Table 2.

Core components of the intervention after first round of LAGs

1: Recruitment and role description	2: Training	3: Delivery of peer support	4: Supervision and support	5: Organisational and team support
Role description clearly describes peer’s approach around discovering and enabling service user’s strengths, empowering the individual to build their own support network post-discharge*	Training (and supervision) to include a focus on boundaries and managing relationships*	Peers to be part of formal discharge meeting/ care planning meetings where invited by the service user*	Regular group supervision for Peer Worker team from Peer Worker Coordinator	Ward and community teams—including managers—should receive a team preparation session co-delivered by peers working locally*
Role description to focus on identifying, signposting and, where requested by service user, accompanying to activities/ support/ opportunities using locally developed resource pack*	Training (and supervision) to include appropriate sharing of lived experience to role model post-discharge experience*	Peer to support/enable optional use of service user owned discharge plan, crisis plan and personal recovery plan*	Appropriate support always accessible when supervision (Peer Worker Coordinator) is unavailable	Peer workers require a ‘team base’
Person specification to include the ability to reflect on personal experiences	Training to be co-delivered by experienced peer workers*	Preparation for ending the support to be on the agenda from the outset*		Peer Worker Coordinator, and where possible Peer Workers, should visit wards/teams at part of set up
Peer leadership in recruitment and interview process essential	Training to cover key communication and supporting self-management skills*	Initial contact on the ward to focus on listening to the service user and relationship building		Peer support for discharge should be embedded in the Trust’s strategies
Role description to clearly indicate expectations of the role, with service user to be provided with information sheet clearly indicating expectation of the peer support role	Training structured around core set of values-based competencies*	First meeting between peer worker and service user post-discharge should be in addition to follow-up by community team		Clinical team preparation sessions should involve team members identifying the assets that peer workers will bring
	Training (and supervision) to include comprehensive coverage of working with risk and safety*			Employment of Peer Workers on the workforce should be integrated into HR policies
	Training to include standard Trust induction
	Training to include locally led ‘community asset mapping’ session
	Existing locally developed training sessions included in peer worker training where these cover required skills/competencies
	Training (and supervision) to include a focus on keeping yourself well and safe at work
	Training to include specific focus on experience of the discharge ‘transition’
	Training to include cultural competence, gender, religious, cultural issues etc
	Training (and supervision) for Peer Worker in discussing difficult issues

*Original core component identified in stage 1