What are the right steps” for further developing this driver? “next COMPETENCY DRIVER - Performance Assessment - Fidelity: Who is responsible for this driver? Does a TA Center or Purveyor offer guidance/material/assistance related to this Driver? How was the measure of fidelity developed? Is it research-based? Who is responsible for assessing fidelity? Are the processes practical? Who reviews the fidelity data? To what extent are best practices being used? In Partially Not In Place In Place Place Accountability for fidelity measurement and reporting system is clear (e.g. lead person designated and supported) Transparent Processes Proactive orientation to – the process and procedures Fidelity measures are correlated with outcomes; are available on a regular basis and used for making Fidelity measurement and reporting system is practical and efficient Use of Appropriate Data Sources (e.g. competency requires observation) Positive recognition processes in place for participation Fidelity data over time informs modifications to implementation drivers (e.g. how can Selection, Training, and Coaching better support high fidelity) Best Practice Scores - Average Percent of Performance Assessment/Fidelity in each column What benefits might be gained by strengthening this driver (at what cost)? What are the right steps” for this driver? “next
What are the “next right steps” for further developing this driver? COMPETENCY DRIVER - Performance Assessment - Fidelity: Who is responsible for this driver? Does a TA Center or Purveyor offer guidance/material/assistance related to this Driver? How was the measure of fidelity developed? Is it research-based? Who is responsible for assessing fidelity? Are the processes practical? Who reviews the fidelity data? To what extent are best practices being used? In Place Partially In Place Not In Place Accountability for fidelity measurement and reporting system is clear (e.g. lead person designated and supported) Transparent Processes – Proactive orientation to the process and procedures Fidelity measures are correlated with outcomes; are available on a regular basis and used for Fidelity measurement and reporting system is practical and efficient Use of Appropriate Data Sources (e.g. competency requires observation) Positive recognition processes in place for participation Fidelity data over time informs modifications to implementation drivers (e.g. how can Selection, Training, and Coaching better support high fidelity) Best Practice Scores - Average Percent of Performance Assessment/Fidelity in each column What benefits might be gained by strengthening this driver (at what cost)? What are the “next right steps” for this driver? making