Remuneration Schemes Research Articles

Analyzing the Impact of Volatile Electricity Prices on Solar Energy Capture Rates in Central Europe: A Comparative Study

Electricity prices have been exceptionally volatile in recent years. In 2022, we witnessed a sharp increase in electricity prices in many countries. Several factors contributed to this, including reduced electricity production by hydropower plants due to climatic conditions and geopolitical situations around the world, amongst other factors. The research presented in this paper aims to analyze electricity price data and determine the parameters CPS (Capacity Payment Scheme) and CRS (Capacity Remuneration Scheme). These parameters are calculated from hourly data on a monthly basis from 2018 to the present. Determining these parameters provides a clearer understanding of the efficiency of utilizing photovoltaic power plants. However, the results indicate that identical CRS values can signify different situations in the electricity market. Given the current support for projects utilizing photovoltaic energy, the research findings may offer insights into the future direction of photovoltaic energy utilization. If CRS and CPS show positive trends (e.g., increasing values), this may suggest that current political measures (subsidies, supports, etc.) are effective. Policymakers could then strengthen or expand these measures. The research outcomes could shape the geopolitical situation in individual states. The research results show how differences in electricity prices in 2022 compared to pre-2022 affected CSP and CRS parameters. The findings also indicate that electricity prices vary across different countries, which naturally impacts the calculation of CPS and CRS. In 2024, a significant decline in CRS was observed across all analyzed countries, which may indicate issues with integrating solar energy into the market, market saturation, or changes in market dynamics.

Towards effective implementation of the energy efficiency first principle: a theory-based classification and analysis of policy instruments

The energy efficiency first (EE1st) principle, embedded in the European Union's (EU) recast Energy Efficiency Directive, aims to prioritise cost-effective energy efficiency solutions over new energy supply infrastructure. These solutions encompass not only end-use energy efficiency, but also, notably, demand-side flexibility. This research bridges the gap between the theoretical underpinnings of the principle and practical policy implementation. Drawing on market failure theory, it identifies an inherent bias in EU energy markets in favour of energy supply infrastructure. By highlighting the correction of market failures – from externalities to transaction costs – through targeted policy instruments, it presents a theoretical policy intervention logic for EE1st. Based on this, it offers a set of twenty-nine established and emerging policy instruments linked to specific market failures, thus providing a systematic roadmap for EE1st application. The study concludes that levelling the playing field between energy efficiency and energy supply requires a broad policy response. This extends beyond traditional energy efficiency policy of standards and public financing, and includes instruments such as electricity market design, remuneration schemes for network operators, and emissions pricing.

A Comparative Perspective on Fee Policies Used in OECD Countries for Financing Higher Education

One of the biggest problems faced by countries globally is the financing of higher education. Especially in the face of increasing demand for higher education and limited public resources, countries are in need of reform in terms of financing higher education. In recent years, there has been a global trend towards the adoption of higher education financing strategies that focus on cost sharing. The purpose of this study is to examine the higher education financing policies of countries with different systems compared to Turkey, to address the financial challenges in Turkish higher education financing, to recognize alternative financing options and to suggest strategies for Türkiye to expand its financing sources. For this reason, the study is “descriptive” and the data on the countries are analyzed by using the “documentary scanning” method. A comparative perspective on higher education financing is presented by analyzing the current higher education financing policies in OECD countries and their current remuneration schemes. The study covers all OECD member countries. As a sample, the current state of financing models and fee structures in seven countries, including the United States, Australia, Germany, the United Kingdom, China, Japan, Russia, the United States, Australia, Germany, the United Kingdom, China, Japan and Russia, each with different higher education finance policies, are presented. In order to improve higher education financing in Türkiye, it is suggested that the “Income- Contingent Loan” method, which is offered to the student on an optional basis in the collection of debts in higher education financing systems, should be implemented as an alternative student borrowing method, even if it is not generally used in every country.

A Groundbreaking Insight Into Primary Care Physiotherapists' Remuneration.

Introduction Physiotherapy in Greece, as part of primary health care (PHC), faces sound imbalances: reduced quality, productivity, and efficiency, along with rather inflexible remuneration schemes. This study is aimed at reporting the attitude and perceptions of Greek PHC physiotherapists towardtheir current remuneration and also at identifying any other preferable remuneration schemes. Methods A stratified proportional sampling study was undertaken, using an anonymous, electronic survey. The participants were 250 self-employed physiotherapists running their business in Central and Eastern Macedonia and Thrace, being also contracted with the National Organisation for Healthcare Provision (EOPYY). The sample size stands for 34% of the population with a circa 5% margin of error. Results Nearly 9/10 physiotherapists (84%) underline that remuneration falls short of their productivity, leading to reduced job satisfaction. Moreover, their remuneration does not motivate them to provide services of higher quality (46%), while 58% of them stated that they are forced to claim informal fees. There is no clear desire regarding the remuneration scheme, but nearly ¼ of physiotherapists revealed their preference for the cost-per-case philosophy combined with co-payments. Conclusion The majority of physiotherapists believe that their current remuneration does not reflect their productivity nor the quality of their services and, therefore, informal payments arise. The preference of physiotherapists lies between cost-per-case fees and patient co-payments, which, however, favors supplier-induced demand and access inequalities, respectively. Hence, policymakers should revise the current remuneration scheme and overcome its deficiencies without creating new ones.

Optimal asset allocation for DC pension subject to allocation and terminal wealth constraints under a remuneration scheme

. We investigate the optimal investment problem faced by a defined contribution (DC) pension fund manager under simultaneous allocation and expected shortfall (ES) constraints. Under a non concave utility, a Value-at-Risk (VaR) constraint does not lead to the full prevention of moral hazard. As a widely employed risk management tool, whether an ES constraint can provide a more effective protection than a VaR constraint has been a focus point of research. We apply a dual control approach and a concavification technique to solve the ES-constrained optimization problem for a DC pension plan under an incentive scheme and derive the closed-form representations of the optimal wealth and portfolio processes. Furthermore, we compare the effect of an ES constraint on the optimal investment behavior with that under a VaR constraint in the presence of an option-like scheme for the DC pension members. Theoretical and numerical results show that for a relatively low protection level, a joint VaR and an ES constraints induce the same structure of the optimal solution, which implies that for a non concave optimization problem, the ES-based risk management has lost its advantage over the VaR-based risk management. Therefore, it needs to design a more efficient risk measure to improve the risk management for a DC pension plan.

An Experimental Analysis of Patient Dumping Under Different Payment Systems

Abstract Physicians behave differently depending on the payment systems, giving rise to several problems such as patient dumping in which patients are refused because of economic or liability reasons. This paper tests whether and to which extent the adoption of either fee-for-service or Salary system induces physicians to practice patient dumping. Through the combination of an artefactual field experiment and a laboratory experiment, we test whether the risk of being sued for having practiced dumping can affect physicians’ behavior. Dumping is more often observed under Salary than under FFS. The introduction of dumping liability only mildly reduced dumping practice, though the provision of services increased. Our findings call for healthcare policy makers looking at the interplay between remuneration schemes and liability risks, and accounting for the trade-off between the reduction of the risk of being sued for patient dumping and the increase of the costs of the provision of medical services.

Paying for forest carbon: Cost‐effectiveness of the Verified Carbon Standard (VCS) remuneration scheme

AbstractForests play an essential role in climate change mitigation by absorbing carbon dioxide from the atmosphere and storing carbon in biomass. Carbon sequestration can be increased by the extension of rotation cycles in existing plantation forests. This study examines the cost‐effectiveness of the remuneration scheme employed by Verified Carbon Standard (VCS), a commonly used carbon accounting method based on the average amount of carbon stored in the forest. We compare the net present value of carbon remuneration under VCS with that of a scheme that remunerates actual carbon storage in each year which we call “current carbon accounting.” We use data for an Acacia mangium plantation in Indonesia where the forestry sector is expected to contribute more than half of the reductions of carbon emissions according to Indonesia's Nationally Determined Contribution (NDC) under the Paris Agreement. For our baseline scenario, we find, first, that the payments needed to incentivise additional carbon storage under VCS are considerably higher than under current carbon accounting. Second, the inefficiency is more pronounced at lower discount rates. Third, recent prices reported for VCS forest credits are not sufficient to incentivise forest managers to lengthen the forest rotation in Indonesian plantation forests.

Auctions for Renewables: Does the Choice of the Remuneration Scheme Matter?

Auctions are increasingly used to support renewable energy sources (RES). The choice of the remuneration scheme is one of the major design challenges policymakers face. This paper analyzes the effects of remuneration schemes on RES auctions’ success in markets with imperfect competition. I develop a game-theoretical auction/operation framework to model the feedback effects between the spot market’s strategic behavior and the auction stage’s bidding behavior. The analysis indicates that policymakers concerned about true-cost bidding, allocative efficiency, spot price, total payments to RES, and non-realization risk may prefer feed-in-tariff (FIT) remuneration. However, feed-in-premium (FIP) remunerations may outperform FIT ones from a social welfare perspective, particularly in markets with dirty technologies at the margin. A machine-learning-based simulation strategy is also presented, indicating that, for an auction for 14 GW of onshore wind in France, FIP auction with a winning incumbent leads to 1.40% higher prices than FIT ones.

The effect of management control system with four lever's of control model and remuneration on employees’ performance: A study at Brawijaya University

Purpose—This study applies contingency theory to examine the effect of the management control system (MCS) and remuneration scheme on Brawijaya University's employees' performance. The MCS in this study is understood following the Four Levers of Control (LOC), which includes belief systems, boundary systems, diagnostic control systems, and interactive control systems. Design/methodology/approach—For this analysis, the data collection method employed in this study was cluster random sampling of all employees except structural officials of Brawijaya University (UB). 355 respondents from Headquarters and 7 Faculties participated in this study. The data were collected, and the technique analysis used was SEM—PLS programs. Findings—Based on the analysis and discussion, the results of this study showed that employees’ performance was positively impacted by the boundary system, diagnostic control system, and remuneration. Employees’ performance could be improved by implementing an effective boundary system and diagnostic control system and providing fair and adequate remuneration. Employees’ performance was unaffected by the belief or interactive control systems. Practical implications—This study's Empirical evidence also showed that beliefs systems and interactive control systems do not affect the performance of UB employees. Originality/value — A management Control System with the LOC model (Simons, 1995) is implemented in private organizations. The researchers want to adopt the LOC model (Simons, 1995) in public organizations at Brawijaya University. This research is able to provide benefits for related officials in Universitas Brawijaya to implement a Management Control System with the LOC model as a means of controlling employee performance. Employees can be motivated to improve their performance with the management control system and the LOC model. Paper type — Case study

Evaluation of sight deposits and central bank digital currency

We provide a market-based evaluation of sight deposits of banks when Central Bank Digital Currency (CBDC) is issued. We investigate the effects of different adoption rates (moderate, large or capped adoption), of different remuneration schemes and of the possibility of a bank-run. We perform the analysis at the aggregate level for the Euro area and the United States. We show that the effect of CBDC on deposit market value is small unless a large adoption rate is considered. The remuneration scheme plays a significant role only in the moderate/capped adoption scenario in relative terms and in a high interest rate environment. Instead, the possibility of a bank-run calibrated on the experience of the Euro area and of Greece during the debt crisis has little effect on the value of deposits even if a CBDC is introduced.

Impact of the New Electricity Remuneration Scheme on the Waste-to-Energy Recovery Activity in Portugal

The remuneration scheme for the electricity produced by Waste-to-Energy (WtE) recovery plants has changed recently in Portugal according to 2020 legislation. The new model, linking the electricity remuneration from WtE plants to the spot electricity prices, is expected to bring greater uncertainty in the waste activity, which is a novelty for the sector. In Portugal, Valorsul is the municipal waste treatment entity responsible for the recovery and treatment of municipal solid waste (MSW) produced in 19 municipalities in the Lisbon area. This paper highlights the impact of the new Portuguese electricity remuneration scheme for electricity from waste on Valorsul’s WtE plant. For this purpose, the new remuneration scheme is modeled and simulated based on electricity spot market price scenarios, which are compared with the base case scenario of the former remuneration scheme. Considering different electricity prices for the electricity produced by the WtE plant, the present study anticipates the consequences of the gate-fee of such regulatory changes. Results show that any price changes in the electricity remuneration scheme are offset by equivalent changes in the waste gate-fee. Consequently, the change in the remuneration of the electricity from the WtE plant is, in fact, neutral for the Valorsul accounts and lower revenues from the electricity generation activity of the WtE will negatively impact the gate-fee prices paid by the waste users.

Digital Health Applications (DiHA): Approaches to develop a reimbursement process for the statutory health insurance in Austria

PurposeTo elaborate a concept for implementing digital health applications (DiHA), including prioritisation criteria (PC) for the Austrian context and an overview of available prioritised DiHAs. MethodsBased on European DiHA-listings and input by Austrian experts, a categorised meta-directory of DiHAs was created. PC were developed to reflect, inter alia, the provisions of the Austrian General Insurance Act, and were applied to the meta-directory to identify DiHAs potentially relevant for the Austrian statutory health insurance. An iterative process with expert involvement was used to tailor an existing reimbursement framework to the Austrian setting. ResultsThe meta-directory comprised 132 DiHAs. Developed PC focused on plausibility (German language) and legal aspects (treatment/monitoring of chronic conditions), while other criteria (e.g. interoperability standards) were considered optional. After applying the PC, 38 DiHAs were potentially relevant in the Austrian setting. Of these, only seven supported current health record integration. Most of the prioritised DiHAs reported on CE marking (29/38) and data protection (35/38), while reporting on risk class (10/38) and technical algorithms (0/38) was sparse. For DiHA reimbursement, a four-step process is proposed: identification (ideally based on needs assessment); filtering based on PC; review of technical, regulatory and evidentiary requirements; and health technology assessment. ConclusionThe proposed concept can offer guidance for policy makers (e.g., on prioritising available DiHAs) and may further foster scientific debate with regard to DiHA implementation. Further discussion on how to fully incorporate regulatory, technical, and evidentiary criteria is needed. Attention should be given to national implementation requirements, re-assessment criteria, and appropriate remuneration schemes.

Increasing capitation in mixed remuneration schemes: Effects on service provision and process quality of care.

Many health systems apply mixed remuneration schemes for general practitioners, but little is known about the effects on service provision of changing the relative mix of fee for services and capitation. We apply difference-in-differences analyses to evaluate a reform that effectively reversed the mix between fee for services and capitation from 80/20 to 20/80 for patients with type 2 diabetes. Our results show reductions in provision of both the contact services that became capitated and in other non-capitated (still-billable) services. Reduced provision also occurred for guideline-recommended process quality services. We find that the effects are mainly driven by patients with co-morbidities and by general practitioners with high income, relatively many diabetes patients, and solo practitioners. Thus, increasing capitation in a mixed remuneration schemes appears to reduce service provision for patients with type 2 diabetes monitored in general practice with a risk of unwanted quality effects.

Correction to: Regulatory Challenges for Energy Infrastructure—Do Electricity Distribution Remuneration Schemes in Europe Promote the Use of Flexibility from Connected Users?

Correction to: Regulatory Challenges for Energy Infrastructure—Do Electricity Distribution Remuneration Schemes in Europe Promote the Use of Flexibility from Connected Users?

Motivational Compensation Design for Surgeon in Neurosurgical Group Services in Surabaya

An effort was made to fulfill one of the citizen's fundamental rights, which was known as the right to acquire health services, and the development of health care was part of that endeavor. In addition, it was an investment made to help promote the growth of the economy and the alleviation of poverty. To improve the general welfare of the community, the Surabaya Neuroscience Institute worked towards implementing various health development initiatives, particularly those linked with neurological conditions. The effectiveness of the Surabaya Neuroscience Institute's staff members was a critical factor in determining its ability to achieve its goals, vision, and mission. In order to reach their full potential, the physicians who worked at the Surabaya Neuroscience Institute needed to maintain a high level of motivation. An effective remuneration scheme will support the motivation of the worker. On the other hand, when it came to the implementation of this compensation scheme, the culture that prevailed in the medical area was quite distinct. In addition to the justice components, the ethical and seniority aspects continued to be very relevant for both the performance of physicians and the remuneration model. The version of physicians at the Surabaya Neuroscience Institute needed to be improved. Thus, this study aimed to develop a motivating compensation system that might do so. In this study, a descriptive qualitative method alongside an in-depth interview was used, and the respondent was chosen using a method known as non-random purposive sampling. A total of six individuals were utilized to represent the population of 19 members at the Surabaya Neuroscience Institute. In light of the findings, an examination of the respondents' points of view revealed that almost all of them believed there was still an issue with the level of motivation exhibited by the physicians working at the SNeI. Concerning the compensation system, the results showed that the design of the financial compensation is deemed suitable. Still, the issue of nonfinancial compensation needs to be studied and improved because it can significantly impact the performance of physicians.

Regulatory Challenges for Energy Infrastructure—Do Electricity Distribution Remuneration Schemes in Europe Promote the Use of Flexibility from Connected Users?

Abstract Purpose of Review The electricity grid is facing important challenges in operation and planning due to the increase in intermittent renewable generation and the penetration of distributed energy resources. This article reviews the remuneration schemes of distribution system operators for fostering flexibility procurement in a representative sample of six selected European countries. Recent Findings Regulatory agencies should incentivize distribution system operators to properly deal with the growing uncertainty and take advantage of flexible resources connected to their grids to minimize the impact on electricity bills that upcoming challenges may have. Summary Most of the reviewed regulatory frameworks still need to evolve towards removing barriers to flexibility services. The necessary steps in the evolution of remuneration schemes for distribution system operators include (i) promoting non-biased cost-efficiency, capital expenditures vs operational expenditures, and (ii) the possibility of flexible planning to deal with uncertainty.

Determinan Kepuasan Kerja Karyawan: Analisis Konseptual

Innovation is becoming even more important as the environment undergoes a change of pace. Most of the best sources of innovation are likely to be ideas created in an organisation, usually by its employees. The result of this could be job dissatisfaction, due to excessive turnover and poor productivity which can have a severe impact on the organisation. Understanding why employees do not feel satisfied with work is very important, since it will help to determine the reasons and areas in which they are unhappy. In order to improve the level of employee satisfaction, change and adaptation of organisational policies, organisation structure and employment patterns may be made by means of this understanding. The three most important factors affecting job satisfaction in the workplace were concentrated on by this study, which are working stress, lack of communication and pay. In general, a factor affecting job satisfaction was considered to be the stress of work. It is more likely that an employee will not feel happy and fulfilled with his job, when stress levels are high. Employees are less satisfied with work as they tend to take part in a lower level of activities when feeling neglected, because communication is lacking or poorly communicated. Moreover, a lack of communication may also lead to confusion between the management and other staff throughout the organisation which could give rise to feelings of frustration or resentment. As employees, and as human beings, they should be treated with respect. A healthy remuneration scheme, where there is scope for bonuses and increases in salary, can contribute to employee satisfaction and organisational retention. Knowing the factors, organisations may be aware of symptoms before they occur and have taken steps to ensure that their employees attain a good level of satisfaction at work. The long-term solution to retention of talent and improved performance and efficiency is job satisfaction, enabling organisations to survive and grow their businesses.

ANALYSIS OF WAGE LEVELS DYNAMICS IN UKRAINE AND THE EU COUNTRIES AS A COMPONENT RESEARCH OF THE LABOUR MARKET CONDITIONS

At the present stage of deepening the processes of Ukraine's European integration, studies of the state and prospects of development of the labour markets of Ukraine and the European Union countries are becoming increasingly relevant, since in recent years, according to some indicators of the labour market functioning, there has been a process of their separation (structural divergence), which has disintegration potential. In particular, one of the structural factors of their divergence is the imbalance in the field of remuneration.The article is devoted to the study and analysis of the dynamics of wages in Ukraine and the European Union as one of the components of the labour market research process. To achieve this goal, the author used a number of general scientific andspecial research methods interrelated and consistently applied in the work: the method of abstraction, theoretical generalisation, analysis and synthesis, induction, graphical and analytical method (graphs of dynamic changes in indicators).Based on a review of the minimum wages in the European Union, it is determined that in 2022 the EU countries will be divided into three groups: with a national minimum wage of more than EUR 1,500 per month; with a national minimum wage above EUR 1,000 but below EUR 1,500 per month; and with a national minimum wage below EUR 1,000 per month.It is established that the EU labour market has gender and cross-country imbalances in remuneration, while the Ukrainian labour market has gender and regional imbalances. It is determined that there are a number of global problems in the labour market. In the area of remuneration, these include low levels of minimum and average wages, excessive differentiation in remuneration in different regions and sectors of the economy, high and growing wage arrears, lack of connection between wages and the level of employee's qualifications and performance, and the existence of shadow remuneration schemes. The labour market conditions in Ukraine are of a falling type, as they are characterised by an excess of demand over supply (a decrease in vacancies and an increase in the number of unemployed) and a decrease in market prices (the real wage index)

GP Recruitment and retention in the Nordic countries

Demographic changes and decentralization of health care provision have led to a higher demand for General Practitioners’ (GP) services. As a result, many countries, including the Nordics, report that recruiting and retaining GPs is increasingly difficult. Coupled with younger GPs increasingly valuing work/life balance, countries are ever more concerned about ensuring a sustainable GP supply going forward. In the Nordics, several policies have been implemented to this effect. The purpose of this article is to develop a theoretical framework for informing such policy choices. Our focus is on remuneration schemes, GPs’ working conditions and practice quality as levers to incentivize effort and to attract GPs. We show that policies that have a positive effect on recruiting and retaining GPs can have a negative effect on the effort GPs exert. Since reduced effort might have a negative effect on the services patients receive, the total effects of the policies are uncertain. We further show that the dominating effect is sensitive to the extent that GPs are altruistic and care for patients’ benefit of treatment, providing important insights for policy makers who want to increase GP supply.

How does the quality of care for type 2 diabetic patients benefit from GPs-nurses' teamwork? A staggered difference-in-differences design based on a French pilot program.

In many countries, policies have explicitly encouraged primary care teams and inter-professional cooperation and skill mix, as a way to improve both productive efficiency gains and quality improvement. France faces barriers to developing team working as well as new and more advanced roles for health care professionals including nurses. We aim to estimate the impact of a national pilot experiment of teamwork between general practitioners (GPs) and advance practitioners nurses (APN)-who substitute and complement GPs-on yearly quality of care process indicators for type two diabetes patients (T2DP). Implemented by a not-for-profit meso-tier organisation and supported by the Ministry of Health, the pilot relied on the voluntary enrolment of newly GPs from 2012 to 2015; the staffing and training of APNs; skill mixing and new remuneration schemes. We use latent-response formulation models, control for endogeneity and selection bias by using controlled before-after and quasi-experimental design combining coarsened exact matching-prior to the treatment, at both GPs (435 treated vs 973 control) and T2DP levels -, with intention to treat (ITT; 18,310 in each group) and per protocol (PP, 2943 in each group) perspectives, as well as difference-in-differences estimates on balanced panel claims data from the National Health Insurance Fund linked to clinical data over the period 2010-2017. We show evidence of a positive and significant positive impact for T2DP followed-up by newly enrolled GPs in the pilot compared to the pretreatment period and the control group. The effect magnitudes were larger for PP than for ITT subsamples.