Program Elements

Why are recruitment strategies important for your Peer Mentor program?

Having a clear recruitment plan helps you:

  • Build a strong pool of potential mentors
  • Find mentors who match the goals and values of your program

What are some common strategies to consider?

  • Clearly define the mentor role. This helps you communicate expectations and attract the right candidates
  • Make sure everyone agrees on what the mentor role should include
  • Create mentor readiness criteria
    Decide what makes someone ready to serve as a mentor, such as:
    • Having enough time and availability
    • Relevant lived experience
    • Strong listening and communication skills

How do you recruit?

Consider these recruitment approaches:

  • Invite interested members from your Patient and Family Advisory Council (PFAC)
  • Ask clinical or ancillary team members for referrals
  • Share opportunities through social media

It’s also important to have a clear selection process:

  • A written intake or application form
  • Interview with team members

Why is it important to screen?

  • It lets you know if the applicant is a good fit for your program
  • It lets you know if the mentor applicant has the time, availability, and capacity to mentor in your program
  • It lets the applicant know if mentoring with your program is the right fit for them

What do you need to know before screening begins?

Ask yourself:

  • What will the Peer Mentor's role be?
  • What are the expectations for mentors?

What do you screen for?

Here are some common qualities and behaviors you might look for:

  • the ability to listen well
  • compassion and empathy for others
  • demonstrates experience with healthcare
  • strong communication skills

How do you screen?

  • Will you do the screening in person, on the phone or via an online meeting?
  • Who will attend the screening meetings? 

Why is clarifying the Peer Mentor role important?

  • It helps clinical teams understand how to work with mentors
  • It helps senior leaders see the impact of the mentor
  • It supports cohesive program development
  • Helps families understand how mentors can support them

What is the role of a Peer Mentor?

  • Here are some common ways Peer Mentors work:
  • Provide psychosocial support
  • Share information and resources
  • Support patient safety education
  • Assist with care coordination
  • Promote care management

How do you decide on the role of a Peer Mentor?

  • Choose the role (or roles) that best fit your organization’s goals
    • whether determined by your team’s direct needs or in coordination with your institution

Why is employment status important?

  • Validates the Peer Mentor role
  • Provides liability protection
  • Ensures proper onboarding

What are the possible employment options?

  • Volunteer
  • Hourly employee
  • Staff position
  • Subcontractor

How do you determine the right employment status?

Work with organizational leadership and HR to determine the best fit for your institution

Consider:

  • Institutional resources
    Budget, HR capacity, and administrative support
  • Program goals
    Scope of services, expected outcomes, and long-term sustainability
  • Mentor availability and capacity
    Number of hours the mentor can commit to, and the level of responsibility required

Why is it important?

  • Introduces the scope of the role
  • Sets up expectations
  • Introduces how to work in a healthcare setting

What is orientation?

Provides key information on:

  • Mentor role – key behaviors
  • Mentor scope – what is – and is not part – of the mentor role
  • Program goals
  • Mentoring challenges
  • Administrative tasks

Content may include:

  • Periodic formal trainings
  • Monthly mentor meetings
  • Online learning modules or courses
  • External conferences or workshops
  • Observation and feedback sessions

How do you provide orientation?

  • Online classes
  • In-person classes
  • On-site observation training
  • Online curriculum

Why is it important?

  • Mentoring can be challenging — supervisors provide guidance and support
  • Strengthens connection between mentor and clinical team
  • Helps introduce and reinforce mentoring with parents
  • Promotes consistency, quality, and accountability

What does supervision look like?

  • A designated supervisor (social worker, child life specialist, experienced parent mentor, or other staff member)
  • Regular check-ins (daily or weekly)
  • Periodic observation of mentor interactions
  • Ongoing feedback and coaching

How do you supervise for the best results?

  • Assign a supervisor whose role aligns with the mentor’s work
  • Train supervisors on mentor scope and supervision expectations
  • Establish clear communication between mentor, supervisor, and clinicians
  • Create structured opportunities for reflection and growth

Why is it important to document Peer Mentor work?

  • Make informed daily decisions
  • Plan for the future
  • Secure funding and support
  • Increase visibility and credibility

What tools can you use to document data?

You can collect and store data using:

  • Electronic Medical Records (EMR)
  • Pen-and-paper tracking
  • Spreadsheets (e.g., Excel or Google Sheets)
  • Digital forms and surveys

How do you organize and use the data?

  • Collate and summarize information
  • Create charts and visuals (e.g., bar charts)
  • Develop dashboards
  • Use data in mentor training and coaching