Contributions to the literature
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The tailored implementation group demonstrated greater PHQ-9 completion (implementation outcome) than the standard implementation group at the end of the active implementation period, yet this difference disappeared by the end of the sustainment period.
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No significant contextual mediators emerged through rigorous quantitative methods and analyses; only incomplete pathways were observed.
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Exploratory qualitative analyses revealed the critical importance of support from colleagues, supervisors, and leadership when implementing new practices.
Background
Current study
Aims and hypotheses
Methods
Measurement-based care: intervention and outcome
Design
Implementation groups
Clinic # | State | Guideline tailored? | Target frequency | Age range specified in guideline | Diagnoses specified in guideline |
---|---|---|---|---|---|
1 | TN | Yes | Every session* | 21–65 | Depression diagnoses |
5 | TN | Yes | Every session | 12 and older | Depression diagnoses |
6 | IN | No | Every session | 21–65 | Depression diagnoses |
9 | IN | Yes | Every session | 12 and older | Any diagnosis |
10 | IN | Yes | Every session | 12 and older | Any diagnosis |
12 | IN | Yes | First week of the month | 12 and older | Depression diagnoses |
Participants
Standardized % (n) | Tailored % (n) | Total % (n) | ||
---|---|---|---|---|
Gender | Woman | 75.0% (42) | 87.9% (58) | 82.0% (100) |
Man | 25.0% (14) | 12.1% (8) | 18.0% (22) | |
Race | White | 76.4% (42) | 95.5% (63) | 86.8% (105) |
African American | 16.4% (9) | 4.5% (3) | 9.9% (12) | |
Other | 7.3% (4) | 0.0% (0) | 3.3% (4) | |
Ethnicity | Hispanic/Latinx | 3.6% (2) | 0.0% (0) | 1.7% (2) |
Non-Hispanic/Latinx | 96.4% (53) | 100.0% (66) | 98.3% (119) | |
Licensure | Currently licensed | 51.8% (29) | 69.7% (46) | 61.5% (75) |
Not licensed | 48.2% (27) | 30.3% (20) | 38.5% (47) | |
Theoretical orientation | Other | 34.5% (19) | 43.1% (28) | 39.2% (47) |
Cognitive behavioral | 65.5% (36) | 56.9% (37) | 60.8% (73) | |
Primary Population | Adults | 58.9% (33) | 65.2% (43) | 62.3% (76) |
Youth | 41.1% (23) | 34.8% (23) | 37.7% (46) | |
M (SD) | M (SD) | M (SD) | ||
Age | 43.73 (12.80) | 41.11 (11.10) | 42.31 (11.93) |
Framework for dissemination
Measures
Measure name | Description | Subscale | Sample item(s) | Framework for Dissemination Domain |
---|---|---|---|---|
Attitudes Towards Standardized Assessment (ASA) | 24-Item measure of clinician attitudes towards the use of standardized assessment | Clinical utility | Standardized progress measures provide more useful information than other assessments like informal interviews or observations | Norms and attitudes |
Benefit for treatment planning | Standardized progress measures help gather objective information about whether treatment is working | Norms and attitudes | ||
Practicality | Standardized progress measures can efficiently gather information | Norms and attitudes | ||
Monitoring and Feedback Attitudes Scale (MFA) | 20-Item measure of clinician attitudes towards routine progress monitoring and provision of feedback to patients about treatment progress | Benefit | Monitoring treatment progress is an important part of treatment | Norms and attitudes |
Harm | Providing feedback to clients about treatment progress (or lack thereof) would potentially harm the therapeutic alliance | Norms and attitudes | ||
Evidence-Based Practice Attitudes Scale (EBPAS) | 15-Item measure of clinician attitudes towards adoption of evidence-based practices; lower scores indicative of worse attitudes | N/A total score used | N/A | Norms and attitudes |
Survey of Organizational Functioning (SOF) | 162-Item measure divided into seven scales: motivation for change, resources, staff attributes, organizational climate, job attitudes, workplace practices, and training exposure and utilization | Program needs | Your program needs additional guidance in increasing program participation by clients | Resources |
Training needs | You need more training for assessing client problems and needs | Resources | ||
Pressures for change | Current pressures to make program changes come from program supervisors or managers | Polices and incentives | ||
Offices | Your offices and equipment are adequate | Resources | ||
Staffing | There are enough counselors here to meet current client needs | Resources | ||
Training | This program holds regular in-service training | Resources | ||
Computer access | Computer problems are usually repaired promptly at this program | Resources | ||
E-communications | You have easy access for using the internet at work | Resources | ||
Growth | This program encourages and supports professional growth | Norms and attitudes | ||
Efficacy | You have the skills needed to conduct effective individual counseling | Norms and attitudes | ||
Influence | Staff generally regard you as a valuable source of information | Norms and attitudes | ||
Adaptability | You are willing to try new ideas even if some staff members are reluctant | Norms and attitudes | ||
Mission | Your duties are clearly related to the goals of this program | Norms and attitudes (climate) | ||
Cohesion | Staff here all get along very well | Norms and attitudes (climate) | ||
Autonomy | Counselors here are given broad authority in treating their own clients | Norms and attitudes (climate) | ||
Communication | Program staff are always kept well informed | Norms and attitudes (climate) | ||
Stress | Staff frustration is common here | Norms and attitudes (climate) | ||
Change | The general attitude here is to use new and changing technology | Norms and attitudes (climate) | ||
Burnout | You feel overwhelmed by paperwork | Norms and attitudes | ||
Satisfaction | You feel appreciated for the job you do | Norms and attitudes | ||
Director leadership | My program director takes time to listen carefully to and discuss people’s concerns | Network and linkages | ||
Peer collaboration | Counselors at this program make a conscious effort to coordinate with other service professionals | Network and linkages | ||
Deprivatized practice | In the past year, you have received meaningful feedback on your performance from colleagues | Network and linkages | ||
Collective responsibility | Many counselors in this program feel responsible to help each other do their best | Network and linkages | ||
Focus on outcomes | When making important decisions, the program always focuses on what’s best for client improvement | Norms and attitudes | ||
Reflective dialogue | In the past year, you have had frequent conversations with colleagues about what helps clients improve | Network and linkages | ||
Counselor socialization | Experienced counselors invite new counselors into their sessions to observe, give feedback, etc. | Network and linkages | ||
Training satisfaction | You were satisfied with the training offered at workshops available to you last year | Media and change agents | ||
Training exposure | In the last year, how often did you attend training workshops held within 50 miles of your agency? | Media and change agents | ||
Training utilization-individual level | When you attend workshops, how often do you try out the new interventions or techniques learned? | Media and change agents | ||
Training utilization–program level | How often do new interventions or techniques that the staff from your program learn at workshops get adopted for general use? | Media and change agents | ||
Implementation Climate Scale (ICS) | 18-Item measure of the extent to which employees perceive their organization as prioritizing and valuing the implementation of EBPs | N/A total score used | N/A | Norms and attitudes (climate) |
Barriers and Facilitators Scale (B&F) | 19-Item measure comprised of three subscales that assess common determinants of implementation. For this study, the referent was edited to be “MBC.” | Job-related structures | Our progress notes support MBC | Structure and process |
Program-level structures | My agency has a committee who oversees how MBC is being done | Structures and process | ||
Agency leadership support | My agency has a person who is a strong advocate for MBC | Media and change agents | ||
Implementation Leadership Scale (ILS) | 12-Item measure comprised of four subscales that assess aspects of implementation leadership | N/A total score used | N/A | Media and change agents |
Determinant | Standardized | Tailored | |||||
---|---|---|---|---|---|---|---|
Baseline | 5 Mo | 15 Mo | Baseline | 5 Mo | 15 Mo | Reliability | |
M (SD) | M (SD) | M (SD) | M (SD) | M (SD) | M (SD) | α | |
Norms & attitudes | |||||||
ASA-clinical utility | 3.52 (0.58) | 3.62 (0.60) | 3.51 (0.54) | 3.59 (0.48) | 3.67 (0.55) | 3.69 (0.49) | 0.79 |
ASA-treatment planning | 3.88 (0.58) | 3.86 (0.59) | 3.80 (0.44) | 3.86 (0.44) | 3.91 (0.60) | 3.95 (0.53) | 0.80 |
ASA-practicality | 3.49 (0.66) | 3.74 (0.61) | 3.60 (0.63) | 3.60 (0.67) | 3.79 (0.73) | 3.93 (0.50) | 0.78 |
MFA-benefit | 4.19 (0.46) | 4.18 (0.53) | 4.09 (0.41) | 4.18 (0.50) | 4.17 (0.50) | 4.16 (0.50) | 0.89 |
MFA-harm | 2.32 (0.70) | 2.31 (0.75) | 2.37 (0.62) | 2.26 (0.64) | 2.05 (0.66) | 2.22 (0.74) | 0.84 |
EBPAS total | 3.03 (0.46) | 3.04 (0.48) | 2.98 (0.47) | 3.11 (0.45) | 3.05 (0.44) | 3.00 (0.41) | 0.79 |
SOF-growth | 3.45 (0.70) | 3.24 (0.79) | 3.19 (0.74) | 3.23 (0.83) | 3.13 (0.65) | 3.09 (0.83) | 0.75 |
SOF-efficacy | 4.01 (0.39) | 3.97 (0.37) | 3.98 (0.37) | 3.94 (0.36) | 3.95 (0.39) | 3.90 (0.38) | 0.52 |
SOF-influence | 3.44 (0.61) | 3.46 (0.62) | 3.43 (0.65) | 3.54 (0.68) | 3.65 (0.68) | 3.65 (0.82) | 0.84 |
SOF-adaptability | 3.80 (0.47) | 3.79 (0.33) | 3.85 (0.46) | 3.92 (0.51) | 3.82 (0.52) | 3.77 (0.59) | 0.54 |
SOF-mission | 3.59 (0.50) | 3.53 (0.60) | 3.40 (0.65) | 3.49 (0.62) | 3.52 (0.57) | 3.52 (0.56) | 0.70 |
SOF-cohesion | 4.18 (0.45) | 3.93 (0.57) | 3.86 (0.51) | 3.91 (0.55) | 3.83 (0.60) | 3.81 (0.62) | 0.81 |
SOF-autonomy | 3.67 (0.41) | 3.60 (0.45) | 3.48 (0.44) | 3.61 (0.47) | 3.57 (0.47) | 3.57 (0.47) | 0.42 |
SOF-communication | 3.35 (0.74) | 3.09 (0.77) | 3.00 (0.66) | 3.13 (0.77) | 3.06 (0.64) | 2.96 (0.83) | 0.80 |
SOF-stress | 3.16 (0.80) | 3.52 (0.84) | 3.54 (0.80) | 3.78 (0.84) | 3.78 (0.66) | 3.88 (0.71) | 0.82 |
SOF-change | 3.54 (0.48) | 3.32 (0.47) | 3.30 (0.53) | 3.32 (0.67) | 3.38 (0.55) | 3.25 (0.54) | 0.65 |
SOF-burnout | 2.39 (0.54) | 2.62 (0.61) | 2.53 (0.71) | 2.66 (0.63) | 2.85 (0.68) | 2.84 (0.76) | 0.69 |
SOF-satisfaction | 4.08 (0.52) | 3.81 (0.59) | 3.72 (0.61) | 4.09 (0.51) | 3.87 (0.55) | 3.80 (0.68) | 0.78 |
SOF-focus on outcomes | 3.60 (0.49) | 3.38 (0.74) | 3.40 (0.65) | 3.38 (0.65) | 3.44 (0.49) | 3.50 (0.51) | 0.66 |
Implementation climate scale | 1.85 (0.73) | 1.65 (0.70) | 1.58 (0.73) | 1.86 (0.65) | 1.77 (0.68) | 1.71 (0.71) | 0.78 |
Structure & process | |||||||
B&F program-level structures | 2.94 (0.99) | 2.88 (0.86) | 2.74 (0.70) | 2.66 (0.87) | 3.50 (0.70) | 3.09 (0.78) | 0.81 |
B&F job-related structures | 2.78 (0.92) | 2.94 (0.77) | 2.98 (0.71) | 2.35 (0.71) | 2.82 (0.61) | 2.60 (0.66) | 0.76 |
Resources | |||||||
SOF-program needs | 3.47 (0.62) | 3.38 (0.69) | 3.22 (0.73) | 3.52 (0.65) | 3.41 (0.62) | 3.27 (0.71) | 0.81 |
SOF-training needs | 3.24 (0.72) | 2.98 (0.72) | 2.93 (0.77) | 3.09 (0.65) | 2.96 (0.73) | 2.79 (0.70) | 0.85 |
SOF-offices | 3.75 (0.71) | 3.69 (0.64) | 3.56 (0.79) | 3.65 (0.67) | 3.63 (0.54) | 3.65 (0.52) | 0.62 |
SOF-staffing | 3.22 (0.67) | 3.32 (2.28) | 2.95 (0.62) | 2.75 (0.52) | 2.74 (0.53) | 2.68 (0.54) | 0.63 |
SOF-training | 2.94 (0.70) | 2.70 (0.81) | 2.54 (0.81) | 3.03 (0.89) | 2.70 (0.75) | 2.84 (0.82) | 0.64 |
SOF-computer access | 3.96 (0.45) | 3.90 (0.44) | 3.98 (0.45) | 3.89 (0.47) | 3.90 (0.41) | 3.99 (0.42) | 0.53 |
SOF-e-communications | 3.80 (0.54) | 3.82 (0.61) | 3.80 (0.47) | 3.75 (0.60) | 3.71 (0.51) | 3.79 (0.57) | 0.27 |
Policies & incentives | |||||||
SOF-pressures for change | 3.22 (0.46) | 2.96 (0.63) | 3.10 (0.44) | 3.08 (0.46) | 3.20 (0.53) | 3.16 (0.41) | 0.47 |
Networks & linkages | |||||||
SOF-director leadership | 3.90 (0.60) | 3.67 (0.82) | 3.58 (0.85) | 3.85 (0.84) | 3.76 (0.84) | 3.49 (0.93) | 0.93 |
SOF-peer collaboration | 3.75 (0.52) | 3.59 (0.45) | 3.50 (0.57) | 3.58 (0.50) | 3.53 (0.51) | 3.56 (0.55) | 0.48 |
SOF-deprivatized practice | 2.93 (0.91) | 2.72 (0.88) | 2.77 (0.94) | 2.96 (0.90) | 2.91 (0.80) | 3.02 (0.87) | 0.74 |
SOF-collective responsibility | 3.69 (0.54) | 3.61 (0.54) | 3.64 (0.63) | 3.69 (0.56) | 3.69 (0.59) | 3.74 (0.45) | 0.82 |
SOF-reflective dialogue | 3.41 (0.61) | 3.37 (0.74) | 3.34 (0.77) | 3.37 (0.69) | 3.44 (0.64) | 3.48 (0.59) | 0.67 |
SOF-counselor socialization | 3.50 (0.84) | 3.41 (0.88) | 3.54 (0.74) | 3.55 (0.83) | 3.45 (0.83) | 3.40 (0.77) | 0.42 |
Media & change agents | |||||||
B&F agency leadership support | 3.36 (0.84) | 3.37 (0.78) | 3.27 (0.64) | 3.06 (0.71) | 3.58 (0.61) | 3.32 (0.64) | 0.82 |
Implementation leadership scale | 2.85 (0.68) | 2.49 (0.84) | 2.63 (0.83) | 2.64 (0.83) | 2.55 (0.92) | 2.53 (0.90) | 0.85 |
SOF-training satisfaction | 3.16 (1.01) | 2.87 (1.11) | 2.64 (1.05) | 3.28 (1.07) | 3.05 (1.08) | 3.16 (1.11) | 0.84 |
SOF-training exposure | 1.52 (0.79) | 1.26 (0.72) | 1.39 (0.78) | 1.69 (0.88) | 1.53 (0.82) | 1.41 (0.77) | 0.69 |
SOF-training utilization—individual level | 3.35 (0.56) | 3.35 (0.54) | 3.42 (0.47) | 3.46 (0.79) | 3.43 (0.70) | 3.48 (0.59) | 0.79 |
SOF-training utilization—program level | 2.74 (0.67) | 2.58 (0.84) | 2.80 (0.89) | 2.82 (0.75) | 2.87 (0.70) | 2.87 (0.81) | 0.69 |
Quantitative analyses
Qualitative methods
Data collection
Data analysis
Results
Quantitative mediation
Term | Estimate | SE | Statistic | p value |
---|---|---|---|---|
Intercept | − 1.87 | 0.67 | − 2.78 | 0.005 |
Time (months) | − 0.05 | 0.49 | − 0.1 | 0.924 |
Tailored | 0.28 | 0.93 | 0.3 | 0.765 |
Model 2: group-by-time interaction model | ||||
Intercept | − 2.16 | 0.69 | − 3.13 | 0.002 |
Time (months) | 1.23 | 0.7 | 1.76 | 0.078 |
Tailored | 0.78 | 0.96 | 0.82 | 0.415 |
Time × tailored | − 2.32 | 0.95 | − 2.44 | 0.015 |
Determinant | Path A | Path B |
---|---|---|
Norms & attitudes | ||
ASA-clinical utility | 0.02 | 0.79 |
ASA-treatment planning | 0.07 | 0.78 |
ASA-practicality | − 0.01 | 0.77 |
MFA-benefit | − 0.01 | 0.73 |
MFA-harm | − 0.22 | − 0.57 |
EBPAS total | − 0.02 | 0.91 |
SOF-growth | − 0.01 | 0.26 |
SOF-influence | 0.14 | − 0.26 |
SOF-mission | 0.05 | − 0.28 |
SOF-cohesion | 0.06 | − 0.35 |
SOF-communication | 0.10 | − 0.4 |
SOF-stress | − 0.06 | 0.46 |
SOF-change | 0.18 | − 0.73 |
SOF-burnout | 0.09 | 0.06 |
SOF-satisfaction | 0.06 | − 0.14 |
SOF-focus on outcomes | 0.17 | − 0.36 |
Implementation Climate scale | 0.11 | − 0.03 |
Structure & process | ||
B&F program-level structures | 0.70* | 0.38 |
B&F job-related structures | 0.03 | 0.41 |
Resources | ||
SOF-program needs | − 0.04 | − 0.16 |
SOF-training needs | − 0.02 | − 0.16 |
SOF-offices | − 0.01 | − 0.87 |
SOF-staffing | − 0.33 | 0.09 |
SOF-training | − 0.04 | 0.08 |
Networks & linkages | ||
SOF-director leadership | 0.15 | − 0.26 |
SOF-deprivatized practice | 0.24 | − 0.21 |
SOF-collective responsibility | 0.08 | 0.03 |
SOF-reflective dialogue | 0.09 | − 0.18 |
Media & change agents | ||
B&F agency leadership support | 0.33 | 0.44 |
Implementation leadership scale | 0.20 | − 0.08 |
SOF-training satisfaction | 0.09 | 0.27 |
SOF-training exposure | 0.21 | 0.48 |
SOF-training utilization—individual level | − 0.01 | 0.71 |
SOF-training utilization—program level | 0.23 | 0.17 |
Qualitative results
Site (implementation group/PHQ-9 trajectory) | Quote |
---|---|
Compelling leadership communication | |
11 (standard/increasing) | Just communicating [was important for implementation experience at this clinic]. Just when [leadership] rolls something out, them communicating with us, giving us education, so we know how to use and how we're supposed to use it and know what the purpose is. |
12 (tailored/increasing) | Systemic operational environment I think is very important. It has a big effect on how successful this is because I think logistical things are a big barrier or help. I think my viewpoint as a team lead is, I see and have hope that the organization is trying to move to not just pure productivity numbers, but also some measurement based care… they do encourage the PHQ-9. [The message is that] it's important, because it's good for the patient. |
4 (standard/decreasing) | If they would just explain to us how this could be useful for us and useful for our consumers I think we would have been more receptive to it, but a lot of times that's not what happens. They tell us what it is that they want us to do and we're standing around like a three year old. "But why?" We never get the answer. |
10 (tailored/decreasing) | Clinician 1: It’s always, “Here’s something new, you gotta do this now.” But it’s not, “this is going to replace that.” Clinician 2: And it’s not why! There’s no why Clinician 1: Yeah, there’s hardly ever a why and it’s… Clinician 3: In addition to Clinician 4: And you’ll get penalized if you don’t do it! |
Supportive supervision | |
11 (standard/increasing) | When your clinic manager -and I’m thinking also maybe like the regional manager- if they support what you’re doing and they’re helping to facilitate what’s being asked, I see that as a plus. And it’s more likely then that, whether it’s measurement-based care of some other, it’s gonna be implemented and implemented well. Without that support, if you’re being asked to do something, and you feel like you don’t have that support, that can be a little discouraging. |
12 (tailored/increasing) | Clinician 1: Our direct supervisor really helps facilitate PHQ-9. I know she's really good about reminding us to do them, so she's been a huge help. She even brought us all copies of the paper forms so we'd have them to use, so I think she's probably the biggest support we have for it. Clinician 2: Which encourages us to use it. Frankly, if anyone above her mentioned it, it wouldn't have any effect on my behavior. I don't know any of them personally above her…. I've met [the Vice President], but apart from that, I don't know who runs this place, and I don't care. |
4 (standard/decreasing) | Clinician 1: We had confused supervision a little bit. Especially early on, I think we were being told different things Clinician 2: My clinical supervisor didn't know what it was. I had to explain it to her and showed it to her. She was like, "oh, okay." She travels between offices, so … She doesn't see patients, I don't think, so I don't know. Facilitator: Okay, so your supervision didn't really include that element. Anyone else have supervision where it helped, hurt, wasn't present? Clinician 3: Yeah, I have supervision. Of course I vented about it, about us having to implement this and then it went from doing it voluntarily now it's mandated to continue to do it. She just like, "Well I really don't have anybody to do this." Is what she said. |
10 (tailored/decreasing) | [My clinical supervisor], she has staffing and she has so much administrative stuff she has to get done because her higher ups are telling her to get it done. We [clinicians] come in as clinical people thinking we don't want to do that, we want to talk about our patients [in supervision], we want to understand how to help them better. You can't do both when you have such a large group. So, does she get her part done, the admin stuff? Or do we get our part done, to get support? Neither get done satisfactorily. In my opinion |
Clinical consultation opportunities | |
11 (standard/increasing) | With the organization, with Centerstone, to have that support, that goes a long way, and again, knowing that your colleagues are kinda doing the same thing. It's been helpful, you know, the tri-weekly meetings that we've had over the telephone, I've enjoyed those. That's supportive because you're getting feedback and things like that about a different concept. |
12 (tailored/increasing) | I feel like, especially in the children's department, right now we have five clinicians total, and then a lot of family support specialists, and so my group is much smaller, more cohesive, and I think that there's a lot more of the trust. We support each other and talk. I don't think anybody in my department would have a feeling of isolation, and so that's good for the children [patients]. |
4 (standard/decreasing) | Clinician 1: From a clinic perspective I don't know if there is an actual norm. We're sort of left to our own implementation devices. Facilitator: What do you see happening? Are you seeing your colleagues using measurement based care, or not so much? Clinician 1: I don't know if I'd had the opportunity to see yay or nay on that. Facilitator: Okay. You don't have a window into each other's work to know. Clinician 1: We ain't got time for that. Clinician 2: We wave at each other as we pass in the hall. |
10 (tailored/decreasing) | Facilitator: Do you feel like you have chances to discuss new things that you're using? Clinician 1: With our staff? With each other? Facilitator: Yeah, with each other, to support each other? Clinician 1: I don't. We kind of, like, live in our office Clinician 2: We work in different buildings! So the only reason I have even gotten to talk to [another clinician in the focus group] is the fact that we're doing video conferencing once every three weeks for this [study] meeting. Otherwise, you and I would never talk Clinician 3: I come to your staffings, that's the only reason I see you Clinician 1: I never talk to [another clinician] |
Strong support staff | |
4 (standard/decreasing) | Going back to implementation measurement based care, in this particular clinic, another big barrier is, has been honestly, our support staff. We've had a lot of turnover in the past year. I might not be supposed to know this, but I go up to [different clinic] every Friday and so I get to see how they implement measurement-based care compared to us. I'm seeing their support staff giving out the surveys every time a patient checks in. I'm going, "oooh, that looks helpful." I don't know if our current front desk could handle something else on top of them right now. They're barely checking our patients in as it is |
Compelling leadership communication
Supportive supervision
Clinical consultation opportunities
Strong support staff
Discussion
Quantitative results
Qualitative results
Characteristic | Description | Site 12 | Site 11 | Site 10 | Site 4 |
---|---|---|---|---|---|
State | IN | TN | IN | TN | |
Rural/urban status | Urban | Urban | Rural | Urban | |
Clinic size | Based on # of therapists employed at time of cohort assignment; Small < 15; medium = 16–20; large = > 20 | Large | Medium | Medium | Small |
Trajectory of PHQ9 use | Increasing or decreasing use of PHQ9 across 15 mo | Increasing | Increasing | Decreasing | Decreasing |
Study condition | Standard vs. tailored | Tailored | Standard | Tailored | Standard |
Effective leadership | Clear incentive/rationale for MBC use provided by leadership (i.e., not just top-down directive) | Yes | Yes | No | No |
Effective supervision | Time in supervision devoted to clinical and logistical details, and kudos/encouragement provided | Yes | Yes | No | No |
Clinical consultation with colleagues | Opportunities to provide and receive support and enjoy a sense of professional community | Yes | Yes | No | No |