Measure name | Description | Subscale | Sample item(s) | Framework for Dissemination Domain |
---|---|---|---|---|
Attitudes Towards Standardized Assessment (ASA) | 24-Item measure of clinician attitudes towards the use of standardized assessment | Clinical utility | Standardized progress measures provide more useful information than other assessments like informal interviews or observations | Norms and attitudes |
Benefit for treatment planning | Standardized progress measures help gather objective information about whether treatment is working | Norms and attitudes | ||
Practicality | Standardized progress measures can efficiently gather information | Norms and attitudes | ||
Monitoring and Feedback Attitudes Scale (MFA) | 20-Item measure of clinician attitudes towards routine progress monitoring and provision of feedback to patients about treatment progress | Benefit | Monitoring treatment progress is an important part of treatment | Norms and attitudes |
Harm | Providing feedback to clients about treatment progress (or lack thereof) would potentially harm the therapeutic alliance | Norms and attitudes | ||
Evidence-Based Practice Attitudes Scale (EBPAS) | 15-Item measure of clinician attitudes towards adoption of evidence-based practices; lower scores indicative of worse attitudes | N/A total score used | N/A | Norms and attitudes |
Survey of Organizational Functioning (SOF) | 162-Item measure divided into seven scales: motivation for change, resources, staff attributes, organizational climate, job attitudes, workplace practices, and training exposure and utilization | Program needs | Your program needs additional guidance in increasing program participation by clients | Resources |
Training needs | You need more training for assessing client problems and needs | Resources | ||
Pressures for change | Current pressures to make program changes come from program supervisors or managers | Polices and incentives | ||
Offices | Your offices and equipment are adequate | Resources | ||
Staffing | There are enough counselors here to meet current client needs | Resources | ||
Training | This program holds regular in-service training | Resources | ||
Computer access | Computer problems are usually repaired promptly at this program | Resources | ||
E-communications | You have easy access for using the internet at work | Resources | ||
Growth | This program encourages and supports professional growth | Norms and attitudes | ||
Efficacy | You have the skills needed to conduct effective individual counseling | Norms and attitudes | ||
Influence | Staff generally regard you as a valuable source of information | Norms and attitudes | ||
Adaptability | You are willing to try new ideas even if some staff members are reluctant | Norms and attitudes | ||
Mission | Your duties are clearly related to the goals of this program | Norms and attitudes (climate) | ||
Cohesion | Staff here all get along very well | Norms and attitudes (climate) | ||
Autonomy | Counselors here are given broad authority in treating their own clients | Norms and attitudes (climate) | ||
Communication | Program staff are always kept well informed | Norms and attitudes (climate) | ||
Stress | Staff frustration is common here | Norms and attitudes (climate) | ||
Change | The general attitude here is to use new and changing technology | Norms and attitudes (climate) | ||
Burnout | You feel overwhelmed by paperwork | Norms and attitudes | ||
Satisfaction | You feel appreciated for the job you do | Norms and attitudes | ||
Director leadership | My program director takes time to listen carefully to and discuss people’s concerns | Network and linkages | ||
Peer collaboration | Counselors at this program make a conscious effort to coordinate with other service professionals | Network and linkages | ||
Deprivatized practice | In the past year, you have received meaningful feedback on your performance from colleagues | Network and linkages | ||
Collective responsibility | Many counselors in this program feel responsible to help each other do their best | Network and linkages | ||
Focus on outcomes | When making important decisions, the program always focuses on what’s best for client improvement | Norms and attitudes | ||
Reflective dialogue | In the past year, you have had frequent conversations with colleagues about what helps clients improve | Network and linkages | ||
Counselor socialization | Experienced counselors invite new counselors into their sessions to observe, give feedback, etc. | Network and linkages | ||
Training satisfaction | You were satisfied with the training offered at workshops available to you last year | Media and change agents | ||
Training exposure | In the last year, how often did you attend training workshops held within 50 miles of your agency? | Media and change agents | ||
Training utilization-individual level | When you attend workshops, how often do you try out the new interventions or techniques learned? | Media and change agents | ||
Training utilization–program level | How often do new interventions or techniques that the staff from your program learn at workshops get adopted for general use? | Media and change agents | ||
Implementation Climate Scale (ICS) | 18-Item measure of the extent to which employees perceive their organization as prioritizing and valuing the implementation of EBPs | N/A total score used | N/A | Norms and attitudes (climate) |
Barriers and Facilitators Scale (B&F) | 19-Item measure comprised of three subscales that assess common determinants of implementation. For this study, the referent was edited to be “MBC.” | Job-related structures | Our progress notes support MBC | Structure and process |
Program-level structures | My agency has a committee who oversees how MBC is being done | Structures and process | ||
Agency leadership support | My agency has a person who is a strong advocate for MBC | Media and change agents | ||
Implementation Leadership Scale (ILS) | 12-Item measure comprised of four subscales that assess aspects of implementation leadership | N/A total score used | N/A | Media and change agents |