CHWs may operate in the public or private sectors, respond to single or multiple diseases and health issues and show differences in their levels of knowledge and training, their practice settings and remuneration and their relationship with regulatory systems (Bloom et al. 2001).
Indeed, in most low-income settings, the remuneration of health workers is not composed of a single type of payment but includes combinations of payment mechanisms, which differ by source of funding, contract agreements, features such as regularity and inclusion of "deferred" compensation (pensions), and task requirements.
This article first describes the perspectives taken by the existing economics and health system literature on HRH remuneration in low-income settings and then introduces a broader approach to the study of health workers' financial incentive environment which has thus far been little explored.
Though the costs of the specific package of services to be provided by WBOTs is not known, it should be anticipated that these will be higher, since community health workers in South Africa demand substantially higher remunerations compared to other settings [ 54].
SBIRT is often viewed as time- and resource-intensive, especially in traditional care settings with service-based remuneration and limited access to multidisciplinary team members [ 21].
In France, mainly for surgical interventions, under-the-table remuneration is very common in hospital or ambulatory settings [ 56].
The main barriers to optimal management occurred at the health system level: lack of remuneration for diabetes management, lack of coordination between settings and deficient access to services, particularly in the community.
Moreover, the complex remuneration of health workers in many low-income settings presents specific challenges in that multiple payers and lines of accountability exist, with potentially clashing agendas that influence the activities health workers perform.
However, there are also many barriers to delivery in such settings, including lack of time, training, resources and remuneration.
In order to try to address this, Dahrouge et al. [ 37] examined the impact of remuneration and organisational factors on completing preventive activities in primary care settings.
