Staff Recruitment/Maintenance
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The success of an intervention henges on the people involved. As Phase 1 of the implementation process comes to an end, the people who should be working on the project need to be identified and roles assigned. The team will likely be multi-disciplinary, representing different functions and areas across the institution. The people identified do not necessarily need to have all the knowledge or expertise to successfully implement the innovation, but a training plan also be designed to match the needs of the team assembled.
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For this step, the implementation team needs to determine:
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Who will implement the innovation
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Who will support the practitioners who implement the innovation
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If any existing roles need to be realigned or reallocated to ensure adequate support for successful implementation.
Tools to use during the Staff Recruitment/Maintenance phase:
Implementation Team Role
The Implementation Team Role tool describes key members of the “implementation delivery system,” including frontline staff who will implement the evidence-based practice, process, or innovation and the people who will lead and support them. The tool will help implementation teams identify the people who can fulfill these roles and determine if additional implementation support is needed. ​
Who should use the Implementation Team Role?
Every team working on an implementation project, should account for each of the roles and responsibilities outlined in the tool. Whether the team needs spend time officially outline every team member's role depends on the formality of the team structure at individual sites. The more complex the structure, the more important it is to have everyone's role outlined in detail.
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How does the tool help with Implementation?
The Implementation Team Role tool is used in QIF phase 2 (Creating a structure for implementation) step 9: Creating implementation teams. During this step, the implementation team determines 1) who will have organizational responsibility for implementation; 2) who will implement the innovation; 3) who will serve as the support team for frontline staff implementing the innovation; and 4) the roles, processes, and responsibilities of each team member. This tool will also help teams identify if additional implementation support would be helpful. The Implementation Team Role tool can be used in conjunction with the Interactive Systems Framework, Staffing Plan, and Implementation Team Competencies Self-Assessment tools. ​
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Resources recommended:
Time: The time it takes to use this tool largely depends on the level of detail teams supply about roles and responsibilities and how many people are working on the project. Most of this work should be done regardless of whether the team is using the tool to document the process. Time medium resource.
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People: Ideally, most of the people's whose role and responsibilities are outlined should be part of the discussion and planning process. They will also use the tool to begin to organize their work. Personnel medium resource.
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Funding: Personnel time is the only funding resource needed. Funding light resource.
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Implementation Team Roles Tool
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Description of the tool along with its purpose and how it applies to the QIF. The tool itself is a diagram that is further explained by cited research article.
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Staffing Plan
In general, project charters are formal documents outline the work to be done in a project, including the details that define the scope, timeline, and people involved. The project charter allows the team to agree on description and details that will help them start the project on the same page with a coherent plan.
While the typical Anderson Center Project charter asks team leaders to identify team members, the modification goes one step further to prompt the team to think about how the team members’ expertise will intersect with their function on the team.  This tool is designed to be used with the Implementation Team Role tool.
Who should use Project Charter?
Any team starting a project would benefit from filling out a project charter. We recommend all teams using the Implementation Toolkit to fill out the project charter as a part of the preparation stages.
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How does the tool help with Implementation?
Project charters help teams clearly define their project and what they will need from their organization(s) to make it successful, which helps inform most of the implementation process.
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Resources recommended:
Time: The project charter itself should not take too much time to fill out. The conversations and planning that must take place before filling out the charter can be time consuming. The charter helps frame these initial conversations that should be happening with any new project. Time medium resource.
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People: Most of the project charter will be filled out by the central planning team, however they may need input or commitment from a wide range of stakeholders as they fill in the roles and responsibilities section. Personnel light resource.
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Funding: The only cost for the tool itself is the personnel time to fill it out. Funding light resource.
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The original CCHMC Project Charter with the additional outcomes and modified roles section. Each modification is accompanied by a brief description in the document itself.
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Description of how the implementation staffing plan, using the Implementation Team Role tool, is integrated into the roles and responsibilities section of the Project Charter.
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