# data[].attributes.body
What are the components of succession planning that should be prioritized?

Strategies for measuring competency of trainers?

How to stay financially viable with a succession plan?

# data[].attributes.body
What are the components of succession planning that should be prioritized?

Strategies for measuring competency of trainers?

How to stay financially viable with a succession plan?

# data[].attributes.body
How to adopt in a financially viable way?

Consumer base characteristics that are most important for EBP adoption?

Onboarding concerns–options for maximizing EBP training +addressing turnover post-grant?

# data[].attributes.body
What are the components of succession planning that should be prioritized?

Strategies for measuring competency of trainers?

How to stay financially viable with a succession plan?

# data[].attributes.body
What are the components of succession planning that should be prioritized?

Strategies for measuring competency of trainers?

How to stay financially viable with a succession plan?

# data[].attributes.body
What are the components of succession planning that should be prioritized?

Strategies for measuring competency of trainers?

How to stay financially viable with a succession plan?

# data[].attributes.body
How to adopt in a financially viable way?

Consumer base characteristics that are most important for EBP adoption?

Onboarding concerns–options for maximizing EBP training +addressing turnover post-grant?

# data[].attributes.body
How to adopt in a financially viable way?

Consumer base characteristics that are most important for EBP adoption?

Onboarding concerns–options for maximizing EBP training +addressing turnover post-grant?

# data[].attributes.body
How to adopt in a financially viable way?

Consumer base characteristics that are most important for EBP adoption?

Onboarding concerns–options for maximizing EBP training +addressing turnover post-grant?

# data[].attributes.body
How to adopt in a financially viable way?

Consumer base characteristics that are most important for EBP adoption?

Onboarding concerns–options for maximizing EBP training +addressing turnover post-grant?

# data[].attributes.body
Marla - when we train providers, they often take the EBP with them...so have to think about succession planning

Laura - thinking about succession planning a lot - Core Curriculum. Have to think about both treatment sustainment and organizational sustainment. If you don't have internal succession planning, the trainees may not be there to continue doing the work.

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Developer: Ways Intervention Can Still Get the Outcomes that Benefit Families

# data[].attributes.subject
Developer: Ways Intervention Can Still Get the Outcomes that Benefit Families

# data[].attributes.body
-Ensure and put into place something that is feasible for others to follow through with (and not fitting for one setting)

-Dove tails with fidelity modeling

# data[].attributes.body
-Succession and sustainability planning feel like connected but different pieces.

-Discussion of overlap areas (finances, checkpoints, fidelity checks, adherence "gates" inclusion that need to be included so that dissemination reflects what was developed)

-Fidelity is a strong word depending where you come from

-the who and financial part impacts developers and providers

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-Some have looked at outcomes as fidelity measure

-This is a struggle.

-What are the essential ingredients? And how do you know?

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New Mexico is subsidizing time for training in EBPs and then being trained allows for higher reimbursement rates.

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How do you build in at every level? Individual employee plans.

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-Are there ways that developers need something that they make money off of in a reasonable way for the long-term

-From providers, how do we move beyond grant-funding only (if I have a choice on long-term investment, what do I choose. Do we have internal way to maintain standard for ROI and continue to maintain implementation with fidelity)

-Differential payment based on EBP intensity could be a consideration

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Begin all discussions about initial exploration and readiness with a focus on the sustainment of the EBP

# data[].attributes.body
Important for leaders to understand at not just a model level, but need to understand at the level of a tool. Example - How does TF-CBT help you as an organizational leader? (Jon Ebert)

# data[].attributes.body
"How does [EBP] help you as a leader?" Try to personalize the approaches so that leaders see ongoing value.

Making the EBP relevant at all levels of the org. Need internal structures AND culture.

# data[].attributes.body
Financial viability. National certification v. local trainer/supervisor and how do you sustain with students being trained.

# data[].attributes.body
-Sustainability--as developer thinks about someone getting trained and how they sustain over time (consider additional training, managing staff turnover, etc.)

-Succession--when developers retire and TTT ends--can't have trainer in every agency or else risk fidelity--when developers leave who will be in charge (which is separate from the agency side)

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Just because we've got workforce shortages and pipeline development challenges, how do we still keep our eye on how we sustain? Need larger strategies. Need to be thinking more broadly.

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-assessing competency - difficult to do this for a range of families

-Cross-walked training with compliance endorsed. Don't require staff to be endorsed.

-What can you cut to be more competitive? How will you know the impact of this?

-Require all supervisors to participate in supervision with developer organization

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-never thought about word succession

-if implementers in state go away (they are the ones who support sustainability) then their is a risk for sustainability of dissemination

-currently trainers and implementers work together, but there is no differential pay for trainers, so high risk of sustainability--haven't had the financial incentives/support

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What is this EBP appropriate for? For whom? How many? Whatever you're putting in place serves a large amount of people as part of sustainment.

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How do you pass down the team approach as new people come in and don't have the same level of consultation?

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Developer: How long or deep to continue supervision?

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Developer: How long or deep to continue supervision?

# data[].attributes.body
-Strain with trainers and providing services to families

-Welcome to continue ongoing supervision or consultation - check in to see if they are getting what they need from their internal supervisors.

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Jen: From an equity perspective -- who are we not serving and who do we need as providers (or as EBPs) to do that -- and then to sustain it?

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-would focus just on models that had sustainability in mind, and then try to plant the trainers throughout--they are large enough for a training department--that department was viewed as holder of all the training and quality control--but tried to spread out throughout programs and do shared legacy planning--has trainer or champions that do tape review before training; have supportive consultation; documentation management for certification; tracking recredential process

-infrastructure matters!

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Overall -- would be helpful to have picture of the MAP process first and then to invite people to take their own frames into the model as a way to understand it more concretely

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-Parent/Child Interaction - dyadic assessments coming back that there is no problem -so why are we there. We need to observe in a curious manner.

-Brave enough when their are concerns.