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					THE AFRICA LOCAL GOVERNMENT ACTION FORUM
         (ALGAF) PHASE IV SESSION II


   LOCAL GOVERNMENT RESPONSES TO HIV/AIDS
     Taking the Lead in Coordination and Action:
              Strategy and Partnerships


                            BY

               THE HARARE CITY TEAM
     (M. Magwenjere, C. Mutiti, P. Samuriwo & P. Majoni)
Leadership and Workplace Policy

INTRODUCTION

• Currently the Harare City Council is guided in
  all its response to HIV/AIDS by the National
  HIV/AIDS Policy of the Republic of Zimbabwe
  (Workplace Policy)
HIV/AIDS TASK TEAM
• An HIV/AIDS TASK TEAM referred to as the Multisectoral
  Provincial AIDS (MPAC) Committee is in place.
• The committee represents the interests of
-   Health care providers
-   Women / men
-   Youths
-   Religious groups
-   AIDS service organizations
-   PLWHA
-   Industry & commerce (business people)
-   Media – Health education
-   Trade Unions
WORKPLACE POLICY SUBTEAM

• Currently there is no Workplace sub-team in Harare
• A suggested workplace sub team might comprise of
  representatives from the following groups
-   Trade Unions
-   PLWHA
-   Health Education Promotion Officers
-   Medical officers
-   Social workers
-   NANGO (Umbrella organization of NGOs).
REPORTING STRUCTURE
(Mayor – Town Clerk)
 Councillors – Ex officio members of DAACs

Assistant Town Clerk (PAC Chairperson)

Director of Health Services, (NAC Board Member)

Chief Health Education Officer (Harare Focal person)

District Health Officer (District Focal person)

District AIDS co-ordinator
DRAFT WORKPLACE POLICY FOR
HARARE CITY COUNCIL
• BACKGROUND
- In Zimbabwe, the HIV/AIDS epidemic continues to cause
  untold suffering to individuals, families and
  communities.
- About 1 in every 4 adult population are infected with
  HIV (25% of adult population) and 1 in 3 pregnant
  women are HIV infected.
- One in every 3 of the HIV positive pregnant women will
  pass on the infection to their babies during pregnancy,
  delivery or through breast feeding.
IMPACT OF HIV/AIDS

•   Absenteeism
•   Ill health
•   Poor work performance
•   High death rates among workers
•   Continued recruitment of workers which is expensive
•   Sick people cannot pay rates, water bills, electricity
•   Poverty
•   Shortage of manpower
•   Unemployment
A WORKPLACE PROGRAMME

• A workplace programme will therefore go a
  long way towards mitigation of HIV/AIDS
  among workers as a strategy for the Local
  Government Authority.
PRINCIPLES

- The principle of consultation with employees and their
  representatives in developing and implementing the
  workplace policy
- The principle of affording the same rights to PLWHA as
  afforded to all other employees supported by the right to
  confidentiality
- Confidentiality regarding a person’s HIV status shall be
  respected
- Discrimination and stigmatization to be avoided
- All workers have the absolute right to accurate
  information, education and communication on
  HIV/AIDS and STIs.
COMMITMENTS

• Harare Local Authority has a duty to provide
  the necessary human and financial resources to
  develop, implement and sustain the workplace
  programme. Budgetary arrangements should
  be spelt out.
• The commitment of the LGA leadership to
  translate the policy into practice is of prime
  importance to the success of the workplace
  programme.
KEY ELEMENTS OF THE PROGRAMME

•  There are three elements of the
   programme
1) Co-ordination and management
2) Prevention
3) Care and support
CO-ORDINATION AND MANAGEMENT
•   Put in place an HIV/AIDS focal person who will be supported by an HIV
    Task team with representation from all LGA departments and mandated
    to report to senior management
•   The focal person is expected to translate workplace HIV/AIDS policy into
    workplace HIV/AIDS programme on assumption of duties.
•   Regular reports on progress within the programme to be made to the
    LGA executive / management committee.
•   LGA leaders expected to demonstrate support for the HIV/AIDS
    programme at every opportunity.
•   Prospective employees will not be denied employment even if they are
    HIV positive.
•   The LGA will conduct a needs assessment on the requirements of the
    employees, implement, monitor, and evaluate the workplace programmes.
•   Skills succession plan should be put in place as part of the human
    resources development.
PREVENTION

• The LGA should ensure that all its employees have access to
  comprehensive and on-going education programmes
  including awareness activities and distribution of small
  media materials
• LGA will train Peer Educators within areas of the
  workplace who will be trained and supported to disseminate
  information on HIV/AIDS
• LGA should provide
-   Free access to condoms for protection against STIs and HIV/AIDS
-   HIV testing and counseling
-   STI management
-   Occupational exposure
CARE AND SUPPORT

• The LGA should commit itself to offering affordable intervention
  and education relating to healthy lifestyles as part of the package
  of health services offered to all employees
• The LGA should endeavour to provide access to counseling for
  infected and affected employees either at work or in conjunction
  with community services.
• The LGA should encourage an employee who is no longer able to
  perform duties as a result of HIV/AIDS to inform his/her
  supervisor
• The LGA will act decisively to prevent discrimination and to
  promote equal rights regardless of HIV status
• HIV positive employees are entitled to the same benefits as
  unifected employees.
DRAFT STRATEGY
VISION

• The Harare City Council will ensure that
  every employee is well informed about
  the HIV/AIDS pandemic for informed
  decision making in an effort to stop the
  spread of HIV/AIDS and to ensure a safe
  and caring environment for those living
  with and affected by HIV/AIDS at work
GOALS

• To ensure that all the Harare LGA
  employees have access to information and
  resources to safe sexual decision
• To create an environment free from
  HIV/AIDS stigma
• To ensure that employees affected by
  HIV/AIDS are well looked after without
  discrimination
OBJECTIVES

• To ensure that Harare LGA employees
  understand the risks of HIV/AIDS and
  the workplace policy.
• To ensure that individual affected by
  HIV/AIDs are aware of their rights and
  services available
• To reduce stigma and discrimination at
  workplace
FRAMEWORK FOR WORKPLACE POLICY IMPLEMENTATION
PRIORITY     Ensure that LGA employees         ACTIVITY II           ACTIVITY         ACTYIVITY IV
AREA I       are informed about HIV / AIDS                           III
             and the Workplace Policy
What         Distribute Policy Documents to    Implement peer        Peer education   Develop and
(Activity)   all employees                     education and         and counseling   distribute
                                               counseling training                    literature and
                                                                                      condoms
Who will     Workplace Policy Sub-Team         Workplace Policy      Peer Educators   Workplace policy
implement                                      Sub-Team                               Sub-team

Who will     LGA staff                         CSO                                    Peer educators
monitor

Budget       To be determined                  To be determined      To be            To be determined
                                                                     determined

Available    Personnel                         Personnel             Personnel        Personnel
funds        Staff time                        Staff time            Staff time       Staff time
                                               Building space        Building space
Additional   To be determined                  To be determined      To be            To be determined
funds                                                                determined
Outputs      Workplace Policies produced and   Workshops             Counseling       Posters leaflets
             distributed                       conducted             sessions         provided
                                                                     conducted
PRIORITY      To provide Care and Support      ACTIVITY II           ACTIVITY         ACTYIVITY IV
AREA II       for Employees with HIV / AIDS                          III

What          Conduct seminars workshops for   Provide access to     Reduce           Provide STI
(Activity)    living positively for all        counseling services   occupational     management
              employees                                              exposure
Who will      Workplace peer educators         Workplace policy      LGA staff        LGA staff
implement     Workplace policy sub-team        sub-team              Workplace        Focal point
Who will      CSO (Drama groups)               Peer educators        Policy sub-
monitor       LGA staff                        Counselors            team

Budget        To be determined                 To be determined      To be            To be determined
                                                                     determined

Available     Staff time                       Staff time            Staff time       Staff time
Funds         Personnel                        Personnel             Personnel        Personnel
              Building Space                   Building Space        Building Space   Building Space
Additional    To be determined                 To be determined      To be            To be determined
Staff funds                                                          determined

Outputs       No of seminars / workshops       No of counseling      Occupational     No of employees
              conducted                        sessions done         exposures        reached
              No of employees reached          No of employees       avoided
                                               reached
PRIORITY     To reduce Stigma and              ACTIVITY II          ACTIVITY     ACTYIVITY IV
AREA III     Discrimination at Workplace                            III

What         Providing employees with          Promotion of equal
(Activity)   information on HIV/AIDS           rights
             through seminars and literature
Who will     PLWHA (willing employees)         LGA Staff
implement    Peer educators / counselors
Who will     Workplace Policy Sub team
monitor



Budget       To be determined                  To be determined     To be        To be determined
                                                                    determined

Available    Personnel                         Personnel
funds        Staff time                        Staff time
             Building Space                    Building space
Additional   To be determined                  To be determined
funds
Outputs      Seminars conducted                Employees given
             Employees reached                 full benefits
THANK YOU

				
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