Program Elements

An important part of our center’s work is identifying and defining the core elements that contribute to a productive, effective, and sustainable peer mentor program. Through our experience and collaboration with diverse programs, we have identified several foundational components that consistently support strong outcomes for both mentors and the individuals they serve.

These key elements include: Recruitment, Screening, Mentor Role, Employment Status, Mentor Orientation, Supervision, and Documentation. 

For each element, we provide high-level guidance along with practical considerations to help organizations design, refine, or strengthen their approach. These are intended to help teams as they consider building programs that meet their unique goals.

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