The relationship of Peer Recovery Coaches and the organizations employing, particularly those in supervisory capacities, can be critical in the development of the coaches and the level service being delivered to program participants. This page was developed to help provide information and resources to organizations that have made the progressive and effective step of integrating peer coaches within their programs.
The benefits of hiring Registered and Certified Peer Recovery Coaches
- Ensures coaches are being guided by quality standards, which enable the public, behavioral health care professionals such as counselors, allied health professionals, health service providers, third party payers, and employers to recognize qualified peer recovery coaches.
- Registered and Certified Peer Recovery Coaches have agreed to follow the MRCCB’s Code of Ethical Conduct, which serves as an added assurance that coaches will be performing in a way that does not cause harm to the recoverees being served by the organization/agency.
- Increases professionalism in the field.
- Provides a strong basis for employment as a peer and professional advancement.
Requirements for registration & certification
- Registered Peer Recovery Coach
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- Provide proof of completion for the CCAR Recovery Coach Academy and CCAR Ethical Considerations for Recovery Coaches.
- Education: High school diploma or jurisdictionally certified high school equivalency.
- Code of Ethics: The applicant must sign an affirmation that the applicant has read and will abide by the Maine Peer Recovery Coach Code of Ethics (which includes an agreement to participate in Coachervision, while actively serving as a recovery coach).
- Attestation statement of personal recovery: The applicant must sign an affirmation that they qualify as a peer in recovery.
- Certified Peer Recovery Coach
All standards that apply to become a RPRC, plus:
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- Experience: 500 hours of volunteer or paid work experience coaching specific to the domains (Advocacy, Mentoring/Education, and Recovery/Wellness Support and Ethical Responsibility).
- Supervision: 25 hours of supervision specific to the domains. Supervision must be provided by an organization’s documented and qualified supervisory staff.
What is Coachervision?
- Based on the concept of “coaching coaches.”
- A style of supervision that helps coaches navigate the complexity and intricacy of the recovery coach role.
- A methodology that helps support coaches within professional settings.
- A heavy focus on supporting coaches in their own self-care to avoid compassion fatigue and burnout.
- In Coachervision, a Coachervisor would help the Recovery Coach explore what they know for themselves about the best way to engage with Recoverees and the best way to respond to situations.
- In group Coachervision sessions, peer coaches help to support each other and collaborate about ways to most effectively.
What are the qualifications of the MRCCB to qualify as a Coachervisor?
- An individual who has completed the CCAR Recovery Coach Academy and CCAR Coachervision is defined as an eligible Coachervisor by the MRCCB board.
Where to find upcoming Recovery Coach Academy & Coachervision classes:
- Portland Recovery Community Center – Maine Recovery Hub
- Healthy Acadia – Maine Alliance for Recovery Coaching
Coachervision available statewide
- For coaches being employed by organizations that do not have or are in the process of having a Coachervisor that meets MRCCB requirements, they may participate in a Coachervision being facilitated by PRCC.
- Coaches must hold a valid Registered or Certified Peer Recovery Coach credential to participate in this statewide coachervision.
- For more information contact Kim Capone-Sprague at kim@portlkandrecovery.org
How is Coachervision different from clinical supervision?
- Coachervisors are Recovery Coaches offering recovery coaching to other Recovery Coaches.
- The goal of Coachervision is to ensure the Recovery Coach maintains the integrity of the Recovery Coaching model.
- Coachervisors engage with coaches in a relationship with a lower power differential, while keeping coaches accountable to the coaching model, the employer, and themselves.