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Presented by Frauke Heinze, DED HIV/AIDS mainstreaming adviser hiv-mainstreaming@dedmwi.org

HIV and AIDS Workplace Programmes. Presented by Frauke Heinze, DED HIV/AIDS mainstreaming adviser hiv-mainstreaming@dedmwi.org. Agenda. Impact of HIV/AIDS on workplaces 5 Pillars of a HIV/AIDS workplace programme Critical Factors for success Development of an Action Plan

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Presented by Frauke Heinze, DED HIV/AIDS mainstreaming adviser hiv-mainstreaming@dedmwi.org

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  1. HIV and AIDS Workplace Programmes Presented byFrauke Heinze, DED HIV/AIDS mainstreaming adviser hiv-mainstreaming@dedmwi.org

  2. Agenda • Impact of HIV/AIDS on workplaces • 5 Pillars of a HIV/AIDS workplace programme • Critical Factors for success • Development of an Action Plan • DED and AWiSA support

  3. Impact of HIV/AIDS on workplaces Quality of service delivery is affected: • Absence of work (illness, funerals, care of relatives) • Loss of skilled professionals • High staff turnover • Burn out and loss of morale due to increased workload • AIDS-related costs: • More personal has to be trained • Funerals and medical costs • Deployment costs • organisations (public, private, civil society) have to consider HIV/AIDS in their planning

  4. HIV/AIDS Workplace Programmes Objectives andbenefits of a Workplace Programme: • Staff members: • areinformed and know how to avoid HIV-infections • HIV+ have effective access to HIV/AIDS services (ART, STIs, TB…) to avoid sickness and death • Management: • Decreasing AIDS-related costs • Decreasing rate of absenteeism, sickness • Less staff turnover,less loss of quality of service delivery, etc.

  5. WPP Coordination Information & Education HealthManagement WorkplacePolicy Monitoring &Evaluation Pre-requisites, company ownership & commitment Raising HIV/AIDS awareness and knowledge Ensuring effective access to vital HIV/AIDS services Measuring WPP progress for possible adaptation Creating conducive environment Workplace Programme: 5 Pillars • Action Plan & Budget Provision • Focal Person (FP) selection • Clarified roles & responsi-bilities Mgt./ FP • FP job description • FP Training • Launch • Regular aware-ness sessions • External Experts • Notice board • Leaflets + posters • Videos, Drama • …… • Condoms • Access to ART, STI etc. services through- own clinicand/or - referral system • HCT On-Site/ Off-Site • ……. • Written policy • Publicly displayed • Communicated to staff during staff session • ..… • FP reports quarterly • (Bi-) Annual evaluation of WPP progress • ….. Preparation Implementation Assessment (ongoing)

  6. Developing an Action Plan Why an Action Plan? • Putting theory into practice  realization of the Workplace Programme • With plan: clear vision, strategy, tasks, responsibilities • Without plan: little/no implementation, victim to other business priorities • Good Action Plan  Mgt. support and budget provision • Self controlling tool

  7. Developing an Action Plan • Plan realistically (not a wishlist): • Who of your workforce can you reach? (permanent/temporary staff, etc.) • How can you build in awareness activities without interferring with the daily business (lunch hours, low-peek hours) • Will you really have the time to implement the plan effectively? • How much budget is your organisation able to assign for the program? • Plan based on reliable/upateddata/information (providers, costs, etc.) • Plan simply, start rather small and easy

  8. Critical Factors for Success • Management Commitment • Provision of Budget and Action Plan approval • Launching the programme • Workplace Policy development • Demanding the focal persons to deliver (and to report) Management should not get involved too much in the implementation of the programme (concentration on core business), but:  minimum support is necessary to make it work and successful !!!

  9. Critical Factors for Success • Focal Person • Committed and interested (champion) • Respected and well-liked by colleagues • Responsible and reliable • Leadership qualities, open person • Assumes his/her role voluntarily • But also: • Good knowledge of the organisation • Direct link to management • Clear mandate ( job description). • - allocation of time to identify locally • available FP, to get AP approved The Focal Person is the engine and manager of the Workplace Programme! He/she is responsible for the effective implementation of the Action Plan.

  10. DED and AWiSA support HIV/AIDS mainsteaming adviser: • Designing appropriate action plans • Identifying focal persons and brokering trainings • Providing recources: facilitator pool, training materials, tools, condoms, leaflets, posters • Support monitoring & evaluation • Linkages to potential funding agencies • Development of network of competent AIDS service organisations • AWiSA: • Focal person trainings • Round tables for focal persons • Refresher trainings • Provision of tools • Adivce

  11. Thank You Frauke Heinze hiv-mainstreaming@dedmwi.org

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