especially so in the MN health field), would create a critical mass able to translate research findings into clinical interventions, programs and policies that can effectively benefit the population.

The importance of investing in human resources training is communicated by a Peruvian stakeholder who pointed out that the success of epidemiological studies, carried out in several Peruvian cities by the Peruvian Institute of Mental Health, was due, in part, to the development of psychiatry residents\', psychologists\' and other health professionals\' knowledge in epidemiological methods: *\" \[The Institute\] entrusted senior researchers to form and train research groups and work teams. This allowed the capacity strengthening of research groups, which eventually were in charge of supervising the work of new teams needed as the epidemiological studies were taking place in moreprincipals and the directors of the educational region.\"*

### Rewards and incentives

Participants recommended establishing academic rewards and financial incentives for professionals engaging in research and translational work. Simple academic activities such as small within-institution meetings of professionals in all health disciplines, along with university students and faculty members, can serve as reinforcement mechanisms. Research activities and production should be strongly and effectively considered as criteria for academic ranking in residence programs and faculty promotions. In addition, a research-boosting package should include financial incentives for dedicating time to research work. Financial resources move human resources.

The impact of rewarding research production, even in small ways, is described by a Venezuelan researcher: *\"In my institution, we have made some progress in research production, \[\...\] part of it has to do with our