“…• Increase resources and budget reallocations to HCWs [52,62] • Financial incentives, such as salary adjustment, extra hours, special bonuses and others [42, 44, • Supervision assurance to reinforce skills acquired to provide care beyond usual professional skills [99] • Support from professional associations in training the HCWF [39] • Review of national guidelines and development of training according to current evidence [40,45,77] Optimizing roles • Expansion of scope of practice [42,59,70,81] • Shift in responsibilities and relocation to face shortage skills [54,78,80,99] • Availability of personnel for dedicated hotlines, apps and telemedicine [34,43] • Redistribution of tasks among HCWF to take advantage of scope of available skills [34, Fast track legislation and intersectoral collaborations to increase availability [47,52,55,73,86] Financial strategies to respond to COVID-19 such as allocation of nancial resources, recovery plan and adjustment to ensure availability of funds to pay for COVID-19 services [42,54,59,66,69,79,81,82] Improving HCWF information systems • Health information system to planning tools to rapidly assess workforce requirements such as monitoring reporting absence system [60]…”