%23xE9%3B%20mentale%26lt%3B%5C%2Fi%26gt%3B%20%5Ben%26%23xA0%3Bligne%5D.%20Lausanne%26%23xA0%3B%3A%20Association%20Re-pairs.%20Disponible%20%26%23xE0%3B%20l%26%23x2019%3Badresse%26%23xA0%3B%3A%20%26lt%3Ba%20class%3D%26%23039%3Bzp-ItemURL%26%23039%3B%20target%3D%26%23039%3B_blank%26%23039%3B%20href%3D%26%23039%3Bhttps%3A%5C%2F%5C%2Fwww.re-pairs.ch%5C%2F_files%5C%2Fugd%5C%2F8e82a9_10a42c497c6c4956a5c63c3d08eebdbe.pdf%26%23039%3B%26gt%3Bhttps%3A%5C%2F%5C%2Fwww.re-pairs.ch%5C%2F_files%5C%2Fugd%5C%2F8e82a9_10a42c497c6c4956a5c63c3d08eebdbe.pdf%26lt%3B%5C%2Fa%26gt%3B%5Cn%5Cn%20%20%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-block%26quot%3B%26gt%3BCe%20document%20est%20un%20guide%20de%20recommandations%20pratiques%20suisse%20destin%26%23xE9%3B%20aux%20institutions%20psychiatriques%20et%20sociales%20souhaitant%20engager%20des%20pair%26%23xB7%3Be%26%23xB7%3Bs%20praticien%26%23xB7%3Bne%26%23xB7%3Bs%20en%20sant%26%23xE9%3B%20mentale%20%28PPSM%29%3B%20des%20personnes%20ayant%20elles-m%26%23xEA%3Bmes%20travers%26%23xE9%3B%20la%20crise%20psychique%20et%20le%20r%26%23xE9%3Btablissement%2C%20et%20form%26%23xE9%3Bes%20%26%23xE0%3B%20mobiliser%20ce%20savoir%20exp%26%23xE9%3Brientiel%20dans%20un%20cadre%20professionnel.%20Il%20couvre%20l%26%23x2019%3Bensemble%20du%20cycle%20d%26%23x2019%3Bint%26%23xE9%3Bgration%26%23x202F%3B%3A%20d%26%23xE9%3Bfinition%20du%20r%26%23xF4%3Ble%20et%20de%20ses%20sp%26%23xE9%3Bcificit%26%23xE9%3Bs%20par%20rapport%20aux%20autres%20professionnel%26%23xB7%3Ble%26%23xB7%3Bs%2C%20conditions%20d%26%23x2019%3Bengagement%20recommand%26%23xE9%3Bes%20%28taux%20d%26%23x2019%3Boccupation%2C%20contrat%2C%20r%26%23xE9%3Bmun%26%23xE9%3Bration%29%2C%20domaines%20d%26%23x2019%3Bactivit%26%23xE9%3B%20possibles%2C%20et%20%26%23xE9%3Btapes%20cl%26%23xE9%3Bs%20d%26%23x2019%3Bune%20impl%26%23xE9%3Bmentation%20r%26%23xE9%3Bussie%20de%20la%20formation%20de%20l%26%23x2019%3B%26%23xE9%3Bquipe%20%26%23xE0%3B%20la%20mise%20en%20place%20de%20supervisions%20entre%20pair%26%23xB7%3Be%26%23xB7%3Bs.%20Le%20document%20r%26%23xE9%3Bpond%20%26%23xE9%3Bgalement%20aux%20r%26%23xE9%3Bserves%20fr%26%23xE9%3Bquentes%20des%20%26%23xE9%3Bquipes%20%28fiabilit%26%23xE9%3B%2C%20loyaut%26%23xE9%3B%2C%20gestion%20des%20fronti%26%23xE8%3Bres%29%20et%20fournit%20un%20panorama%20du%20travail%20pair%20en%20Suisse%2C%20ainsi%20qu%26%23x2019%3Bune%20bibliographie%20et%20des%20contacts%20utiles.%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%22%2C%22data%22%3A%7B%22itemType%22%3A%22report%22%2C%22title%22%3A%22Recommandations%20pratiques%20pour%20l%27engagement%20de%20pair.e.s%20praticien.ne.s%20en%20sant%5Cu00e9%20mentale%22%2C%22creators%22%3A%5B%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22PRIKOP%22%7D%2C%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22Pro%20Mente%20Sana%20Suisse%22%7D%2C%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22EX-IN%22%7D%2C%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22PEER%2B%22%7D%2C%7B%22creatorType%22%3A%22translator%22%2C%22name%22%3A%22Caroline%20Suter%22%7D%5D%2C%22abstractNote%22%3A%22Ce%20document%20est%20un%20guide%20de%20recommandations%20pratiques%20suisse%20destin%5Cu00e9%20aux%20institutions%20psychiatriques%20et%20sociales%20souhaitant%20engager%20des%20pair%5Cu00b7e%5Cu00b7s%20praticien%5Cu00b7ne%5Cu00b7s%20en%20sant%5Cu00e9%20mentale%20%28PPSM%29%3B%20des%20personnes%20ayant%20elles-m%5Cu00eames%20travers%5Cu00e9%20la%20crise%20psychique%20et%20le%20r%5Cu00e9tablissement%2C%20et%20form%5Cu00e9es%20%5Cu00e0%20mobiliser%20ce%20savoir%20exp%5Cu00e9rientiel%20dans%20un%20cadre%20professionnel.%20Il%20couvre%20l%26%23039%3Bensemble%20du%20cycle%20d%26%23039%3Bint%5Cu00e9gration%20%3A%20d%5Cu00e9finition%20du%20r%5Cu00f4le%20et%20de%20ses%20sp%5Cu00e9cificit%5Cu00e9s%20par%20rapport%20aux%20autres%20professionnel%5Cu00b7le%5Cu00b7s%2C%20conditions%20d%26%23039%3Bengagement%20recommand%5Cu00e9es%20%28taux%20d%26%23039%3Boccupation%2C%20contrat%2C%20r%5Cu00e9mun%5Cu00e9ration%29%2C%20domaines%20d%26%23039%3Bactivit%5Cu00e9%20possibles%2C%20et%20%5Cu00e9tapes%20cl%5Cu00e9s%20d%26%23039%3Bune%20impl%5Cu00e9mentation%20r%5Cu00e9ussie%20de%20la%20formation%20de%20l%26%23039%3B%5Cu00e9quipe%20%5Cu00e0%20la%20mise%20en%20place%20de%20supervisions%20entre%20pair%5Cu00b7e%5Cu00b7s.%20Le%20document%20r%5Cu00e9pond%20%5Cu00e9galement%20aux%20r%5Cu00e9serves%20fr%5Cu00e9quentes%20des%20%5Cu00e9quipes%20%28fiabilit%5Cu00e9%2C%20loyaut%5Cu00e9%2C%20gestion%20des%20fronti%5Cu00e8res%29%20et%20fournit%20un%20panorama%20du%20travail%20pair%20en%20Suisse%2C%20ainsi%20qu%26%23039%3Bune%20bibliographie%20et%20des%20contacts%20utiles.%22%2C%22reportNumber%22%3A%22%22%2C%22reportType%22%3A%22%22%2C%22institution%22%3A%22Association%20Re-pairs%22%2C%22date%22%3A%22f%5Cu00e9vrier%202022%22%2C%22DOI%22%3A%22%22%2C%22ISBN%22%3A%22%22%2C%22citationKey%22%3A%22%22%2C%22url%22%3A%22https%3A%5C%2F%5C%2Fwww.re-pairs.ch%5C%2F_files%5C%2Fugd%5C%2F8e82a9_10a42c497c6c4956a5c63c3d08eebdbe.pdf%22%2C%22ISSN%22%3A%22%22%2C%22language%22%3A%22%22%2C%22collections%22%3A%5B%22NCCG7Z9C%22%5D%2C%22dateModified%22%3A%222026-05-19T07%3A05%3A52Z%22%7D%7D%2C%7B%22key%22%3A%22S9E4FHR7%22%2C%22library%22%3A%7B%22id%22%3A14774419%7D%2C%22meta%22%3A%7B%22creatorSummary%22%3A%22PRIKOP%20et%20al.%22%2C%22parsedDate%22%3A%222020%22%2C%22numChildren%22%3A0%7D%2C%22bib%22%3A%22%26lt%3Bdiv%20class%3D%26quot%3Bcsl-bib-body%26quot%3B%20style%3D%26quot%3Bline-height%3A%201.35%3B%20%26quot%3B%26gt%3B%5Cn%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-entry%26quot%3B%26gt%3BPRIKOP%2C%20PRO%20MENTE%20SANA%20SUISSE%2C%20EX-IN%20et%20PEER%2B%2C%202020.%20%26lt%3Bi%26gt%3BPraxisempfehlungen%20Zur%20Anstellung%20Von%20Peers%20in%20Institutionen%26lt%3B%5C%2Fi%26gt%3B%20%5Ben%26%23xA0%3Bligne%5D.%20Schweiz.%20Disponible%20%26%23xE0%3B%20l%26%23x2019%3Badresse%26%23xA0%3B%3A%20%26lt%3Ba%20class%3D%26%23039%3Bzp-ItemURL%26%23039%3B%20target%3D%26%23039%3B_blank%26%23039%3B%20href%3D%26%23039%3Bhttps%3A%5C%2F%5C%2Fpromentesana.ch%5C%2Fassets%5C%2Ffiles%5C%2F2_Selbstbestimmt-genesen%5C%2F3_Angebote-zur-Genesung%5C%2FPeers_Praxisempfehlungen_Broschuere_Web.pdf%26%23039%3B%26gt%3Bhttps%3A%5C%2F%5C%2Fpromentesana.ch%5C%2Fassets%5C%2Ffiles%5C%2F2_Selbstbestimmt-genesen%5C%2F3_Angebote-zur-Genesung%5C%2FPeers_Praxisempfehlungen_Broschuere_Web.pdf%26lt%3B%5C%2Fa%26gt%3B%5Cn%5Cn%20%20%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-block%26quot%3B%26gt%3BDieses%20Dokument%20ist%20ein%20schweizerischer%20Leitfaden%20mit%20praktischen%20Empfehlungen%20f%26%23xFC%3Br%20psychiatrische%20und%20soziale%20Institutionen%2C%20die%20Peer-Praktiker%3Ainnen%20im%20Bereich%20psychische%20Gesundheit%20%28PPSM%29%20anstellen%20m%26%23xF6%3Bchten%20%26%23x2013%3B%20Personen%2C%20die%20selbst%20eine%20psychische%20Krise%20und%20einen%20Recovery-Prozess%20durchlebt%20haben%20und%20darin%20ausgebildet%20sind%2C%20dieses%20Erfahrungswissen%20in%20einem%20professionellen%20Rahmen%20einzusetzen.%20Er%20deckt%20den%20gesamten%20Integrationszyklus%20ab%3A%20Definition%20der%20Rolle%20und%20ihrer%20Besonderheiten%20im%20Vergleich%20zu%20anderen%20Berufsgruppen%2C%20empfohlene%20Anstellungsbedingungen%20%28Besch%26%23xE4%3Bftigungsgrad%2C%20Vertrag%2C%20Entl%26%23xF6%3Bhnung%29%2C%20m%26%23xF6%3Bgliche%20T%26%23xE4%3Btigkeitsfelder%20und%20Schl%26%23xFC%3Bsselschritte%20einer%20erfolgreichen%20Umsetzung%2C%20von%20der%20Schulung%20des%20Teams%20bis%20zur%20Einf%26%23xFC%3Bhrung%20von%20Supervisionen%20unter%20Peers.%20Das%20Dokument%20geht%20zudem%20auf%20h%26%23xE4%3Bufige%20Vorbehalte%20der%20Teams%20ein%20%28Zuverl%26%23xE4%3Bssigkeit%2C%20Loyalit%26%23xE4%3Bt%2C%20Umgang%20mit%20Grenzen%29%20und%20bietet%20einen%20%26%23xDC%3Bberblick%20%26%23xFC%3Bber%20die%20Peerarbeit%20in%20der%20Schweiz%20sowie%20eine%20Bibliografie%20und%20n%26%23xFC%3Btzliche%20Kontakte.%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%22%2C%22data%22%3A%7B%22itemType%22%3A%22report%22%2C%22title%22%3A%22Praxisempfehlungen%20Zur%20Anstellung%20Von%20Peers%20in%20Institutionen%22%2C%22creators%22%3A%5B%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22PRIKOP%22%7D%2C%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22Pro%20Mente%20Sana%20Suisse%22%7D%2C%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22EX-IN%22%7D%2C%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22PEER%2B%22%7D%5D%2C%22abstractNote%22%3A%22Dieses%20Dokument%20ist%20ein%20schweizerischer%20Leitfaden%20mit%20praktischen%20Empfehlungen%20f%5Cu00fcr%20psychiatrische%20und%20soziale%20Institutionen%2C%20die%20Peer-Praktiker%3Ainnen%20im%20Bereich%20psychische%20Gesundheit%20%28PPSM%29%20anstellen%20m%5Cu00f6chten%20%5Cu2013%20Personen%2C%20die%20selbst%20eine%20psychische%20Krise%20und%20einen%20Recovery-Prozess%20durchlebt%20haben%20und%20darin%20ausgebildet%20sind%2C%20dieses%20Erfahrungswissen%20in%20einem%20professionellen%20Rahmen%20einzusetzen.%20Er%20deckt%20den%20gesamten%20Integrationszyklus%20ab%3A%20Definition%20der%20Rolle%20und%20ihrer%20Besonderheiten%20im%20Vergleich%20zu%20anderen%20Berufsgruppen%2C%20empfohlene%20Anstellungsbedingungen%20%28Besch%5Cu00e4ftigungsgrad%2C%20Vertrag%2C%20Entl%5Cu00f6hnung%29%2C%20m%5Cu00f6gliche%20T%5Cu00e4tigkeitsfelder%20und%20Schl%5Cu00fcsselschritte%20einer%20erfolgreichen%20Umsetzung%2C%20von%20der%20Schulung%20des%20Teams%20bis%20zur%20Einf%5Cu00fchrung%20von%20Supervisionen%20unter%20Peers.%20Das%20Dokument%20geht%20zudem%20auf%20h%5Cu00e4ufige%20Vorbehalte%20der%20Teams%20ein%20%28Zuverl%5Cu00e4ssigkeit%2C%20Loyalit%5Cu00e4t%2C%20Umgang%20mit%20Grenzen%29%20und%20bietet%20einen%20%5Cu00dcberblick%20%5Cu00fcber%20die%20Peerarbeit%20in%20der%20Schweiz%20sowie%20eine%20Bibliografie%20und%20n%5Cu00fctzliche%20Kontakte.%22%2C%22reportNumber%22%3A%22%22%2C%22reportType%22%3A%22%22%2C%22institution%22%3A%22%22%2C%22date%22%3A%222020%22%2C%22DOI%22%3A%22%22%2C%22ISBN%22%3A%22%22%2C%22citationKey%22%3A%22%22%2C%22url%22%3A%22https%3A%5C%2F%5C%2Fpromentesana.ch%5C%2Fassets%5C%2Ffiles%5C%2F2_Selbstbestimmt-genesen%5C%2F3_Angebote-zur-Genesung%5C%2FPeers_Praxisempfehlungen_Broschuere_Web.pdf%22%2C%22ISSN%22%3A%22%22%2C%22language%22%3A%22%22%2C%22collections%22%3A%5B%22NCCG7Z9C%22%5D%2C%22dateModified%22%3A%222026-07-31T10%3A29%3A51Z%22%7D%7D%2C%7B%22key%22%3A%22LVPP3692%22%2C%22library%22%3A%7B%22id%22%3A14774419%7D%2C%22meta%22%3A%7B%22creatorSummary%22%3A%22SAMHSA%22%2C%22parsedDate%22%3A%222022%22%2C%22numChildren%22%3A0%7D%2C%22bib%22%3A%22%26lt%3Bdiv%20class%3D%26quot%3Bcsl-bib-body%26quot%3B%20style%3D%26quot%3Bline-height%3A%201.35%3B%20%26quot%3B%26gt%3B%5Cn%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-entry%26quot%3B%26gt%3BSAMHSA%2C%202022.%20%26lt%3Bi%26gt%3BPeer%20support%20services%20in%20crisis%20care%26lt%3B%5C%2Fi%26gt%3B%20%5Ben%26%23xA0%3Bligne%5D.%20Substance%20Abuse%20and%20Mental%20Health%20Services%20Administration.%20Disponible%20%26%23xE0%3B%20l%26%23x2019%3Badresse%26%23xA0%3B%3A%20%26lt%3Ba%20class%3D%26%23039%3Bzp-ItemURL%26%23039%3B%20target%3D%26%23039%3B_blank%26%23039%3B%20href%3D%26%23039%3Bhttps%3A%5C%2F%5C%2Fwww.nycourts.gov%5C%2FLegacyPDFS%5C%2Fcourts%5C%2Fproblem_solving%5C%2Fopioid%5C%2FRecoveryPeerAdvocates%5C%2FPeer%2520Support%2520Services%2520in%2520Crisis%2520Care-%2520SAMHSA%2520Advisory%2520.pdf%26%23039%3B%26gt%3Bhttps%3A%5C%2F%5C%2Fwww.nycourts.gov%5C%2FLegacyPDFS%5C%2Fcourts%5C%2Fproblem_solving%5C%2Fopioid%5C%2FRecoveryPeerAdvocates%5C%2FPeer%2520Support%2520Services%2520in%2520Crisis%2520Care-%2520SAMHSA%2520Advisory%2520.pdf%26lt%3B%5C%2Fa%26gt%3B%5Cn%5Cn%20%20%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-block%26quot%3B%26gt%3BPubli%26%23xE9%3B%20en%20juin%202022%2C%20cet%20Advisory%20de%20la%20SAMHSA%20argumente%20que%20les%20pair-aidants%20%28des%20personnes%20ayant%20une%20exp%26%23xE9%3Brience%20v%26%23xE9%3Bcue%20du%20r%26%23xE9%3Btablissement%20d%26%23x2019%3Bun%20trouble%20mental%20et%5C%2Fou%20d%26%23x2019%3Bun%20usage%20de%20substances%29%20constituent%20un%20maillon%20essentiel%20des%20dispositifs%20de%20crise%20en%20sant%26%23xE9%3B%20comportementale%2C%20aux%20c%26%23xF4%3Bt%26%23xE9%3Bs%20des%20lignes%20t%26%23xE9%3Bl%26%23xE9%3Bphoniques%2C%20des%20%26%23xE9%3Bquipes%20mobiles%20et%20des%20unit%26%23xE9%3Bs%20de%20stabilisation.%20Gr%26%23xE2%3Bce%20%26%23xE0%3B%20la%20relation%20de%20mutualit%26%23xE9%3B%20qui%20fonde%20leur%20r%26%23xF4%3Ble%2C%20ils%20et%20elles%20contribuent%20%26%23xE0%3B%20d%26%23xE9%3Bsamorcer%20les%20crises%2C%20renforcer%20l%26%23x2019%3Bengagement%20dans%20les%20soins%20et%20faciliter%20les%20transitions%20post-crise%2C%20avec%20des%20effets%20document%26%23xE9%3Bs%20sur%20la%20r%26%23xE9%3Bduction%20des%20hospitalisations%20et%20du%20recours%20aux%20urgences.%20Le%20document%20souligne%20cependant%20plusieurs%20d%26%23xE9%3Bfis%20propres%20%26%23xE0%3B%20ce%20contexte%26%23x202F%3B%3A%20risque%20de%20peer%20drift%20%28glissement%20du%20r%26%23xF4%3Ble%20vers%20des%20fonctions%20cliniques%20ou%20informelles%29%2C%20stigmatisation%20de%20la%20part%20des%20coll%26%23xE8%3Bgues%2C%20manque%20de%20formation%20sp%26%23xE9%3Bcifique%20%26%23xE0%3B%20la%20gestion%20de%20crise%2C%20et%20conditions%20d%26%23x2019%3Bemploi%20pr%26%23xE9%3Bcaires.%20Il%20formule%20des%20recommandations%20concr%26%23xE8%3Btes%20%26%23xE0%3B%20l%26%23x2019%3Bintention%20des%20gestionnaires%20%28clarification%20des%20r%26%23xF4%3Bles%2C%20supervision%20adapt%26%23xE9%3Be%2C%20financement%20p%26%23xE9%3Brenne%29%20et%20des%20pair-aidants%20eux-m%26%23xEA%3Bmes%20%28auto-soin%2C%20ma%26%23xEE%3Btrise%20des%20limites%20professionnelles%29%2C%20en%20insistant%20sur%20la%20n%26%23xE9%3Bcessit%26%23xE9%3B%20d%26%23x2019%3Bune%20int%26%23xE9%3Bgration%20structur%26%23xE9%3Be%20et%20respectueuse%20de%20l%26%23x2019%3Bidentit%26%23xE9%3B%20sp%26%23xE9%3Bcifique%20du%20r%26%23xF4%3Ble%20pair.%26%23xA0%3B%20%2A%2A%2A%2ADE%2A%2A%2A%2A%20Dieses%20im%20Juni%202022%20ver%26%23xF6%3Bffentlichte%20Advisory%20der%20SAMHSA%20legt%20dar%2C%20dass%20Peer-Mitarbeitende%20%26%23x2013%3B%20Personen%20mit%20gelebter%20Erfahrung%20von%20Recovery%20bei%20einer%20psychischen%20St%26%23xF6%3Brung%20und%5C%2Foder%20einem%20Substanzkonsum%20%26%23x2013%3B%20ein%20wesentliches%20Element%20der%20Krisenversorgung%20in%20der%20Verhaltensgesundheit%20darstellen%2C%20neben%20Telefonhotlines%2C%20mobilen%20Teams%20und%20Stabilisierungseinheiten.%20Dank%20der%20Beziehung%20der%20Gegenseitigkeit%2C%20die%20ihre%20Rolle%20begr%26%23xFC%3Bndet%2C%20tragen%20sie%20dazu%20bei%2C%20Krisen%20zu%20entsch%26%23xE4%3Brfen%2C%20die%20Behandlungsbindung%20zu%20st%26%23xE4%3Brken%20und%20%26%23xDC%3Bberg%26%23xE4%3Bnge%20nach%20der%20Krise%20zu%20erleichtern%2C%20mit%20dokumentierten%20Wirkungen%20auf%20die%20Reduktion%20von%20Hospitalisationen%20und%20Notfallkonsultationen.%20Das%20Dokument%20hebt%20jedoch%20mehrere%20kontextspezifische%20Herausforderungen%20hervor%3A%20Risiko%20des%20Peer%20Drift%20%28Abgleiten%20der%20Rolle%20in%20klinische%20oder%20informelle%20Funktionen%29%2C%20Stigmatisierung%20durch%20Kolleg%3Ainnen%2C%20fehlende%20spezifische%20Ausbildung%20im%20Krisenmanagement%20und%20prek%26%23xE4%3Bre%20Anstellungsbedingungen.%20Es%20formuliert%20konkrete%20Empfehlungen%20an%20die%20Verantwortlichen%20%28Rollenkl%26%23xE4%3Brung%2C%20angepasste%20Supervision%2C%20nachhaltige%20Finanzierung%29%20und%20an%20die%20Peer-Mitarbeitenden%20selbst%20%28Selbstsorge%2C%20Beherrschung%20der%20professionellen%20Grenzen%29%20und%20betont%20die%20Notwendigkeit%20einer%20strukturierten%20Integration%2C%20die%20die%20spezifische%20Identit%26%23xE4%3Bt%20der%20Peer-Rolle%20respektiert.%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%22%2C%22data%22%3A%7B%22itemType%22%3A%22report%22%2C%22title%22%3A%22Peer%20support%20services%20in%20crisis%20care%22%2C%22creators%22%3A%5B%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22SAMHSA%22%7D%5D%2C%22abstractNote%22%3A%22Publi%5Cu00e9%20en%20juin%202022%2C%20cet%20Advisory%20de%20la%20SAMHSA%20argumente%20que%20les%20pair-aidants%20%28des%20personnes%20ayant%20une%20exp%5Cu00e9rience%20v%5Cu00e9cue%20du%20r%5Cu00e9tablissement%20d%26%23039%3Bun%20trouble%20mental%20et%5C%2Fou%20d%26%23039%3Bun%20usage%20de%20substances%29%20constituent%20un%20maillon%20essentiel%20des%20dispositifs%20de%20crise%20en%20sant%5Cu00e9%20comportementale%2C%20aux%20c%5Cu00f4t%5Cu00e9s%20des%20lignes%20t%5Cu00e9l%5Cu00e9phoniques%2C%20des%20%5Cu00e9quipes%20mobiles%20et%20des%20unit%5Cu00e9s%20de%20stabilisation.%20Gr%5Cu00e2ce%20%5Cu00e0%20la%20relation%20de%20mutualit%5Cu00e9%20qui%20fonde%20leur%20r%5Cu00f4le%2C%20ils%20et%20elles%20contribuent%20%5Cu00e0%20d%5Cu00e9samorcer%20les%20crises%2C%20renforcer%20l%26%23039%3Bengagement%20dans%20les%20soins%20et%20faciliter%20les%20transitions%20post-crise%2C%20avec%20des%20effets%20document%5Cu00e9s%20sur%20la%20r%5Cu00e9duction%20des%20hospitalisations%20et%20du%20recours%20aux%20urgences.%20Le%20document%20souligne%20cependant%20plusieurs%20d%5Cu00e9fis%20propres%20%5Cu00e0%20ce%20contexte%20%3A%20risque%20de%20peer%20drift%20%28glissement%20du%20r%5Cu00f4le%20vers%20des%20fonctions%20cliniques%20ou%20informelles%29%2C%20stigmatisation%20de%20la%20part%20des%20coll%5Cu00e8gues%2C%20manque%20de%20formation%20sp%5Cu00e9cifique%20%5Cu00e0%20la%20gestion%20de%20crise%2C%20et%20conditions%20d%26%23039%3Bemploi%20pr%5Cu00e9caires.%20Il%20formule%20des%20recommandations%20concr%5Cu00e8tes%20%5Cu00e0%20l%26%23039%3Bintention%20des%20gestionnaires%20%28clarification%20des%20r%5Cu00f4les%2C%20supervision%20adapt%5Cu00e9e%2C%20financement%20p%5Cu00e9renne%29%20et%20des%20pair-aidants%20eux-m%5Cu00eames%20%28auto-soin%2C%20ma%5Cu00eetrise%20des%20limites%20professionnelles%29%2C%20en%20insistant%20sur%20la%20n%5Cu00e9cessit%5Cu00e9%20d%26%23039%3Bune%20int%5Cu00e9gration%20structur%5Cu00e9e%20et%20respectueuse%20de%20l%26%23039%3Bidentit%5Cu00e9%20sp%5Cu00e9cifique%20du%20r%5Cu00f4le%20pair.%20%20%2A%2A%2A%2ADE%2A%2A%2A%2A%20Dieses%20im%20Juni%202022%20ver%5Cu00f6ffentlichte%20Advisory%20der%20SAMHSA%20legt%20dar%2C%20dass%20Peer-Mitarbeitende%20%5Cu2013%20Personen%20mit%20gelebter%20Erfahrung%20von%20Recovery%20bei%20einer%20psychischen%20St%5Cu00f6rung%20und%5C%2Foder%20einem%20Substanzkonsum%20%5Cu2013%20ein%20wesentliches%20Element%20der%20Krisenversorgung%20in%20der%20Verhaltensgesundheit%20darstellen%2C%20neben%20Telefonhotlines%2C%20mobilen%20Teams%20und%20Stabilisierungseinheiten.%20Dank%20der%20Beziehung%20der%20Gegenseitigkeit%2C%20die%20ihre%20Rolle%20begr%5Cu00fcndet%2C%20tragen%20sie%20dazu%20bei%2C%20Krisen%20zu%20entsch%5Cu00e4rfen%2C%20die%20Behandlungsbindung%20zu%20st%5Cu00e4rken%20und%20%5Cu00dcberg%5Cu00e4nge%20nach%20der%20Krise%20zu%20erleichtern%2C%20mit%20dokumentierten%20Wirkungen%20auf%20die%20Reduktion%20von%20Hospitalisationen%20und%20Notfallkonsultationen.%20Das%20Dokument%20hebt%20jedoch%20mehrere%20kontextspezifische%20Herausforderungen%20hervor%3A%20Risiko%20des%20Peer%20Drift%20%28Abgleiten%20der%20Rolle%20in%20klinische%20oder%20informelle%20Funktionen%29%2C%20Stigmatisierung%20durch%20Kolleg%3Ainnen%2C%20fehlende%20spezifische%20Ausbildung%20im%20Krisenmanagement%20und%20prek%5Cu00e4re%20Anstellungsbedingungen.%20Es%20formuliert%20konkrete%20Empfehlungen%20an%20die%20Verantwortlichen%20%28Rollenkl%5Cu00e4rung%2C%20angepasste%20Supervision%2C%20nachhaltige%20Finanzierung%29%20und%20an%20die%20Peer-Mitarbeitenden%20selbst%20%28Selbstsorge%2C%20Beherrschung%20der%20professionellen%20Grenzen%29%20und%20betont%20die%20Notwendigkeit%20einer%20strukturierten%20Integration%2C%20die%20die%20spezifische%20Identit%5Cu00e4t%20der%20Peer-Rolle%20respektiert.%22%2C%22reportNumber%22%3A%22%22%2C%22reportType%22%3A%22%22%2C%22institution%22%3A%22Substance%20Abuse%20and%20Mental%20Health%20Services%20Administration%22%2C%22date%22%3A%222022%22%2C%22DOI%22%3A%22%22%2C%22ISBN%22%3A%22%22%2C%22citationKey%22%3A%22%22%2C%22url%22%3A%22https%3A%5C%2F%5C%2Fwww.nycourts.gov%5C%2FLegacyPDFS%5C%2Fcourts%5C%2Fproblem_solving%5C%2Fopioid%5C%2FRecoveryPeerAdvocates%5C%2FPeer%2520Support%2520Services%2520in%2520Crisis%2520Care-%2520SAMHSA%2520Advisory%2520.pdf%22%2C%22ISSN%22%3A%22%22%2C%22language%22%3A%22%22%2C%22collections%22%3A%5B%22NCCG7Z9C%22%5D%2C%22dateModified%22%3A%222026-07-31T10%3A41%3A33Z%22%7D%7D%2C%7B%22key%22%3A%22GMRTSYVK%22%2C%22library%22%3A%7B%22id%22%3A14774419%7D%2C%22meta%22%3A%7B%22creatorSummary%22%3A%22SAMHSA%22%2C%22parsedDate%22%3A%222023%22%2C%22numChildren%22%3A0%7D%2C%22bib%22%3A%22%26lt%3Bdiv%20class%3D%26quot%3Bcsl-bib-body%26quot%3B%20style%3D%26quot%3Bline-height%3A%201.35%3B%20%26quot%3B%26gt%3B%5Cn%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-entry%26quot%3B%26gt%3BSAMHSA%2C%202023.%20%26lt%3Bi%26gt%3BIncorporating%20Peer%20Support%20Into%20Substance%20Use%20Disorder%20Treatment%20Services%20%28TIP%2064%29%26lt%3B%5C%2Fi%26gt%3B%20%5Ben%26%23xA0%3Bligne%5D.%20US%26%23xA0%3B%3A%20Substance%20Abuse%20and%20Mental%20Health%20Services%20Administration.%20Disponible%20%26%23xE0%3B%20l%26%23x2019%3Badresse%26%23xA0%3B%3A%20%26lt%3Ba%20class%3D%26%23039%3Bzp-ItemURL%26%23039%3B%20target%3D%26%23039%3B_blank%26%23039%3B%20href%3D%26%23039%3Bhttp%3A%5C%2F%5C%2Fwww.ncbi.nlm.nih.gov%5C%2Fbooks%5C%2FNBK596262%5C%2F%26%23039%3B%26gt%3Bhttp%3A%5C%2F%5C%2Fwww.ncbi.nlm.nih.gov%5C%2Fbooks%5C%2FNBK596262%5C%2F%26lt%3B%5C%2Fa%26gt%3B%5Cn%5Cn%20%20%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-block%26quot%3B%26gt%3BLe%20TIP%2064%20%28Treatment%20Improvement%20Protocol%20n%26%23xB0%3B%2064%2C%20SAMHSA%2C%202023%29%20est%20un%20guide%20de%20r%26%23xE9%3Bf%26%23xE9%3Brence%20destin%26%23xE9%3B%20aux%20professionnels%20et%20administrateurs%20du%20domaine%20de%20la%20sant%26%23xE9%3B%20comportementale%20am%26%23xE9%3Bricaine%2C%20qui%20vise%20%26%23xE0%3B%20fournir%20des%20recommandations%20fond%26%23xE9%3Bes%20sur%20les%20donn%26%23xE9%3Bes%20probantes%20pour%20int%26%23xE9%3Bgrer%20les%20services%20de%20soutien%20par%20les%20pairs%20%28peer%20support%20services%2C%20PSS%29%20dans%20les%20programmes%20de%20traitement%20des%20troubles%20li%26%23xE9%3Bs%20%26%23xE0%3B%20l%26%23x2019%3Busage%20de%20substances%20%28TUS%29.%20Structur%26%23xE9%3B%20en%20six%20chapitres%2C%20il%20couvre%20successivement%26%23x202F%3B%3A%20l%26%23x2019%3Bintroduction%20aux%20PSS%20et%20leur%20ancrage%20dans%20une%20approche%20orient%26%23xE9%3Be%20r%26%23xE9%3Btablissement%26%23x202F%3B%3B%20les%20r%26%23xF4%3Bles%20et%20fonctions%20des%20pairs%20sp%26%23xE9%3Bcialistes%20au%20sein%20des%20%26%23xE9%3Bquipes%20de%20traitement%2C%20incluant%20les%20d%26%23xE9%3Bfis%20qu%26%23x2019%3Bils%20rencontrent%20%28confusion%20de%20r%26%23xF4%3Ble%2C%20stigmatisation%2C%20%26%23xE9%3Bpuisement%20professionnel%29%26%23x202F%3B%3B%20le%20d%26%23xE9%3Btail%20des%20fonctions%20op%26%23xE9%3Brationnelles%20des%20pairs%20%28soutien%20au%20r%26%23xE9%3Btablissement%2C%20construction%20communautaire%29%26%23x202F%3B%3B%20les%20modalit%26%23xE9%3Bs%20pratiques%20d%26%23x2019%3Bint%26%23xE9%3Bgration%20institutionnelle%20pour%20les%20administrateurs%20%28mod%26%23xE8%3Bles%20de%20service%2C%20recrutement%2C%20onboarding%29%26%23x202F%3B%3B%20la%20supervision%20et%20le%20soutien%20des%20pairs%20travailleurs%26%23x202F%3B%3B%20et%20enfin%20les%20questions%20de%20certification%2C%20de%20r%26%23xE9%3Bmun%26%23xE9%3Bration%20et%20de%20d%26%23xE9%3Bveloppement%20de%20carri%26%23xE8%3Bre.%20Le%20document%20s%26%23x2019%3Bappuie%20sur%20un%20panel%20de%20consensus%20r%26%23xE9%3Bunissant%20chercheurs%2C%20praticiens%20et%20administrateurs%2C%20et%20constitue%20%26%23xE0%3B%20ce%20jour%20la%20ressource%20la%20plus%20compl%26%23xE8%3Bte%20et%20la%20plus%20r%26%23xE9%3Bcente%20produite%20par%20SAMHSA%20sur%20le%20sujet.%26%23xA0%3B%20%2A%2A%2A%2ADE%2A%2A%2A%2A%20Das%20TIP%2064%20%28Treatment%20Improvement%20Protocol%20Nr.%2064%2C%20SAMHSA%2C%202023%29%20ist%20ein%20Referenzleitfaden%20f%26%23xFC%3Br%20Fachpersonen%20und%20Verantwortliche%20im%20Bereich%20der%20US-amerikanischen%20Verhaltensgesundheit.%20Es%20will%20evidenzbasierte%20Empfehlungen%20bereitstellen%2C%20um%20Peer-Support-Leistungen%20%28peer%20support%20services%2C%20PSS%29%20in%20Behandlungsprogramme%20f%26%23xFC%3Br%20Substanzkonsumst%26%23xF6%3Brungen%20%28SKS%29%20zu%20integrieren.%20In%20sechs%20Kapitel%20gegliedert%2C%20behandelt%20es%20der%20Reihe%20nach%3A%20die%20Einf%26%23xFC%3Bhrung%20in%20die%20PSS%20und%20ihre%20Verankerung%20in%20einem%20recovery-orientierten%20Ansatz%3B%20die%20Rollen%20und%20Funktionen%20der%20Peer-Spezialist%3Ainnen%20in%20den%20Behandlungsteams%2C%20einschliesslich%20der%20Herausforderungen%2C%20denen%20sie%20begegnen%20%28Rollenkonfusion%2C%20Stigmatisierung%2C%20Burnout%29%3B%20die%20operativen%20Funktionen%20der%20Peers%20im%20Detail%20%28Recovery-Unterst%26%23xFC%3Btzung%2C%20Gemeinschaftsbildung%29%3B%20die%20praktischen%20Modalit%26%23xE4%3Bten%20der%20institutionellen%20Integration%20f%26%23xFC%3Br%20Verantwortliche%20%28Dienstleistungsmodelle%2C%20Rekrutierung%2C%20Onboarding%29%3B%20die%20Supervision%20und%20Unterst%26%23xFC%3Btzung%20der%20Peer-Mitarbeitenden%3B%20und%20schliesslich%20die%20Fragen%20der%20Zertifizierung%2C%20der%20Entl%26%23xF6%3Bhnung%20und%20der%20Karriereentwicklung.%20Das%20Dokument%20st%26%23xFC%3Btzt%20sich%20auf%20ein%20Konsenspanel%20aus%20Forschenden%2C%20Praktiker%3Ainnen%20und%20Verantwortlichen%20und%20stellt%20bis%20heute%20die%20umfassendste%20und%20aktuellste%20von%20der%20SAMHSA%20zu%20diesem%20Thema%20erstellte%20Ressource%20dar.%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%22%2C%22data%22%3A%7B%22itemType%22%3A%22report%22%2C%22title%22%3A%22Incorporating%20Peer%20Support%20Into%20Substance%20Use%20Disorder%20Treatment%20Services%20%28TIP%2064%29%22%2C%22creators%22%3A%5B%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22SAMHSA%22%7D%5D%2C%22abstractNote%22%3A%22Le%20TIP%2064%20%28Treatment%20Improvement%20Protocol%20n%5Cu00b0%2064%2C%20SAMHSA%2C%202023%29%20est%20un%20guide%20de%20r%5Cu00e9f%5Cu00e9rence%20destin%5Cu00e9%20aux%20professionnels%20et%20administrateurs%20du%20domaine%20de%20la%20sant%5Cu00e9%20comportementale%20am%5Cu00e9ricaine%2C%20qui%20vise%20%5Cu00e0%20fournir%20des%20recommandations%20fond%5Cu00e9es%20sur%20les%20donn%5Cu00e9es%20probantes%20pour%20int%5Cu00e9grer%20les%20services%20de%20soutien%20par%20les%20pairs%20%28peer%20support%20services%2C%20PSS%29%20dans%20les%20programmes%20de%20traitement%20des%20troubles%20li%5Cu00e9s%20%5Cu00e0%20l%26%23039%3Busage%20de%20substances%20%28TUS%29.%20Structur%5Cu00e9%20en%20six%20chapitres%2C%20il%20couvre%20successivement%20%3A%20l%26%23039%3Bintroduction%20aux%20PSS%20et%20leur%20ancrage%20dans%20une%20approche%20orient%5Cu00e9e%20r%5Cu00e9tablissement%20%3B%20les%20r%5Cu00f4les%20et%20fonctions%20des%20pairs%20sp%5Cu00e9cialistes%20au%20sein%20des%20%5Cu00e9quipes%20de%20traitement%2C%20incluant%20les%20d%5Cu00e9fis%20qu%26%23039%3Bils%20rencontrent%20%28confusion%20de%20r%5Cu00f4le%2C%20stigmatisation%2C%20%5Cu00e9puisement%20professionnel%29%20%3B%20le%20d%5Cu00e9tail%20des%20fonctions%20op%5Cu00e9rationnelles%20des%20pairs%20%28soutien%20au%20r%5Cu00e9tablissement%2C%20construction%20communautaire%29%20%3B%20les%20modalit%5Cu00e9s%20pratiques%20d%26%23039%3Bint%5Cu00e9gration%20institutionnelle%20pour%20les%20administrateurs%20%28mod%5Cu00e8les%20de%20service%2C%20recrutement%2C%20onboarding%29%20%3B%20la%20supervision%20et%20le%20soutien%20des%20pairs%20travailleurs%20%3B%20et%20enfin%20les%20questions%20de%20certification%2C%20de%20r%5Cu00e9mun%5Cu00e9ration%20et%20de%20d%5Cu00e9veloppement%20de%20carri%5Cu00e8re.%20Le%20document%20s%26%23039%3Bappuie%20sur%20un%20panel%20de%20consensus%20r%5Cu00e9unissant%20chercheurs%2C%20praticiens%20et%20administrateurs%2C%20et%20constitue%20%5Cu00e0%20ce%20jour%20la%20ressource%20la%20plus%20compl%5Cu00e8te%20et%20la%20plus%20r%5Cu00e9cente%20produite%20par%20SAMHSA%20sur%20le%20sujet.%20%20%2A%2A%2A%2ADE%2A%2A%2A%2A%20Das%20TIP%2064%20%28Treatment%20Improvement%20Protocol%20Nr.%2064%2C%20SAMHSA%2C%202023%29%20ist%20ein%20Referenzleitfaden%20f%5Cu00fcr%20Fachpersonen%20und%20Verantwortliche%20im%20Bereich%20der%20US-amerikanischen%20Verhaltensgesundheit.%20Es%20will%20evidenzbasierte%20Empfehlungen%20bereitstellen%2C%20um%20Peer-Support-Leistungen%20%28peer%20support%20services%2C%20PSS%29%20in%20Behandlungsprogramme%20f%5Cu00fcr%20Substanzkonsumst%5Cu00f6rungen%20%28SKS%29%20zu%20integrieren.%20In%20sechs%20Kapitel%20gegliedert%2C%20behandelt%20es%20der%20Reihe%20nach%3A%20die%20Einf%5Cu00fchrung%20in%20die%20PSS%20und%20ihre%20Verankerung%20in%20einem%20recovery-orientierten%20Ansatz%3B%20die%20Rollen%20und%20Funktionen%20der%20Peer-Spezialist%3Ainnen%20in%20den%20Behandlungsteams%2C%20einschliesslich%20der%20Herausforderungen%2C%20denen%20sie%20begegnen%20%28Rollenkonfusion%2C%20Stigmatisierung%2C%20Burnout%29%3B%20die%20operativen%20Funktionen%20der%20Peers%20im%20Detail%20%28Recovery-Unterst%5Cu00fctzung%2C%20Gemeinschaftsbildung%29%3B%20die%20praktischen%20Modalit%5Cu00e4ten%20der%20institutionellen%20Integration%20f%5Cu00fcr%20Verantwortliche%20%28Dienstleistungsmodelle%2C%20Rekrutierung%2C%20Onboarding%29%3B%20die%20Supervision%20und%20Unterst%5Cu00fctzung%20der%20Peer-Mitarbeitenden%3B%20und%20schliesslich%20die%20Fragen%20der%20Zertifizierung%2C%20der%20Entl%5Cu00f6hnung%20und%20der%20Karriereentwicklung.%20Das%20Dokument%20st%5Cu00fctzt%20sich%20auf%20ein%20Konsenspanel%20aus%20Forschenden%2C%20Praktiker%3Ainnen%20und%20Verantwortlichen%20und%20stellt%20bis%20heute%20die%20umfassendste%20und%20aktuellste%20von%20der%20SAMHSA%20zu%20diesem%20Thema%20erstellte%20Ressource%20dar.%22%2C%22reportNumber%22%3A%22%22%2C%22reportType%22%3A%22%22%2C%22institution%22%3A%22Substance%20Abuse%20and%20Mental%20Health%20Services%20Administration%22%2C%22date%22%3A%222023%22%2C%22DOI%22%3A%22%22%2C%22ISBN%22%3A%22%22%2C%22citationKey%22%3A%22%22%2C%22url%22%3A%22http%3A%5C%2F%5C%2Fwww.ncbi.nlm.nih.gov%5C%2Fbooks%5C%2FNBK596262%5C%2F%22%2C%22ISSN%22%3A%22%22%2C%22language%22%3A%22eng%22%2C%22collections%22%3A%5B%22I6VM3BNK%22%2C%22NCCG7Z9C%22%5D%2C%22dateModified%22%3A%222026-07-31T10%3A42%3A02Z%22%7D%7D%2C%7B%22key%22%3A%22NP5YM47P%22%2C%22library%22%3A%7B%22id%22%3A14774419%7D%2C%22meta%22%3A%7B%22creatorSummary%22%3A%22SMES%20et%20al.%22%2C%22parsedDate%22%3A%222024%22%2C%22numChildren%22%3A0%7D%2C%22bib%22%3A%22%26lt%3Bdiv%20class%3D%26quot%3Bcsl-bib-body%26quot%3B%20style%3D%26quot%3Bline-height%3A%201.35%3B%20%26quot%3B%26gt%3B%5Cn%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-entry%26quot%3B%26gt%3BSMES%2C%20HISTAS%2C%20C%26%23xE9%3Bcile%20et%20WAHA%2C%20St%26%23xE9%3Bphane%2C%202024.%20%26lt%3Bi%26gt%3BD%26%23xE9%3Bvelopper%20la%20pair-aidance%20professionnelle%3A%20Pratiques%20et%20perspectives%26lt%3B%5C%2Fi%26gt%3B%20%5Ben%26%23xA0%3Bligne%5D.%20Belgique%26%23xA0%3B%3A%20Smes%20ASBL.%20Disponible%20%26%23xE0%3B%20l%26%23x2019%3Badresse%26%23xA0%3B%3A%20%26lt%3Ba%20class%3D%26%23039%3Bzp-ItemURL%26%23039%3B%20target%3D%26%23039%3B_blank%26%23039%3B%20href%3D%26%23039%3Bhttps%3A%5C%2F%5C%2Fsmes.be%5C%2Ffr%5C%2Fdevelopper-la-pair-aidance-professionnelle%5C%2F%26%23039%3B%26gt%3Bhttps%3A%5C%2F%5C%2Fsmes.be%5C%2Ffr%5C%2Fdevelopper-la-pair-aidance-professionnelle%5C%2F%26lt%3B%5C%2Fa%26gt%3B%5Cn%5Cn%20%20%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-block%26quot%3B%26gt%3BCette%20brochure%20r%26%23xE9%3Bdig%26%23xE9%3Be%20par%20l%26%23x2019%3B%26%23xE9%3Bquipe%20Peer%20and%20Team%20Support%26%23x202F%3B%28PAT%29%20du%20Smes%20%28Belgique%20francophone%29%20constitue%20un%20guide%20pratique%20pour%20d%26%23xE9%3Bvelopper%20la%20pair-aidance%20professionnelle%20dans%20les%20secteurs%20du%20social%20et%20de%20la%20sant%26%23xE9%3B.%20S%26%23x2019%3Bappuyant%20sur%20des%20t%26%23xE9%3Bmoignages%20de%20terrain%20%28pair-aidant%26%23xB7%3Be%26%23xB7%3Bs%2C%20coordinateur%26%23xB7%3Btrice%26%23xB7%3Bs%20et%20personnes%20accompagn%26%23xE9%3Bes%29%2C%20elle%20parcourt%20les%20%26%23xE9%3Btapes%20cl%26%23xE9%3Bs%20du%20processus%26%23x202F%3B%3A%20analyse%20des%20besoins%2C%20identification%20des%20craintes%20des%20%26%23xE9%3Bquipes%20%28l%26%23xE9%3Bgitimit%26%23xE9%3B%2C%20peur%20de%20la%20rechute%2C%20gestion%20des%20limites%29%2C%20d%26%23xE9%3Bfinition%20de%20la%20fonction%2C%20conditions%20contractuelles%20et%20bar%26%23xE8%3Bmes%2C%20recrutement%2C%20pr%26%23xE9%3Bparation%20et%20accompagnement%20des%20%26%23xE9%3Bquipes.%20Elle%20souligne%20que%20la%20plus-value%20du%20ou%20de%20la%20pair-aidant%26%23xB7%3Be%20r%26%23xE9%3Bside%20dans%20son%20savoir%20exp%26%23xE9%3Brientiel%2C%20compl%26%23xE9%3Bmentaire%20aux%20savoirs%20professionnels%2C%20et%20qu%26%23x2019%3Bil%20ou%20elle%20doit%20%26%23xEA%3Btre%20consid%26%23xE9%3Br%26%23xE9%3B%26%23xB7%3Be%20comme%20un%26%23xB7%3Be%20coll%26%23xE8%3Bgue%20%26%23xE0%3B%20part%20enti%26%23xE8%3Bre.%20En%20conclusion%2C%20la%20brochure%20formule%20des%20recommandations%20pour%20d%26%23xE9%3Bvelopper%2C%20capitaliser%2C%20former%20et%20professionnaliser%20ce%20m%26%23xE9%3Btier%20encore%20largement%20d%26%23xE9%3Bpourvu%20de%20statut%2C%20de%20financement%20p%26%23xE9%3Brenne%20et%20de%20reconnaissance%20institutionnelle.%26%23xA0%3B%20%2A%2A%2A%2ADE%2A%2A%2A%2A%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%22%2C%22data%22%3A%7B%22itemType%22%3A%22report%22%2C%22title%22%3A%22D%5Cu00e9velopper%20la%20pair-aidance%20professionnelle%3A%20Pratiques%20et%20perspectives%22%2C%22creators%22%3A%5B%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22SMES%22%7D%2C%7B%22creatorType%22%3A%22author%22%2C%22firstName%22%3A%22C%5Cu00e9cile%22%2C%22lastName%22%3A%22Histas%22%7D%2C%7B%22creatorType%22%3A%22author%22%2C%22firstName%22%3A%22St%5Cu00e9phane%22%2C%22lastName%22%3A%22Waha%22%7D%5D%2C%22abstractNote%22%3A%22Cette%20brochure%20r%5Cu00e9dig%5Cu00e9e%20par%20l%5Cu2019%5Cu00e9quipe%20Peer%20and%20Team%20Support%5Cu202f%28PAT%29%20du%20Smes%20%28Belgique%20francophone%29%20constitue%20un%20guide%20pratique%20pour%20d%5Cu00e9velopper%20la%20pair-aidance%20professionnelle%20dans%20les%20secteurs%20du%20social%20et%20de%20la%20sant%5Cu00e9.%20S%26%23039%3Bappuyant%20sur%20des%20t%5Cu00e9moignages%20de%20terrain%20%28pair-aidant%5Cu00b7e%5Cu00b7s%2C%20coordinateur%5Cu00b7trice%5Cu00b7s%20et%20personnes%20accompagn%5Cu00e9es%29%2C%20elle%20parcourt%20les%20%5Cu00e9tapes%20cl%5Cu00e9s%20du%20processus%20%3A%20analyse%20des%20besoins%2C%20identification%20des%20craintes%20des%20%5Cu00e9quipes%20%28l%5Cu00e9gitimit%5Cu00e9%2C%20peur%20de%20la%20rechute%2C%20gestion%20des%20limites%29%2C%20d%5Cu00e9finition%20de%20la%20fonction%2C%20conditions%20contractuelles%20et%20bar%5Cu00e8mes%2C%20recrutement%2C%20pr%5Cu00e9paration%20et%20accompagnement%20des%20%5Cu00e9quipes.%20Elle%20souligne%20que%20la%20plus-value%20du%20ou%20de%20la%20pair-aidant%5Cu00b7e%20r%5Cu00e9side%20dans%20son%20savoir%20exp%5Cu00e9rientiel%2C%20compl%5Cu00e9mentaire%20aux%20savoirs%20professionnels%2C%20et%20qu%26%23039%3Bil%20ou%20elle%20doit%20%5Cu00eatre%20consid%5Cu00e9r%5Cu00e9%5Cu00b7e%20comme%20un%5Cu00b7e%20coll%5Cu00e8gue%20%5Cu00e0%20part%20enti%5Cu00e8re.%20En%20conclusion%2C%20la%20brochure%20formule%20des%20recommandations%20pour%20d%5Cu00e9velopper%2C%20capitaliser%2C%20former%20et%20professionnaliser%20ce%20m%5Cu00e9tier%20encore%20largement%20d%5Cu00e9pourvu%20de%20statut%2C%20de%20financement%20p%5Cu00e9renne%20et%20de%20reconnaissance%20institutionnelle.%20%20%2A%2A%2A%2ADE%2A%2A%2A%2A%22%2C%22reportNumber%22%3A%22%22%2C%22reportType%22%3A%22%22%2C%22institution%22%3A%22Smes%20ASBL%22%2C%22date%22%3A%222024%22%2C%22DOI%22%3A%22%22%2C%22ISBN%22%3A%22%22%2C%22citationKey%22%3A%22%22%2C%22url%22%3A%22https%3A%5C%2F%5C%2Fsmes.be%5C%2Ffr%5C%2Fdevelopper-la-pair-aidance-professionnelle%5C%2F%22%2C%22ISSN%22%3A%22%22%2C%22language%22%3A%22fr%22%2C%22collections%22%3A%5B%22I6VM3BNK%22%2C%22NCCG7Z9C%22%5D%2C%22dateModified%22%3A%222026-07-31T10%3A20%3A53Z%22%7D%7D%2C%7B%22key%22%3A%22R3KUGD3K%22%2C%22library%22%3A%7B%22id%22%3A14774419%7D%2C%22meta%22%3A%7B%22creatorSummary%22%3A%22WISE%20program%22%2C%22numChildren%22%3A0%7D%2C%22bib%22%3A%22%26lt%3Bdiv%20class%3D%26quot%3Bcsl-bib-body%26quot%3B%20style%3D%26quot%3Bline-height%3A%201.35%3B%20%26quot%3B%26gt%3B%5Cn%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-entry%26quot%3B%26gt%3BWISE%20PROGRAM%2C%20non%20dat%26%23xE9%3B.%20%26lt%3Bi%26gt%3BEmployer%20Toolkit%26%23x2014%3B%20Implementing%20Essential%20Organizational%20Changes%20To%20Successfully%20Integrate%20Peers%26lt%3B%5C%2Fi%26gt%3B%20%5Ben%26%23xA0%3Bligne%5D.%20Sacramento%26%23xA0%3B%3A%20Cal%20Voices.%20Disponible%20%26%23xE0%3B%20l%26%23x2019%3Badresse%26%23xA0%3B%3A%20%26lt%3Ba%20class%3D%26%23039%3Bzp-ItemURL%26%23039%3B%20target%3D%26%23039%3B_blank%26%23039%3B%20href%3D%26%23039%3Bhttps%3A%5C%2F%5C%2Fwww.calvoices.org%5C%2F_files%5C%2Fugd%5C%2F1fd56e_e7a6cd8841364fdd965507e5770a078b.pdf%26%23039%3B%26gt%3Bhttps%3A%5C%2F%5C%2Fwww.calvoices.org%5C%2F_files%5C%2Fugd%5C%2F1fd56e_e7a6cd8841364fdd965507e5770a078b.pdf%26lt%3B%5C%2Fa%26gt%3B%5Cn%5Cn%20%20%20%20%26lt%3Bdiv%20class%3D%26quot%3Bcsl-block%26quot%3B%26gt%3BCe%20document%20est%20une%20bo%26%23xEE%3Bte%20%26%23xE0%3B%20outils%20destin%26%23xE9%3Be%20aux%20employeurs%20souhaitant%20int%26%23xE9%3Bgrer%20des%20pair-aidants%20dans%20des%20structures%20de%20sant%26%23xE9%3B%20mentale.%20%26%23xC9%3Blabor%26%23xE9%3B%20par%20le%20programme%20WISE%20%28Cal%20Voices%2C%20Californie%29%20%26%23xE0%3B%20partir%20des%20recommandations%20de%20la%20SAMHSA%2C%20il%20identifie%20onze%20comp%26%23xE9%3Btences%20organisationnelles%20cl%26%23xE9%3Bs%20que%20les%20agences%20doivent%20d%26%23xE9%3Bvelopper%20pour%20r%26%23xE9%3Bussir%20cette%20int%26%23xE9%3Bgration%26%23x202F%3B%3A%20culture%20de%20travail%20orient%26%23xE9%3Be%20r%26%23xE9%3Btablissement%2C%20leadership%20engag%26%23xE9%3B%2C%20supervision%20bienveillante%2C%20formation%20continue%2C%20%26%23xE9%3Bvaluation%20et%20feedback%2C%20r%26%23xF4%3Bles%20clairement%20d%26%23xE9%3Bfinis%20avec%20perspectives%20d%26%23x2019%3B%26%23xE9%3Bvolution%2C%20collaboration%20entre%20pairs%20et%20non-pairs%2C%20infrastructure%20favorable%2C%20opportunit%26%23xE9%3Bs%20d%26%23x2019%3Binteractions%20entre%20pairs%2C%20politiques%20flexibles%20et%20environnement%20d%26%23x2019%3Bapprentissage%20ouvert.%20Le%20document%20inclut%20%26%23xE9%3Bgalement%20des%20outils%20pratiques%20tels%20que%20des%20grilles%20d%26%23x2019%3B%26%23xE9%3Bvaluation%20des%20performances%2C%20des%20proc%26%23xE9%3Bdures%20d%26%23x2019%3Bint%26%23xE9%3Bgration%2C%20un%20plan%20de%20travail%20collaboratif%20et%20les%20comp%26%23xE9%3Btences-c%26%23x153%3Bur%20SAMHSA%20pour%20les%20pair-aidants%20en%20sant%26%23xE9%3B%20comportementale.%26%23xA0%3B%20%2A%2A%2A%2ADE%2A%2A%2A%2A%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%5Cn%26lt%3B%5C%2Fdiv%26gt%3B%22%2C%22data%22%3A%7B%22itemType%22%3A%22report%22%2C%22title%22%3A%22Employer%20Toolkit%5Cu2014%20Implementing%20Essential%20Organizational%20Changes%20To%20Successfully%20Integrate%20Peers%22%2C%22creators%22%3A%5B%7B%22creatorType%22%3A%22author%22%2C%22name%22%3A%22WISE%20program%22%7D%5D%2C%22abstractNote%22%3A%22Ce%20document%20est%20une%20bo%5Cu00eete%20%5Cu00e0%20outils%20destin%5Cu00e9e%20aux%20employeurs%20souhaitant%20int%5Cu00e9grer%20des%20pair-aidants%20dans%20des%20structures%20de%20sant%5Cu00e9%20mentale.%20%5Cu00c9labor%5Cu00e9%20par%20le%20programme%20WISE%20%28Cal%20Voices%2C%20Californie%29%20%5Cu00e0%20partir%20des%20recommandations%20de%20la%20SAMHSA%2C%20il%20identifie%20onze%20comp%5Cu00e9tences%20organisationnelles%20cl%5Cu00e9s%20que%20les%20agences%20doivent%20d%5Cu00e9velopper%20pour%20r%5Cu00e9ussir%20cette%20int%5Cu00e9gration%20%3A%20culture%20de%20travail%20orient%5Cu00e9e%20r%5Cu00e9tablissement%2C%20leadership%20engag%5Cu00e9%2C%20supervision%20bienveillante%2C%20formation%20continue%2C%20%5Cu00e9valuation%20et%20feedback%2C%20r%5Cu00f4les%20clairement%20d%5Cu00e9finis%20avec%20perspectives%20d%26%23039%3B%5Cu00e9volution%2C%20collaboration%20entre%20pairs%20et%20non-pairs%2C%20infrastructure%20favorable%2C%20opportunit%5Cu00e9s%20d%26%23039%3Binteractions%20entre%20pairs%2C%20politiques%20flexibles%20et%20environnement%20d%26%23039%3Bapprentissage%20ouvert.%20Le%20document%20inclut%20%5Cu00e9galement%20des%20outils%20pratiques%20tels%20que%20des%20grilles%20d%26%23039%3B%5Cu00e9valuation%20des%20performances%2C%20des%20proc%5Cu00e9dures%20d%26%23039%3Bint%5Cu00e9gration%2C%20un%20plan%20de%20travail%20collaboratif%20et%20les%20comp%5Cu00e9tences-c%5Cu0153ur%20SAMHSA%20pour%20les%20pair-aidants%20en%20sant%5Cu00e9%20comportementale.%20%20%2A%2A%2A%2ADE%2A%2A%2A%2A%22%2C%22reportNumber%22%3A%22%22%2C%22reportType%22%3A%22%22%2C%22institution%22%3A%22Cal%20Voices%22%2C%22date%22%3A%22non%20dat%5Cu00e9%22%2C%22DOI%22%3A%22%22%2C%22ISBN%22%3A%22%22%2C%22citationKey%22%3A%22%22%2C%22url%22%3A%22https%3A%5C%2F%5C%2Fwww.calvoices.org%5C%2F_files%5C%2Fugd%5C%2F1fd56e_e7a6cd8841364fdd965507e5770a078b.pdf%22%2C%22ISSN%22%3A%22%22%2C%22language%22%3A%22%22%2C%22collections%22%3A%5B%22NCCG7Z9C%22%5D%2C%22dateModified%22%3A%222026-07-31T10%3A20%3A44Z%22%7D%7D%5D%7D<\/span>\n\n\t\t\t\t
\n
\n
CENTRE RESSOURCE R\u00c9HABILITATION, 2020. Comment int\u00e9grer un travailleur pair dans une \u00e9quipe de sant\u00e9 mentale\u202f?\u202f: Un petit guide pratique \u00e0 destination des \u00e9quipes qui souhaitent se lancer\u202f!<\/i> [en\u00a0ligne]. Lyon\u00a0: Centre ressource de r\u00e9habilitation psychosociale. Disponible \u00e0 l\u2019adresse\u00a0: https:\/\/centre-ressource-rehabilitation.org\/comment-integrer-un-travailleur-pair-dans-une-equipe-de-sante-mentale-un-petit?debut_articles_rubrique=%40237<\/a>\n\n
Ce guide pratique est destin\u00e9 aux futurs coll\u00e8gues des pairs aidants. Il a pour ambition de leur permettre de les accueillir au mieux et leur laisser exploiter leurs potentialit\u00e9s, au grand b\u00e9n\u00e9fice des populations accompagn\u00e9es. Celui-ci ne pr\u00e9tend pas \u00eatre exhaustif et souhaite rester \u00e9volutif, mais il tente d\u2019aborder la majorit\u00e9 des questions que peut se poser une \u00e9quipe qui souhaiterait proc\u00e9der au recrutement d\u2019un travailleur pair. Le document insiste sur la n\u00e9cessit\u00e9 de pr\u00e9parer collectivement l\u2019arriv\u00e9e du travailleur pair et pr\u00e9sente les \u00e9tapes cl\u00e9s d\u2019une int\u00e9gration r\u00e9ussie\u202f: interroger ses repr\u00e9sentations et ses r\u00e9serves avant le recrutement, identifier les besoins du service, d\u00e9finir une fiche de poste claire, mener l\u2019entretien de recrutement, puis assurer l\u2019int\u00e9gration au quotidien (formation continue, mise en r\u00e9seau avec d\u2019autres pairs, accompagnement r\u00e9gulier). ****DE****Dieser Praxisleitfaden richtet sich an die k\u00fcnftigen Kolleg:innen von Peer-Mitarbeitenden. Er will ihnen erm\u00f6glichen, diese m\u00f6glichst gut aufzunehmen und ihr Potenzial voll zur Entfaltung kommen zu lassen \u2013 zum grossen Nutzen der begleiteten Personen. Der Leitfaden erhebt keinen Anspruch auf Vollst\u00e4ndigkeit 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 m\u00f6chte. Das Dokument betont die Notwendigkeit, den Eintritt der Peer-Mitarbeitenden gemeinsam vorzubereiten, und stellt die Schl\u00fcsselschritte einer erfolgreichen Integration vor: die eigenen Vorstellungen und Vorbehalte vor der Rekrutierung hinterfragen, den Bedarf des Dienstes ermitteln, ein klares Stellenprofil definieren, das Bewerbungsgespr\u00e4ch f\u00fchren und anschliessend die Integration im Alltag sicherstellen (Weiterbildung, Vernetzung mit anderen Peers, regelm\u00e4ssige Begleitung).<\/div>\n<\/div>\n<\/div>\n\t\t\t\t<\/div>\t\t\t\t
\n
\n
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<\/i> [en\u00a0ligne]. Waterloo Wellington, Canada\u00a0: Canadian Mental Health Association, Centre for Excellence in Peer Support. Disponible \u00e0 l\u2019adresse\u00a0: https:\/\/cmhaww.ca\/wp-content\/uploads\/2023\/07\/Supervising-Peer-Workers-Toolkit-CMHA-WW-2019.pdf<\/a>\n\n
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\u2019outils pratiques pour implanter et soutenir des r\u00f4les de pair-aidance dans des organisations de sant\u00e9 mentale et d\u2019addictions non g\u00e9r\u00e9es par des pairs. Partant du constat que la supervision est le facteur d\u00e9terminant du succ\u00e8s ou de l\u2019\u00e9chec d\u2019un r\u00f4le pair et qu\u2019elle est souvent \u00e0 la fois insuffisante en quantit\u00e9 et inadapt\u00e9e dans son contenu, le document aborde successivement les conditions d\u2019une bonne supervision (pratique r\u00e9flexive, clart\u00e9 de r\u00f4le, soutien au bien-\u00eatre, pr\u00e9vention du peer drift), l\u2019importance d\u2019une implantation soigneuse en amont du recrutement (adh\u00e9sion de la direction, description de poste pr\u00e9cise, formation de toute l\u2019\u00e9quipe), et la valeur d\u2019un partenariat avec des organisations dirig\u00e9es par des pairs pour former et superviser les pair-aidants. La seconde partie propose une s\u00e9rie d\u2019outils concrets\u202f: liste de v\u00e9rification de la pr\u00e9paration organisationnelle, description de poste g\u00e9n\u00e9rique, guide d\u2019int\u00e9gration, lignes directrices sur la documentation et la communication, exercices de clarification des t\u00e2ches appropri\u00e9es au r\u00f4le pair (avec 54 exemples comment\u00e9s), et cadre pour g\u00e9rer les conflits de valeurs. L\u2019ensemble repose sur une philosophie affirm\u00e9e\u202f: le r\u00f4le pair est une discipline \u00e0 part enti\u00e8re, non clinique, fond\u00e9e sur l\u2019utilisation intentionnelle de l\u2019exp\u00e9rience v\u00e9cue, et m\u00e9rite d\u2019\u00eatre trait\u00e9 avec la m\u00eame rigueur professionnelle que n\u2019importe quel autre r\u00f4le dans l\u2019\u00e9quipe 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 einzuf\u00fchren und zu unterst\u00fctzen, die nicht von Peers gef\u00fchrt werden. Ausgehend von der Feststellung, dass die Supervision der entscheidende Faktor f\u00fcr Erfolg oder Scheitern einer Peer-Rolle ist und dass sie h\u00e4ufig sowohl quantitativ ungen\u00fcgend als auch inhaltlich unpassend ist, behandelt das Dokument nacheinander die Voraussetzungen einer guten Supervision (reflexive Praxis, Rollenklarheit, Unterst\u00fctzung des Wohlbefindens, Vorbeugung von Peer Drift), die Bedeutung einer sorgf\u00e4ltigen Vorbereitung im Vorfeld der Rekrutierung (R\u00fcckhalt der Leitung, pr\u00e4ziser Stellenbeschrieb, Schulung des gesamten Teams) sowie den Wert einer Partnerschaft mit von Peers gef\u00fchrten Organisationen f\u00fcr die Ausbildung und Supervision der Peer-Mitarbeitenden. Der zweite Teil bietet eine Reihe konkreter Instrumente: Checkliste zur organisationalen Bereitschaft, generischer Stellenbeschrieb, Einf\u00fchrungsleitfaden, Richtlinien zu Dokumentation und Kommunikation, \u00dcbungen zur Kl\u00e4rung der f\u00fcr die Peer-Rolle geeigneten Aufgaben (mit 54 kommentierten Beispielen) und ein Rahmen f\u00fcr den Umgang mit Wertekonflikten. Das Ganze beruht auf einer klaren Philosophie: Die Peer-Rolle ist eine eigenst\u00e4ndige, 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 interdisziplin\u00e4ren Team.<\/div>\n<\/div>\n<\/div>\n\t\t\t\t<\/div>\t\t\t\t
\n
\n
CSSC et SUNDERLAND, Kim, 2013. Lignes directrices relatives au soutien par les pairs \u2013 Pratique et formation<\/i> [en\u00a0ligne]. Calgary\u00a0: Commission de la sant\u00e9 mentale du Canada. Disponible \u00e0 l\u2019adresse\u00a0: https:\/\/www.mentalhealthcommission.ca\/wp-content\/uploads\/drupal\/Peer_Support_Guidelines_FRE_0.pdf<\/a>\n\n
Ce document de la Commission de la sant\u00e9 mentale du Canada (2013) \u00e9tablit des lignes directrices nationales pour la pratique et la formation en mati\u00e8re de soutien par les pairs en sant\u00e9 mentale. Il d\u00e9finit le pair aidant comme une personne ayant un v\u00e9cu exp\u00e9rientiel personnel ou familial de la maladie mentale et se trouvant dans un processus positif de r\u00e9tablissement, et d\u00e9crit les valeurs fondamentales de cette pratique (espoir, autod\u00e9termination, empathie, dignit\u00e9) ainsi que les comp\u00e9tences attendues (communication interpersonnelle, r\u00e9flexion critique, travail d\u2019\u00e9quipe, d\u00e9ontologie). La deuxi\u00e8me partie d\u00e9taille les th\u00e8mes de formation recommand\u00e9s, allant des principes fondamentaux du soutien par les pairs au contexte historique et social de la maladie mentale, en passant par les m\u00e9thodes favorisant des relations de pair \u00e0 pair efficaces, dans une approche r\u00e9solument ax\u00e9e sur le r\u00e9tablissement global de la personne plut\u00f4t que sur la seule gestion des sympt\u00f4mes. ****DE**** Dieses Dokument der Mental Health Commission of Canada (2013) legt nationale Leitlinien f\u00fcr die Praxis und die Ausbildung im Bereich Peer-Support in der psychischen Gesundheit fest. Es definiert die Peer-Mitarbeitenden als Personen mit pers\u00f6nlicher oder famili\u00e4rer Erfahrung psychischer Erkrankung, die sich in einem positiven Recovery-Prozess befinden, und beschreibt die Grundwerte dieser Praxis (Hoffnung, Selbstbestimmung, Empathie, W\u00fcrde) sowie die erwarteten Kompetenzen (interpersonelle Kommunikation, kritisches Denken, Teamarbeit, Berufsethik). Der zweite Teil f\u00fchrt die empfohlenen Ausbildungsinhalte aus \u2013 von den Grundprinzipien des Peer-Supports \u00fcber den historischen und sozialen Kontext psychischer Erkrankung bis zu den Methoden, die wirksame Peer-zu-Peer-Beziehungen f\u00f6rdern \u2013, in einem konsequent auf die umfassende Recovery der Person ausgerichteten Ansatz und nicht bloss auf die Symptombew\u00e4ltigung.<\/div>\n<\/div>\n<\/div>\n\t\t\t\t<\/div>\t\t\t\t
\n
\n
DBHIDS et ACHARA CONSULTING INC, 2017. Peer support toolkit<\/i> [en\u00a0ligne]. City of Philadelphia \u2013 Philadelphia Department of Behavioral Health and Intellectual disAbility Services. Disponible \u00e0 l\u2019adresse\u00a0: https:\/\/dbhids.org\/wp-content\/uploads\/1970\/01\/PCCI_Peer-Support-Toolkit.pdf<\/a>\n\n
Ce Peer Support Toolkit est un guide pratique destin\u00e9 aux organisations souhaitant int\u00e9grer des pair-aidants dans leurs services de sant\u00e9 mentale et d\u2019addictions. Structur\u00e9 en quatre modules (pr\u00e9paration de la culture organisationnelle, recrutement et embauche, d\u00e9livrance des services, supervision et fid\u00e9lisation), il s\u2019appuie sur une d\u00e9cennie d\u2019exp\u00e9rience du syst\u00e8me philadelphien et sur les t\u00e9moignages de nombreux acteurs de terrain. Son objectif central est d\u2019aider les structures \u00e0 anticiper et \u00e9viter les \u00e9cueils courants li\u00e9s \u00e0 l\u2019int\u00e9gration des pairs\u202f: manque de clart\u00e9 des r\u00f4les, absence de protocoles de supervision, ou encore tensions culturelles au sein des \u00e9quipes. Le document part du constat que les pair-aidants constituent l\u2019une des ressources les plus puissantes et les moins exploit\u00e9es du syst\u00e8me de soins, \u00e0 condition d\u2019\u00eatre v\u00e9ritablement int\u00e9gr\u00e9s dans les \u00e9quipes de traitement.\u00a0 ****DE**** Dieses Peer Support Toolkit ist ein Praxisleitfaden f\u00fcr Organisationen, die Peer-Mitarbeitende in ihre Dienste im Bereich psychische Gesundheit und Sucht integrieren m\u00f6chten. Es ist in vier Module gegliedert (Vorbereitung der Organisationskultur, Rekrutierung und Anstellung, Leistungserbringung, Supervision und Personalbindung) und st\u00fctzt 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 h\u00e4ufigen 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 \u2013 sofern sie wirklich in die Behandlungsteams integriert werden.<\/div>\n<\/div>\n<\/div>\n\t\t\t\t<\/div>\t\t\t\t
\n
\n
EQUIPE MOBILE LE VINATIER, 2020. Quel est le r\u00f4le du pair-aidant en \u00e9quipe mobile\u202f? Petit guide pratique \u00e0 l\u2019usage des \u00e9quipes qui veulent se lancer<\/i> [en\u00a0ligne]. Lyon\u00a0: Centre hospitalier le Vinatier. Disponible \u00e0 l\u2019adresse\u00a0: https:\/\/centre-ressource-rehabilitation.org\/quel-est-le-role-du-pair-aidant-en-equipe-mobile-petit-guide-pratique-a-l-usage<\/a>\n\n
L\u2019\u00e9quipe mobile du p\u00f4le Centre du CH le Vinatier a r\u00e9alis\u00e9 un guide pratique pour expliciter le r\u00f4le des pair-aidants \u00e0 destination des \u00e9quipes mobiles qui souhaitent se lancer. Celui-ci revient sur les concepts de pair-aidance et de r\u00e9tablissement, pr\u00e9sente des exemples d\u2019interventions, et donne la parole \u00e0 diff\u00e9rents acteurs de l\u2019\u00e9quipe mobile sur l\u2019int\u00e9gration des pair-aidants. Une \u00e9quipe mobile est une \u00e9quipe pluridisciplinaire compos\u00e9e de pairs-aidants, infirmiers et m\u00e9decins psychiatres orient\u00e9e r\u00e9tablissement intervenant en bin\u00f4me \u00e0 domicile (ou dans l\u2019environnement proche de la personne, sur le mod\u00e8le FACT, suivi intensif flexible dans la communaut\u00e9). En renfort et en partenariat avec les \u00e9quipes sanitaires et m\u00e9dicosociales, l\u2019\u00e9quipe mobile constitue une ressource r\u00e9active pour stabiliser la personne dans son milieu de vie et r\u00e9duire les ruptures th\u00e9rapeutiques et le recours \u00e0 l\u2019hospitalisation.\u00a0 ****DE**** Das mobile Team des P\u00f4le Centre des CH le Vinatier hat einen Praxisleitfaden erarbeitet, um die Rolle der Peer-Mitarbeitenden f\u00fcr mobile Teams zu verdeutlichen, die damit beginnen m\u00f6chten. Der Leitfaden greift die Konzepte Peerarbeit und Recovery auf, stellt Beispiele von Interventionen vor und l\u00e4sst verschiedene Mitglieder des mobilen Teams zur Integration der Peer-Mitarbeitenden zu Wort kommen. Ein mobiles Team ist ein interdisziplin\u00e4res, recovery-orientiertes Team aus Peer-Mitarbeitenden, Pflegefachpersonen und Psychiater:innen, das zu zweit zu Hause (oder im n\u00e4heren Umfeld der Person, nach dem FACT-Modell, d. h. flexible intensive Begleitung im Gemeinwesen) t\u00e4tig ist. Als Verst\u00e4rkung 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 Behandlungsabbr\u00fcche und Hospitalisationen zu reduzieren.<\/div>\n<\/div>\n<\/div>\n\t\t\t\t<\/div>\t\t\t\t
\n
\n
FA, 2020. Participation des usagers \u2013 de l\u2019implication \u00e0 la coop\u00e9ration\u202f: Guide Rep\u00e8re(s<\/i> [en\u00a0ligne]. France\u00a0: F\u00e9d\u00e9ration addiction. Disponible \u00e0 l\u2019adresse\u00a0: https:\/\/www.federationaddiction.fr\/wp-content\/uploads\/2022\/08\/guide-reperes-usagers-fedeaddiction.pdf<\/a>\n\n
Ce guide de la F\u00e9d\u00e9ration Addiction dresse un \u00e9tat des lieux des pratiques d\u2019implication des usagers dans leur parcours de soins, dans leur structure d\u2019accueil et d\u2019accompagnement, aupr\u00e8s de leurs pairs et dans la soci\u00e9t\u00e9. Il distingue quatre niveaux progressifs\u202f: la participation citoyenne (droits, CVS, mouvements d\u2019auto-support), la valorisation du savoir exp\u00e9rientiel dans le parcours de soins, la prise de responsabilit\u00e9s concr\u00e8tes au sein des structures, et enfin la pair aidance sous ses diverses d\u00e9clinaisons (accueillant, patient-expert, MSP\u2013m\u00e9diateur\u00b7de sant\u00e9 pair). \u00c0 travers de nombreux exemples de terrain (Marmottan, CEID, Kairos, Bichat, etc.), le guide montre que l\u2019empowerment des usagers n\u2019est pas seulement b\u00e9n\u00e9fique pour leur r\u00e9tablissement, mais transforme aussi les pratiques professionnelles.\u00a0 ****DE**** Dieser Leitfaden der F\u00e9d\u00e9ration Addiction gibt einen \u00dcberblick \u00fcber die Praktiken der Einbeziehung von Nutzenden \u2013 in ihren Behandlungsverlauf, in ihre Betreuungs- und Begleitinstitution, gegen\u00fcber ihren Peers und in der Gesellschaft. Er unterscheidet vier aufeinander aufbauende Ebenen: die B\u00fcrgerbeteiligung (Rechte, Mitwirkungsgremien, Selbsthilfebewegungen), die Anerkennung des Erfahrungswissens im Behandlungsverlauf, die \u00dcbernahme konkreter Verantwortung innerhalb der Institutionen und schliesslich die Peerarbeit in ihren verschiedenen Auspr\u00e4gungen (Empfangsperson, Expert:in aus Erfahrung, MSP \u2013 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 ver\u00e4ndert.<\/div>\n<\/div>\n<\/div>\n\t\t\t\t<\/div>\t\t\t\t
\n
\n
FAS et DIAHAL, 2018. D\u00e9velopper le travail pair dans le champ de la veille sociale, de l\u2019h\u00e9bergement et du logement<\/i> [en\u00a0ligne]. France\u00a0: F\u00e9d\u00e9ration des acteurs de la solidarit\u00e9 (FAS) & D\u00e9l\u00e9gation interminist\u00e9rielle \u00e0 l\u2019h\u00e9bergement et \u00e0 l\u2019acc\u00e8s au logement (Dihal). Disponible \u00e0 l\u2019adresse\u00a0: https:\/\/www.info.gouv.fr\/upload\/media\/organization\/0001\/01\/sites_default_files_contenu_piece-jointe_2018_12_publication_travail_pair.pdf<\/a>\n\n
Ce document, publi\u00e9 en 2018 par la Dihal et la F\u00e9d\u00e9ration des acteurs de la solidarit\u00e9, constitue un guide pratique sur le d\u00e9veloppement du travail pair dans le secteur de l\u2019accueil, de l\u2019h\u00e9bergement et de l\u2019insertion (AHI) en France. Il d\u00e9finit le travail pair comme la forme salari\u00e9e de la pair aidance, soit l\u2019intervention r\u00e9mun\u00e9r\u00e9e d\u2019une personne mobilisant son savoir exp\u00e9rientiel (v\u00e9cu de la rue, addictions, pr\u00e9carit\u00e9, etc.) pour accompagner des personnes en situation similaire et en d\u00e9cline les multiples dimensions\u202f: d\u00e9finition et fondements conceptuels, valeur ajout\u00e9e pour les \u00e9quipes et les personnes accompagn\u00e9es, questions de formation, de statut et de recrutement, pratiques concr\u00e8tes d\u2019int\u00e9gration dans les \u00e9quipes pluridisciplinaires, et illustrations \u00e0 travers des monographies de projets (Un chez-soi d\u2019abord Paris, Les Enfants du Canal, ALSA Mulhouse). Le document dresse \u00e9galement un \u00e9tat des lieux des obstacles persistants (absence de reconnaissance dans les conventions collectives, manque de statut formalis\u00e9, risque d\u2019instrumentalisation) et formule des recommandations pour s\u00e9curiser et d\u00e9velopper cette pratique encore \u00e9mergente en France. ****DE**** Dieses 2018 von der Dihal und der F\u00e9d\u00e9ration des acteurs de la solidarit\u00e9 ver\u00f6ffentlichte 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-Unterst\u00fctzung, d. h. die bezahlte T\u00e4tigkeit 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 f\u00fcr die Teams und die begleiteten Personen, Fragen der Ausbildung, des Status und der Rekrutierung, konkrete Praktiken der Integration in interdisziplin\u00e4re Teams sowie Illustrationen anhand von Projektmonografien (Un chez-soi d\u2019abord Paris, Les Enfants du Canal, ALSA Mulhouse). Das Dokument zieht zudem eine Bilanz der fortbestehenden Hindernisse (fehlende Anerkennung in den Gesamtarbeitsvertr\u00e4gen, fehlender formalisierter Status, Risiko der Instrumentalisierung) und formuliert Empfehlungen, um diese in Frankreich noch neue Praxis abzusichern und zu entwickeln.<\/div>\n<\/div>\n<\/div>\n\t\t\t\t<\/div>\t\t\t\t
\n
\n
FAS BRETAGNE, 2023. Guide. R\u00e9ussir l\u2019int\u00e9gration\u00a0 d\u2019un.e travailleur.euse pair\u00a0 dans sa structure<\/i> [en\u00a0ligne]. France\u00a0: F\u00e9d\u00e9ration des acteurs de la solidarit\u00e9 Bretagne. Disponible \u00e0 l\u2019adresse\u00a0: https:\/\/www.federationsolidarite.org\/wp-content\/uploads\/2023\/07\/Guide_travail-pair2023_web-2.pdf<\/a>\n\n
Ce guide pratique, publi\u00e9 en 2023 par la F\u00e9d\u00e9ration des acteurs de la solidarit\u00e9 Bretagne, est un outil op\u00e9rationnel destin\u00e9 aux structures souhaitant int\u00e9grer un\u00b7e travailleur\u00b7euse pair dans leur \u00e9quipe. Apr\u00e8s avoir rappel\u00e9 les d\u00e9finitions de base, les publics concern\u00e9s et les effets document\u00e9s du travail pair (cr\u00e9ation de lien de confiance, empowerment des personnes accompagn\u00e9es, questionnement des pratiques professionnelles, d\u00e9veloppement personnel du\u00b7de la travailleur\u00b7euse pair), il propose une s\u00e9rie de points de vigilance et de solutions concr\u00e8tes organis\u00e9es en cinq th\u00e9matiques\u202f: la pr\u00e9paration de l\u2019\u00e9quipe en amont du recrutement (selon un processus en 7 \u00e9tapes), la recherche et la s\u00e9lection des candidat\u00b7e\u00b7s, la vie d\u2019\u00e9quipe et la coh\u00e9sion, l\u2019organisation RH (valorisation salariale, \u00e9volution des missions), et le financement des postes. Le document d\u00e9construit \u00e9galement quatre id\u00e9es re\u00e7ues fr\u00e9quentes (notamment l\u2019exigence de \u00ab\u202fr\u00e9tablissement\u202f\u00bb comme pr\u00e9requis, la concurrence suppos\u00e9e avec les travailleur\u00b7euse\u00b7s sociales\u00b7aux, ou la vision du travail pair comme main-d\u2019\u0153uvre bon march\u00e9) et renvoie vers de nombreuses ressources compl\u00e9mentaires (articles, guides, webinaires, t\u00e9moignages vid\u00e9o).\u00a0 ****DE**** Dieser 2023 von der F\u00e9d\u00e9ration des acteurs de la solidarit\u00e9 Bretagne ver\u00f6ffentlichte Praxisleitfaden ist ein operatives Instrument f\u00fcr Institutionen, die eine Peer-Mitarbeiterin oder einen Peer-Mitarbeiter in ihr Team integrieren m\u00f6chten. Nach den grundlegenden Definitionen, den betroffenen Zielgruppen und den dokumentierten Wirkungen der Peerarbeit (Aufbau einer Vertrauensbeziehung, Empowerment der begleiteten Personen, Hinterfragen der professionellen Praktiken, pers\u00f6nliche Entwicklung der Peer-Mitarbeitenden) enth\u00e4lt er eine Reihe von Aufmerksamkeitspunkten und konkreten L\u00f6sungen zu f\u00fcnf 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 r\u00e4umt zudem mit vier verbreiteten Vorurteilen auf (namentlich der Forderung nach abgeschlossener \u00abRecovery\u00bb als Voraussetzung, der angenommenen Konkurrenz zu den Sozialarbeitenden oder der Sicht auf Peerarbeit als billige Arbeitskraft) und verweist auf zahlreiche weiterf\u00fchrende Ressourcen (Artikel, Leitf\u00e4den, Webinare, Video-Erfahrungsberichte).<\/div>\n<\/div>\n<\/div>\n\t\t\t\t<\/div>\t\t\t\t
\n
\n
GROUPE DE TRAVAIL PAIR AIDANCE, 2023. Guide rep\u00e8res: Pair aidance en structure de soins et d\u2019accompagnement en addictologie\u202f: rep\u00e8res pour d\u00e9velopper les pratiques et organisations int\u00e9grant les savoirs exp\u00e9rientiels des usagers \/ patients<\/i> [en\u00a0ligne]. Nantes\u00a0: SRAE Addictologie des Pays de la Loire. Disponible \u00e0 l\u2019adresse\u00a0: https:\/\/srae-addicto-pdl.fr\/wp-content\/uploads\/2023\/06\/Guide_reperes_PairAidance_SRAE-Addicto_2023_vdef.pdf<\/a>\n\n
Ce guide rep\u00e8res, produit en mai 2023 par la SRAE Addictologie des Pays de la Loire, vise \u00e0 accompagner les structures sanitaires et m\u00e9dico-sociales d\u2019addictologie qui souhaitent int\u00e9grer des pair-aidants dans leurs pratiques. Il commence par clarifier les concepts (pair aidance, savoirs exp\u00e9rientiels, r\u00e9tablissement) et distingue trois modalit\u00e9s d\u2019intervention en structure\u202f: l\u2019entraide spontan\u00e9e entre patients, l\u2019intervention d\u2019associations d\u2019usagers, et l\u2019int\u00e9gration formalis\u00e9e de pairs aidants. Pour ces derniers, le guide propose un cadre concret couvrant les types d\u2019activit\u00e9s possibles (aupr\u00e8s des patients, de l\u2019\u00e9quipe, ou dans des missions compl\u00e9mentaires), les degr\u00e9s d\u2019engagement (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 \u00e0 une int\u00e9gration r\u00e9ussie. Le tout s\u2019appuie sur un \u00e9tat des lieux r\u00e9gional, des t\u00e9moignages de pairs aidants en exercice, et des exemples concrets de projets existants.\u00a0 ****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 m\u00f6chten. Er kl\u00e4rt zun\u00e4chst 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. F\u00fcr letztere bietet der Leitfaden einen konkreten Rahmen, der die m\u00f6glichen T\u00e4tigkeitsarten (bei den Patient:innen, im Team oder in erg\u00e4nzenden Auftr\u00e4gen), die Grade der Einbindung (Beteiligung, Partnerschaft oder Mischform), die administrativen und statusbezogenen Aspekte, die verf\u00fcgbaren Ausbildungen, Fragen der Finanzierung und Supervision sowie die g\u00fcnstigen Voraussetzungen f\u00fcr eine erfolgreiche Integration abdeckt. Das Ganze st\u00fctzt sich auf eine regionale Bestandsaufnahme, Erfahrungsberichte t\u00e4tiger Peer-Mitarbeitender und konkrete Beispiele bestehender Projekte.<\/div>\n<\/div>\n<\/div>\n\t\t\t\t<\/div>\t\t\t\t
\n
\n
HAS, 2025. Pair-aidance dans les organisations sanitaires, sociales et m\u00e9dico-sociales (Note de cadrage)<\/i> [en\u00a0ligne]. Saint-Denis\u00a0: Haute Autorit\u00e9 de sant\u00e9. Disponible \u00e0 l\u2019adresse\u00a0: 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<\/a>\n\n
Cette note de cadrage produite par la Haute Autorit\u00e9 de Sant\u00e9 (HAS) en janvier 2025, pr\u00e9sente le cadre d\u2019un futur travail de recommandations de bonnes pratiques sur la pair-aidance dans les secteurs sanitaire, social et m\u00e9dico-social. Partant du constat d\u2019un recours croissant \u00e0 la pair-aidance (pratique fond\u00e9e sur la mobilisation d\u2019un savoir exp\u00e9rientiel par des personnes ayant v\u00e9cu une situation similaire \u00e0 celle qu\u2019elles accompagnent) la HAS souligne l\u2019absence de statut unifi\u00e9 et de r\u00e9f\u00e9rentiel national, et identifie des enjeux multiples\u202f: sant\u00e9 publique, \u00e9thique, qualit\u00e9 des soins et encadrement juridique. Les recommandations \u00e0 venir viseront \u00e0 clarifier les r\u00f4les, comp\u00e9tences et conditions d\u2019int\u00e9gration des pair-aidants au sein des \u00e9quipes pluriprofessionnelles, \u00e0 travers un socle commun transversal compl\u00e9t\u00e9 par cinq domaines sp\u00e9cifiques (sant\u00e9 mentale, addictologie, pathologies chroniques, handicap, pr\u00e9carit\u00e9). Le calendrier pr\u00e9voit un groupe de travail actif d\u2019avril \u00e0 d\u00e9cembre 2025, une phase de lecture en d\u00e9but 2026, et une validation finale en avril 2026\u00a0 ****DE**** Dieses im Januar 2025 von der Haute Autorit\u00e9 de Sant\u00e9 (HAS) erstellte Rahmenpapier stellt den Rahmen f\u00fcr k\u00fcnftige Empfehlungen zur guten Praxis der Peerarbeit im Gesundheits-, Sozial- und sozialmedizinischen Bereich vor. Ausgehend von der Feststellung eines zunehmenden R\u00fcckgriffs auf die Peerarbeit \u2013 eine Praxis, die auf der Nutzung von Erfahrungswissen durch Personen beruht, die eine \u00e4hnliche Situation erlebt haben wie jene, die sie begleiten \u2013 hebt die HAS das Fehlen eines einheitlichen Status und eines nationalen Referenzrahmens hervor und benennt vielf\u00e4ltige Herausforderungen: \u00f6ffentliche Gesundheit, Ethik, Behandlungsqualit\u00e4t und rechtliche Rahmenbedingungen. Die k\u00fcnftigen Empfehlungen sollen die Rollen, Kompetenzen und Integrationsbedingungen der Peer-Mitarbeitenden in interprofessionellen Teams kl\u00e4ren, mittels eines gemeinsamen \u00fcbergreifenden Sockels, erg\u00e4nzt durch f\u00fcnf 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.<\/div>\n<\/div>\n<\/div>\n\t\t\t\t<\/div>\t\t\t\t
\n
\n
IMROC et REPPER, Julie, 2013. Briefing Paper 7\u00a0: Peer Support Workers: a practical guide to implementation<\/i> [en\u00a0ligne]. Nottingham\u00a0: ImROC. Disponible \u00e0 l\u2019adresse\u00a0: https:\/\/www.imroc.org\/publications\/peer-support-workers-a-practical-guide-to-implementation<\/a>\n\n
Ce guide pratique d\u2019Imroc (r\u00e9dig\u00e9 par Julie Repper) d\u00e9taille les conditions de mise en \u0153uvre des postes de pair-aidants dans les services de sant\u00e9 mentale, en articulant quatre phases s\u00e9quentielles. La premi\u00e8re phase, la pr\u00e9paration, concerne l\u2019organisation dans son ensemble, les \u00e9quipes d\u2019accueil, la d\u00e9finition des r\u00f4les et la formation des pair-aidants potentiels\u202f; la deuxi\u00e8me porte sur le recrutement, en tenant compte des obstacles sp\u00e9cifiques que peuvent rencontrer des candidats peu familiers des processus de candidature formels\u202f; la troisi\u00e8me traite de l\u2019emploi effectif (affectation dans les \u00e9quipes, int\u00e9gration, supervision et maintien du bien-\u00eatre)\u202f; et la quatri\u00e8me aborde le d\u00e9veloppement \u00e0 long terme du r\u00f4le, les parcours de carri\u00e8re et les effets transformateurs sur l\u2019organisation. Le document d\u00e9construit \u00e9galement dix mythes courants sur les pair-aidants (fragilit\u00e9 suppos\u00e9e, risques pour la confidentialit\u00e9, subversion\u2026) et illustre ses recommandations par des exemples concrets tir\u00e9s de plusieurs NHS Trusts anglais. C\u2019est une r\u00e9f\u00e9rence pratique et d\u00e9taill\u00e9e, particuli\u00e8rement utile pour les structures souhaitant formaliser et p\u00e9renniser l\u2019int\u00e9gration de pair-aidants dans leurs \u00e9quipes.\u00a0 ****DE****\u00a0 Dieser Praxisleitfaden von ImROC (verfasst von Julie Repper) beschreibt die Voraussetzungen f\u00fcr 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 ber\u00fccksichtigt die spezifischen H\u00fcrden, auf die Bewerbende stossen k\u00f6nnen, 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 r\u00e4umt zudem mit zehn verbreiteten Mythen \u00fcber Peer-Mitarbeitende auf (angenommene Fragilit\u00e4t, Risiken f\u00fcr die Vertraulichkeit, Subversion usw.) und illustriert seine Empfehlungen mit konkreten Beispielen aus mehreren englischen NHS Trusts. Es ist eine praxisnahe und detaillierte Referenz, besonders n\u00fctzlich f\u00fcr Institutionen, die die Integration von Peer-Mitarbeitenden formalisieren und nachhaltig verankern m\u00f6chten.<\/div>\n<\/div>\n<\/div>\n\t\t\t\t<\/div>\t\t\t\t
\n
\n
IMROC et WATSON, Emma, 2024. Briefing Paper 25\u00a0: Supervision for Peer Workers<\/i> [en\u00a0ligne]. Nottingham\u00a0: ImROC. Disponible \u00e0 l\u2019adresse\u00a0: https:\/\/www.imroc.org\/publications\/25-supervision-for-peer-workers-zANqw<\/a>\n\n
Ce briefing paper d\u2019Imroc (r\u00e9dig\u00e9 par Emma Watson) porte sur la supervision des pair-aidants dans les structures de sant\u00e9 mentale et de soin. Il plaide pour l\u2019importance d\u2019une supervision adapt\u00e9e aux pair-aidants, pr\u00e9sente des exemples de pratiques r\u00e9ussies, et explore ce dont les pair-aidants et leurs superviseurs (pairs ou non) ont besoin pour r\u00e9ussir. Le document distingue quatre formes de supervision (clinique, manag\u00e9riale, en groupe, et pair \u00e0 pair), identifie les qualit\u00e9s d\u2019une bonne supervision (collaborative, fond\u00e9e sur les valeurs du r\u00e9tablissement, capable d\u2019aborder les situations difficiles sans esquiver) et souligne les diff\u00e9rences entre supervision par un pair et supervision par un professionnel non pair. Il pr\u00e9sente \u00e9galement le mod\u00e8le de \u00ab\u202ftriangle de supervision\u202f\u00bb d\u00e9velopp\u00e9 par Imroc (r\u00e9flexion, restauration, d\u00e9veloppement), une formation sp\u00e9cifique \u00e0 la supervision \u00ab\u202fpeer-informed\u202f\u00bb, ainsi que des retours d\u2019exp\u00e9rience concrets de pair-aidants et de superviseurs, et formule des recommandations de bonnes pratiques\u202f: formation obligatoire des superviseurs, acc\u00e8s \u00e0 une supervision par les pairs, souplesse dans les modalit\u00e9s, et clart\u00e9 des r\u00f4les pour l\u2019ensemble de l\u2019\u00e9quipe.\u00a0 ****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 pl\u00e4diert f\u00fcr die Bedeutung einer auf Peer-Mitarbeitende zugeschnittenen Supervision, stellt Beispiele erfolgreicher Praktiken vor und untersucht, was Peer-Mitarbeitende und ihre Vorgesetzten (Peers oder nicht) f\u00fcr den Erfolg ben\u00f6tigen. Das Dokument unterscheidet vier Formen der Supervision (klinisch, f\u00fchrungsbezogen, in der Gruppe und von Peer zu Peer), benennt die Merkmale einer guten Supervision (kollaborativ, auf den Werten von Recovery beruhend, f\u00e4hig, 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 \u00abSupervisionsdreiecks\u00bb vor (Reflexion, Restauration, Entwicklung), eine spezifische Weiterbildung zur \u00abpeer-informed\u00bb 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, Flexibilit\u00e4t in den Modalit\u00e4ten und Rollenklarheit f\u00fcr das gesamte Team.<\/div>\n<\/div>\n<\/div>\n\t\t\t\t<\/div>\t\t\t\t
\n
\n
IMROC, REPPER, Julie, WALKER, Liz, SKINNER, Syena et BALL, Mel, 2021. Briefing Paper 17\u00a0: Preparing Organisations for Peer Support: Creating a Culture & Context in which peer support workers thrive<\/i> [en\u00a0ligne]. Nottingham\u00a0: ImROC. Disponible \u00e0 l\u2019adresse\u00a0: https:\/\/www.imroc.org\/publications\/preparing-organisations-for-peer-support-creating-a-culture-context-in-which-peer-support-workers-thrive<\/a>\n\n
Ce guide d\u2019Imroc (r\u00e9dig\u00e9 par Julie Repper et coll\u00e8gues) aborde la pr\u00e9paration organisationnelle n\u00e9cessaire pour que les pair-aidants puissent exercer pleinement leur r\u00f4le. Il soutient que l\u2019int\u00e9gration de pair-aidants n\u2019est pas un \u00e9v\u00e9nement isol\u00e9 mais d\u00e9clenche des transformations profondes dans toute l\u2019organisation, et qu\u2019il est donc pr\u00e9f\u00e9rable de ne pas s\u2019y engager du tout plut\u00f4t que de le faire mal. Le document couvre l\u2019ensemble des dimensions organisationnelles\u202f: pourquoi et comment cr\u00e9er un groupe de pilotage d\u00e9di\u00e9 avec soutien de la direction, les diff\u00e9rents mod\u00e8les d\u2019emploi (en interne ou via une organisation externe pair-aid\u00e9e), la pr\u00e9paration des \u00e9quipes d\u2019accueil par des ateliers sp\u00e9cifiques, les processus RH et m\u00e9decine du travail adapt\u00e9s, les am\u00e9nagements raisonnables, la formation des pair-aidants et de l\u2019ensemble du personnel, ainsi que la supervision \u2014 en plaidant pour une supervision par des pairs exp\u00e9riment\u00e9s. Il insiste enfin sur la n\u00e9cessit\u00e9 de cr\u00e9er des espaces collectifs permettant aux pair-aidants de d\u00e9velopper une voix commune au sein de l\u2019organisation, afin d\u2019influencer r\u00e9ellement la culture institutionnelle.\u00a0 ****DE**** Dieser Leitfaden von ImROC (verfasst von Julie Repper und Kolleg:innen) befasst sich mit der organisationalen Vorbereitung, die n\u00f6tig ist, damit Peer-Mitarbeitende ihre Rolle vollumf\u00e4nglich aus\u00fcben k\u00f6nnen. Er vertritt die Auffassung, dass die Integration von Peer-Mitarbeitenden kein isoliertes Ereignis ist, sondern tiefgreifende Ver\u00e4nderungen in der gesamten Organisation ausl\u00f6st, und dass es deshalb besser ist, sie gar nicht anzugehen, als sie schlecht anzugehen. Das Dokument deckt s\u00e4mtliche organisationalen Dimensionen ab: warum und wie eine eigene Steuergruppe mit Unterst\u00fctzung der Leitung geschaffen wird, die verschiedenen Anstellungsmodelle (intern oder \u00fcber eine externe, von Peers gef\u00fchrte 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 \u2013 mit einem Pl\u00e4doyer f\u00fcr eine Supervision durch erfahrene Peers. Schliesslich betont er die Notwendigkeit, kollektive R\u00e4ume zu schaffen, in denen Peer-Mitarbeitende eine gemeinsame Stimme innerhalb der Organisation entwickeln k\u00f6nnen, um die institutionelle Kultur tats\u00e4chlich zu beeinflussen.<\/div>\n<\/div>\n<\/div>\n\t\t\t\t<\/div>\t\t\t\t
\n
\n
INFODROG, BERNHARDT KELLER, Aline, TR\u00c9MEAUD, Rapha\u00ebl et BACHMANN, Alwin, 2014. Travail avec les pairs dans le domaine des addictions en Suisse\u202f: Recommandations<\/i> [en\u00a0ligne]. Berne\u00a0: Infodrog. Disponible \u00e0 l\u2019adresse\u00a0: https:\/\/www.infodrog.ch\/files\/content\/materialien_fr\/recommandations_travail-avec-les-pairs.pdf<\/a>\n\n
Afin d\u2019offrir des rep\u00e8res dans la mise en place de projets pairs et de r\u00e9pondre \u00e0 d\u2019\u00e9ventuelles difficult\u00e9s rencontr\u00e9es par les professionnels, Infodrog a d\u00e9velopp\u00e9 des recommandations, c\u2019est-\u00e0-dire un cadre de r\u00e9f\u00e9rence pour la conduite de projets impliquant des pairs au sein des institutions du domaine des addictions.<\/div>\n<\/div>\n<\/div>\n\t\t\t\t<\/div>\t\t\t\t
\n
\n
INFODROG, BERNHARDT KELLER, Aline, TR\u00c9MEAUD, Rapha\u00ebl et BACHMANN, Alwin, 2014. Arbeit mit Peers im\nSuchtbereich in der\nSchweiz\u202f: Leitfaden<\/i> [en\u00a0ligne]. Berne\u00a0: Infodrog. Disponible \u00e0 l\u2019adresse\u00a0: https:\/\/www.infodrog.ch\/files\/content\/materialien_de\/leitfaden_peerarbeit.pdf<\/a>\n\n
Um Orientierungspunkte f\u00fcr die Umsetzung von Peer-Projekten zu bieten und auf m\u00f6gliche Schwierigkeiten der Fachpersonen zu antworten, hat Infodrog Empfehlungen entwickelt, d. h. einen Referenzrahmen f\u00fcr die Durchf\u00fchrung von Projekten mit Peers in Institutionen des Suchtbereichs.<\/div>\n<\/div>\n<\/div>\n\t\t\t\t<\/div>\t\t\t\t
\n
\n
N.A.P.S., 2019. National Practice Guidelines for Peer Specialists and Supervisors<\/i> [en\u00a0ligne]. Washington, DC, U.S.\u00a0: National Association of Peer Supporters. Disponible \u00e0 l\u2019adresse\u00a0: https:\/\/live-copeland-center-ci.pantheonsite.io\/sites\/default\/files\/2024-02\/National-Practice-Guidelines-for-Peer-Specialists-and-Supervisors-1.pdf<\/a>\n\n
Ce document de la National Association of Peer Supporters (N.A.P.S., 2019) pr\u00e9sente les lignes directrices nationales am\u00e9ricaines encadrant la pratique des pair-aidants et de leurs superviseurs. Il articule douze valeurs fondamentales du soutien par les pairs (dont le caract\u00e8re volontaire, la r\u00e9ciprocit\u00e9, le partage \u00e9quitable du pouvoir, l\u2019orientation vers les forces et la transparence) en d\u00e9clinant pour chacune des recommandations pratiques distinctes selon qu\u2019on s\u2019adresse aux pair-aidants ou \u00e0 leurs encadrants. L\u2019ajout de la dimension supervision, d\u00e9velopp\u00e9e entre 2017 et 2019, r\u00e9pond \u00e0 la croissance rapide de cette profession et aux risques de d\u00e9rive (\u00ab\u202fpeer drift\u202f\u00bb) li\u00e9s \u00e0 l\u2019int\u00e9gration des pair-aidants dans des structures cliniques traditionnelles, o\u00f9 leurs superviseurs n\u2019ont pas toujours eux-m\u00eames une exp\u00e9rience v\u00e9cue du r\u00e9tablissement.\u00a0 ****DE**** Dieses Dokument der National Association of Peer Supporters (N.A.P.S., 2019) stellt die US-amerikanischen nationalen Leitlinien f\u00fcr die Praxis von Peer-Mitarbeitenden und ihren Vorgesetzten vor. Es entfaltet zw\u00f6lf Grundwerte des Peer-Supports (darunter Freiwilligkeit, Gegenseitigkeit, gleichberechtigte Machtteilung, St\u00e4rkenorientierung und Transparenz) und leitet f\u00fcr 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 Erg\u00e4nzung um die Dimension Supervision reagiert auf das rasche Wachstum dieses Berufs und auf die Risiken des \u00abPeer Drift\u00bb, die mit der Integration von Peer-Mitarbeitenden in traditionelle klinische Strukturen verbunden sind, wo ihre Vorgesetzten nicht immer selbst \u00fcber eine gelebte Recovery-Erfahrung verf\u00fcgen.<\/div>\n<\/div>\n<\/div>\n\t\t\t\t<\/div>\t\t\t\t
\n
\n
NYC HEALTH, non dat\u00e9. Integrating Peers into\u00a0 Treatment Programs in New\u00a0 York City\u202f: An In-depth Guide for Substance Use Disorder Treatment Providers<\/i> [en\u00a0ligne]. New York City Department of Health and Mental Hygiene. Disponible \u00e0 l\u2019adresse\u00a0: https:\/\/web.archive.org\/web\/20251108094347\/https:\/\/www.nyc.gov\/assets\/doh\/downloads\/pdf\/mh\/peers-treatment-programs.pdf<\/a>\n\n
Ce guide pratique du D\u00e9partement de sant\u00e9 de New York City s\u2019adresse aux prestataires de traitement des troubles li\u00e9s aux substances qui souhaitent int\u00e9grer des pair-aidants certifi\u00e9s (Certified Recovery Peer Advocates) dans leurs \u00e9quipes de soins. Structur\u00e9 en sept modules, il couvre l\u2019ensemble du cycle d\u2019int\u00e9gration (de l\u2019\u00e9valuation de la pr\u00e9paration organisationnelle au recrutement, \u00e0 l\u2019orientation, \u00e0 la supervision et \u00e0 la facturation Medicaid) en insistant sur la n\u00e9cessit\u00e9 de pr\u00e9server le r\u00f4le non clinique et distinct des pair-aidants au sein des \u00e9quipes, notamment pour pr\u00e9venir le risque de d\u00e9rive vers des fonctions cliniques. Une attention particuli\u00e8re est accord\u00e9e \u00e0 la supervision, con\u00e7ue comme un soutien tripartite (administratif, \u00e9ducatif et soutenant), ainsi qu\u2019\u00e0 la gestion des fronti\u00e8res professionnelles, de l\u2019auto-divulgation et du bien-\u00eatre des pair-aidants, y compris en cas de rechute.\u00a0 ****DE**** Dieser Praxisleitfaden des Gesundheitsdepartements von New York City richtet sich an Anbietende von Behandlungen bei Substanzkonsumst\u00f6rungen, die zertifizierte Peer-Mitarbeitende (Certified Recovery Peer Advocates) in ihre Behandlungsteams integrieren m\u00f6chten. In sieben Module gegliedert, deckt er den gesamten Integrationszyklus ab \u2013 von der Pr\u00fcfung der organisationalen Bereitschaft \u00fcber die Rekrutierung, die Einf\u00fchrung und die Supervision bis zur Medicaid-Abrechnung \u2013 und betont die Notwendigkeit, die nicht klinische und eigenst\u00e4ndige 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 Unterst\u00fctzung (administrativ, edukativ und st\u00fctzend), sowie dem Umgang mit professionellen Grenzen, der Selbstoffenbarung und dem Wohlbefinden der Peer-Mitarbeitenden, auch im Fall eines R\u00fcckfalls.<\/div>\n<\/div>\n<\/div>\n\t\t\t\t<\/div>\t\t\t\t
\n
\n
NYS OASAS, 2019. Peer Integration and the Stages of Change ToolKit<\/i> [en\u00a0ligne]. New York State Office of Alcoholism and Substance Abuse Services. Disponible \u00e0 l\u2019adresse\u00a0: https:\/\/oasas.ny.gov\/system\/files\/documents\/2019\/08\/PeerIntegrationToolKit-DigitalFinal.pdf<\/a>\n\n
Ce document, publi\u00e9 en 2018 par le New York State Office of Alcoholism and Substance Abuse Services (OASAS), est structur\u00e9 autour du mod\u00e8le des stades du changement (pr\u00e9-contemplation, contemplation, pr\u00e9paration, action, maintenance\/bien-\u00eatre) etl guide les prestataires de soins ambulatoires dans l\u2019int\u00e9gration de pair-aidants certifi\u00e9s au sein de leurs services d\u2019addictologie. Il couvre l\u2019ensemble du cycle d\u2019int\u00e9gration\u202f: argumentaire clinique et \u00e9conomique en faveur du soutien par les pairs, clarification des r\u00f4les (pair-aidant vs coach de r\u00e9tablissement vs conseiller clinique), \u00e9valuation de la maturit\u00e9 organisationnelle, faisabilit\u00e9 budg\u00e9taire (calcul du seuil de rentabilit\u00e9), recrutement, cadre juridique (ADA, FMLA), formation, documentation, supervision, gestion des risques en milieu communautaire et \u00e0 domicile, ainsi que les outils pratiques associ\u00e9s (description de poste, plan de bien-\u00eatre, questions d\u2019entretien, grilles de supervision). Il comprend \u00e9galement une annexe sur l\u2019int\u00e9gration dans les structures r\u00e9sidentielles et une section sur le langage non-stigmatisant en addictologie.\u00a0 ****DE****\u00a0 Dieses 2018 vom New York State Office of Alcoholism and Substance Abuse Services (OASAS) ver\u00f6ffentlichte Dokument ist um das Modell der Ver\u00e4nderungsstadien 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 f\u00fcr Peer-Support, Rollenkl\u00e4rung (Peer-Mitarbeitende vs. Recovery Coach vs. klinische Beratung), Beurteilung der organisationalen Reife, budget\u00e4re Machbarkeit (Berechnung der Rentabilit\u00e4tsschwelle), Rekrutierung, rechtlicher Rahmen (ADA, FMLA), Ausbildung, Dokumentation, Supervision, Risikomanagement im Gemeinwesen und zu Hause sowie die zugeh\u00f6rigen praktischen Instrumente (Stellenbeschrieb, Wohlbefindensplan, Interviewfragen, Supervisionsraster). Es enth\u00e4lt zudem einen Anhang zur Integration in station\u00e4ren Einrichtungen und einen Abschnitt zur nicht stigmatisierenden Sprache im Suchtbereich.<\/div>\n<\/div>\n<\/div>\n\t\t\t\t<\/div>\t\t\t\t
\n
\n
OMNI INSTITUTE, 2024. Measuring outcomes of peer recovery support services\u202f: Showing the Impact of Peers in Meaningful Ways<\/i> [en\u00a0ligne]. Denver. Disponible \u00e0 l\u2019adresse\u00a0: https:\/\/www.omni.org\/resource\/measuring-peer-recovery-outcomes-toolkit<\/a>\n\n
Ce document est un guide pratique \u00e9labor\u00e9 par le Peer Recovery Center of Excellence (PR CoE) et l\u2019OMNI Institute pour aider les programmes de soutien par les pairs en addictions \u00e0 \u00e9valuer leur impact de mani\u00e8re coh\u00e9rente avec leurs valeurs. Il propose une approche en six phases (identifier les valeurs du programme, choisir des r\u00e9sultats pertinents, s\u00e9lectionner des outils d\u2019\u00e9valuation, \u00e9laborer un plan de mise en \u0153uvre, collecter les donn\u00e9es, puis d\u00e9montrer l\u2019impact et planifier la p\u00e9rennit\u00e9) tout en reconnaissant les d\u00e9fis propres \u00e0 ce type de services, notamment la subjectivit\u00e9 du r\u00e9tablissement et la diversit\u00e9 des parcours individuels. Chaque phase est illustr\u00e9e par des exemples concrets, des ressources externes et des fiches de travail, dans une logique flexible et adaptable aux r\u00e9alit\u00e9s 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 schl\u00e4gt ein Vorgehen in sechs Phasen vor (Werte des Programms bestimmen, relevante Ergebnisse w\u00e4hlen, Evaluationsinstrumente ausw\u00e4hlen, 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 Subjektivit\u00e4t von Recovery und die Vielfalt der individuellen Wege. Jede Phase wird mit konkreten Beispielen, externen Ressourcen und Arbeitsbl\u00e4ttern illustriert, in einer flexiblen und an die Realit\u00e4t der Praxis anpassbaren Logik.<\/div>\n<\/div>\n<\/div>\n\t\t\t\t<\/div>\t\t\t\t
\n
\n
PEER RECOVERY CENTER OF EXCELLENCE, 2024. Building Organizational Readiness: A Peer Recovery Center of Excellence Toolkit<\/i> [en\u00a0ligne]. Disponible \u00e0 l\u2019adresse\u00a0: https:\/\/www.carsrecovery.org\/product-library\/building-organizational-readiness-for-peer-recovery-support-services<\/a>\n\n
Ce guide du Peer Recovery Center of Excellence accompagne les responsables d\u2019organisations souhaitant int\u00e9grer ou d\u00e9velopper des services de soutien par les pairs en addictions (PRSS). Il \u00e9value d\u2019abord la pr\u00e9paration organisationnelle selon trois axes (motivation, culture, et orientation vers le r\u00e9tablissement), puis aborde la gestion du changement, les bonnes pratiques d\u2019int\u00e9gration des pair-aidants dans les \u00e9quipes, les comp\u00e9tences attendues des superviseurs, les options de financement disponibles, ainsi que les ressources RH n\u00e9cessaires (fiches de poste, lutte contre les biais implicites). Il propose \u00e9galement des outils concrets\u202f: une checklist sur 6 \u00e0 12 mois, des recommandations de terrain, et en annexe des exemples de descriptions de postes pour diff\u00e9rents r\u00f4les de pair-aidants. ****DE****\u00a0 Dieser Leitfaden des Peer Recovery Center of Excellence begleitet Verantwortliche von Organisationen, die Peer-Support-Leistungen im Suchtbereich (PRSS) einf\u00fchren oder ausbauen m\u00f6chten. Er beurteilt zun\u00e4chst die organisationale Bereitschaft anhand von drei Achsen (Motivation, Kultur und Recovery-Orientierung) und behandelt anschliessend das Ver\u00e4nderungsmanagement, die guten Praktiken der Integration von Peer-Mitarbeitenden in die Teams, die von Vorgesetzten erwarteten Kompetenzen, die verf\u00fcgbaren Finanzierungsoptionen sowie die erforderlichen HR-Ressourcen (Stellenbeschriebe, Umgang mit impliziten Vorurteilen). Er bietet zudem konkrete Instrumente: eine Checkliste \u00fcber 6 bis 12 Monate, Empfehlungen aus der Praxis und im Anhang Beispiele von Stellenbeschreibungen f\u00fcr verschiedene Peer-Rollen.<\/div>\n<\/div>\n<\/div>\n\t\t\t\t<\/div>\t\t\t\t
\n
\n
PLATEFORME PARTICIPATION et PLATEFORME TRAVAIL PAIR, 2024. De la participation au travail pair: Synth\u00e8se<\/i> [en\u00a0ligne]. Groupement des possibles. Disponible \u00e0 l\u2019adresse\u00a0: https:\/\/groupementdespossibles.org\/2024\/11\/05\/publication-de-letat-des-lieux-de-la-participation-au-travail-pair\/<\/a>\n\n
Cette note de synth\u00e8se du Groupement des Possibles (Is\u00e8re, France) explore les liens et distinctions entre participation et travail pair dans les secteurs social et m\u00e9dico-social. Elle d\u00e9finit la participation comme l\u2019espace d\u00e9cisionnel accord\u00e9 aux personnes concern\u00e9es, et le travail pair comme un accompagnement professionnel fond\u00e9 sur le savoir exp\u00e9rientiel de personnes ayant v\u00e9cu des situations similaires \u00e0 celles qu\u2019elles soutiennent. Le document identifie de nombreux points communs entre les deux pratiques \u2014 valorisation des savoirs exp\u00e9rientiels, d\u00e9veloppement du pouvoir d\u2019agir, lutte contre la stigmatisation \u2014 tout en soulignant leurs zones grises (la participation pouvant conduire au travail pair, et inversement) et leurs diff\u00e9rences fondamentales (le salariat, la fiche de poste, le niveau de responsabilit\u00e9). Il pointe aussi les limites communes aux deux pratiques\u202f: r\u00e9sistances institutionnelles, cadres l\u00e9gislatifs peu contraignants, risques d\u2019effet de mode ou d\u2019institutionnalisation excessive. La conclusion insiste sur le fait que ces deux modalit\u00e9s s\u2019inscrivent dans un m\u00eame mouvement de transformation du travail social, passant d\u2019une logique d\u2019action pour les personnes \u00e0 une logique d\u2019action avec elles. ****DE **** Diese Synthese des Groupement des Possibles (Is\u00e8re, 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 \u00e4hnliche Situationen erlebt haben wie jene, die sie unterst\u00fctzen. Das Dokument benennt zahlreiche Gemeinsamkeiten der beiden Praktiken \u2013 Anerkennung des Erfahrungswissens, St\u00e4rkung der Handlungsmacht, Kampf gegen Stigmatisierung \u2013 und hebt gleichzeitig ihre Grauzonen (Beteiligung kann zur Peerarbeit f\u00fchren und umgekehrt) und ihre grundlegenden Unterschiede hervor (Anstellungsverh\u00e4ltnis, Stellenbeschrieb, Verantwortungsniveau). Es weist auch auf die gemeinsamen Grenzen beider Praktiken hin: institutionelle Widerst\u00e4nde, wenig verbindliche gesetzliche Rahmenbedingungen, Risiken eines Modeeffekts oder einer \u00fcberm\u00e4ssigen Institutionalisierung. Das Fazit betont, dass sich beide Formen in dieselbe Bewegung der Transformation der Sozialen Arbeit einf\u00fcgen: von einer Logik des Handelns f\u00fcr die Personen zu einer Logik des Handelns mit ihnen.<\/div>\n<\/div>\n<\/div>\n\t\t\t\t<\/div>\t\t\t\t
\n
\n
PRIKOP, PRO MENTE SANA SUISSE, EX-IN et PEER+, 2022. Recommandations pratiques pour l\u2019engagement de pair.e.s praticien.ne.s en sant\u00e9 mentale<\/i> [en\u00a0ligne]. Lausanne\u00a0: Association Re-pairs. Disponible \u00e0 l\u2019adresse\u00a0: https:\/\/www.re-pairs.ch\/_files\/ugd\/8e82a9_10a42c497c6c4956a5c63c3d08eebdbe.pdf<\/a>\n\n
Ce document est un guide de recommandations pratiques suisse destin\u00e9 aux institutions psychiatriques et sociales souhaitant engager des pair\u00b7e\u00b7s praticien\u00b7ne\u00b7s en sant\u00e9 mentale (PPSM); des personnes ayant elles-m\u00eames travers\u00e9 la crise psychique et le r\u00e9tablissement, et form\u00e9es \u00e0 mobiliser ce savoir exp\u00e9rientiel dans un cadre professionnel. Il couvre l\u2019ensemble du cycle d\u2019int\u00e9gration\u202f: d\u00e9finition du r\u00f4le et de ses sp\u00e9cificit\u00e9s par rapport aux autres professionnel\u00b7le\u00b7s, conditions d\u2019engagement recommand\u00e9es (taux d\u2019occupation, contrat, r\u00e9mun\u00e9ration), domaines d\u2019activit\u00e9 possibles, et \u00e9tapes cl\u00e9s d\u2019une impl\u00e9mentation r\u00e9ussie de la formation de l\u2019\u00e9quipe \u00e0 la mise en place de supervisions entre pair\u00b7e\u00b7s. Le document r\u00e9pond \u00e9galement aux r\u00e9serves fr\u00e9quentes des \u00e9quipes (fiabilit\u00e9, loyaut\u00e9, gestion des fronti\u00e8res) et fournit un panorama du travail pair en Suisse, ainsi qu\u2019une bibliographie et des contacts utiles.<\/div>\n<\/div>\n<\/div>\n\t\t\t\t<\/div>\t\t\t\t
\n
\n
PRIKOP, PRO MENTE SANA SUISSE, EX-IN et PEER+, 2020. Praxisempfehlungen Zur Anstellung Von Peers in Institutionen<\/i> [en\u00a0ligne]. Schweiz. Disponible \u00e0 l\u2019adresse\u00a0: https:\/\/promentesana.ch\/assets\/files\/2_Selbstbestimmt-genesen\/3_Angebote-zur-Genesung\/Peers_Praxisempfehlungen_Broschuere_Web.pdf<\/a>\n\n
Dieses Dokument ist ein schweizerischer Leitfaden mit praktischen Empfehlungen f\u00fcr psychiatrische und soziale Institutionen, die Peer-Praktiker:innen im Bereich psychische Gesundheit (PPSM) anstellen m\u00f6chten \u2013 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 (Besch\u00e4ftigungsgrad, Vertrag, Entl\u00f6hnung), m\u00f6gliche T\u00e4tigkeitsfelder und Schl\u00fcsselschritte einer erfolgreichen Umsetzung, von der Schulung des Teams bis zur Einf\u00fchrung von Supervisionen unter Peers. Das Dokument geht zudem auf h\u00e4ufige Vorbehalte der Teams ein (Zuverl\u00e4ssigkeit, Loyalit\u00e4t, Umgang mit Grenzen) und bietet einen \u00dcberblick \u00fcber die Peerarbeit in der Schweiz sowie eine Bibliografie und n\u00fctzliche Kontakte.<\/div>\n<\/div>\n<\/div>\n\t\t\t\t<\/div>\t\t\t\t
\n
\n
SAMHSA, 2022. Peer support services in crisis care<\/i> [en\u00a0ligne]. Substance Abuse and Mental Health Services Administration. Disponible \u00e0 l\u2019adresse\u00a0: https:\/\/www.nycourts.gov\/LegacyPDFS\/courts\/problem_solving\/opioid\/RecoveryPeerAdvocates\/Peer%20Support%20Services%20in%20Crisis%20Care-%20SAMHSA%20Advisory%20.pdf<\/a>\n\n
Publi\u00e9 en juin 2022, cet Advisory de la SAMHSA argumente que les pair-aidants (des personnes ayant une exp\u00e9rience v\u00e9cue du r\u00e9tablissement d\u2019un trouble mental et\/ou d\u2019un usage de substances) constituent un maillon essentiel des dispositifs de crise en sant\u00e9 comportementale, aux c\u00f4t\u00e9s des lignes t\u00e9l\u00e9phoniques, des \u00e9quipes mobiles et des unit\u00e9s de stabilisation. Gr\u00e2ce \u00e0 la relation de mutualit\u00e9 qui fonde leur r\u00f4le, ils et elles contribuent \u00e0 d\u00e9samorcer les crises, renforcer l\u2019engagement dans les soins et faciliter les transitions post-crise, avec des effets document\u00e9s sur la r\u00e9duction des hospitalisations et du recours aux urgences. Le document souligne cependant plusieurs d\u00e9fis propres \u00e0 ce contexte\u202f: risque de peer drift (glissement du r\u00f4le vers des fonctions cliniques ou informelles), stigmatisation de la part des coll\u00e8gues, manque de formation sp\u00e9cifique \u00e0 la gestion de crise, et conditions d\u2019emploi pr\u00e9caires. Il formule des recommandations concr\u00e8tes \u00e0 l\u2019intention des gestionnaires (clarification des r\u00f4les, supervision adapt\u00e9e, financement p\u00e9renne) et des pair-aidants eux-m\u00eames (auto-soin, ma\u00eetrise des limites professionnelles), en insistant sur la n\u00e9cessit\u00e9 d\u2019une int\u00e9gration structur\u00e9e et respectueuse de l\u2019identit\u00e9 sp\u00e9cifique du r\u00f4le pair.\u00a0 ****DE**** Dieses im Juni 2022 ver\u00f6ffentlichte Advisory der SAMHSA legt dar, dass Peer-Mitarbeitende \u2013 Personen mit gelebter Erfahrung von Recovery bei einer psychischen St\u00f6rung und\/oder einem Substanzkonsum \u2013 ein wesentliches Element der Krisenversorgung in der Verhaltensgesundheit darstellen, neben Telefonhotlines, mobilen Teams und Stabilisierungseinheiten. Dank der Beziehung der Gegenseitigkeit, die ihre Rolle begr\u00fcndet, tragen sie dazu bei, Krisen zu entsch\u00e4rfen, die Behandlungsbindung zu st\u00e4rken und \u00dcberg\u00e4nge 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 prek\u00e4re Anstellungsbedingungen. Es formuliert konkrete Empfehlungen an die Verantwortlichen (Rollenkl\u00e4rung, 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 Identit\u00e4t der Peer-Rolle respektiert.<\/div>\n<\/div>\n<\/div>\n\t\t\t\t<\/div>\t\t\t\t
\n
\n
SAMHSA, 2023. Incorporating Peer Support Into Substance Use Disorder Treatment Services (TIP 64)<\/i> [en\u00a0ligne]. US\u00a0: Substance Abuse and Mental Health Services Administration. Disponible \u00e0 l\u2019adresse\u00a0: http:\/\/www.ncbi.nlm.nih.gov\/books\/NBK596262\/<\/a>\n\n
Le TIP 64 (Treatment Improvement Protocol n\u00b0 64, SAMHSA, 2023) est un guide de r\u00e9f\u00e9rence destin\u00e9 aux professionnels et administrateurs du domaine de la sant\u00e9 comportementale am\u00e9ricaine, qui vise \u00e0 fournir des recommandations fond\u00e9es sur les donn\u00e9es probantes pour int\u00e9grer les services de soutien par les pairs (peer support services, PSS) dans les programmes de traitement des troubles li\u00e9s \u00e0 l\u2019usage de substances (TUS). Structur\u00e9 en six chapitres, il couvre successivement\u202f: l\u2019introduction aux PSS et leur ancrage dans une approche orient\u00e9e r\u00e9tablissement\u202f; les r\u00f4les et fonctions des pairs sp\u00e9cialistes au sein des \u00e9quipes de traitement, incluant les d\u00e9fis qu\u2019ils rencontrent (confusion de r\u00f4le, stigmatisation, \u00e9puisement professionnel)\u202f; le d\u00e9tail des fonctions op\u00e9rationnelles des pairs (soutien au r\u00e9tablissement, construction communautaire)\u202f; les modalit\u00e9s pratiques d\u2019int\u00e9gration institutionnelle pour les administrateurs (mod\u00e8les de service, recrutement, onboarding)\u202f; la supervision et le soutien des pairs travailleurs\u202f; et enfin les questions de certification, de r\u00e9mun\u00e9ration et de d\u00e9veloppement de carri\u00e8re. Le document s\u2019appuie sur un panel de consensus r\u00e9unissant chercheurs, praticiens et administrateurs, et constitue \u00e0 ce jour la ressource la plus compl\u00e8te et la plus r\u00e9cente produite par SAMHSA sur le sujet.\u00a0 ****DE**** Das TIP 64 (Treatment Improvement Protocol Nr. 64, SAMHSA, 2023) ist ein Referenzleitfaden f\u00fcr Fachpersonen und Verantwortliche im Bereich der US-amerikanischen Verhaltensgesundheit. Es will evidenzbasierte Empfehlungen bereitstellen, um Peer-Support-Leistungen (peer support services, PSS) in Behandlungsprogramme f\u00fcr Substanzkonsumst\u00f6rungen (SKS) zu integrieren. In sechs Kapitel gegliedert, behandelt es der Reihe nach: die Einf\u00fchrung 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-Unterst\u00fctzung, Gemeinschaftsbildung); die praktischen Modalit\u00e4ten der institutionellen Integration f\u00fcr Verantwortliche (Dienstleistungsmodelle, Rekrutierung, Onboarding); die Supervision und Unterst\u00fctzung der Peer-Mitarbeitenden; und schliesslich die Fragen der Zertifizierung, der Entl\u00f6hnung und der Karriereentwicklung. Das Dokument st\u00fctzt 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.<\/div>\n<\/div>\n<\/div>\n\t\t\t\t<\/div>\t\t\t\t
\n
\n
SMES, HISTAS, C\u00e9cile et WAHA, St\u00e9phane, 2024. D\u00e9velopper la pair-aidance professionnelle: Pratiques et perspectives<\/i> [en\u00a0ligne]. Belgique\u00a0: Smes ASBL. Disponible \u00e0 l\u2019adresse\u00a0: https:\/\/smes.be\/fr\/developper-la-pair-aidance-professionnelle\/<\/a>\n\n
Cette brochure r\u00e9dig\u00e9e par l\u2019\u00e9quipe Peer and Team Support\u202f(PAT) du Smes (Belgique francophone) constitue un guide pratique pour d\u00e9velopper la pair-aidance professionnelle dans les secteurs du social et de la sant\u00e9. S\u2019appuyant sur des t\u00e9moignages de terrain (pair-aidant\u00b7e\u00b7s, coordinateur\u00b7trice\u00b7s et personnes accompagn\u00e9es), elle parcourt les \u00e9tapes cl\u00e9s du processus\u202f: analyse des besoins, identification des craintes des \u00e9quipes (l\u00e9gitimit\u00e9, peur de la rechute, gestion des limites), d\u00e9finition de la fonction, conditions contractuelles et bar\u00e8mes, recrutement, pr\u00e9paration et accompagnement des \u00e9quipes. Elle souligne que la plus-value du ou de la pair-aidant\u00b7e r\u00e9side dans son savoir exp\u00e9rientiel, compl\u00e9mentaire aux savoirs professionnels, et qu\u2019il ou elle doit \u00eatre consid\u00e9r\u00e9\u00b7e comme un\u00b7e coll\u00e8gue \u00e0 part enti\u00e8re. En conclusion, la brochure formule des recommandations pour d\u00e9velopper, capitaliser, former et professionnaliser ce m\u00e9tier encore largement d\u00e9pourvu de statut, de financement p\u00e9renne et de reconnaissance institutionnelle.\u00a0 ****DE****<\/div>\n<\/div>\n<\/div>\n\t\t\t\t<\/div>\t\t\t\t
\n
\n
WISE PROGRAM, non dat\u00e9. Employer Toolkit\u2014 Implementing Essential Organizational Changes To Successfully Integrate Peers<\/i> [en\u00a0ligne]. Sacramento\u00a0: Cal Voices. Disponible \u00e0 l\u2019adresse\u00a0: https:\/\/www.calvoices.org\/_files\/ugd\/1fd56e_e7a6cd8841364fdd965507e5770a078b.pdf<\/a>\n\n
Ce document est une bo\u00eete \u00e0 outils destin\u00e9e aux employeurs souhaitant int\u00e9grer des pair-aidants dans des structures de sant\u00e9 mentale. \u00c9labor\u00e9 par le programme WISE (Cal Voices, Californie) \u00e0 partir des recommandations de la SAMHSA, il identifie onze comp\u00e9tences organisationnelles cl\u00e9s que les agences doivent d\u00e9velopper pour r\u00e9ussir cette int\u00e9gration\u202f: culture de travail orient\u00e9e r\u00e9tablissement, leadership engag\u00e9, supervision bienveillante, formation continue, \u00e9valuation et feedback, r\u00f4les clairement d\u00e9finis avec perspectives d\u2019\u00e9volution, collaboration entre pairs et non-pairs, infrastructure favorable, opportunit\u00e9s d\u2019interactions entre pairs, politiques flexibles et environnement d\u2019apprentissage ouvert. Le document inclut \u00e9galement des outils pratiques tels que des grilles d\u2019\u00e9valuation des performances, des proc\u00e9dures d\u2019int\u00e9gration, un plan de travail collaboratif et les comp\u00e9tences-c\u0153ur SAMHSA pour les pair-aidants en sant\u00e9 comportementale.\u00a0 ****DE****<\/div>\n<\/div>\n<\/div>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t<\/div>\n\t<\/div>\n\n<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t

Hauptquelle(n)<\/p>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

\n\t\t
\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\"\"\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t

Bibliografie erstellt von der AG Peer-Begleitung in Suchterkrankungen, Mai 2026<\/p>

Projekt H\u00f4pital et Addictions, https:\/\/hopital-addictions.ch\/<\/a><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

\n\t\t
\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\"\"\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t

Diese Sammlung kann in verschiedenen Formaten (BibTeX, CSV, RIS usw.) heruntergeladen werden unter: https:\/\/www.zotero.org\/hopitaladdictions\/collections\/NCCG7Z9C\/collection<\/a> <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

\n\t\t
\n\t\t\t\t
\n\t\t\t\t
\n\t\t\t\t\t\t\t\t\t

Dieses Merkblatt erg\u00e4nzt einen Leitfaden zur Peer-Unterst\u00fctzung in der Suchtarbeit, der im Rahmen des Projekts \u201eSucht im Spital\u201c erstellt wurde.<\/p>

Es ist Teil eines thematischen Ressourcenhefts, das als PDF heruntergeladen werden kann.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

\n\t\t\t\t
\n\t\t\t\t\t\t\t