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Protocol - Organizational Readiness for Change

Description

Organizational Readiness for Implementing Change (ORIC) is a 12-item instrument used to determine how well employees at an organization feel they can implement the change in processes required by a proposed intervention. Each item includes a Likert scale from 1 (Disagree) to 5 (Agree).

Specific Instructions

This protocol is for Implementation Science purposes and should be used when an intervention is planned/being conducted (i.e., pre-implementation phase of an implementation study). It is important to ensure that the survey is administered to multiple individuals within the organization that have different roles relevant to the intervention or decision making around the intervention. This ensures that a broad perspective of opinions are elicited and that barriers/facilitators to the implementation are understood at a variety of levels.

Before the 12-item ORIC instrument is administered, it is essential to collect information about the organization, the role/job title of the persons at the organization completing the survey, and that person’s characteristics (age, gender, race, and ethnicity at a minimum). Currently, there are no standardized measures for defining the organization or the survey respondent’s role; however some suggestions from the Genomic Medicine Implementation Working Group include the following: (1) for organization: type of organization (hospital, academic medical center, freestanding emergency room/urgent care, Veterans Affairs, federal qualified health center, outpatient clinic, private practice, etc.) and size (number of beds or number of unique patients served, which could be presented as choice of ranges); and (2) for role/job title: provider, clinic administrator, nurse, scheduler, billing personnel, clinic director, department head, dean, president, chief executive officer, chief operating officer, patient, technician, etc.

Availability

Protocol

1. People who work here feel confident that the organization can get people invested in implementing this change.

1[ ]Disagree

2[ ]Somewhat Disagree

3[ ]Neither Agree nor Disagree

4[ ]Somewhat Agree

5[ ]Agree

2. People who work here are committed to implementing this change.

1[ ]Disagree

2[ ]Somewhat Disagree

3[ ]Neither Agree nor Disagree

4[ ]Somewhat Agree

5[ ]Agree

3. People who work here feel confident that they can keep track of progress in implementing this change.

1[ ]Disagree

2[ ]Somewhat Disagree

3[ ]Neither Agree nor Disagree

4[ ]Somewhat Agree

5[ ]Agree

4. People who work here will do whatever it takes to implement this change.

1[ ]Disagree

2[ ]Somewhat Disagree

3[ ]Neither Agree nor Disagree

4[ ]Somewhat Agree

5[ ]Agree

5. People who work here feel confident that the organization can support people as they adjust to this change.

1[ ]Disagree

2[ ]Somewhat Disagree

3[ ]Neither Agree nor Disagree

4[ ]Somewhat Agree

5[ ]Agree

6. People who work here want to implement this change.

1[ ]Disagree

2[ ]Somewhat Disagree

3[ ]Neither Agree nor Disagree

4[ ]Somewhat Agree

5[ ]Agree

7. People who work here feel confident that they can keep the momentum going in implementing this change.

1[ ]Disagree

2[ ]Somewhat Disagree

3[ ]Neither Agree nor Disagree

4[ ]Somewhat Agree

5[ ]Agree

8. People who work here feel confident that they can handle the challenges that might arise in implementing this change.

1[ ]Disagree

2[ ]Somewhat Disagree

3[ ]Neither Agree nor Disagree

4[ ]Somewhat Agree

5[ ]Agree

9. People who work here are determined to implement this change.

1[ ]Disagree

2[ ]Somewhat Disagree

3[ ]Neither Agree nor Disagree

4[ ]Somewhat Agree

5[ ]Agree

10. People who work here feel confident that they can coordinate tasks so that implementation goes smoothly.

1[ ]Disagree

2[ ]Somewhat Disagree

3[ ]Neither Agree nor Disagree

4[ ]Somewhat Agree

5[ ]Agree

11. People who work here are motivated to implement this change.

1[ ]Disagree

2[ ]Somewhat Disagree

3[ ]Neither Agree nor Disagree

4[ ]Somewhat Agree

5[ ]Agree

12. People who work here feel confident that they can manage the politics of implementing this change.

1[ ]Disagree

2[ ]Somewhat Disagree

3[ ]Neither Agree nor Disagree

4[ ]Somewhat Agree

5[ ]Agree

Personnel and Training Required

None

Equipment Needs

None

Requirements

Requirement Category	Required
Major equipment	No
Specialized training	No
Specialized requirements for biospecimen collection	No
Average time of greater than 15 minutes in an unaffected individual	No

Mode of Administration

Program evaluation

Lifestage

Adult

Participants

College students were part of the original study, but the Working Group indicated that this protocol would apply to any employee of the organization being assessed. The expectation is that multiple employees from several different positions within the organization would complete the survey. For example, in the healthcare system employees in the following roles should be considered depending on the intervention: nurses, providers, schedulers, billers, leadership (such as chief medical officer, department chair, clinic administrator, etc.).

Selection Rationale

This protocol was ranked as highly important to genomic medicine implementation by the Implementing GeNomics In pracTicE (IGNITE) network and was developed and deployed as part of a cross network pre-implementation provider survey that is available in the IGNITE toolbox.

Language

English

Standards

Standard	Name	ID	Source

Derived Variables

None

Process and Review

Not applicable

Protocol Name from Source

Organizational Readiness for Implementing Change (ORIC)

Source

Shea, C. M., Jacobs. S. R., Esserman, D. A., Bruce, K., Y Weiner, B. J. (2014). Organizational readiness for implementing change: a psychometric assessment of a new measure. Implementation Science, 9, 7.

General References

National Human Genome Research Institute (NHGRI). Implementing GeNomics In pracTicE (IGNITE): Genomic Medicine Knowledge Base. Available at https://gmkb.org/

Weiner, B. J. (2009). A theory of organizational readiness for change. Implementation Science, 4(67), 10.

Protocol ID

310701

Variables

Export Variables

Variable Name	Variable ID	Variable Description	dbGaP Mapping
PX310701_Organizational_Change_Coordinate_Tasks
	PX310701100000	People who work here feel confident that more they can coordinate tasks so that implementation goes smoothly. show less	N/A
PX310701_Organizational_Change_Determined_Implement
	PX310701090000	People who work here are determined to more implement this change. show less	N/A
PX310701_Organizational_Change_Handle_Challenges
	PX310701080000	People who work here feel confident that more they can handle the challenges that might arise in implementing this change. show less	N/A
PX310701_Organizational_Change_Implement
	PX310701040000	People who work here will do whatever it more takes to implement this change. show less	N/A
PX310701_Organizational_Change_Implementing
	PX310701020000	People who work here are committed to more implementing this change. show less	N/A
PX310701_Organizational_Change_Invested
	PX310701010000	People who work here feel confident that the more organization can get people invested in implementing this change. show less	N/A
PX310701_Organizational_Change_Manage_Politics
	PX310701120000	People who work here feel confident that more they can manage the politics of implementing this change. show less	N/A
PX310701_Organizational_Change_Momentum_Implementing
	PX310701070000	People who work here feel confident that more they can keep the momentum going in implementing this change. show less	N/A
PX310701_Organizational_Change_Motivated_Implement
	PX310701110000	People who work here are motivated to more implement this change. show less	N/A
PX310701_Organizational_Change_Support_Adjust
	PX310701050000	People who work here feel confident that the more organization can support people as they adjust to this change. show less	N/A
PX310701_Organizational_Change_Track_Progress
	PX310701030000	People who work here feel confident that more they can keep track of progress in implementing this change. show less	N/A
PX310701_Organizational_Change_Want_Implement
	PX310701060000	People who work here want to implement this more change. show less	N/A

Genomic Medicine Implementation

Measure Name

Organizational Readiness for Change

Release Date

September 10, 2020

Definition

An assessment of an organization’s readiness to implement a change to their current processes. The change in this model relates to changes in processes that are important to address prior to implementing an intervention.

Purpose

The Organizational Readiness for Implementing Change (ORIC) measure originated with Weiner’s theory, which is based on the staff’s ability to initiate change, put forth greater effort, be persistent, and cooperate with one another to implement the change. The measure assesses a variety of employees at an organization that is planning on implementing a new intervention (the change). It includes two subconstructs: one for change efficacy, and one for change commitment. The results can be used to both characterize the organization and help tailor which implementation strategies will be most effective in that organization.

Keywords

Healthcare provider, healthcare organization, genetic testing, Organizational Readiness for Implementing Change, ORIC, Implementing GeNomics In pracTiCe, IGNITE, Implementation Science

Measure Protocols

Protocol ID	Protocol Name
310701	Organizational Readiness for Change

Publications

There are no publications listed for this protocol.