STRIVE Component | Enabler | Barrier |
---|---|---|
Clinical data report | • Data specific to each clinic • No clinic specific data pre STRIVE • Clearly highlighted gaps and improvements • Directly translatable into clinical activity • Face-to-face delivery of reports | • High staff turnover decreased relevance of the data • High staff turnover meant that some interviewees had no recall of the data reports • Data quality was questioned • Some interviewees felt the reports were difficult to interpret • Clinic data overload (too much data) • Competing clinical demands and a busy clinic |
Systems Assessments Tool | • Tool aligned with existing CQI process • Tool was familiar to interviewees • Promoted reflective practice • Clearly highlighted gaps and improvements • All of staff involvement | • High staff turnover and yearly SAT meant that some interviewees had no recall of the tool • Subjective nature of scoring system created less engagement • Some clinic systems were unable to be altered by clinic based staff, therefore relevance of the tool was questioned • Tool not understood easily by all • Tool was very lengthy and felt to be repetitive |
Action Plan setting | • Action plan translated the data and systems assessment into clinic specific goals • Provided a clear framework • Decreased manager workload | • High staff turnover meant some interviewees had no recall of the Action Plan • Competing clinical demands decreased the workability of the action plan • Limited engagement in the plan by some visiting sexual health support staff |
STRIVE coordinator | • Clear understanding of difference in roles between STRIVE coordinator and existing regional sexual health support staff • Regular face-to-face visits • Continuity of STRIVE staff • Created accountability | • Visiting support staff ‘fatigue’ |
Health Promotion funding | • Encouraged staff to conduct a health promotion activity • Funding not tied to any formal reporting requirements | • Lack of clarity about the difference between STRIVE health promotion and STRIVE incentive based funding • Interviewees questioned the value of health promotion • Lack of resources (knowledge, staff, time) to utilise the funding • Difficulties in accessing the funding |
Clinic incentive payments | • Funding not tied to any formal reporting requirements • Motivator for staff | • Lack of clarity about the difference between STRIVE health promotion and STRIVE incentive based funding • Difficulties in accessing the funding • Some interviewees felt ethical uncomfortable with incentivisation of their work |