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This study found that hourly wages for both peer support (PS) and non-peer (NP) jobs increased significantly between 2020 and 2022, with smaller increases for PS than for NP positions. Individuals with PS jobs were significantly more likely to have longer job tenures than those with NP jobs. Higher hourly wages were associated with a greater likelihood of longer job tenure. Financial well-being did not improve significantly over time.

Many individuals with psychiatric disabilities face workplace challenges that motivate them to pursue self-employment, but accessible self-employment support is lacking. Using participatory action research, Reclaiming Employment (RE), an online interactive platform that provides self-employment education for people who experience mental health-related challenges around work, was developed to address these gaps. An observational pilot study of RE examined usage, usability, self-efficacy, and self-employment income of 97 participants who used RE for six months. RE users rated the platform at above average usability, although those who experienced long-term unemployment rated the platform significantly lower compared to wage or self-employed users. In longitudinal regression models, we found use of RE was significantly associated with increases in some ESE subscales and mean ESE.

This qualitative study explored recently certified peer specialist (CPS) experiences navigating the job market to find postcertification employment, experiences with employment once in the workforce, and reflections on CPS training. Qualitative data were collected as part of a multistate, 3-year observational prospective cohort study of CPS graduate employment trajectories. We conducted 25 in-depth, semistructured interviews with a subsample of recent CPS graduates. Data were analyzed using constant comparative methods informed by grounded theory Participants described factors that supported or undermined securing employment, which included a shortage of CPS positions, their professional networking skills, financial considerations, and a position's alignment with CPS values. Once employed, participants described how relationships with supervisors and coworkers, which ranged from supportive to confused about the value of the peer specialist role, impacted their work. In general, participants held their CPS training and certification in high regard.

A discussion on Leadership, Authenticity, and Self-Acceptance in Participatory Research between Jessica Jonikas of University of Illinois, Chicago and Laysha Ostrow.

Hosted by the Office of Recovery at the Substance Abuse and Mental Health Services Administration (SAMHSA), Laysha Ostrow, Ph.D. discusses some of the results from the Certified Peer Specialist (CPS) Career Outcomes Study, a 3-year effort to document the career outcomes of CPS. Dr. Ostrow presents on some of the findings around wages and financial wellbeing, workplace burnout, and CPS in rural areas. The presentation concludes with lessons learned and suggestions for future research and policy changes to support the peer workforce.

The Health Resources and Services Administration has identified 5,833 Mental Health Professional Shortage Areas (MHPSAs), many of which are rural, and could be served by Certified Peer Specialists (CPSs). This paper examines the relationship between CPS employment and MHPSA residency. Data are from a 2020 survey of 572 CPS certified in one of four states. A higher proportion of those living in MHPSAs were employed in peer support jobs (rather than other job types or unemployed) compared to those living in non-MHPSAs. MHPSA residential status was not a significant predictor of employment status but was significantly associated with greater likelihood of employment in peer support compared to other jobs, both for the entire sample, and among those currently employed. The greater likelihood of working in peer support among those residing in MHPSAs suggests that CPSs may leverage their credential to address shortages. As a result, peer support may become a more necessary part of the traditional service array. Policies that enable CPS to practice in MHPSAs should be encouraged.

This brief report describes data from the Peer Respite Essential Features survey, conducted biannually from 2014 to 2020, which explores the peer respite model and program challenges. Peer respites nationwide were invited to participate if they met specific guidelines, resulting in 32 programs across 14 states in 2020. Characteristics including funding, guest accommodations and policies, and how the programs were impacted by the COVID-19 pandemic are discussed.

Certified Peer Specialists (CPSs) serve a critical role in the behavioral health workforce, but little is known about their job quality or financial well-being. Compared to Bureau of Labor Statistics data on comparable non-peer Community/Social Service occupations, peer support jobs are lower wage and have shorter job tenure. Compared to the general workforce, peer support jobs are more often part-time. Compared to a national survey of all adults in the United States, CPS report lower FWB regardless of job type and are at risk of financial hardship. In multivariable analyses and compared to non-peer support jobs, peer support jobs were not associated with significantly higher wages, more full-time status, longer tenure, or greater FWB. Higher wage jobs among CPS were associated with higher education, being a Veteran, and residence in an urban/suburban region rather than small town or rural setting. Full-time work was associated with not receiving federal disability benefits. CPS FWB was associated with higher hourly wage, older age, Latinx ethnicity, Veteran status, and better physical health. CPSs are at risk of financial hardship. Among recently certified CPSs, working in peer support jobs was not associated with higher wages or greater financial wellbeing compared to CPSs working in other jobs.

Live & Learn, Inc., a peer-run research organization in the United States, conducted a Phase I SBIR project to understand the program evaluation needs of CBOs, and technical specifications for Elevate, Evaluate. This report details the findings from a survey and interviews with CBO representatives from across the US. We asked 44 CBOs across 21 states about their current experiences, competencies, and needs around program evaluation, as well as their interest in using a product such as Elevate, Evaluate.

Reclaiming Employment offers self-employment support for people with mental health challenges around work. It was designed by people who have been there: our team members have personal experiences with mental health systems and business ownership.

This report includes data from 68 users who participated in a six-month pilot study of Reclaiming Employment. The trial was designed to gather user feedback and measure outcomes of people who desired to become self-employed or grow an existing business.

This study uses survey data from certified peer specialists (CPS) who were currently employed in any type of job, providing peer support services or not. Using the Maslach Burnout Inventory (MBI) and Areas of Worklife Survey (AWS), along with other measures of personal and job characteristics, relationships of predictors variables to burnout measures were described in unadjusted and adjusted linear regression models. Scores on each of the averaged burnout measures differed significantly between those employed in peer services jobs and those in other job types, with those in peer services jobs reporting lower exhaustion, cynicism, and higher professional efficacy.

This study of over 680 certified peer specialists (CPS) in four states found that those who are unemployed are more likely to be receiving Social Security disability benefits, be veterans, use outpatient counseling or therapy, and not disclose their mental health status in the workplace. In this study, the benefits of peer support jobs, compared to non-peer support jobs, include longer job tenure, availability of employee benefits, and higher job satisfaction.