Upload
coral-moody
View
214
Download
0
Tags:
Embed Size (px)
Citation preview
Johnson Controls Trim Plant: Uitenhage
Presenter: Jill Cawse
Doing it with a Partner!Doing it with a Partner!
The Company - JC Trim Plant
• Manufacturer of Seat Covers/Trim, supplier to VWSA, GMSA
• Employs 641 permanent employees• 50% female workforce• Previous HIV/AIDS workplace activities limited impact• Partnership with AIDC October 2006 to December
2007.
Objectives of Partnership
• Senior Leadership commitment
• Baseline data including a KAPB survey, Cost Benefit Analysis (CBA)
• Develop and implement HIV/AIDS and Wellness programme
• Internal capacity to ensure sustainability
• M&E for effectiveness of workplace interventions
AIDC Responsibilities
• Project Management through hands-on involvement• Provide technical support through:
– Planning and capacity building– Advice and support on
HIV/AIDS implementation
• Provide a SABCOHA HIV/AIDS toolkit
AIDC Responsibilities
• Train & Develop HIV/AIDS Coordinator• M&E Implementation• Meet regularly with
Coordinator & Role Players
• Appoint and train HIV/AIDS Coordinator• Facilitate and participate in implementation• Establish a consultative structure for programme
development including policy review• Maintain continuous
communication with the AIDC
Company Responsibilities
Company Responsibilities
• Ensure implementation and sustainability through:– Training of senior management team, peer
educators, steering committee and employees– The availability and promotion of HIV/AIDS policy– Integrate systems and structures to ensure
sustainability– Implement systems for peer education and IEC
Joint Responsibilities
• Ensure the process is adhered to
• Joint funding for the rollout and implementation of the HIV/AIDS Workplace programme
Project Activities
Assessment and Planning Phase:• Situational Analysis and Assessment• Operational planning• KAPB Survey• Conduct CBA (SABCOHA-GTZ contribution)
Implementation Phase:• Training:
– Leadership Awareness– Coordinator – HIV/AIDS Steering Committee – Peer Educator
• Policy review and implementation• Monitoring and Evaluation Tool
Project Update
• Situational Analysis and Assessment• Operational planning• KAPB Survey (NMMU Danie Venter, Jennifer Bowler Labour Relations
Human Resources Unit)
• Policy reviewed and implemented• Training• CBA –being piloted in Johnson Controls by
SABCOHA-GTZ contribution.
Assessment Outcomes
• Management desired Strategic approach – commitment was there
• Policy for 2 years, never implemented• Coordinator had left the company• No steering committee or consultation evident• No baseline data• Very limited awareness efforts, WAD• Limited OSH awareness
Assessment Outcomes
• Onsite primary health not aligned with workplace efforts
• No psycho/social services onsite• Male condoms distributed from one site – medical
centre• No onsite VCT services available• All employees on medical aid, no data• No community initiatives• Organisational culture supportive
Ongoing Implementation
• Preparation for VCT (sensitisation of workforce, using peer educators and direct training)
• VCT onsite during May 2007• Ensure treatment options (medical aid) widely
promoted to ensure management of HIV positive employees
• Conduct review of health care services• Advocacy and external promotion of workplace
efforts
Outcomes of KAPB
• Broad level of knowledge was good but lacked the detail
• 65% indicated that threat of HIV had changed sexual practices
• 96% responsibility for preventing transmission lay with “Yourself”
• 23% engaged in sex whilst influenced by alcohol• 91% would use a condom outside of steady partner
relationship, 90% to prevent virus
Outcomes of KAPB
• 84% willing to take test• 93% indicated importance of partner test• 60% had taken a test• 31% had tested for STI• 98% would use condom if HIV+• 99.5% important to seek treatment if HIV+• 81% would register DMP if HIV+• Stigma and discrimination gap, 91.7% comfortable
to work with HIV+ but only 45% felt that their colleagues would be comfortable if they were HIV+
Capacity / Resources
• Training:– Leadership Awareness (8 inc Directors)– Coordinator (2)– HIV/AIDS Steering Committee (7 including union reps)– Peer Educators (16)– Direct Employees (497)
• Nursing staff increased services for shifts Feb 07• Recruitment of Social Worker Feb 07• Now 2 qualified VCT nurses onsite
It’s about people…
• Driven and passionatecoordinator, well-placed in organisation
• Production Manager as champion
• Highly effective steering committee operating as team• Highly motivated and skilled peer educators• Well coordinated and resourced peer educator
system (Social Worker)
Johnson Controls do it as a team…Peer Educators, MD, Production Manager, Social Worker/Peer Educator Coordinator, Guest speaker living with HIV, Coordinator – launch of VCT
VCT Awareness Efforts
• Peer Educator sessions• Dr Nojoko addressed
workforce on treatment and wellness
• Launch – MD, Guest speakers
• Information sessions held for majority of workforce
• Competition for participants• T-shirts provided
VCT Results
641
499 499
4411 25
100 78
8.8
0
100
200
300
400
500
600
700
1
Total Workforce
# Attending Info Sessions
# Tested
# HIV Positive
Est. Registered with DMP
% on DMP
% Uptake from Info Sessions
% Workforce Tested
Prevelance Indicator (%)
A Strategic Approach – External Advocacy
• Senior Management participated in EC SABCOHA strategy planning session
• Joined SABCOHA in May 2007
• Peer Educators participated in SABCOHA Peer Educator launch Feb 2007
Future
• Sustain programme with needs-based wellness approach
• Increase uptake on DMP• Strengthen M&E component• Line manager buy-in• Communication (KAPB outcomes), – focus on key
messages, treatment, relationships, stigma• Peer educators develop as wellness agents
Future
• Promote ongoing VCT onsite services as part of health services• Extend programme to
other plants (JC JIT plant signed up for next cluster)
• Supply chain support programme
• Community component• Participate in external
forum such as SABCOHA, local business coalition