Table 2 Specialty Training’s Organisational Readiness for curriculum Change (STORC): final items after Delphi round 2
Specialty Training’s Organizational Readiness for curriculum Change (STORC) | Delphi mean | SD |
|---|---|---|
Pressure to change | ||
Current pressures to implement this innovation in residency training comes from: | ||
1. Trainees in the program | 4.2 | 0.9 |
2. Clinical teaching staff | 4.2 | 0.9 |
3. Program directors | 4.4 | 0.6 |
4. External authorities | New | New |
Appropriateness | ||
This innovation in residency training is appropriate for the situation being addressed | ||
5. This change will improve the knowledge and skills of our trainees | 4.5 | 0.7 |
6. This change is tailored to the needs for change within our residency training | 4.1 | 0.9 |
7. This change will be an improvement over our current practices | 4.2 | 1.0 |
Necessity to change | ||
There is a need for change | ||
8. There is a significant difference between the current state and the desired state of residency training | 4.4 | 0.8 |
9. We need to improve our residency training curriculum | 4.2 | 0.7 |
10. A change is needed to improve our residency training curriculum | 4.1 | 0.8 |
Management support and leadership | ||
The educational board (hospital level): | ||
11. Is committed to this change | 4.1 | 1.3 |
12. Provides the time and resources required to implement this change | 4.3 | 1.3 |
Staff culture | ||
Clinical staff members: | ||
13. Feel a sense of personal responsibility to improve training | 4.2 | 0.7 |
14. Cooperate to maintain and improve effectiveness of training | 4.1 | 0.8 |
15. Are willing to innovate and/or experiment to improve training | 4.1 | 0.7 |
16. Are receptive to changes in training methods | 4.1 | 1.0 |
17. Share responsibility for the success of this project | 4.1 | 0.9 |
18. Work together as a team | 4.2 | 0.8 |
19. Discuss this change with trainees in both formal and informal situations | 3.9 | 0.8 |
The formal leader of this innovation in residency training (e.g. the program director): | ||
20. Accepts responsibility for the success of this project | 4.1 | 0.9 |
21. Has the authority to carry out the implementation of this change | 4.4 | 0.8 |
22. Cooperates well with the clinical staff members | 4.4 | 0.8 |
Involvement in this innovation in residency training: | ||
23. Formal educational leaders communicated well with us about the policy towards this change | 4.0 | 0.8 |
24. Information provided about this change is clear | 4.2 | 0.9 |
25. We are sufficiently consulted about the change | 3.9 | 0.9 |
26. We are informed about the reasons for change | 4.0 | 0.9 |
27. Trainees are willing to innovate and/or experiment to improve training | New | New |
28. We have the skills that are needed to implement this change | 4.0 | 1.0 |
Project resources | ||
The following are available to successfully implement this innovation in residency training: | ||
29. Financial resources | 4.1 | 0.9 |
30. Training | 4.3 | 0.8 |
31. Facilities | 4.1 | 0.9 |
32. Staffing | 4.1 | 0.8 |
33. Equipment and materials | 4.0 | 0.8 |
34. Trainee awareness of this change | 4.3 | 0.7 |
35. Incorporation of trainee needs | 4.3 | 0.7 |
36. Evaluation protocol | 4.1 | 0.8 |
Clarity of mission and goals of this innovation in residency training | ||
37. We understand how this change fits in with the desired competences of trainees | 3.9 | 0.9 |
38. This curriculum change has clear goals and objectives | 4.1 | 0.9 |
39. Our duties are clearly related to the goals of this change | 3.9 | 0.9 |
The implementation plan for this innovation in residency training: | ||
40. Identifies specific roles and responsibilities | 4.0 | 0.8 |
41. Clearly describes tasks and timelines | 4.2 | 0.8 |
42. Includes appropriate training | 4.0 | 1.0 |
43. Acknowledges our input and opinions | 4.0 | 1.0 |
44. Includes a plan for improvement based on evaluations | 4.1 | 0.9 |