Measures of Organizational Readiness (2005)
This http://www.nri-inc.org/reports_pubs/2005/EBPMeasuresOrgReadiness2005.pdf, developed by the National Association of State Mental Health Program Directors (NASMHPD) Research Institute, reviews measurement instruments that can be used to assess the readiness of organizations to implement EBIs.
Dimensions of Organizational Readiness (Hoagwood, 2003)
The Dimensions of Organizational Readiness (DOOR) instrument was developed as a state planning tool designed to identify stakeholder beliefs and attitudes about organizational processes. This instrument incorporates six domains, including invention characteristics, practitioner characteristics, client characteristics, service delivery characteristics, service agency characteristics, and service system characteristics.
General Organizational Index (GOI) (Lynne, Finnerty, & Boyle, 2005)
The GOI instrument measures a set of organizational characteristics related to the capacity of organizations to implement and sustain EBIs. It incorporates the following domains: program philosophy, eligibility/client identification, penetration, assessment, individualized treatment plan, individualized treatment, training, and supervision. The GOI score sheet and protocol can be found on pages 57–72 of the SAMHSA document, http://store.samhsa.gov/shin/content/SMA08-4345/EvaluatingYourProgram-AC...
Organizational Climate Measure (OCM) (Patterson, et al., 2005)
The OCM instrument was developed to assess aspects of organizational climate that affect the effectiveness of organizations. The instrument incorporates the following constructs: acceptance of new ideas, ability to respond to change, identification of need for change, flexibility in responding to changes needed in procedures, support in developing new ideas, and orientation to improvement and innovation.
Organizational Readiness for Implementing Change (ORIC) (Shea et al., 2014)
The ORIC measure was developed to assess organizational readiness for change in health care settings. The measure includes two facets, change commitment (i.e., organizational members’ shared resolve to implement and change) and change efficacy (i.e., organizational members’ shared belief in their collective capability to implement a change).