Paid Production
Employees complete authorized work through payroll, supervision, timekeeping, quality, and safety controls.
Authority in practice
Lived experience is a source of expertise. It is not marketing inventory.
Peer leadership becomes visible in agendas, votes, budgets, policy, quality priorities, workforce design, complaints, evaluation, and succession—not in a title printed on an apron.
- Reserved decisions are written and approved.
- Peer leaders receive information early enough to influence the decision.
- Disagreement and complaint routes are protected from retaliation.
- Privacy is preserved; no one must disclose recovery history publicly to hold authority.
- Succession keeps authority from collapsing into one founder or personality.
Concept visualizationThree lanes that must remain distinct
Peer Community
Voluntary belonging, leadership, mutual support, and community activity remain separate from commercial productivity.
Clinical / Certified Services
Any future clinical, peer-service, or reimbursable lane requires separate provider authority, records, supervision, eligibility, and billing.
Governance-centered peer roles
WorkforceLead
Bench Captain / Peer Mentor
Runs shift huddles, demonstrates technique, monitors workload, coaches behavior, authorizes corrections, and escalates risk.
Evidence of readinessSafe shifts, reliable production, improved worker competency, and respectful coaching.
WorkforceLead
Training & Competency Coach
Delivers orientation, supervised drills, observation, competency checks, refreshers, and task authorization.
Evidence of readinessCurrent training files and demonstrated competency—not attendance alone.
CommunityEarn → Lead
Community Outreach Coordinator
Builds donation drives, school and employer relationships, events, and public education while protecting dignity and privacy.
Evidence of readinessApproved partnerships, accurate public language, and documented event results.
GovernanceLead
Peer Council / Governance Liaison
Carries lived-experience priorities into budgets, policies, evaluation, complaints, workforce design, and succession decisions.
Evidence of readinessMinutes, reserved decisions, follow-through, and measurable influence—not a ceremonial title.
Public claim gate: do not describe Shine & Revive as peer-run until the approved lived-experience governance structure, reserved decisions, budget authority, complaint role, evaluation authority, and succession plan are functioning and documented.
