What's Changing?
COPA oversees the Colorado Peer Recovery credential (CPFS), which follows standards set by the International Certification and Reciprocity Consortium (ICRC).
ICRC sets the minimum requirements for this credential. They have updated their standards to require 6 hours of Harm Reduction training.
To stay in line with the ICRC standards, Colorado will also update the CPFS requirements.
Beginning January 1, 2027, anyone applying for the CPFS credential will need to complete 6 hours of Harm Reduction training.
Adding these new training hours will change the number of hours required in each domain. However, the total requirement of 60 training hours for the CPFS credential will stay the same:
8 hours in Advocacy (updated)
16 hours in Ethical Responsibility
8 hours in Mentoring/Education (updated)
8 hours in Recovery/Wellness Support (updated)
6 hours in Harm Reduction (new)
14 hours Additional Training
Current Standard
The final deadline for CPFS applications to be completed and ready for Committee review under the current standards is December 11, 2026, at 5:00 PM (MT).
Upon Committee review on December 21, 2026, any applications that have revisions requested by the Committee must be completed and approved by December 28th, 2026, at 5:00 PM (MT). If not completed by this deadline, your application will be updated on January 1, 2027.
New Standard
All applications not completed and ready for review by December 11, 2026 at 5:00 PM (MT) will be moved to the new standard.
If your application is moved to the new version, your progress on the old version will not transfer and you will need to re-complete all application steps in the new version, including:
- Re-uploading all files, including proof of high school completion and training certificates of completion
- Uploading payment receipts (found in the Digital Wallet of your Certemy account) to the Registration and Application Fee steps
- Inviting supervisors to complete the updated Experience/Supervised Experience forms
If your application is not ready for review by December 11, 2026 we encourage you to download and store all files and information you have uploaded so far in your current application.
Exclusions
The following groups will be EXCLUDED from being updated to the new version of the application:
– Initial CPFS applications that are only waiting on completion of the exam step by December 28, 2026
– Recertifications
Where Can I Find Harm Reduction Trainings?
We promote training for the CPFS credential on the CPFS Approved Training List.
When you open the Approved Training List, you will see sections along the bottom and arrows to navigate through all of the sections. There is a section specific to recommended training for Harm Reduction. You are not limited to training on this list.
The CPFS Committee will allow small and online-self paced training formats to complete this requirement. The training format requirements for this new domain will be reevaluated in January 2028.
- This does not change the live, large core training format requirements for the other core domains: Advocacy, Ethics, Mentoring & Education, and Recovery & Wellness.
COPA's 2026 Legislative Scorecard
Our Policy Priorities
Systemic Investment Priorities
COPA seeks funding principles that align to meet the SUD service needs of Coloradans across the continuum of care. We seek a transformative and trauma-informed system that can deliver on changes in demand and is equipped to meet the needs of the entire state, whether rural, frontier, or urban.
Timely and Appropriate Reimbursement
COPA seeks to ensure fair and prompt reimbursement for behavioral health services, as well as equitable rates. Timely reimbursement supports consistent service delivery, while equitable reimbursement rates should reflect the complexity of behavioral health services.
Workforce
People are our greatest assets. COPA is invested in initiatives that help create, sustain, and retain a viable workforce. The objective of workforce development is to create economic viability for individuals, businesses, and communities connected with SUD care.
Behavioral Health Safety Net
COPA works to protect accessibility of behavioral health services by supporting community-based, rural, and frontier providers. This also means defending telehealth, culturally and linguistically relevant care, and patient affordability.
Prioritizing Treatment over Criminalization
Behavioral health treatment over criminalization to reduce the number of individuals with behavioral health disorders entering or cycling through the criminal justice system. That includes supports for re-entry, continuity of care, crisis response, de-escalation tactics and more.
Full Continuum Support for Prevention, Intervention, Treatment, Harm Reduction, and Recovery Services
The substance use and behavioral health care system is vast – and it’s because one size doesn’t fit all.
These priorities shaped our decisions to support or oppose the 20 bills we followed closely in 2026!
What We Supported
We had many bills on our radar this year related to behavioral health and substance use care, from adding sports betting restrictions to building new oversight systems for recovery residences. In total, COPA identified 20 bills as priorities this season, and we actually supported far more than we opposed. With the help of our lobbyist firm, Frontline Public Affairs, and the COPA Policy Committee, we were able to influence a good amount of bills on our priority list!
Below are a few top bills, but see the full list on our scorecard!
HB26-1271: Alcohol Impact & Recovery Enterprises
We’ve been working on this one for years now – the Alcohol Enterprise bill – but this year was the closest we’ve come to flipping the vote.
The idea of this bill is to acquire funding for behavioral health services through the very avenues that cause or contribute to those health issues or SUDs, particularly alcohol. While new taxes need to be brought to citizen voters (because of TABOR), enterprises are a bit different. Enterprise fees are approved through state policy and do not go to the people.
The goal was not to put bars or liquor stores out of business, or even to increase the price of alcohol. Rather, it was to put a very small fee on alcohol manufacturers and distributors so they could help pay the price for those needing care from their addictive products. Just how small are these fees? Half a cent per can of beer, one cent per glass of wine, and 1.6 cents per shot of spirits.
Unfortunately, HB26-1271 lost in its first committee. However, we still feel like the impact was extremely worthwhile. Several articles about the bill circulated in the news cycle. Nearly 20 people from all different backgrounds and professions showed up to testify in favor. During the committee hearing, legislators expressed their struggle in deciding whether to vote in favor of the enterprise, with both small, struggling breweries AND serious lack of behavioral health funding in mind.
All of this to say: We are not done yet! We will continue fighting for funding through diverse avenues, keeping experts at the forefront of the conversations.
HB26-1256: Procedures & Data Individual's Release from Department of Corrections
“Procedures & Data Individual’s Release from Department of Corrections,” or commonly referred to as the Re-Entry Readiness bill by us, was another one of our no-brainer priorities. This bill requires the department of corrections (DOC) to provide anyone being released with three things:
- $100 gate money
- A state-issued ID
- Transportation to their next destination
Why is this bill important to us? People are often released from the DOC with nothing to help them to stability. Without money, transportation, or a support system, people often have no other choice than to fall back into the same situations that brought them to the DOC in the first place. It is incredibly difficult to break the cycles without assistance, so that is why we prioritize this bill!
Actually, these procedures are technically already set in place, but they are not fulfilled all the time. So, this bill ensures that everyone released from the DOC receives these items.
What We Opposed
This year was unique because we didn’t need to take very many “Oppose” positions (which we are very grateful for!). However, we did oppose two bills: HB26-1330 and SB26-164. Both increase access to substances – HB-1330 by allowing bars to stay open past 2am, and SB-164 by expanding sale of THC beverages.
Following discussions of these bills, COPA made a commitment to the future of policy work. For any bills that allow new access to substances, we will fight for backend funding for providers.
The Results
It seems like our stances aligned with a lot of legislators this year! We consider any legislator with 75% or higher in alignment with our priorities. 66% of senators and 69% of representatives hit that threshold! While most are Democrats (to be expected), a couple Republicans also made the cut.
The Highlights
Our lobbyist group, Frontline Public Affairs, ensured that provider voices across the continuum of care – harm reduction, prevention, treatment, and recovery – were central to relevant bill discussions. Biweekly policy committee meetings hosted prolonged discussions containing provider expertise and planning for future courses of action.
Courtesy of FPA, see the 2026 highlights:
- Advocated diligently to preserve state recovery funding, raising awareness and correcting misinformation about the use of these funds. Unfortunately, this funding was repealed as a state budget saving measure through HB26-1378, Repeal Behavioral Health Resources.
- Led lobbying efforts on Representative Jackson’s bill (HB26-1271) to fund Alcohol Use Disorder (AUD) harm reduction, prevention, treatment and recovery services. We were instrumental in raising awareness about the impact of AUD and the need for related services. Despite months of thoughtful insight from our providers and multiple amendments, the bill did not move forward. Representative Jackson has indicated her interest in bringing this bill again in the 2027 session.
- Participated in the stakeholding process to amend HB26-1002, Provider Participation in Health Insurance, with adoption of many of COPA’s suggested amendments.
- Collaborated with several COPA members and Representative Rydin to amend HB26-1116, Process for People with Behavioral Health Disorder.
- Supported the innovative HB 26-1195, Psychotherapy Artificial Intelligence Restrictions.
- Aided in the rights of individuals being released from the Department of Corrections through a support position on HB26-1256.
- Contributed to an effort to oppose a bill that would have allowed bars to stay open until 4am by taking an oppose position on HB26-1330, Alcohol Entertainment Districts.
- Engaged in a new advocacy area in supporting SB26-131, Sports Betting Protections.
- Provided expert witness testimony and valuable feedback to the Behavioral Health Administration regarding recovery residences statutory changes in SB 26-113, Require Recovery Residences to Obtain Behavioral Health Administration License.
- Helped kill SB26-164 that would have allowed the sale of THC beverages.
Impact Story: Rande Gaier on Culinary, Hospitality Industry’s Mental Health
Looking at the Full Picture
Every organization has that person who keeps the cogs turning behind the scenes. For Culinary Hospitality Outreach and Wellness (CHOW), that person is Rande Gaier.
Typically, Gaier, the Operations Manager, would be busy with a plethora of program management duties. But this quarter, CHOW is taking a step back to look at the bigger picture. After much deliberation and internal discussion, the team decided to take some time to reassess all of their programs with a dedicated eye so they could come back stronger than ever before.
The whole team realized there was a need for a reset toward the end of last year, and during one meeting, it just clicked! “By the end of the meeting, we were all like ‘Oh, we’re all burnt out.’ We’re all at capacity — well beyond capacity. We keep saying yes to new things, because [of] the culture of CHOW, because it’s the industry culture, because we all come from the industry” Gaier said.
Having been in the culinary/hospitality industry for over 13 years, Gaier described the mentality well: “Just keep going. You aren’t the priority. The customer is the priority.”
Challenging “Norms” and Finding Her Way
Workers in the culinary/hospitality industry face lots of challenges. Long hours, physically and mentally demanding roles, and low pay all contribute to one’s mental health. In fact, 84% of food, beverage, and hospitality workers in Colorado feel stress from their job (CHOW). This is where CHOW comes in, to fill the wellness gap for this vast community.
Because of the low entry barriers, Gaier joined the hospitality industry early, like many others, as a barista. Gaier attended a four year college after high school, not really knowing where it would take her. She felt like continued education was the natural trajectory she was on, but she didn’t think much about whether it was the right path for her.
“Looking back from where I’m at now, I’m like, ‘I could have chosen that,’ but it felt like it was just what was happening,” she said.
Gaier’s next journey was working for Teach for America post-graduation in an effort to build a traditional career. It didn’t end up being the right fit, but the experience did help widen her options for the future.
“It was one of the first times I felt like I really broke out of that sort of self-imposed or societally-imposed trajectory. At that point, it’s hard to tell which one it is. That was a major shift for me,” she said.
Gaier continued to break the imposed mold by starting work at a coffee shop. Eventually, a big realization dawned on her — that she could continue this work long-term.
“I think a lot of times people do view it as only a thing that you do in between jobs. But I’ve been doing it for 13 years,” she said. “I know several people who have made a career out of it, and I think that’s been a really big part of the journey for me. Recognizing [that] this is a career. This is a choice.”
Gaier’s love for coffee has kept her going through both the joys and toils of the food and beverage service industry. “On a really personal note, I love coffee. I love the entire process of coffee and all the hands that touch coffee,” she said.
Gaier’s work came to an abrupt stop in 2021, which she believes was the biggest challenge of her career. “I didn’t want to leave the industry or the company I was working for, but I felt that I had to, for my mental health and wellbeing. It took me months to years after that to really come back to knowing something about my career, about myself,” she said.
The next year, a poster with the words, “If Screaming In the Walk-in Isn’t Cutting It Anymore, Let’s Talk About It,” made Gaier and her partner feel seen as service industry workers. It turns out that CHOW’s witty and compassionate messaging stuck with Gaier, who later applied for an Administrative Assistant role.
She was hesitant at first, but Gaier’s partner was a steady force in reminding her that she was experienced and capable for the role. This constant support helped Gaier recognize that, “Turns out, I was already doing a lot of this work in my barista supervisor role and knew I could learn what I didn’t know as I went along.” Erin Boyle, CHOW’s CEO, encouraged her along the way, and Gaier now wears the title of Operations Manager three years later!
Stigma is Everywhere
Stigma plays many roles in the industry. Yes, the jobs themselves are stigmatized to only be for certain people, for a certain amount of time. But, mental health is stigmatized as well. The nature of hospitality imposes unspoken pressures on its workers that CHOW dares to bring to the table when corporations won’t.
“[In CHOW], everybody knows that the industry is a really hard place to work for your physical health and mental health. It’s one of those things where everybody in my sphere thinks like that,” Gaier said. “We’re a small speck in an industry that is really going to take a lot of time to change. Knowing that CHOW existed when I was more intimately and fully in the industry would have been so helpful.”
Gaier said that because society does not think of the industry in terms of longevity and sustainability, workers are fighting to just make it through the shift. Wellness is strained, and self-care is put on the back burner.
For Gaier herself, self-care methods have changed over the years. Right now, she tries to listen to her mind and body, prioritizing whatever will make her feel well in the moment.
Appreciation Goes a Long Way
“Something we do at CHOW that I really value and will take with me is recognizing employees how they would like to be recognized,” Gaier said. Not everyone wants to be recognized the same way, and that’s okay! As a part of CHOW’s “Getting to Know You” survey, new team members indicate how they prefer to be recognized at work, which guides how appreciation is shown.
Gaier also believes that formal recognition, such as public shoutouts or an “Employee of the Month” program, is just as important as “casual, in the moment recognition.” “It helps the recognition feel authentic when it is varied and not just saved for once a year reviews,” she said.
Erin Boyle, Gaier’s manager, nominated her for the Outstanding Employee Award as part of COPA’s 2025 Annual Provider Reception.
Part of the nomination process was to write some words of gratitude for the nominee, or something they want their nominee to know.
Boyle said, “We are endlessly grateful for your steadiness, your kindness, and the way you just get things done often before the rest of us even realize they needed doing. You have a way of bringing order to chaos without ever making it feel like a burden.”
This just goes to show Gaier’s impact on the organization and the countless people who have benefited from CHOW’s programs, big or small.
About Culinary Hospitality Outreach & Wellness (CHOW):
CHOW is a mental health wellness nonprofit dedicated to serving food, beverage, and hospitality workers. CHOW offers regular group discussions, weekly community events, and countless resources to support wellness of the people in the industry.
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Impact Story: Heather Thompson on Veterans and Community Resources
Eager for Change
Back when Heather Thompson was just a young adult, she met someone who would unknowingly change the trajectory of her life.
Walking down the sidewalk in Thompson’s neighborhood was a woman carrying a duffel bag, weeping. “I went over to her, and I said,‘Are you okay? Do you need any help? Is there anything I can do?’ I found out she was escaping a situation of domestic violence,” Thompson said.
After bringing the woman into her home and assessing the situation, she realized that neither of them really knew where to go for help. Thompson said that at the time, the only place she could think of to turn to was her church. “I was hoping that the church would have some sort of access to a women’s shelter, [or] something.”
However, when they arrived, that church in particular did not know of any resources. This greatly disappointed Thompson. She believed that people interacting with the community should have access to resources, and that organizations needed to have some form of communication with each other to help out those in need.
Thus, Thompson’s passion for community resource accessibility was born. This experience has stuck with her throughout her life, but she’s lived through countless more influential moments.
Differing Interests Lead to the Same Place
Thompson’s career began with language. At Baylor University in Texas, she chose to study speech language pathology because of a fascination with cultural traditions and how people communicate with each other.
While at Baylor, Thompson and her husband participated in Air Force ROTC. “We became officers the same day. We stood right next to each other when we commissioned. So, that was very fun,” she said. They both began serving full-time in 2002, shortly after the 9/11 attacks.
After three years in active duty as a Second Lieutenant, Thompson voluntarily moved into the Inactive Ready Reserve when the military reduced their forces in 2005. Since Thompson’s husband was in the flying field as an Air Battle Manager, they decided that he would continue serving while Thompson experienced life as a traveling military spouse.
Thompson then worked as an elementary school teacher in the private sector while continuing her education. In 2015, she enrolled at Denver Seminary, delving into the intersection of mental health and nature.
Thompson’s family traditions often consisted of fishing, camping, and hiking, she mentioned, so the choice of her first class reflected that. “I initially started with an adventure therapy class, because I was really drawn to the outdoors and how people could really heal through being outside in community,” Thompson said.
Adventure therapy is a type of treatment that uses outdoor activities to promote healing. Adventurous experiences that present challenges and push one out of their comfort zone often helps with building resilience and healing other parts of their life.
After completing several courses in that area of a minor concentration, Thompson’s husband was the one to suggest counseling as a career path. “And so I looked into it, and I think he was right, and I kind of hit my stride in clinical counseling,” she said.
Counseling Veterans as a Veteran
Thompson graduated with her masters from Denver Seminary during the height of the pandemic, but in 2021 she happily joined AllHealth Network as a therapist on the Ascent Team. “When the opportunity arose to join AllHealth Network, I was thrilled to join a community-based team,” she said.
AllHealth supported her studies to become a Licensed Addictions Counselor (LAC) when she recognized that her clients needed both mental health and SUD treatment.
Later, AllHealth had an opening in their Castle Rock office for a clinician specializing in therapy with veterans. Meli Reumann, Thompson’s Clinical Director, asked her if she’d like to work there just one day a week. Thompson accepted, and began traveling from Littleton to Castle Rock once a week. Soon, she realized how much she loved working with the veterans and doubled up on her workload with them.
Thompson said that she has had moments of nostalgia working with veterans. “I regularly experience empathy with the veterans who continue to feel a strong sense of civic duty, responsibility, and hopeful expectation for the betterment of the community,” she said. “I have sincere and deep compassion for those who continue to bear the burden of anxiety and sleepless nights about the security of our country.”
Thompson mainly helps veterans work through their PTSD acquired from their time in service. She uses two main treatment modalities: Eye Movement Desensitization and Reprocessing (EMDR) and Internal Family Systems (IFS).
Soldier On
Working with veterans, Thompson sees a lot of stigma – both around substance use and mental health disorders, but also around accessing the care for those struggles. “A lot of the 50 years-and-older crowd will say that they were discouraged from getting mental health services because ‘basically, if you fall down, get up, brush off the dirt, and keep going’,” she said. Veterans often share a “Soldier on forward,” mentality, which really hinders the seeking of mental health treatment.
Thompson mentioned how this affects all veterans, but women are especially affected by sexual trauma from their time in service. Only recently has military leadership acknowledged the effects of mental health and the benefits of therapy and counseling. “It’s really been recently where the military has fostered more willingness to support and pay for mental health services,” she said.
Thompson said if a veteran is hesitant to access mental health resources, it is important to allow them the space to understand it first.
“Therapy is not a place where they’re going to be judged or be put down in any way,” she said. “It’s there to basically get stuff off their chest, unload the metaphorical ‘demons’ that they’re carrying with them, and be able to put some of the weight they’ve been carrying internally—get it out and get it behind them. Therapy can help get rid of nightmares, anger, isolation, and depression, and help folks feel better.”
Thompson has seen a lot of stigma around accessing mental health care, even from veterans’ own families. “Understanding and getting the word out about what therapy really is can help destigmatize it,” she added.
Communities Must Communicate
In order to destigmatize care, people need to know what tools are available. Community collaboration is another one of Thompson’s passions, originating from her early adult experience with the woman escaping domestic violence.
Thompson believes that people should have access to a network of resources when coming to a mental health center. “They’re seeing the word ‘community mental health’ and they’re thinking, ‘If I come into the doors, I’m going to be able to get the resources that I need in some way,’” she said.
She gave an example of someone who seeks care, but needs care for their dog while they’re at rehab. Where can they put their dog? Are they going to have to worry about their pet while they are getting treatment? What resources does this person have access to?
“My passion is to have tools and resources, as much as I can possibly get,” Thompson said. She emphasized the importance of community organizations working together and communicating.
Communication goes a long way externally, but also internally within organizations. Thompson was the 2025 Clinician Award recipient at the COPA Provider Reception, which was one of her proudest accomplishments in her career.
When talking about recognition in the workplace, she said that AllHealth is great at expressing genuine appreciation between supervisors and their staff. “And then being able to quantify it and share that with other people in some way” helps workers feel appreciated.
About AllHealth Network:
AllHealth is a behavioral health network providing counseling, psychiatry, crisis services, and substance use services across the state of Colorado.
Attention CPFS/CCPS Recertification Applicants
We are updating the recertification application for both CPFS/CCPS on March 31, 2026. This may affect your recertification. Please read the section that matches your expiration date:
If your credential expires before March 31, 2026
If your credential expires after March 31, 2026, but before July 1, 2026
If your credential expires after July 1, 2026
You must submit your recertification application by March 8, 2026.
If you do not submit by March 8, you will have to start over and re-submit your recertification application after the update on March 31, 2026.
We recommend submitting your application by March 31st, otherwise you will need to start over.
You do not need to do anything right now because you will use the new application when it is time to renew.
We hope to see your applications submitted and ready for review after July 1, 2026.
What are the changes?
The changes made reflect updates made to the applications in 2025 that have already been described in the CPFS and CCPS Manuals since March 2025. These changes were implemented into initial applications from March through September 2025 and include the following additions:
- CPFS ONLY: Personal Recovery Attestation
- As noted in the CPFS Manual that was released in March 2025, CPFS initial and recertification applicants will be required to attest to 2 years of sustained recovery starting March 2026
- Updated Applicant Information and Questionnaire steps
- Updated instructions for all Certemy steps
- A new step to provide optional additional information on trainings applied to the application
If you already see the above information in your Certemy application: This is because you completed the old version of your application after we first released the March 2025 updates. As a result, the application currently assigned to you is already the updated version and no further action is required on your part.
We are sorry for any inconvenience. We are finishing the last big update for recertification applications and we appreciate your patience.
Trump SAMHSA Funding Cuts
UPDATE: Cuts Reversed (January 15, 2026)
Due to the fierce pushback from behavioral health advocates across the country, the SAMHSA grants have been reinstated. Thank you to everyone who moved quickly to voice their opposition to these cuts – you made a difference!
CEO Statement (January 14, 2026)
Last evening, the Trump Administration sent hundreds of termination letters for SAMHSA mental health grants nationwide, totaling up to $2 billion in slashed funding for behavioral health services that will affect the entire continuum of care. This news is abrupt and distressing, and we are currently working to gather as much information as possible.
Here’s what we know (as of January 14, 2026):
- The BHA is currently reviewing these funding cuts. They will send out communications when ready, and we will share them on our platforms.
- Our BHASOs are informed and partnering with the BHA to determine next steps.
- The Attorney General’s Federal Issues Team is currently preparing for lawsuit strategies.
While we do not know the full extent of these cuts yet, we know that services funded by these grants include prevention, harm reduction, treatment, and recovery services. We know that each part of the continuum is crucial to a healthier state and country.
We are committed to fight for every organization, program, and individual who serves those on healing journeys. COPA and its network of providers and partners will stand united to preserve this funding.
What You Can Do
If you were impacted by these cuts, let us know!
The more information we have on the impact on providers in Colorado, the better we can align our advocacy efforts to serve your needs.
Contact your House and Senate legislators.
Enter your ZIP code to identify your specific Representative and Senators. They have their e-mail and/or website under their image. Their websites also contain contact forms – you can easily locate their websites if you know their name (e.g., [lastname].house.gov or [lastname].senate.gov).
In the Meantime...
Catch up on the news.
Several news agencies have already covered this issue, and new stories are being published often.
Impact Story: Jamie Davis on Mothers and Families In Recovery
Lived Experience in a New Light
After meeting Jamie Davis five years ago through mutual friends, Racquel Garcia, founder of HardBeauty, tried convincing Davis to become a peer recovery coach. Even though Garcia saw her potential, Davis didn’t see herself the same way.
“At the time, I didn’t feel like my lived experience was something that could help others–I still saw it as something I had survived, not something I could use as a tool,” Davis said. “But Racquel saw a strengths-based version of me that I hadn’t grown into yet.”
During this time, Davis was working in Medicaid billing, but was more involved in the backend. Processing claims, documenting services accurately, and filling out paperwork gave her insight into how the systems function, but did not allow for the type of connection that direct service does.
“What made me switch was realizing that I wanted to be on the front end of change, not the backend. I wanted to work directly with people—to hear their stories, support their recovery, and build programs that filled real gaps in care,” Davis said. After a year in this role, she decided to make the switch to coaching.
As a matter of fact, Davis was already doing this type of work even before getting paid for it. She was a sponsor in the AA community, and her husband was a part of the Sober Souls Motorcycle Club.
“So I was like, well, I could get paid to do the work that I’m already doing, and then it turned into something so much bigger,” Davis said.
No Two Days Look the Same
From being a coach for 6 months, to a coordinator for 2 years, and most recently the Director of Women’s Wellness and Recovery at HardBeauty, Davis has made a huge impact on people in recovery across the state of Colorado.
Every day is different. Monday may be coaching a mother through recovery. On Tuesday, perhaps she’s traveling across Colorado to help address the rural need for behavioral health. Wednesday, Davis is meeting with hospitals and CPS to create a more equitable space for mothers and fathers in recovery. And the list goes on!
The work’s varied nature makes Davis’s role a perfect fit for her. Dealing with ADHD, being a mom, and nurturing her own recovery journey means that she needed a dynamic, flexible, trauma-informed position where she could make a difference.
Balancing Saving Moms and Being a Mom
One of Davis’s biggest driving factors in a career was the flexibility to still be a mother to her own children. Being a stay-at-home mom for many years, she knew she wanted to be there for her kids, and do something that her kids would be proud of! “You know, I change lives on a daily basis. I still get to be a mom,” Davis said. “Just making sure that I could be a mom and a person with a career, and in this job, in this field, I get to do that.”
Davis didn’t realize the passion she would have working with mothers until she started working for Garcia, but it stems from her own lived experience. “You’re not allowed to talk about it because you’re a mom first, and having a substance use disorder while being Mom is rough. It’s rough,” she said. “The fear of having your children taken away is real. The fear of not being a good enough mom was very real. So it really was, and is still, what drives me in behavioral health.”
“If I would have had someone like me when I got sober 10 years ago, I think my life would be different today,” Davis said.
While her role focuses a lot on supporting mothers and their children through recovery, Davis pointed out that she helps fathers often as well. “I have a really big passion for dads and men in recovery just because they’re not allowed to talk about it, even more than moms. Society has made it so men can’t have feelings; they’re not supposed to have any mental health things going on,” she said.
In 2023, one in four U.S. children lived with at least one parent or caregiver with a substance use disorder. This shows the importance of family-based interventions and stigma erasure that Davis and her team addresses at HardBeauty.
“If I would have had someone like me when I got sober 10 years ago, I think my life would be different today.”
Eliminating Stigma
Partnered with the Colorado Perinatal Care Quality Collaborative (CPCQC), HardBeauty’s trainings address stigma and its effects on people with SUD across the entire state. The sessions have one core goal: “Helping professionals understand how stigma—implicit or explicit—changes outcomes for the people they serve,” Davis said.
Davis focuses mainly on maternal health, families, and SUD. Some main topics include the influence of language on bias, building trauma-informed engagement and environments, and showcasing real stories that show how small shifts can make big differences.
“The message I want every trainee to walk away with is simple: Your words and your presence can be either a barrier or a lifeline. Choose to be the lifeline. When we humanize people, when we remove shame from the room, outcomes change,” Davis said.
Davis believes that everyone has some kind of story with substance use or mental health struggles. “This is one of the biggest things I do in my training; I give everybody permission to have their own experiences, and it’s okay to have whatever experience you’ve had, and those experiences don’t have to mask every person you ever meet with (a) substance use disorder,” Davis said. “Every experience you have can impact you forever, and not every experience has to impact you forever.”
Recognizing the Champions
Recovery comes first, so implementing recovery-driven flexibility in the workplace is very important at HardBeauty. They ensure that every employee has what they need to support their healing journey, from AA, to Reiki, and everything in between.
Since the behavioral health industry is demanding and work often goes without recognition, employee appreciation is important to creating a positive work environment. At HardBeauty, “Racquel is amazing at making sure that we know we’re appreciated and the work we do is appreciated,” Davis said.
For other organizations, Davis suggests that employers establish a solid feedback loop that goes back to the employee. “If they get a compliment out in the community about someone, make sure that you tell them,” Davis said.
“They see the work you’re doing, they see the impact you’ve had, and that you really are making a difference across the board,” she said.
About HardBeauty:
HardBeauty is a recovery hub with locations across the state of Colorado. HardBeauty is committed to community wellness and meeting clients where they are.
Peer Credentialing Requirements
Peer Professionals, we hear your concerns about credentialing in Colorado, so let’s talk about it. (Updated April 10, 2026)
What the rule actually says:
To bill Medicaid, Peer Support Professionals must either:
Be certified
OR be in the process of becoming certified
In the Process is defined as peers who have already completed 60 hours of training and are working on their experience hours.
Current guidance suggests you have up to 6 months after completion of core trainings to finish your certification if a rendering provider is billing your services. (This part of the policy is still being reviewed and may be updated.)
If you are not certified in time...
Your services may not be billable through Medicaid
But...
You do NOT lose your training hours
You do NOT have to start over
You do NOT have to retake your training
You can still work as a peer, depending on your employer and funding
Important to know
Peers do NOT bill for their own services
Services must be billed by a rendering provider
Services must follow a service plan with clear goals
Who does what?
HCPF sets billing rules (Medicaid)
COPA manages the credential
These are not the same thing.
We know this has caused stress and confusion. We are working with state partners to get more clarity and will share updates as we have them.
If you are a peer navigating this right now, we see the confusion and are working to make this clearer for you.
Which Credential Should I Have?
If you employ peers and bill for their services, HCPF will require your peers to be certified by January 1, OR are in the process to their certification.¹ But does this mean peers need to have a specific certification to do their job? Is the CPFS certification the only one that counts, or vice versa?
The answer is: You can have either a CPFS or NCPRSS certification. Here’s why.
How It Works
The Behavioral Health Administration (BHA) oversees behavioral health services in Colorado, and establishes rules for licensed organizations to follow. To bill Medicaid for peer services, an organization must be licensed by the BHA. The BHA says when peer support professionals provide peer recovery support services, they must hold a professional credential, or have completed trainings that cover all of the core competencies as outlined by the Substance Abuse and Mental Health Administration (SAMHSA).²
These competencies are considered best practices for peer work, and SAMHSA considers peer certification to be the highest standard for delivering peer services.
HCPF, the Department of Healthcare and Policy Financing, oversees Medicaid for the state of Colorado, and makes the rules on what organizations need to do before they can bill. Because peer certification is a rigorous process, it’s proof that peers will perform to the highest standards.
So HCPF says peers must have a credential for their services to be billed to Medicaid, and they use the BHA’s rules to define what a credential is.
So What's The Definition?
Here’s how the BHA defines requirements for a peer credential:
- At least sixty (60) hours of training, which must include SAMHSA’s core competencies,
- At least 200 hours of experience as a peer support professional, and
3. Passing a certification exam.
That’s it! The BHA and HCPF do not specify which certification you need. The certification you choose depends on the best fit for your career – so if you already have the CPFS or NCPRSS certification (or if you’re currently working on it), you’re good to go.
And if you’re new to certifications, check out these resources to learn more about each one!
Sources
- HCPF – Peer Services.
- BHA Rules – Chapter 3, Section 3.3 A.
About Our Communications...
Earlier this year, COPA standardized both the CPFS and CCPS applications in Certemy. Over time, multiple versions of the application had been active in the system, which led to inconsistencies in review processes and some applicants unintentionally missing required steps. To ensure fairness, clarity, and consistency across the credentialing process, all applicants were transitioned to the updated application format.
Multiple communications were sent out to applicants and the general public about this update, including the deadline to complete older versions of the application by September 1, 2025.
Please rest assured that your previously uploaded materials were not lost. Training certificates, receipts, and other documents are securely stored in your Certemy Digital Wallet and can be re-attached to your new application. If you have difficulty locating anything, we are happy to assist.
We appreciate your patience during this transition. Our goal is to support every applicant while maintaining a credentialing process that is transparent, equitable, and aligned with statewide workforce standards.
We recommend taking the time to verify your contact information is correct in Certemy. We also publish notices on our website and socials – please bookmark us so you don’t miss important announcements.
-The Credentialing Team