The updated CFIR Constructs & Definitions table is also available in Excel.
The group that developed and/or visibly sponsored use of the innovation is reputable, credible, and/or trustable.
The innovation has robust evidence supporting its effectiveness.
The innovation is better than other available innovations or current practice.
The innovation can be modified, tailored, or refined to fit local context or needs.
The innovation can be tested or piloted on a small scale and undone.
The innovation is complicated, which may be reflected by its scope and/or the nature and number of connections and steps.
The innovation is well designed and packaged, including how it is assembled, bundled, and presented.
The innovation purchase and operating costs are affordable.
Large-scale and/or unanticipated events disrupt implementation and/or delivery of the innovation.
Sociocultural values (e.g., shared responsibility in helping recipients) and beliefs (e.g., convictions about the worthiness of recipients) encourage the Outer Setting to support implementation and/or delivery of the innovation.
Economic, environmental, political, and/or technological conditions enable the Outer Setting to support implementation and/or delivery of the innovation.
The Inner Setting is networked with external entities, including referral networks, academic affiliations, and professional organization networks.
Legislation, regulations, professional group guidelines and recommendations, or accreditation standards support implementation and/or delivery of the innovation.
Funding from external entities (e.g., grants, reimbursement) is available to implement and/or deliver the innovation.
External pressures drive implementation and/or delivery of the innovation. Note: Use this construct to capture themes related to External Pressures that are not included in the subconstructs below.
Mass media campaigns, advocacy groups, or social movements or protests drive implementation and/or delivery of the innovation.
Competing with and/or imitating peer entities drives implementation and/or delivery of the innovation.
Quality or benchmarking metrics or established service goals drive implementation and/or delivery of the innovation.
Note: Constructs A-D exist in the Inner Setting regardless of implementation and/or delivery of the innovation, i.e., they are persistent general characteristics of the Inner Setting
Infrastructure components support functional performance of the Inner Setting. Note: Use this construct to capture themes related to Structural Characteristics that are not included in the subconstructs below.
Layout and configuration of space and other tangible material features support functional performance of the Inner Setting.
Technological systems for tele-communication, electronic documentation, and data storage, management, reporting, and analysis support functional performance of the Inner Setting.
Organization of tasks and responsibilities within and between individuals and teams, and general staffing levels, support functional performance of the Inner Setting.
There are high quality formal and informal relationships, networks, and teams within and across Inner Setting boundaries (e.g., structural, professional).
There are high quality formal and informal information sharing practices within and across Inner Setting boundaries (e.g., structural, professional).
There are shared values, beliefs, and norms across the Inner Setting. Note: Use this construct to capture themes related to Culture that are not included in the subconstructs below.
There are shared values, beliefs, and norms about the inherent equal worth and value of all human beings.
There are shared values, beliefs, and norms around caring, supporting, and addressing the needs and welfare of recipients.
There are shared values, beliefs, and norms around caring, supporting, and addressing the needs and welfare of deliverers.
There are shared values, beliefs, and norms around psychological safety, continual improvement, and using data to inform practice.
Note: Constructs E-K are specific to the implementation and/or delivery of the innovation.
The current situation is intolerable and needs to change.
The innovation fits with workflows, systems, and processes.
Implementing and delivering the innovation is important compared to other initiatives.
Tangible and/or intangible incentives and rewards and/or disincentives and punishments support implementation and delivery of the innovation.
Implementing and delivering the innovation is in line with the overarching commitment, purpose, or goals in the Inner Setting.
Resources are available to implement and deliver the innovation. Note: Use this construct to capture themes related to Available Resources that are not included in the subconstructs below.
Funding is available to implement and deliver the innovation.
Physical space is available to implement and deliver the innovation.
Supplies are available to implement and deliver the innovation.
Guidance and/or training is accessible to implement and deliver the innovation.
Individuals with a high level of authority, including key decision-makers, executive leaders, or directors.
Individuals with a moderate level of authority, including leaders supervised by a high-level leader and who supervise others.
Individuals with informal influence on the attitudes and behaviors of others.
Individuals with subject matter expertise who assist, coach, or support implementation.
Individuals who lead efforts to implement the innovation.
Individuals who collaborate with and support the Implementation Leads to implement the innovation, ideally including Innovation Deliverers and Recipients.
Individuals who support the Implementation Leads and/or Implementation Team Members to implement the innovation.
Individuals who are directly or indirectly delivering the innovation.
Individuals who are directly or indirectly receiving the innovation.
The individual(s) has deficits related to survival, well-being, or personal fulfillment, which will be addressed by implementation and/or delivery of the innovation.
The individual(s) has interpersonal competence, knowledge, and skills to fulfill Role.
The individual(s) has availability, scope, and power to fulfill Role.
The individual(s) is committed to fulfilling Role.
Join together, intentionally coordinating and collaborating on interdependent tasks, to implement the innovation.
Collect information about priorities, preferences, and needs of people. Note: Use this construct to capture themes related to Assessing Needs that are not included in the subconstructs below.
Collect information about the priorities, preferences, and needs of deliverers to guide implementation and delivery of the innovation.
Collect information about the priorities, preferences, and needs of recipients to guide implementation and delivery of the innovation.
Collect information to identify and appraise barriers and facilitators to implementation and delivery of the innovation.
Identify roles and responsibilities, outline specific steps and milestones, and define goals and measures for implementation success in advance.
Choose and operationalize implementation strategies to address barriers, leverage facilitators, and fit context.
Attract and encourage participation in implementation and/or the innovation. Note: Use this construct to capture themes related to Engaging that are not included in the subconstructs below.
Attract and encourage deliverers to serve on the implementation team and/or to deliver the innovation.
Attract and encourage recipients to serve on the implementation team and/or participate in the innovation.
Implement in small steps, tests, or cycles of change to trial and cumulatively optimize delivery of the innovation.
Collect and discuss quantitative and qualitative information about the success of implementation and the innovation. Note: Use this construct to capture themes related to Reflecting & Evaluating that are not included in the subconstructs below.
Collect and discuss quantitative and qualitive information about the success of implementation.
Collect and discuss quantitative and qualitative information about the success of the innovation.
Modify the innovation and/or the Inner Setting for optimal fit and integration into work processes.
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