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Supporting Public Sector Workplace Programs on HIV/AIDS

Supporting Public Sector Workplace Programs on HIV/AIDS. Indicator. Percentage of staff reached by HIV/AIDS workplace programmes increases in the 5 supported ministries/agencies from 5% in 2007 to 60% in 2013, and in the 4 programme regions from 5% in 2009 to 50% in2013. Approach.

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Supporting Public Sector Workplace Programs on HIV/AIDS

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  1. Supporting Public Sector Workplace Programs on HIV/AIDS

  2. Indicator • Percentage of staff reached by HIV/AIDS workplace programmes increases • in the 5 supported ministries/agencies from 5% in 2007 to 60% in 2013, • and in the 4 programme regions from 5% in 2009 to 50% in2013. The Sexual and Reproductive Health and Rights and HIV/AIDS Component

  3. Approach • Support to Tanzania Public Service College (TPSC) and Local Government Training Institute (LGTI) to build capacity for managing HIV/AIDS in the workplace in government institutions– national level • Support to 5 Ministries/Departments and Agencies (MDAs) to plan, implement and monitor WPP on HIV/AIDS - national level • Support to 3 Regional Administrative Secretariats (RAS) and 20 Local Government (Councils) to address HIV prevention, care and treatment among the workforce from a human rights perspective - regional and council level The Sexual and Reproductive Health and Rights and HIV/AIDS Component

  4. Activities • Establish and maintain a pool of WPP facilitators at TPSC and LGTI • Support the development and review of training packages (curricula and learning materials) • Dissemination of Circular Nr 2, Guidelines on managing HIV and the Code of conduct to public servants • Provide technical support and training to 5 MDAs on management of WPP • Promote HIV testing and early access to care, treatment and support for public servants The Sexual and Reproductive Health and Rights and HIV/AIDS Component

  5. Challenges • Poor leadership commitment to WPP • Stigma and discrimination, especially at local government level • Inadequate dissemination of government documents (policies, guidelines, circulars) • Discrepancy between budget, disbursement and utilization of HIV funds for WPP • Inadequate integration of HIV in the existing M&E systems in the public sector • Lack of effective complaints mechanism to address sexual harassment and corruption at the workplace • High turn-over rate of public servants leading to loss of institutional memory The Sexual and Reproductive Health and Rights and HIV/AIDS Component

  6. Next steps • Continuous advocacy with leadership for support to WPP • Regular supportive supervision and refresher trainings • Exploring (co-)funding sources (NHIF, other GTZ funded programmes, NMSF grant, MTEF) • Action-oriented research to address sexual harassment and corruption • Facilitating linkages between TACAIDS, PO-PSM and PMO-RALG to improve integration of HIV in existing M&E systems in the public sector The Sexual and Reproductive Health and Rights and HIV/AIDS Component

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