PORTFOLIO COMMITTEE 20 OCTOBER 2004 MANAGEMENT OF HIV and AIDS IN THE PUBLIC SERVICE.
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Transcript of PORTFOLIO COMMITTEE 20 OCTOBER 2004 MANAGEMENT OF HIV and AIDS IN THE PUBLIC SERVICE.
PORTFOLIO COMMITTEE 20 OCTOBER 2004
MANAGEMENT OF HIV and AIDS IN THE PUBLIC SERVICE
2
PRESENTATION OVERVIEW
What is the potential impact of HIV and AIDS on the Public Service?
How are we responding to this?
What can we do to improve this response?
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POTENTIAL IMPACT OF HIV and AIDS ON THE PUBLIC SERVICE
Public Service responsible for the delivery of services to the public Growing epidemic means increased demand for services
(Health, Social Services etc)
Public Service is the biggest employer in RSA, and is anticipating facing the following: Recruitment challenges Retention problems Escalating employee benefits costs Difficulty in meeting the increased demand for services
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PUBLIC SECTOR RESPONSE Based on the country’s HIV and AIDS Strategic Plan -
Impact and Action Project launched in January 2000
Purpose: to mitigate the impact of HIV and AIDS on the Public Service
3 Phases Phase I: Impact assessment Phase II: Policy and legislative review and revision Phase III: Implementation
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PHASE I: IMPACT ASSESSMENT
The Public Service consists of around 130 departments employing ±1,1 million employees.
Around 70% of these employees are employed by the provincial departments
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The impact of HIV and AIDS on various sectors and departments will differ based on the risk profiles of their workforce
All workplaces already having high workloads & over-extended capacity will be particularly vulnerable e.g. Remote areas & disadvantaged communities Functions that rely on scarce skills
PHASE I: IMPACT ASSESSMENT
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Policy & legislation review to - identify key principles upon which workplace
programmes should be based analyze existing legal framework of Public Service to
assess the extent to which this supports/contradicts the key principles
Key conclusion: Although legal framework doesn’t expressly violate any of these principles, also doesn’t provide an enabling environment
Hence a policy framework should be developed
PHASE II: POLICY REVIEW
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PHASE II: POLICY DEVELOPMENT
Public Service Regulations, 2001 amended to incorporate minimum standards on HIV and AIDS (Part VI of Chapter 1)
Mandatory guidelines to Heads of Departments on minimum requirements for managing HIV and AIDS in the workplace
Provides a basis for departmental workplace programmes
Now broadening to a comprehensive Health and Wellness focus
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PHASE II: POLICY DEVELOPMENT
Health Promotion Programmes
Introduce education, awareness and prevention programmes focusing on HIV and AIDS and other STIs to employees, where possible to families.
This programme is preferably to be integrated with broader programmes that promote the health & well-being of employees (e.g. EAP)
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PHASE II: POLICY DEVELOPMENT
Create mechanisms to encourage openness, acceptance, care and support for HIV-positive employees
Designate a senior manager(e.g HR) skills, seniority and support to champion the implementation of the minimum standards – accountable by means of performance agreement
Allocate adequate human and financial resources and form partnerships
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PHASE II: POLICY DEVELOPMENT
Establish an HIV and AIDS committee for the dept, with representation of relevant stakeholders
Ensure that the programme includes an effective internal communication strategy
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PHASE II: POLICY DEVELOPMENT
Occupational exposure Depts to identify units or employees at high risk of
contracting HIV & related life threatening diseases and take reasonable steps to reduce risk
Facilitate access to VCT (HIV & related diseases) and post-exposure prophylaxis
Assist employees to access compensation - Compensation for Occupational Injuries and Disease Act, 1993
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PHASE II: POLICY DEVELOPMENT
Non-discrimination
Policies and practices not to discriminate against employees on their HIV status or perceived HIV status
Take active steps to promote non-discrimination and protect HIV- positive employees from discrimination
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PHASE II: POLICY DEVELOPMENT
HIV testing
No pre-employment HIV testing unless Labour Court authorization has been obtained
Departments must promote VCT, and wherever possible, promote access thereto
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PHASE II: POLICY DEVELOPMENT
Confidentiality
All employees must treat information on an employee’s HIV status as confidential and not disclose this without the employee’s consent
Monitoring and Evaluation Introduce measures for monitoring policy
implementation and evaluating the impact of the programme on employees.
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PHASE II: POLICY DEVELOPMENT
Good Practice Manual was developed to complement the Regulations and serve as a guide for departments to develop workplace policies and programmes
The regulations indicate what departments have to do
and the Manual how
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PHASE III: IMPLEMENTATION
A three year strategy developed that focuses on supporting departments as they develop and implement their own programmes
Strategic focal areas: Institution building Consultation and co-ordination mechanisms Facilitating Policy Implementation Monitoring and Evaluation
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PHASE III: IMPLEMENTATION
Project team employed full-time on the project. - Team lead by a Senior Manager, supported by Project Manager, Employment Practice Specialist, Project Assistant, an administrator and two interns
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PHASE III: IMPLEMENTATION
Strengthen systems for consultation & co-ordination
Strengthening of the National Interdepartmental
Committee on HIV and AIDS (IDC)
Establishing/ Strengthening of Provincial IDCs
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PHASE III: IMPLEMENTATION
Increase capacity of the Public Service to implement the HIV and AIDS Policy guidelines Capacity audit commissioned
Develop and distribute well-documented good practices from the Public Service
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PHASE III: IMPLEMENTATION
Sustain and expand the Communication Strategy - to sensitize departments and individual public servants on their roles and responsibilities & to communicate the policy framework and systems that have been put in place
Website developed for departments to access information and share best practice (www.dpsa.gov.za)
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PHASE III: IMPLEMENTATION
Guidelines developed on integrated HR planning since DPSA studies have shown that this is a critical weakness in the Public Service - have been made available to departments
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CHALLENGES
Specific concerns: Lack of integration of HIV and AIDS policies &
programmes into broader wellness initiatives & HR practices
Major problems are being experienced around stigma - hence employees are reluctant to disclose their status & seek help
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CHALLENGES
Most programmes focus on awareness & prevention, with few focusing on sustaining service delivery – e.g strategies for replacement of skills often inadequate
Taking the programme to where people are is our major concern
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WAY FORWARD
Broadening our focus from HIV and AIDS to adopt a comprehensive approach of Employee Health and Wellness to enable departments to deal with the challenges the HIV and AIDS epidemic present.
The comprehensive approach should assist in dealing with some of the challenges experienced including stigma and discrimination
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WAY FORWARD
Assisting departments in strengthening their internal capacity and sustaining their programmes
Develop and implement a monitoring & evaluation framework in consultation with OPSC and relevant structures
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WAY FORWARD
The Medical Assistance Restructuring Programme will ensure that all employees have access to a reasonable level of health care -includes a comprehensive HIV and AIDS disease management programme
Draft new policy on incapacity management developed and being tested - provides for better health risk management and return-to-work strategies in the face of the HIV and AIDS epidemic