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QI Project Barriers and Facilitators:Perceptions of QI Team Leaders
Before and After Project Implementation
Musarrat Nahid, MSc; Erika Bowen, PhD; Shannon M Provost, PhD; Luci K Leykum, MD, MS, MBA; Jan E Patterson, MD, MS
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Background
§ Improving healthcare quality is a priority
§ The pace of improvement is often slow and inconsistent
§ There is a need for enhanced understanding of barriers and facilitators in improving quality
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Clinical Safety & Effectiveness Course (CSE)
§ Experiential, project-based QI course
§ 8 didactic sessions over 6 monthso Team meetings between
sessions
§ Offered 2-3 times/ yearo 12-15 projects per cohort
§ Team coach for all teams
§ Project focus: Health Care Quality domains- STEEEP
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Objectives
1. Describe barriers and facilitators reported by QI teams before and after project implementation
2. Compare barriers and facilitators reported by more and less successful teams
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Methods: Study Design & Participants
Semi-Structured Interviews: § Pre & Post: At the beginning & the end of course § In-person or phone interviews§ Piloted in one CSE Cohort
Interview Participants: QI team leaders
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Outcome Measure of Success ‘Gap Closed’: The extent to which teams closed the gap between baseline performance and stated goals.
{(Post-Pre)/(Goal-Pre)}*100%
Dichotomized:§ Higher values= More successful§ Lower values= Less successful
Methods: Assessing Project Outcomes
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Consolidated Framework for Implementation Research
Data Analysis Methods
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Results
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Less Successful Teams, n More Successful Teams, n
19 18
Institution Type Pre Post
University Health System 19 19
UT Health outpatient clinics 6 13
South TX Veterans Health Care System 2 2
Other 4 4
Total respondents, n 31 38
Sample Sizes & Team Locations
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Results: Barriers
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Barriers Anticipated (Pre) & Experienced (Post)
0
10
20
30
40
50
60
70
80
Pre Post
A lack of resources
Project complexity Knowledge/information
Structural characteristics
% o
f res
pond
ents
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Construct Domain Examples of Reported Barriers
Project Complexity
Intervention Characteristics
§ “Push-back from changes in daily routines & learning curve creating perceived workload.”
§ “It takes longer for us to get the information back... We have to wait for healing of the patient and then for the appointment and do the measurement.”
A Lack of Resources
Inner Setting § “Huge amount of nursing turnover.”§ “Time constraints. No time to meet.”§ “Sometimes the message would be lost
for technical reasons.”
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Construct Domain Examples of Reported Barriers
Knowledge/Information
Inner Setting
§ “Staff did not know how to gather preliminary data from EMR. ”
§ “The hard part is about the education to the house staff.”
Structural Characteristics
§ “The way that the floor is set up…is isolating for families…it also keeps nurses and doctors at a distance…to get one nurse to round they are walking back and forth all day long.”
§ “Physicians are really tied up in the clinic, so work is pending like approval and it can get stuck there. And, so that is the bottleneck.”
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Post-Interview: Barriers in Less vs. More Successful Groups
0%
10%
20%
30%
40%
50%
60%
70% Less Successful More Successful
% o
f res
pond
ents
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Results: Facilitators
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0
10
20
30
40
50
60
70
80
Pre Post
Leadership Engagement
Supportive Climate
Patient Needs/Resources
Relative Advantage
External Policy/Incentives
Networks/Communication
Knowledge/Information
Key Stakeholders
Champions
% o
f res
pond
ents
Facilitators Anticipated (Pre) & Experienced (Post)
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0
10
20
30
40
50
60
70
80
Pre Post
Leadership Engagement
Supportive Climate
Patient Needs/Resources
Relative Advantage
External Policy/Incentives
% o
f res
pond
ents
Facilitators Anticipated (Pre) & Experienced (Post)
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0
10
20
30
40
50
60
70
80
Pre Post
Networks/Communication
Knowledge/Information
Key Stakeholders
Champions
% o
f res
pond
ents
Facilitators Anticipated (Pre) & Experienced (Post)
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Construct Domain Examples of Reported Facilitators
Networks/ Communication
Inner Setting
§ “Multi-departmental effort.” § “Regular clinic team meetings ..was the one
place we could get everyone together.”§ “The support of the committee... people in
the quality department were helpful.”§ “Teamwork.”
Leadership Engagement
§ “The leadership identified the topic.”§ “… and with Dr. X as the medical director
driving the importance of the changes”§ “The involvement of Quality Director and
trying to help design capturing data.”
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Construct Domain Examples of Reported Facilitators
Knowledge/ Information
Inner Setting
§ “IT”§ “Education to providers on the importance of
documentation.”§ “… and tools that I learned from CSE.”
Supportive Climate
§ “The docs wanted it to happen”§ “The clinic was really receptive.”§ “That we had clinical staff buy-in…”
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Construct Domain Examples of Reported Facilitators
Key Stakeholders
Process § “…involving all healthcare providers.. faculty, fellowship directors, residency directors. ..people that can make those changes. Convinced them and they started convincing others.”
Champions § “We transitioned a nurse to keep charge and be the change agent there. And, she helped progress with this project and keep it going.”
§ “My team member was an advocate. Dr. X”
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% o
f res
pond
ents
Post-Interview: Facilitators in Less vs. More Successful Groups
0% 10% 20% 30% 40% 50% 60% 70%
Less Successful More Successful
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§ Barriers were typically anticipated: o Infrastructure in local contexto Complexity of the intervention
§ Facilitators were less consistently anticipated: o Leadership & supportive climate less important than anticipatedo Patient needs seemed less critical than expectedo Relational aspects a theme in facilitators actually experiencedo Data acquisition, technical expertise, & education/training also
important
Conclusions
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Commonalities among Successful Teams
§ More engagement from key stakeholders§ Greater access to data and expertise§ More supportive climate/support for change § Fewer barriers related to
o Project Complexityo Networks/Communication o Implementation Climate
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Applying the CFIR Framework
§ Organizational Characteristics: Most factors related to this category
§ Intervention Characteristics: Only one attribute- “complexity”
§ Process of Implementation: Only one type of process- “engaging”
§ Outer Settings, Individual Characteristics: Little influence
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Strengths & Limitations
Limitations§ Team perspectives from one interview informant
§ Majority of teams worked in 2 healthcare organizations
§ Sample sizes preclude tests of significance
Strengths§ Patterns of the results suggest potentially significant trends
§ Interviewees were QI team leaders
§ Use of CFIR
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Thank you!
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