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Table 2 Additional variable descriptions and definitions (and data sourcea)

From: Practice level factors associated with enhanced engagement with practice facilitators; findings from the heart health now study

Variable/item (survey)

Definition

Leadership [23, 26] (KDIS)

0-3 ordinal scale of level of leadership support for QI collected by practice facilitators on their practices on a monthly basis.

0= no leadership support for improvement work, 1= a leader is involved, but no organized improvement structure exists,

2- leadership approaches improvement work on a project basis or as a task to be done by an individual,

3= leadership recognizes QI work as a part of daily routine/culture/ expected job performance.

Organizational readiness [28] (PMS)

Single question on if a practice is “committed to implementing changes after being prompted to consider if they are ready to use care plans, clinical decision support, use CVD risk calculators, manage patient populations and others. Five item Likert response strongly disagree to strongly agree.

Change Capacity [29] PMS)

Practice capacity for Quality Improvement, 14 question- 5 item Likert scale questions that assess how much QI practices already do in CVD and how much support there is for staff training and providing necessary resources for engaging in practice level QI

CVD Priority (PCS)

Single question asking about how highly CVD prevention is prioritized by practice leadership (1= no priority to 10= Highest priority)

Burnout [30] (PMS).

One question item assessing feelings of burnout within the work environment and asking the respondent to use their own definition of burnout. There are 5 response options ranging from no symptoms of burnout to feeling completely burnout.

Adaptive Reserve [31, 32] (PMS)

14 items assessed using a 5-point Likert scale (strongly disagree to strongly agree) where higher scores indicate successful work relationships that lead to flexibility and resilience within a practice. Survey items include questions of clinical staff regarding how well practice teams function well, if they reflect on their work, are willing to change, if problem solving is done well, if there are open communications to discuss what works, if there are growth opportunities, and others.

Number of practice disruptions [33] (PCS)

Asked practice leader if they have had undergone key distractions in the last 12 months, including implementation of a new EHR, moved to a new location, experience clinician and or other staff turnover, was purchased by or joined another organization, implemented a new billing system and “other” for a total of 7 possible changes.

  1. aData sources: KDIS Key Driver Implementation Scale, PMS Practice Member Survey, PCS Practice Characteristics Survey