OUR EMPLOYEES, OUR RESOURCE, THEIR HEALTH, OUR WEALTH

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OUR EMPLOYEES, OUR RESOURCE, THEIR HEALTH, OUR WEALTH

WORKPLACE WELLNESS THE KRA WAY

PRESENTED BY EDMOND KATANA

KRA WELLNESS CHAMPION

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Introduction

The Kenya Revenue Authority (KRA) was established by an Act of Parliament, Chapter 469 of the laws of Kenya, which became effective on July 1, 1995. The Authority is charged with the responsibility of collecting revenue on behalf of the Government of Kenya

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INTR’ CONT

The Authority has approximately 4,000 employees across the country, all facing unique challenges in the course their duties.

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INTR’ CONT

HIV and AIDS continues to be a serious challenge to members of staff and many deaths arising from the scourge have left many families vulnerable. This prompted training of peer educators within KRA to combat its detrimental effect.

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Development

The scourge had seriously affected the Authority like any other institution. The peer education programme was initiated to continuously sensitize employees on issues pertaining to HIV and AIDS.

The Authority suffered many loses including financial and human resource frequently. The allocation of funds towards medical expense also escalated significantly.

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DEVT’ CONT

In addition, the introduction of performance contracting gave rise to several issues touching on stress management which led to reduced productivity.

As a result of this, Peer Educators got involved in stress management as well as general staff wellness in the workplace to assist the affected and infected staff and their immediate dependants.

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DEVT’ CONT

The Peer Educators in conjunction with Human Resource embraced the role of disseminating information to their peers in an attempt to curb the rising cases of employees being admitted to hospitals, suffering from stress and other related issues

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Current status

Currently, the Authority has trained over two hundred peer educators through various organizations such as ICRH,USAID-Aphia II, NOPE, KAPC and others bodies.

There are also approximately seventy (70) trained peer counselors who compliment the work of peer educators.

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CURR STS ’ CONT

Due to the dynamicity of life and changes that have developed with time, it was essential that peer education activities in KRA evolved.

New challenges such as Diabetes, Cancer, Work Life Balance, and parenting became very pronounced and peer education per se seemed limited.

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CURR STS ’ CONT

Therefore with guidance from NOPE the KRA peer educators mutated to Workplace Wellness Champions and sought to address health issues wholesomely by seeking and distributing information on

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CURR STS ’ CONT

ASPECTS OF WELLNESS

1. Physical well being

2. Nutrition and diet

3. Fitness

4. Management against ailments

5. Emotional well being

6. And all other aspects of humanity

7. Financial Management

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SCOPE OF ACTIVITIES

One-on-one sessions

Group sessions

Monthly meetings

Condom distribution

Sensitizations of both staff and youth

Networking with others organization in the field of wellness

Outreaches

Referrals

Trainings & Refresher courses

Team building& Retreats

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TEAM BUILDING SESSION (Group photo, training by KAPC , group discussion, team building at the beach)

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Behaviour change communication for staff children

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Wellness champions in Joint Activities

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Objectives of Wellness Activities

To create awareness on wellness issues at the workplace

work life balance, emerging issues

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Networking

To link the staff with other partners in ensuring workplace wellness (NACC, NASCOP, NOPE,MCDF,LVCT etc)

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To coordinate with service providers to be able to access the members of staff (NACC, NASCOP, KEMSA, LVCT, KAPC,AA)

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To formulate policies and implement wellness strategies.

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Program Description and Methodology

Review of statistics

The data from Human Resource including the medical documents on the trends on wellness issues e.g. the rate of HIV infections, other emerging issues, stress and psychological and social issues

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Reports from peer educators

: Feedback from the wellness champions on the issues raised by their peers in their interactions

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Observation of outcomes

Physically observable behaviors whose cause can be inferred from attitude and other emotional aspects that can be assessed.

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Lessons learnt and Recommendations /Way Forward

The need for well established institutions (sub-ACUs)

The Human Resource Department, Welfare and Benefits Section caters for the wellness program

Managers to be involved in the facilitation of peer education programmes.

Improve the structure to reach its potential

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MOTIVATION

Need for motivation (To encourage volunteers and formation of support groups)

Incentives to the volunteers Training and refresher trainings Retreats and team buildings Recognition and awards

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POLICIES

Need for policy formulation

KRA has numerous policies on various issues such as HIV and AIDS, Alcohol and drug abuse, Gender Mainstreaming.

Implementation of the policies and coming up with new ones to suit emerging issues.

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EVALUATION

Need for monitoring and evaluation of strategies implemented

To monitor the effectiveness of peer activities, there is need for a comprehensive program to monitor and evaluate through tests and non tests

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END OF PRESENTATION