and/or positive outcomes? A = High B = Medium C = Low for this Driver for this staff cohort? (yes/no/DK) (e.g. timely use, quality, sustainability, integration)? effectiveness? (yes/no/DK) would be required to significantly improve it?* A = High B = Medium C = Low responsible entities, the greater the integration challenge and the greater the threat to compensatory benefits) A = Well integrated B = Moderate C = Poor Selection Staff Training Competency Implementation Drivers How important is this Driver in promoting fidelity and/or positive outcomes? A = High B = Medium C = Low Are resources and materials available from others for this Driver for this cohort? (yes/no/DK) Who is/will be responsible for ensuring functional use of the Driver (e.g. timely use, quality, sustainability, integration)? Is a measure of Driver effectiveness? (yes/no/DK) Given the current state of development of this Driver how much work would be required to significantly improve it?* A = High B = Medium C = Low In looking across the Competency Drivers, how well integrated is this Driver (the greater the number of responsible entities, the greater the integration challenge and the greater the threat to compensatory benefits) A = Well integrated B = Moderate C = Poor
Staff Coaching Staff Performance Evaluation (Fidelity) Organizational Implementation Drivers Analysis and Discussion Template EBP/EBI: ________________________________________ Selected Administrative/Team Cohort(s) (e.g. Organization, State, Regional Entity, Implementation Team): Organizational Implementation Drivers How important is this Driver in promoting fidelity and/or positive outcomes? A = High B = Medium C = Low Are resources and materials available from others for this Driver? (yes/no/DK) Who is/will be responsible for ensuring functional use of the Driver (e.g. timely use, quality, sustainability, integration)? Is there a measure of Driver effectiveness? (yes/no/DK) How might we know if the Driver is serving its functions? Given the current state of development of this Driver how much work would be required to significantly improve it?* A = High B = Medium C = Low *See Best Practices In looking across the Organizational Drivers, how well informed are Drivers by the Competency Drivers? (Integrated so that they can be compensatory as needed). A = Well integrated B = Moderate C = Poor
Facilitative Administration Systems Interventions Organizational Implementation Drivers How important is this Driver in promoting fidelity and/or positive outcomes? A = High B = Medium C = Low Are resources and materials available from others for this Driver? (yes/no/DK) Who is/will be responsible for ensuring functional use of the Driver (e.g. timely use, quality, sustainability, integration)? Is a measure of Driver effectiveness? (yes/no/DK) How we know if the Driver is serving its functions? Given the current state of development of this Driver how much work would be required to significantly improve it?* A = High B = Medium C = Low *See Best Practices In looking across the Organizational Drivers, how well informed are these Drivers by the Competency Drivers? (Integrated so that they can be compensatory as needed). A = Well integrated B = Moderate C = Poor Data Systems Support
Practitioners often are supported by supervisors or coaches as they work with consumers. These items ask about supervision/ coaching that may include personal observation, instruction, feedback, emotional supports, some form of training on the job, or debriefing sessions. Each practitioner this innovation has an assigned supervisor/ coach. Supervision/ coaching for practitioners primarily is provided in-house by the provider organization's own staff. The supervisor/ coach for every practitioner is expert in the innovation. For example, the coaches are part of the research group that developed the innovation or are specially trained to coach practitioners using this innovation. Earlier in their career, every supervisor/ coach had been a practitioner using the innovation. Supervision/ coaching primarily has been focused on helping practitioners develop knowledge and skills specific to the innovation being implemented. Supervisors/ coaches have been careful to match the content of supervision with the content of training. Supervision/ coaching has occured on a regular schedule known to the practitioner. Supervision/ coaching has occured a minimum of once a week for each practitioner who has been using the innovation for less than 6 months. Supervision/ coaching for practitioners has included a considerable amount of direct observation of clinical skills on the job. Information and/or data regarding the results of practitioner supervision/ coaching contacts have been routinely collected and reported to management or a data collection unit. Performance Assessment Many organizations have some way to assess the quality and quantity of work done by practitioners and others involved in providing services to consumers. The information may be used for certification, merit pay increases, promotions, or decisions about continued employment. These items ask about the nature and content of performance assessments relative to practitioners’ use of the innovation in the organization. Within the past six months: The performance of each practitioner using this innovation has been evaluated with respect to adherence. That is, the critical features of the innovation are listed/ defined and a method is used to determine the practitioner’s use of each critical feature. The performance of each practitioner using this innovation has been evaluated with respect to outcomes achieved. That is, the progress of each consumer being served by a practitioner is measured. Practitioner performance assessments has included direct observations and ratings of knowledge, skills, and abilities. Practitioner performance assessments have included opinions and ratings of performance by consumers and stakeholders.