Public Service Workplace Developments,Challenges, Gains and

Weaknesses

MITIGATING THE IMPACT OF HIV/AIDS IN THE PUBLIC SERVICE

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PRESENTATION OVERVIEW

Vision and Mission of the Impact&Action Project Program of Action April 2001 Key Elements of the Public Service HIV\AIDS Implementation Strategy

2002-4 Communications Campaign Tender and Way forward Public Service Regulations and Outline of the Workplace

Manual ,Guide Development on HIV/AIDS in PS, general response on consultation

Policy Development (PSCBC HIV\AIDS Workplace Policy)

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Conceptual response of the Minister for Public Service and Administration, Minister GJ Fraser-Moleketi as early as 2000, as a response from the employer perspective within the context of the (IMC) Inter-Ministerial Committee on HIV\AIDS, SANAC(South African National AIDS Council)

VISION : To have a well informed and supportive public service where HIV\AIDS is effectively managed

GOAL: To ensure that the public service is able to sustain a quality service in spite of the progression of HIV\AIDS in South Africa

IMPACT & ACTION PROJECT

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Background of this document was from the I&A Project Document that later led to the Impact Study Phase, and Response Phase, Monitoring\Quality Assurance Phase by the Minister through DPSA, SAMDI and PSC..

Targeted Outcomes for 2OO1\2002 and Achievements thereof Policy and Legislation Workplace Policy Framework and Minimum Standards National Strategy on Human Resource Development(HRD) to include

HIV\AIDS Research on Medical Assistance&Pensions the Public Service PSCBC Agreements Workplace program and policy for DPSA& SAMDI to pilot ’best

practices’ and to develop monitoring and evaluation tools to be tested

PROGRAMME OF ACTION 2001

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Establishment of the training program\course for managers and supervisors by SAMDI Effective learning Forums and networks creation to support policy implementation, minimum standards and

workplace programs- national and provincial departments To put HIV\AIDS in the public service workplace on the Agenda of FOSAD and Cabinet through our Minister

and DG Establish and support the workplace focussed Voluntary Counseling and Testing (VCT) pilot sites, or

Comprehensive Workplace Health Services Program

Program of Action of 2001 cont..

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Key elements of the Public Service HIV\AIDS I.S.

Situational Analysis and the Role of the Ministry

Targeted outcomes and achievement\Outline

Progress has been made on Workplace Policy Framework, Conditions of Service,legislation review,Learning Networks

and Sharing of Best Practice(Capacity Building Training&Support)

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Challenges to the Project

Integration to broader functional areas of DPSA and the Ministry

Our role in SANAC as a sector and the political dynamics

Operationalising Policies and Programs that we have proposed

in the Manual, PSR, e.g. demand on ( HIV\AIDS Committees, EAP’s, Special Programs etc) - Partnerships with the Private Sector (SABCOHA), local government

Maximizing the drive, speed to ensure sustenance of quality service delivery whilst noting the threat of HIV/AIDS e.g.(HR’s readiness to prepare for scarce skills retention, succession planning, transfer of knowledge and skills for continuity etc.)

Key Elements of the I.S. cont

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Key Elements of I.S

More employees who are sick

More employees who die

•Higher rates of absenteeism

•Higher no of employees who require medical treatment = additional costs

•Additional strain & workload on those who remain

•Lower productivity

•Higher turnover rates

•Higher recruitment & HRD costs

•Higher pension costs

•Lower morale

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Key Elements of the I.S.

MAIN FOCAL AREAS

Institution Building Consultation and co-ordination mechanism Facilitation Policy Implementation Monitoring and Evaluation Project’s Operational Plan

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Purpose and Key objectives Political and administrative leaders of govt. depts Organized labour General Public,opinion formers and community stakeholders Public Servants

Deliverables Communication Strategy Action Plan Budget Implementation\Actual Campaign Final Report

COMMUNICATIONS CAMPAIGN TENDER

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Methodology

Structure: Project Manager;Project Steering Committee- document reviews-informant interviews,focus group discussions , consultative process widely and strategically etc.

Phase 1: Research and Consultation, Phase 2: Approval, Phase 3: Implementation, Phase 4: Project Closure

Duration \ Time-Frame

Predicted to last three to four months at least subject to the action plan of the potential service provider

Evaluation Criteria:

*possibility of approaching National Treasury for special deviations on specific aspects

COMMUNICATIONS TENDER

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Key process features of the Amendments to the PSR

Approval

Gazzeted

Publicized and promoted (Who, How, When ,to whom?)

Facilitation of implementation process\ roll-up \kick start

Focus elements , implications and interpretation

Occupational Exposure- (Compensation Commissioner?) READY!!,proof of the facts, validation, remedy\prevention(High risk groups) Procedure for case handling(PS Disciplinary Procedure, Grievance Procedure?) CONFIDENTIALITY!!!

Public Service Protocol and Ethical Code on the Management of VCT (National Dept Health Policy Framework?) ALL I NCLUSIVE!!

PUBLIC SERVICE REGULATIONS AND WORKPLACE MANUAL GUIDE UPDATES

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Where are we?

Draft has been developed and = consulted through Workshops:

KZN, EC, GTG, MP, NW, all National Govt Depts

Kalefong Hospital, GTG(Med. Superintended), Westville Prison, KZN( HIV/AIDS Co-ordinator), Daimler-Chrysler, EC(AIDS Co-ordinator), SAPS , Limp-Nylstroom(Senior-Superintended& Head of Helping Professionals),Land Affairs- Deeds Office, PTA(Controller & AIDS Co-ordinator)

+ formal Informant Interviews through personal visits using a Questionnaire

WORKPLACE MANUAL DEVELOPMENT

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Manual Outlines and Chapters

Introduction to the Guide

Introduction to HIV\AIDS in the PS

Governing Framework( Responses& legislation, Policy and Structures)

Development, Management, Implementation ,Monitoring and Evaluation of HIV/AIDS Workplace Responses( Management & Individuals’ Roles and Responsibilities,Compliance with the PSR, Workplace Programs, How develop a policy, structures and committees

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WORKPLACE MANUAL cont...

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Most interesting process indeed whereby common interest and service delivery issues were prioritized

Characteristics of success in this process by all players: patience, dedication, constructive debate, tenacity, commitment to time-frames, objectivity,quality product,learning

Key Areas of this Workplace Policy Framework: Binding Agreement to all Parties(Employer & Organized labor) Preamble Mission and Vision Definitions of Terms Scope of Application Wellness Programs , and the Training Framework Legal Framework, Implementation, Monitoring and Evaluation

POLICY DEVELOPMENT PSCBC

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Attached Appendixes SADC Code on HIV\AIDS and Employment Employment Equity Act -Code of Good Practice (Labour, RSA)

POLICY DEVELOPMENT(cont)

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KEY ELEMNETS OF THE I .S., THE COMMUNICATIONS CAMPAIGN

TENDER,PSR APPROVAL

I. S (Implementation Strategy) 3 Strategic focal Areas: Institution Building, Consultation and Cordination mechanisms, Facilitating Policy Implementation, Monitoring and Evaluation, Operational Plan

Workplace committees will provide vehicle for constructive engagement and effective partnerships at departmental level

Shop stewards should be trained on their roles/responsibilities as peer-educators DaimlerChrysler is a shining example of what can be done to turn the pandemic

around through active involvement of union leaders and shop stewards We should share ideas on the possibility of organising joint briefing sessions to

management/union reps - funding can be obtained Unions will also play critical role in sectoral initiatives (e.g. Safety and Security,

Education, Health and Welfare) At central level, key challenge is to conclude effective agreements on medical

assistance and pension. Improved ill health management system also to be introduced a.s.a.p…DPSA will involve unions in national information exchange/learning initiatives (e.g. annual HIV/AIDS Indabas)

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