SMS CONFERENCE 16 AUGUST 2003 PRESENTER: DIKELEDI TSUKUDU

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SMS CONFERENCE 16 AUGUST 2003 PRESENTER
DIKELEDI TSUKUDU

• MITIGATING THE IMPACT OF HIV/AIDS ON THE
  PUBLIC SERVICE

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BACKGROUND

• Minister for Public Service is responsible for
  efficient functioning of the Public Service
• A willing and capable SMS cadre is required to
  support the Minister and government
• For the Public Service to function well, all
  challenges and potential obstacles need to be
  identified and dealt with appropriately.
• The HIV/AIDS epidemic has become a major
  challenge that threatens the ability of the
  Public Service to function efficiently.

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BACKGROUND

• The HIV and AIDS epidemic in RSA has grown from
  below 1 in 1990 to above 20 in just 10yrs
• The biggest challenge is the potential impact the
  epidemic has on the population structure
• By the end of 2001, 4.74million people between 15
  and 45yrs were HIV in RSA
• Projections are that the worst is yet to come

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IMPACT OF HIV/AIDS ON THE WORKPLACE

• HIV/AIDS affects all sectors of society,
  including workplaces.
• The impact the epidemic will have on the
  workplace includes
• recruitment and retention problems,
• decreased productivity,
• increased cost of employee benefits, etc.
• ILO estimates that 15yrs of working life will be
  lost per employee due to AIDS

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IMPACT OF HIV/AIDS ON THE PUBLIC SERVICE

• Responsible for the delivery of services to the
  public
• Growing epidemic increases demand for services
• Increased demand for services requires more
  service providers
• Public Service is the biggest employer in RSA
• Workplace impact will be more devastating
• Recruitment and retention challenges will create
  difficulties in meeting the increased demand for
  services caused by the growing epidemic

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PUBLIC SECTOR RESPONSE TO
HIV/AIDS EPIDEMIC

• 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 impact of HIV/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

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PHASE II POLICY DEVELOPMENT

• Resolution 8 of 2001 of the PSCBC expressed
  support for a comprehensive HIV/AIDS and STD
  workplace programme for the Public Service
• Resolution 8 expressed support for the
  management of HIV/AIDS as part of broader
  wellness management programmes
• This formed the basis for the current policy
  framework for mitigating the impact of the
  HIV/AIDS epidemic on the Public Service

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PHASE II POLICY DEVELOPMENT

• Key elements of policy framework appear on Part
  VI of Chapter 1 of the Public Service
  Regulations, 2001 (Minimum Standards)
• Education, awareness and prevention programme
  integrated with broader programmes that promote
  the health well-being of employees
• Encourage openness, acceptance, care and support
  for HIV-positive employees

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PHASE II POLICY DEVELOPMENT

• Designate a member of the SMS to be the champion
  of this programme
• Allocate adequate resources and form partnerships
• Establish an HIV/AIDS committee for the dept,
  with representation of all stakeholders,
  including union reps
• 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 and post-exposure
  prophylaxis and compensation in terms of the
  COIDA
• 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

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PHASE II POLICY DEVELOPMENT

• HIV testing
• Departments must promote VCT, and wherever
  possible, promote access thereto
• No pre-employment HIV testing unless Labour Court
  authorisation has been obtained
• VCT Vs anonymous, unlinked testing
• Confidentiality
• Monitoring and Evaluation

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PHASE III IMPLEMENTATION

• The Minimum Standards provide a basis for
  departmental workplace programmes
• A Good Practice Manual was developed to 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

• DPSA is presently providing support to national
  and provincial departments
• A communication strategy was developed to
  sensitize departments and individual public
  servants on their roles and responsibilities.
• Posters brochures
• Manual - CD and hard copy
• Public Service Health Channel (healthchannel.dpsa
  .com)
• Workshops Ambush Theater

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CHALLENGES

• HIV/AIDS still seen as a by-the-way issue
• Selection of co-ordinators and SMS reps not given
  adequate consideration
• Insufficient or no resources are allocated for
  departmental programmes
• SMS members ARE NOT committed enough

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WHY SMS INVOLVEMENT?

• Responsible for the efficient functioning of the
  Public Service and must deal with all potential
  obstacles
• Responsible for translating government policies
  into programmes and managing resources allocated
  for these
• Responsible for managing implementation of
  programmes and must deal with issues affecting
  productivity, including the health and wellbeing
  of those we manage
• SMS NOT IMMUNE. DO IT FOR YOURSELF!!!

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WHAT IF SMS DOES NOT DELIVER?

• Supervisor to deal with non-performance as per
  performance management processes
• OPSC ME
• Name and shame non-performers
• Communication strategy ? pressure from
  beneficiaries
• LEGAL AND HUMAN RIGHTS LIABILITIES!!!

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PROGRESS

• Provincial depts less prepared than national
  depts
• Majority of national depts have developed
  policies. Most emphasis on awareness and
  non-discrimination. However -
• many policies are still in draft form
• strategies implementation plans are often
  inadequate
• lines of accountability monitoring of
  implementation are often unclear

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CONCLUSION

• The core business argument does not hold
• SMS has both a duty and a responsibility to get
  involved
• Should not be left to the designated SMS member
  only
• You are just as much at risk. Status is not
  protective and might even be a risk factor!!

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CONCLUSION

• OPENNESS AND SUPPORT DOES MEAN
• I need hugs and kisses
• I have suddenly lost all my intelligence
• Im about to die and do not need to be
  developed or career-pathing
• I need baby-sitting