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Barbara_Meier's_KZN_Wildlife.ppt

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					   HIV/AIDS AND THE
    ENVIRONMENT :
WHAT ARE THE LINKAGES?


     IMPACTS ON
CONSERVATION CAPACITY


   AN INSTITUTIONAL
     PERSPECTIVE
     EZEMVELO KZN WILDLIFE
                FORMAT

• Who are KZN Wildlife? Background
  Information

• The Challenge?
• The Impacts
• What Has Been Done To Date
• The Road Ahead
EZEMVELO KZN WILDLIFE
    WHO ARE WE?
            • Parastatal
            • Part of Dept. of
              Environment and
              Agriculture
            • Responsible for
              Biodiversity
              Conservation in
              KwaZulu Natal
            • Receive a subsidy
              for Conservation
              Activities only
            • Balance of funding
              has to be raised or
              generated via
              Ecotourism activities
   EZEMVELO KZN WILDLIFE
        CORE FUNCTIONS

       Biodiversity Conservation
   (incorporating Scientific Services)

       Conservation Partnerships

              Ecotourism

Supported by a range of Support Services
      such as Human Resources, IT,
     Technical Services, Finance and
              Internal Audit
      EZEMVELO KZN WILDLIFE
    BACKGROUND INFORMATION

• 4 International Borders:
   • Mozambique
   • Swaziland
   • Lesotho
   • Coastline from Mozambique to E. Cape
• 96 protected areas in KwaZulu-Natal which
  represents 8% of land of the Province
• 86% of these protected areas have
  significant biodiversity value
      EZEMVELO KZN WILDLIFE
    BACKGROUND INFORMATION


2 World Heritage Sites:
• Greater    St    Lucia   Wetland   Park
  (324,441 ha)
• uKhahlamba         Drakensberg     Park
  (242,813 ha)
      EZEMVELO KZN WILDLIFE
   BACKGROUND INFORMATION
6 RAMSAR sites:
• Ndumo (10,117ha);
• Greater St. Lucia Wetland Park which
  includes the 3 listed sites of the St. Lucia
  System, the Kosi Lakes System and Lake
  Sibaya (240,421 ha);
• Maputaland         Beaches   and      Reefs
  (84,020 ha), and
• uKhahlamba           Drakensberg       Park
  (242,813 ha)
    EZEMVELO KZN WILDLIFE
  BACKGROUND INFORMATION


  Of great significance is that most of the
 protected areas are concentrated in rural
areas of the Province where poverty levels
are high and where there is limited access
   to public facilities such as clinics and
                   hospitals
        EZEMVELO KZN WILDLIFE
             THE CHALLENGE?
• Annual Death Rate is increasing
 YEAR        DEATHS    %      DISABILITY    %
 1999/2000     10     0.26%       0        0.00%
 2000/2001     67     1.87%       3        0.08%
 2001/2002     66     2.10%      13        0.41%
 2002/2003     57     1.96%      16        0.55%
• 97% of deaths are health-related
• 95% of deceased are black males between
  25 and 40 years of age
• Emerging trend – increased number of
  deaths of black females in same category
      EZEMVELO KZN WILDLIFE
      IMPACT ON CORE FUNCTIONS

             CONSERVATION

• Compromised operational effectiveness
  of labour intensive    law     enforcement
  component
• Increased absenteeism and turnover
• Loss of productivity
• Loss of institutional memory
• Loss of natural resources
      EZEMVELO KZN WILDLIFE
     IMPACT ON CORE FUNCTIONS

    CONSERVATION PARTNERSHIPS
• Risk of losing donor funding
• Loss of continuity in partnerships which
  may have taken years to establish
• Loss of indigenous knowledge systems
  re: traditional natural resource and land
  use management
• Potential loss of jobs in Partnerships
  function
• Increased land claims
      EZEMVELO KZN WILDLIFE
     IMPACT ON CORE FUNCTIONS

              ECOTOURISM

• Diminished domestic disposable income
  affects occupancy rates
• Customers react badly to being served by
  visibly sick employees
• Increased absenteeism and turnover
• Compromised customer service
      EZEMVELO KZN WILDLIFE
    IMPACT ON SUPPORT FUNCTIONS

•    Diminished operational effectiveness
•    Increased    administration  directly
     related    to   increased     claims
     experience on benefits funds
•    Decreased     return    on     training
     investment
•    Increased demand       for   Employee
     Assistance (EAP)
•    Increased    political   and    social
     pressure from principals
  WHAT HAS BEEN DONE TO DATE
    ORGANISATIONAL VISIBILITY
• HIV/AIDS is included as a separate line item in the
  organisation’s Strategic Plan with specific Key
  Performance Areas, Key Performance Indicators,
  Deliverables and Measurables. This Strategic Plan
  is tabled annually at Provincial Level to the
  Portfolio Committee and the Public Finance
  Committee.
• We have, for the first time, managed to ring-fence
  funding for the specific purpose of improving our
  HIV/AIDS programme.
• An HIV/AIDS Committee has been established at
  which both management and organised labour are
  represented, and who have been involved in the
  development of the organisation’s AIDS policy.
  WHAT HAS BEEN DONE TO DATE
       BENEFIT FUNDS STRUCTURES
• One of our four retirement funds has removed the 3
  to 6-month exclusion clause for all permanently
  and totally disabled employees where employees
  have a CD4 count of 200 or lower.
• The benefits structures of our retirement funds are
  being reviewed and options to either cap benefits
  or to introduce member-level choice are being
  considered.
• Organisation has agreed to compulsory medical
  aid membership w.e.f. April 2003
• Recent negotiations with one of our 3 medical aid
  schemes has resulted in all expenses incurred at
  State Hospitals including ART being covered.
  Negotiations with the other 2 schemes are ongoing.
  WHAT HAS BEEN DONE TO DATE
                   PROGRAMS

• 3 Occupational Health Nurses (OHN’s) have been
  employed who either have pharmacological post-
  graduate degrees together with a Social Worker
  who provides an in-house counselling service.
• Registration of 3 regional clinics which will co-
  ordinate the purchase (at cost) and prescription of
  drugs and supplements for the benefit of
  employees to improve quality of life as well as life
  expectancy.
• Conducting medicals necessary for the processing
  of disability claims. (The number of admitted
  claims has begun to decline as claims experience
  increases and requirements for admission become
  more stringent.)
 WHAT HAS BEEN DONE TO DATE
                PROGRAMS

PROGRAMME    Wellness Management : Medical
OBJECTIVES   To enable terminally ill employees to
             continue      working     productively
             longer than they would have without
             intervention;
             To assist with early detection of
             STI’s, HIV/AIDS and opportunistic
             infections, and
             To establish the baseline medical
             status of employees.
FREQUENCY    Upon request and/or referral
                                        Continued . . .
 WHAT HAS BEEN DONE TO DATE
                PROGRAMS

PROGRAMME    Peer Educator Training
OBJECTIVES   To provide a support structure for
             infected and affected employees
             To provide support for professional
             staff to ensure sustainability of the
             educative programs
FREQUENCY    First intake of 75 employees being
             trained.      Next intake to be
             determined after a period of
             monitoring and evaluation of the
             intervention’s performance.
                                       Continued . . .
 WHAT HAS BEEN DONE TO DATE
                PROGRAMS

PROGRAMME    Basic Education Programme
OBJECTIVES   To prevent the spread of STI’s and
             HIV/AIDS, and
             To prevent unfair discrimination
             against People Living With Aids
             (PLWA)
FREQUENCY    Ongoing basis as      per    OHN’s
             visitation schedule
             As and when necessary by Peer
             Educators on-site

                                     Continued . . .
 WHAT HAS BEEN DONE TO DATE
                PROGRAMS

PROGRAMME    Basic Information Programme
OBJECTIVES   To communicate        the    rights     of
             infected persons,
             To provide information on services
             both within and outside the
             workplace, and
             To provide a referral service.
FREQUENCY    Ongoing basis as            per   OHN’s
             visitation schedule
             As and when necessary by Peer
             Educators on-site
                                          Continued . . .
 WHAT HAS BEEN DONE TO DATE
                PROGRAMS

PROGRAMME    Condom Distribution Program
OBJECTIVES   To provide both male and female
             condoms, making them freely and
             readily available in the workplace,
             and
             To provide education on the correct
             way to use condoms.
FREQUENCY    Ongoing basis as       per    OHN’s
             visitation schedule
             As and when necessary by Peer
             Educators on-site
                                     Continued . . .
 WHAT HAS BEEN DONE TO DATE
                PROGRAMS

PROGRAMME    Voluntary Testing
OBJECTIVES   To provide for early detection and
             management      of    opportunistic
             infections;
             To      prevent      mother-to-child
             transmission;
             To encourage those that are negative
             to remain negative and those that
             are positive to adopt a healthy
             lifestyle
FREQUENCY    Upon request and/or referral
                                       Continued . . .
 WHAT HAS BEEN DONE TO DATE
                PROGRAMS

PROGRAMME    Voluntary Counselling
OBJECTIVES   To   provide     counselling    for
             employees for testing purposes and
             on an ongoing basis to provide
             support;
             To assist with Estate Planning, i.e.
             drafting wills, provision for orphans
             and financial planning, and
             To assist with the organisation’s
             long-term manpower planning.
FREQUENCY    Upon request and/or referral
                                       Continued . . .
             THE ROAD AHEAD
              PARTNERSHIPS!
• The commencement of an Impact Assessment
  Analysis and KAP survey in partnership with
  HEARD at the University of Natal. Funding for this
  project has been made available by USAID.
• OHN’s continue to access rural hospitals and
  clinics to assess their service and diagnostic
  capabilities so as to form partnerships with them in
  the care of employees.
• Forging   partnerships with other provincial
  departments such as the Provincial Aids Action
  Unit in order to maximise logistical efficiency of
  programmes being rolled out to rural areas.
             THE ROAD AHEAD
              PARTNERSHIPS!
• Exploring ways in which our distribution network
  and infrastructure could be used for the benefit of
  NGO’s, CBO’s and other agencies as well as for our
  own employees e.g. E-Pap.
• The recruitment of a Traditional Medicine Co-
  ordinator whose purpose it will be to co-ordinate
  the organisation’s contribution to the development
  and implementation of a medium- to long-term
  provincial strategic approach to conserve
  medicinal plant and animal species and the
  systems in which they occur, while capacitating
  those who use the resources.
             THE ROAD AHEAD
              PARTNERSHIPS!
• Adding our voice to groups lobbying for the
  inclusion of HIV/AIDS as a module for            all
  Environmental Sciences diplomas/degrees.
• Profile and review all staff accommodation
  provided for staff required to live within protected
  areas, review access for family visitation purposes,
  and securing funding for necessary alterations.
           THE ROAD AHEAD



  The battle against HIV and AIDS will
only be won by millions of initiatives at
 grassroots level. Some will be more
effective than others, but every little bit
               will count.


      AIDS : The Challenge for South Africa
        Alan Whiteside and Clem Sunter
   EZEMVELO KZN WILDLIFE
HUMAN RESOURCES DEPARTMENT

 THANK YOU FOR YOUR
        TIME!

             Barbara Meier
  Deputy Director : Human Resources
        meierb@kznwildlife.com
 Visit our website: www.kznwildlife.com

				
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