HIV

1
HIV AIDS IN THE PUBLIC SERVICE

• IMPLICATIONS FOR HRM

2
CORE BUSINESS ISSUES

• FOR THE PUBLIC SERVICE
• The sustainable delivery of high quality services
  to the people
• Implementation of the States promises to the
  people of South Africa

3
CORE BUSINESS ISSUES

• FOR HRM
• The availability of required skills - mix and
  quantities
• HRD, Recruitment, Retention, Administration of
  employment conditions, optimization of
  performance, e.t.c

4
CORE BUSINESS ISSUES

• HRM is thus responsible for the adequate
  functioning of the Public Service we manage the
  most valuable and necessary resource required for
  this.
• HR planning allows for the identification,
  prevention and management of all challenges and
  potential obstacles threatening the fulfillment
  of the core Business of HRM.
• The HIV and AIDS epidemic has become a major
  challenge that threatens the ability of the
  Public Service to function efficiently.

5
(No Transcript)
6
BACKGROUND

• The HIV and AIDS epidemic in RSA has grown from
  below 1 in 1990 to above 28 in 2004
• The biggest challenge is the potential impact the
  epidemic has on the population structure
• By the end of 2003, 5.6million people between 15
  and 49yrs were HIV in RSA

7
IMPACT OF HIV and AIDS ON THE WORKPLACE

• ILO estimates that 15yrs of working life will be
  lost per employee due to AIDS
• HIV and AIDS affects all sectors of society,
  including workplaces.

8
IMPACT OF HIV and AIDS ON THE WORKPLACE
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
• Escalation in cost of service benefits

9
IMPACT OF HIV and AIDS ON THE PUBLIC SERVICE

• Public Service responsible for the delivery of
  services
• Growing epidemic increases demand for services
• 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

10
PUBLIC SECTOR RESPONSE TO HIV
and AIDS EPIDEMIC

• Impact and Action Project launched in January
  2000 by Minister Fraser-Moleketi
• Purpose to mitigate the impact of HIV and AIDS
  on the Public Service
• The project resulted in the development of the
  Public Service workplace HIV and AIDS framework

11
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

12
PHASE II POLICY DEVELOPMENT

• Resolution 8 of 2001 of the Public Service
  Co-ordination and Bargaining Council (PSCBC)
  expressed support for a comprehensive HIV and
  AIDS and STD workplace programme for the Public
  Service
• This formed the basis for the current policy
  framework for mitigating the impact of the HIV
  and AIDS epidemic on the Public Service

13
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

14
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 and AIDS committee for the dept,
  with representation of all stakeholders,
  including union reps
• Ensure that the programme includes an effective
  internal communication strategy

15
PHASE II POLICY DEVELOPMENT

• Occupational exposure
• 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

16
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
• Confidentiality
• Monitoring and Evaluation

17
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

18
CHALLENGES

• SMS commitment questionable
• Epidemic still seen as a by-the-way or a
  non-core business issue by HR practitioners
• Some guilty of discrimination against employees
  on the basis of their disclosed or perceived HIV
  status

19
CHALLENGES

• Most just never bothered to understand what the
  PSR mandates
• Some are just overwhelmed by the challenge and
  offer
• hugs and kisses,
• extra and sometimes unwarranted time-off
• We just cannot manage with this thing

20
THE FUTURE

• Broader focus on employee health and wellness
• Developing the policy framework for this
• Will mean more responsibilities for HRM
• BUT

21
THE FUTURE

• The benefit by far outweighs the cost
• The ODT will be there to hold your hand and
  assist you on behalf of the DPSA

22
THE FUTURE

• ODT Office of Dikeledi Tsukudu
• THANK YOU!!!!