1.
Supporting Public Sector Workplace Programs
in Tanzania
Final Stakeholder Workshop Report
Fidelis Owenya
Hilde Basstanie
Joke Hoogerbrugge December 2012

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TABLE OF CONTENTS
1 Background.........................................................................................................................................3
2 Objectives of the Stakeholder Workshop...........................................................................................3
3 Workshop proceedings.......................................................................................................................3
3.1 Opening remarks ..........................................................................................................................4
3.2 Background, approach and achievements of the workplace program on HIV in the public
service ................................................................................................................................................5
3.3 Findings of the evaluation of the WPP in the public service ........................................................9
3.4 Way forward..............................................................................................................................13
Annex 1 Timetable...............................................................................................................................17
Annex 2 Participants List ....................................................................................................................18

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1 Background
Tanzania Public Service College (TPSC) with the Tanzania German Program to Support Health
(TGPSH) under GIZ, has provided capacity building on managing HIV/AIDS in the workplace e in the
Public Service since 2007. Health Focus has provided technical support on behalf to GIZ (German
International Cooperation). In the current phase of the program (2010‐2012), the support has been
extended to 5 Ministries, 3 Regional Administrative Secretary’s (RAS) Offices and 18 councils. Over
20,000 public servants at all levels have participated in training activities in the public service
workplace and were given an opportunity to be tested for HIV. Recently, the scope of the program
has expended to a “health promotion and screening for chronic diseases” approach including non‐
communicable diseases such as hypertension, diabetes etc.) and HIV.
A final evaluation of the workplace program in the public service is being carried out from 28
November to 6 December 2012. The evaluation team consists of Dr. Joerg Longmuss and Dr.
Gerlinde Reiprich from Germany.
A stakeholder workshop was organised on 6 December 2012 in Protea Courtyard in Dar es Salaam
from 8.00 to 13.30, followed by lunch.
The objective of the workshop is to give feedback on the approach, achievements and challenges of
the program and to discuss the implications and the way forward.
2 Objectives of the Stakeholder Workshop
Main objectives and point on the agenda of the stakeholder workshop were as follows:
• To provide an overview of the background, approach and achievements of the workplace
program (WPP) on HIV in the public service based on a presentation by Health Focus
Technical Advisors Dr. Fidelis Owenya and Dr. Hilde Basstanie
• To discuss the findings of the evaluation of the WPP in the public service based on a
presentation by the evaluators, Gerlinde Reiprich of Health Focus and Jorg Longmuss
• To discuss scaling‐up of WPP in the public service: roles and contributions of the
stakeholders.
See Annex 1 for the timetable of the stakeholder workshop.
3 Workshop proceedings
The workshop was moderated by Dr. Joseph Temba. After registration, Dr. Joseph Temba welcomed
the participants to the stakeholder’s workshop and subsequently invited the workshop participants
to give a self‐introduction. The list of participants can be found in Annex 2.

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3.1 Opening remarks
Dr. Regine Meyer from GIZ ‐ Component Leader Sexual and Reproductive Health and Rights and
HIV/AIDS TGPSH , welcomed participants to the workshop. She has been involved in the program for
the past two years. She has seen a lot of efforts put in the workplace program for public service and
has seen good results. At the World AIDS Day it was indicated that there is still a long way to go to
reach Zero new HIV infections, Zero deaths from AIDS‐related illness and Zero discrimination, but it
recognised that workplace programs can make a considerable contribution. She is eager to learn the
official results of the final evaluation. Given that this means also the end of the support of the
workplace program for the public sector through Health Focus by GIZ, she is looking forward
towards a fruitful discussion on how to continue workplace programs within the public sector.
Concluding, Dr. Temba underlines that this should not mean the end of the story, but that we should
look for a way forward to contribute to reaching the three zero goals. Workplace programmes are
effective to reach the community.
Mr. Morris Lekule, TACAIDS Acting Director of National Response, mentions the continued struggle
to stop new HIV infections. In 1999 President Benjamin Mkapa announced HIV/AIDS to be a national
disaster and called for action at the workplace, in communities and by everybody individually.
According to Mr. Lekule workplace programmes help to ensure mainstreaming in the public sector.
He underlines the importance of workplace programme in the public service. Civil servants provide
important services and cannot be weak due to HIV/AIDS. He thanks GIZ and Health Focus for the
support they gave to workplace programs in the public sector and asks TPSC stay alert and prepared
in the fight against HIV and further assist in efforts of mainstreaming. Civil servants on low or
delayed incomes should not fall in a trap, leading to health risks at the place of work. Mr. Lekule also
referred to the importance of a code of conduct on the workplace. TACAIDS underlines the
importance of workplace programmes in the public, private and informal sector. He also referred to
the problem of sexual corruption at the workplace.
Dr. Henry Mambo, TPSC Deputy Principal, noted the workplace program on HIV in the Public Service
has been very instrumental in building the capacity and helped in strengthening mainstreaming of
HIV/AIDS. Strengthening HIV/AIDS at workplace is offered as a module in the curriculum. Workplace
programs should be widened to include a broader concept on health promotion and non‐
communicable diseases. The capacity gained in TPSC through the programme can be used to build
the capacity of other trainers on workplace programmes. TPSC congratulated Health Focus on its
contribution towards the programme.
Mrs. Anne Mazalla, PO‐PSM Director Diversity Unit, mentions that President’s Office Public Service
Management has the responsibility to coordinate the HIV/AIDS response in the public sector in all 24
regions. Mrs. Mazalla thanked GIZ and Health Focus, especially Dr. Hilde Basstanie and Dr. Fidelis
Owenya for the support to see that public servants are not affected by HIV/AIDS. Public servants are
the key for providing good government services to the public. At district level many employees are in
need of support. This stakeholder meeting is here not only to evaluate the program, but also to see
how to continue supporting workplace programs for the public sector. Hereby the intervention
should not confined to HIV/AIDS, but be broader to include health promotion and other chronic non‐
communicable diseases like hypertension, diabetes. One should also look at provisions from NGOs
and donors to support government efforts. Especially employees at council level need more support
including donor support. It would make her very happy if GIZ could continue it support.

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Dr. Temba asked for a round of applause for especially Dr. Fidelis Owenya and Dr. Hilde Basstanie for
their strong efforts and contribution towards the program.
Opening remarks from Dr. Regine Meyer (GIZ), Anne Mazalla (PO‐PSM), Morris Lekule (TACAIDS) and
Dr. Henry Mambo (TPSC)
3.2 Background, approach and achievements of the workplace program on
HIV in the public service
Dr. Fidelis Owenya and Dr. Hilde Basstanie gave a presentation on the program (see picture).
Background of the program
The adult HIV prevalence in Tanzania is 5.8%, but
prevalence among public servants higher than
average due to high level of education and
income, mobile, access to care. There are
400,000 public servants in Tanzania: 150,000 at
central level (1/3) and 250,000 at regional and
council level (2/3).
President’s Office‐Public Service Management
issued Guidelines (2007) and Circular (No 2 of
2006) to address HIV infection in the public
service workplace and Tanzania Public Service
College provides capacity building to implement
PO‐PSM policies and guidelines.

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TACAIDS asked giz to support Public Sector WPP in 2007 and giz commissioned Health focus to
implement the program with the aim to strengthen … public sector institutions to provide
comprehensive and sustainable WPP for their workforces.
Indicators/Targets for current phase (2010‐2012):
• % of staff reached by HIV/AIDS WPP in 5 supported ministries increases from 5 % (7/2007) to
60% (12/2012)
• % of staff reached in three programme regions (Tanga, Lindi and Mtwara) increases from 5%
(2010) to 50% (12/2012)
Approach at Central Level
• Advocacy meeting with the management
• Training of HIV‐focal person and coordinators from departments
• Selection and training of peer educators
• Workers’ information and HIV testing day in the workplace (PMO‐RALG)
• In PO‐PSM and MoEVT a comprehensive health promotion and screening for chronic
diseases was piloted (hypertension, diabetes and HIV/AIDS)
Approach at RAS and Council Level
• Information campaign at headquarters and at ward level (1 day sessions)
• Emphasis on rights of public servants to a safe working environment , to non‐discrimination
and support for HIV‐positive employees
• Risk assessment for HIV transmission in the workplace and work environment
• Onsite HIV testing, counseling (and referral)
• Skills building
Rationale
• Mobile team of facilitators and VCT providers contributes to cost‐effectiveness
• Awareness of right to non‐discrimination and support is an incentive to willingness to test
for HIV
• Public servants empowered with information and skills and functions as resource persons on
HIV for community
The mobile team goes from ward to ward. A route plan for the one day sessions is developed.
Experience shows that public servants find it very empowering to know their rights and duties and
the code of conduct and ethics for the public service. Issues brought forward as potential drivers of
HIV transmission are sexual harassment and sexual favours at the workplace. Participants appreciate
openly talking about sexual issues and practising correct condom use. The councils contribute in kind
e.g. generator, venue, transport. Participants get a booklet (maswali na majibu booklet) which helps
them to play a role as resource persons in the community as well as for their own reference.
Achievements in coverage, information generated and multiplying effect
Coverage at Central level
The workplace programme in the public sector is working with 5 ministries, namely:
• Ministry of Health and Social Welfare (MoHSW)
• Ministry of Water and Irrigation (MoWI)
• Prime Minister’s Office – Regional Administration and Local Government (PMO‐RALG)
• President’s Office – Public Service Management (PO‐PSM)
• Ministry of Education and Vocational Training (MoEVT)

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Coverage at RAS and council level
From 2009 to date
• 3 Regional Administrative Secretariat (RAS) Offices (Tanga, Mtwara, Lindi)
• 17 Councils in these regions
• 18,917 public servants participated (about 70% of workforce); i.e. 10,353 (55%) men and
8,564 (45%) women
• 10,343 public servants tested/counselled for HIV = 54.7% of participants (53.7% of men‐
55.9% of women)
• 412 (4.0%) HIV positive: i.e. 3.0% of men and 5.1% of women
With Lindi District (activities still ongoing) included, over 20,000 public servants will have been
reached.
Information generated
Anonymous reporting on risk factors for HIV transmission in the workplace
• Employees are asked for sex by supervisors for recruitment, promotion, transfer, training, etc.
• Health workers lack basic protective gear, safe waste disposal facilities and access to PEP
• Alcohol and drug abuse are prevalent in the workplace
This resulted in further qualitative research on sexual harassment in the workplace in the public
service (funded by GIZ).
Also implemented was a baseline KAP survey in in 2 ministries (MoHSW and MoWI) and in 4 councils
during IEC and screening days, namely Lushoto, Handeni, Mtwara District and Tanga City
At the end of the projectthe KAP survey was repeated in 2 councils in November 2012 (Handeni
District and Tanga City).
The KAP survey looked among others at:
• comprehensive knowledge of HIV transmission,
• knowledge of MTCT
• knowledge of ARV
• tolerance towards PLHIV
• ever tested for HIV
• used condom at last sex

8. 8
Multiplying effect
Public servants in the key sectors (education, health, agriculture, community development) interact
on a daily basis with the community
They can be “change agents” if they have
• sound and up‐to‐date information about HIV (rejecting myths and misconceptions)
• skills to demonstrate correct condom use
• understood the importance of knowing one’s HIV status and of accessing early care and
treatment if HIV +ve
Comments from participants:
Issues of sexual harassment and sexual bribes is a real problem at the place of work.
One challenge faced by PO‐PSM was to distribute Guidelines (2007) and Circular (No 2 of 2006) to all
public servants. Shortage of documents makes that the guidelines and circular are only available to
higher management, not to all public servants. Moreover, often employees don’t read the
information, given the lack of a strong reading culture. Human resource officers have a crucial role

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to play to distribute the information especially to new employees and to follow up on the
knowledge. It would also be good to put in place a human resource management information
system.
Dr. Temba underlined that the challenge is to instil a culture to support each other and respect each
other at the workplace and to have performance track records of employees.
3.3 Findings of the evaluation of the WPP in the public service
The final evaluation took place from 28 November till 5 December 2012 and was conducted by Dr.
Gerlinde Reiprich from Health Focus and Dr. Joerg Longmuss.
The methodology used during the evaluation included:
• Document review
• Interviews with key informants
• Focus group discussions (FGD)
• Inszeno – representing organizational constellations
• Observation of training
• Project performance measurement (PPM), a tool
based on GIZ key “success factors”
Focus group discussions revealed that participants
• Enjoyed the training because of the direct and open language
• Appreciated to be educated on public servants’ rights
• Felt acknowledged by the government
• Learned new facts, e.g. that through PMTCT babies can be protected from contracting HIV
from their mothers; that alcohol loosens up and increases the risk for unsafe sex; how to
manipulate condoms.
• Were encouraged to test for HIV
• Spoke about what they learned with family members
• Encouraged and accompanied family members to go for testing.
Testimonials from participants were given to illustrate how the training impacts on participants’ lives
and experiences.
Woman, 44 years, office assistant in water department
“I am a widow, my first and second husband died… I enjoyed the training, which was very educative. At the
end I went for testing like many other colleagues. When I got my result I was shocked to be HIV positive. ..
First I did not dare come forward and inform my employer, though I knew now I would receive an incentive. It
took me another six months to actually declare my status and claim support. I was too scared to loose my job
or be harassed. But to my surprise, when I told everybody, I got and still get so much sympathy and help. I
think this is a result of the training everybody received.”
Blind teacher at rural school in Lindi region
“We have 20 blind children. I teach Braille and other subjects. I received only one training on HIV in the past.
This was in 1994 and organised by the Tanzanian League for the Blind. I enjoy this training a great deal. It is so
lively and it talks open about sexual intercourse….
I learn new things about preventing myself. What was really important new information is the role that alcohol
plays on loosening up and having unsafe sexual intercourse. I will use this information in my teaching at
school….The problem we (the blind) face is that there is no material on HIV for my blind pupils. We would
really appreciate brochures in Braille.”

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Livestock extension officer, 48 years, Mtwara Region
“The training educates us about our rights. This information did not come to us through our leaders. It is my
first HIV training, although I have heard and read about it in the media, in newspapers and on TV. It is
important to be trained, we are human beings, we tend to forget things and need to be reminded to be safe.
The language is so free, our trainer talks even about sexual intercourse. This is usually not our tradition,
nobody speaks about such things. Now we learn and can speak in the same way to our families. … It
encourages people to go for testing. I will take a test too. I already tested twice in the past.”
DAC Aids effectiveness is measured in terms of relevance, impact, efficiency, effectiveness and
sustainability.
Project Performance Management
The evaluation team looked at 5 key success factors, following Capacity Works, the management
tool of the GIZ:
• Strategy
• Cooperation
• Steering Structure
• Processes
• Innovation / Learning
Strategy
The strategy based on international and Tanzanian policy papers, guidelines & recommendations:
• MDG 6: Combat HIV, malaria and other diseases
• ILO: Recommendations concerning HIV and AIDS in the World of Work (2010), No. 200
• Circular No. 2 for public servants about provision of services for people living with HIV and
AIDS, 2006
• Guideline for the management of HIV and AIDS in the public service, PO‐PSM, 2007
• The HIV/AIDS National Policy and Act; the National Multi‐sectoral Strategic Framework
(NMSF)
• BMZ Sector Strategy (187): German development policy in the health sector (chapter 4)
Observations with regards to the strategy:
• The strategy aims at the transfer of competence
• Project goals are important to partners and stakeholders (PO‐PSM, ministries internally,
districts, councils etc.)
• No clear strategy of national and international partners towards sustainability
• Cooperation with TPSC and PO‐PSM well chosen, but a strategic partner in terms of power
player (politically, financially) is missing
• There was a clear road map with milestones, annual plans
• Risks were not systematically scanned (sustainability!)
• Adaptations and spin offs have taken place e.g. TPSC HIV integrated in induction courses
and other short courses, further research on sexual harassment
Cooperation
• Competent partners were selected, both from a technical and an organizational perspective
• Stakeholders were well integrated / involved at regional and district level, less on national /
supra‐national level
• Stakeholders in regions and districts provided the necessary resources
• Not clear whether the road map was agreed upon with all partners
• Contractual relationships, performance, reporting, contributions of partners were without
visible deficits

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Cooperation partners are: DPG‐AIDS, TACAIDS, PO‐PSM, PMO‐RALG, TGPSH, HF, TPSC, MDA’s,
regions and councils.
Steering structure
• All partner took over specific tasks and carried them out responsibly.
• Flexibility: New impulses were registered and developed further (employee well being,
sexual harassment)
• The steering structure of the project did not show a clear lay‐out.
• There were many layers between the operational level and steering
mechanisms/organisations (TACAIDS, DGP AIDS or technical working groups), which may
have supported earlier scaling up.
• Approach depended much on the individuals involved, less on structures.
Processes
• Core processes were clear and straight forward, leading to the desired results.
• Support processes were functioning well (organisation & logistics, meetings and
communication with TGPSH, meetings & communication with TPSC, reporting, backstopping)
• Number and percentage of participants, testing rates, feed back from council coordinators
and partly from beneficiaries was sought and made available to partners
• Results of the monitoring were used to further develop the project
Learning and innovation
• Capacity development on HIV/AIDS and rights based approach
• Competence created in abundance at TPSC and from regional to ward level – far beyond the
participants ‐ but not on a strategic level
• Presentations at technical and political meetings
• Knowledge and attitude on HIV/AIDS has been changed
• No visible determination of any of the participating partners to roll out the project at
national level
Points of concern of the evaluation team:
• Lack of a clear strategy towards sustainability
• Need to replicate the model and scale up to the whole country linked with efforts to solicit
funding and to support workplace programs.
Advice given is to capitalize on the fact that TPSC has a clear capacity to train on workplace programs
on HIV and chronic diseases and can manage funds and use this to advocate the “TPSC‐model” to
other partners and sell it. Central question is how to mainstream workplace programs on HIV and
chronic diseases in order to make them more cost‐effective.
Discussion
Dr. Clement Masanja from NHIF also supports broadening the scope from HIV workplace programs
to include non‐communicable diseases. He noticed a higher rate of HIV‐testing if combined with
testing for other chronic diseases (62% versus 55%). The health checks helped participants to find
out about diabetes and hypertension. NHIF spends a lot of funds on non‐communicable diseases
and they often result in long stay in hospital. Given the increased use of ARV’s HIV infection has
become more like a chronic illness and it is more cost‐effective to implement workplace
programmes combining HIV and non‐communicable diseases.

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According to Lisa Finke from Wellness Services Tanzania, the private sector has a well‐established
protocol available covering sexual harassment, health promotion/wellness and non‐communicable
diseases, which can be adapted for the public sector.
UNAIDS representative mentioned that a lot of AIDS money especially for ARVs comes from donors.
Because of increasing use of ARVs, more and more HIV +ve persons die of non‐communicable
diseases, which provides a strong argument for linking workplace programmes on HIV and non‐
communicable diseases. But given donor fatigue, the issue of national ownership of programmes
becomes more prominent. Donor dependency should decrease. Since the 2008 HIV/AIDS Act, both
public and private sector should have workplace programs in place.

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Dr. Temba poses the following questions to participants: “What activities in the ministries need
money?” and “How can we sustain HIV workplace interventions ?”
Morris Lukule from TACAIDS points out some other aspects, namely that not only ARVs need a lot of
attention from medical staff, but also that there are important social issues and that communities
should not be allowed to forget about the virus. HIV is a clever virus, putting us at risk while enjoying
sex. He brings forward that mainstreaming results in a more effective use of resources, making it
part of everyday life. He is referring to internal and external mainstreaming. The Ministry of Finance
is to allocate resources equitably and proportionately for this, but often more resources are
allocated to infrastructures. Donors are talking of investment framework to show results and there is
“HIV‐fatigue” among donors.
Gerlinde Reiprich from Health Focus could give further explanation of the costs of the programme.
The cost of training and testing a participant is US$ 15, whereas the overall costs, including the
overheads, come to US$ 125 per public servant reached.
Dr. Temba invited Upendo Ndunguru from Tanzania Employers Association (ATE) to briefly give the
experience of workplace programs in the private sector. From 2004 AIDS Business Coalition Tanzania
(ABCT) had a leading role, which was taken over by ATE in May 2011. ATE is the focal point for
workplace programs appointed by private sector organisations and liaising with the government. In
the beginning private sector organisations were implementing workplace policies developed by the
mother organisation from e.g. South Africa. Now the workplace policies are more adapted to the
Tanzanian context. Another response is public‐private partnership (PPP) with tea plantations and
cement factory with outreach up to community level e.g. having testing days. Coordinators and peer
educators were trained through training programmes with development partners. Another output is
building of linkages with parliamentarians (TAPAC). ATE saw an increase of the number of companies
with workplace programs from 7 up to 1,000 companies and was instrumental in the Tri‐partite Plus
Forum (Employers, Unions and Ministry of Labour) and the code of conduct on HIV/AIDS at the place
of work. One of the challenges is the fear of costs to have a workplace program in the private sector
and the lack of legal enforcement of the 2008 Act. ATE also sees as way forward to broaden the
focus of workplace programs to promotion of a healthy lifestyle, linking HIV and other chronic
diseases like TB, diabetes and hypertension.
3.4 Way forward
Different views and suggestions were given on the way forward:
1. Mrs. Jackline Makupa from MoHSW: Looking at the health sector we learned that health
workers are not only at increased risk for HIV due to lack of protective gear, proper disposal
of medical waste and PEP, but health workers are also at risk of other diseases. This requires
a more comprehensive workplace program combining HIV and other communicable diseases
(especially hepatitis B and C). At district level the comprehensive health plan should include
workplace programs for health workers as well as a budget. Within MTEF under objective A
only a small amount is allocated. Also the importance of collaboration with the private
sector is acknowledged. Unions and workers associations can also play a role.
2. Mrs. Anne Mazzalla from PO‐PSM brought forward that already steps were taken to
integrate HIV and non‐communicable diseases in the guideline and circular. Discussions with

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TACAIDS Chairperson Dr. Fatma Mrisho were initiated on the process. In order to establish
the way forward incorporation of other stakeholders and drawing of a roadmap are
required.
3. Upendo Ndunguru from ATE brought up that the private sector is somehow lacking a proper
reporting system and it should be looked into how it can report as well through Tanzania’s
Output Monitoring System for HIV&AIDS (TOMSHA) e.g. through CSR.
4. It was commented to look at how the achievements can be sustained e.g. how can focal
persons continue to be supported. In all sector, 5% of the budget should be earmarked for
HIV/AIDS.
5. According to Anne Mazalla, PO‐PSM in the public sector and ATE in the private sector should
make sure that all organisational members abide by the law (of having a workplace
program). In the public sector, PO‐PSM should issue guidelines, but PMO‐RALG has to ensure
their implementation at local government level.
6. With regards to issues of sustainability and funding of workplace programs in the public
sector, Lisa Finke from Wellness Services Tanzania mentioned that in the private sector one
looks whether the return on investment is less than the costs. For workplace programmes
the costs of doing nothing should be greater than the cost of the intervention to be
economically viable.
7. On the side of TPSC there is a need to streamline governance and guidelines and identify
role of partners and stakeholders. They can publicize what has been done with support from
donors e.g. have capacity and training materials in place. Now ownership, sustainability and
clear budget lines are needed to further scale up workplace programs. This means clear
annual plans and to set aside a budget. We should look how this can be done in
collaboration with stakeholders, TACAIDS and through the steering committee.
8. Dr. Temba comments that TPSC with the capacity they have built up should cooperate with
the Local Government Training Institute (LGTI) to build capacity there as well.
9. Needs assessment survey is needed to understand the need of public servants for a wellness
program and to further involve public servants.
10. On resource mobilisation, Dr. Hilde Basstanie mentioned that districts contributed up to 20%
of the costs from the NMSF grant in co‐funding. NHIF can be a potential co‐funder for future
workplace programs. Integrating the HIV WPP into a more comprehensive workplace based
health promotion and screening package, offered through the NHIF, could be a way to
ensure long‐term sustainability of the programme and to enhance interest in the activities.
According to Dr. Clement Masanja from NHIF, funds are now used for paying for treatment,
managing the fund, investing in the health sector and training of own staff. NHIF asks a 3%
contribution from public servants, matched by a government contribution.
11. Most importantly it was agreed for a Steering Committee to be formed under leadership of
PO‐PSM with representation of TACAIDS, TPSC, MoHSW, PMO‐RALG, MoLE (Ministry of
Labour and Employment) and NHIF to chart out the way forward and lay down a strategy for
roll‐out and scaling up of comprehensive workplace programs, taking into account issues
related to sustainability and ownership of the program.
12. Participants will take the outcome of this workshop as well as the formation of the steering
committee back to their respective organisations.
The facilitator Dr. Temba gave a short recap of the workshop:
‐ Participants learned how this program has managed to build capacity in 5 ministries and in 3
regions down to council and ward level
‐ We learned how many were trained, tested and supported
‐ We were presented the outcomes of the evaluation i.e. achievements as well as challenges
especially political and financial sustainability

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‐ We see expressed the hope that though the project has come to an end, we will continue
with fresh initiatives and support of partners
‐ Crucial is ownership and sustainability, and herewith the need to combat HIV/AIDS in each
sector
‐ We also need to monitor performance in each sector
‐ Need for more commitment
‐ Ministries are to safeguard the lives of workers and effective workplace programs have a
multiplying effect down to family and community level
‐ Different partners and key‐stakeholders are to agree on how to implement the guidelines
‐ There is a strong argument to broader workplace programs beyond HIV and to include non‐
communicable diseases
‐ It is also up to partners e.g. GIZ, ILO, UNAIDS to see how they can assist the government
Main points taken away by participants of the workshop are:
‐ Participants especially applauded the formation of the steering committee
‐ Underlining the leading role of PO‐PSM for project support and sustainability
‐ Appreciation for the explanation on how the programme was conducted and lessons learned
‐ Positive results of the evaluation to be taken forward
‐ Workplace programs don’t need to be expensive
‐ Broadening the scope from HIV workplace program to include wellness, promotion of a
healthy lifestyle and non‐communicable diseases
‐ Discussion on scaling up and rolling out of the program
‐ Addressing issues of national ownership and sustainability
‐ Collaboration between the public and private sector
‐ Strong wish for a way forward
‐ Optimism that the Steering Committee will be established soon and will show the way
forward
Presentation of Award
Dr. Inge Baumgarten, teamleader of TGPSH, had the honour to present the Workplace Program on
HIV in the Public Service with an award handed to her by President Jakaya Kikwete on World AIDS
Day in Lindi. She mentioned that one could see that the workplace program is no longer a baby, but
more of an adolescent. It clearly shows that if the adolescent does not pick up lessons learned from
the workplace program, the costs will be greater in the future. It is a recognition of the contribution
made by all partners towards the program – PO‐PSM, TPSC, TACAIDS, GIZ, Health Focus.
The award is a big thank you to all involved in the program.

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Lastly Dr. Regine Meyer presented presents to Dr. Hilde Basstanie and Dr. Fidelis Owenya as a thank
you for their effort over the years.
The workshop was closed at 13:30

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Annex 1 Timetable
Supporting Public Sector Workplace Programs
on HIV
TIMETABLE OF FINAL STAKEHOLDER WORKSHOP
Protea Courtyard Hotel, 6 December 2012
Time Activity Responsible person(s)
08:00-08:45 Registration GIZ event management
08:45-09:00 Welcome and self introduction of participants Moderator,
Joseph Temba
09:00-09:20 Opening remarks
09:20-09:50 Background, approach and achievements of the
workplace program (WPP) on HIV in the public
service
HF Technical Advisors,
Fidelis Owenya and
Hilde Basstanie
09:50-10:20 Discussion Moderator
10:20-10:50 Health break
10:50-11:20 Findings of the evaluation of the WPP
in the public service
Evaluators,
Joerg Longmuss
Gerlinde Reiprich
11:20-12:00 Discussion Moderator
12:00-13:00 Scaling-up of WPP in the public service: roles
and contributions of the stakeholders
All
13:00-13:15 Wrap up Moderator
13:15-13:30 Closing remarks
13:30-14:00 Lunch

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Annex 2 Participants List
Tanzanian German Program
to Support Health
Stakeholder Workshop on Workplace Programs on HIV in the Public Service
Thursday, 6 December 2012 at Courtyard Hotel, Dar es Salaam
No Mr/
Mrs
Family Name First
Name
Organization Position Email Telephone
Mob
1 Dr Temba Joseph Freelance Consultant josephtemba@gmail.com 0715 325 305
2 Mrs Mazalla Anne PO-PSM Director Diversity
Unit
mazallaanne@hotmail.com 0784 363 861
3 Mrs Makupa Jackline MoHSW FP HIV WPP makupa5@hotmail.com 0754 980832
4 Dr Meyer Regine giz Component
Leader,
SRHR-HIV-
TGPSH
regine.meyer@giz.de 0767 500 952
5 Mrs George Jane MoEWI FP HIV WPP jlulandala@hotmail.com 0755 779 070
6 Dr Baumgarten Inge giz Team Leader
TGPSH
inge.baumgarten@giz.de 0787 088 561
7 Mr Koshuma Yunus giz SRHR-HIV Officer yunus.koshuma@giz.de 0784 272 884
8 Mrs Maskini Notburga PMO-RALG FP HIV WPP notmas@yahoo.com 0754 481 996
9 Mr Kalavo Mary Champion Program Officer mkalavo@engendhealth.org 0713 942 190
10 Ms Finke Lisa Wellness
Services
Tanzania
Counsellor lisa@wellnessservicestz.com 0754 689 509
11 Mr Lekule Morris TACAIDS Act Dir of National
Response
mmlekule@tacaids.go.tz 0713 426399
12 Mrs Kabula Eleonora Korogwe
District
AMO, Hale HC msagati2002@yahoo.co.uk 0653 299 393
13 Dr Masanja Clemence NHIF MTSM cmasanja@nhif.or.tz 0754 333890
14 Dr Reiprich Gerlinde Health Focus Director reiprich@health-focus.de +4933 1200
070
15 Mr Kisibo Moses Tanga City CHAC moseskisibo@yahoo.com 0784 789625
16 Dr Mboneo Yonaza Handeni
District
DACC yonazambonea@yahoo.com 0783 836888
17 Mrs Hoogerbrugge Joke Freelance Consultant joke@cats-net.com 0754 089450
18 Mrs Kalaghe Lilian Freelance Consultant likaghe@yahoo.com 0754 807969
19 Mrs Kajiru Jane PO-PSM Asst Dir - HRM jkajiru@yahoo.com 0754 276 515
20 Mrs Mwambe Grace Ruangwa
District
CHAC gmwambe@gmail.com 0784 194884
21 Mr Mgalama Prosper TPSC Asst. Lecturer mgalamap@yahoo.com 0753 266 888
22 Mrs Zulu Ester Lindi Municipal HRO zullueg@yahoo.com 0713 800 422
0784 992 692
23 Ms Kloss Kristine giz Technical Adviser kristine.kloss@giz.de 0682 491 929
24 Ms Martin Flavia Giz Event Manager flavia.martin@giz.de 0754 338 888
25 Mr George Hosea TPSC HOD g-hosea@hotmail.com 0715 407 556
26 Mrs Ndunguru Upendo ATE HIV/AIDS
Coordinator
undunguru@gmail.com 0785 050 580
27 Mr Mabamba Ildephonce TPSC TUGHE/C/PERS
ON
mabambai@yahoo.com 0784 770 308
0718 770 308

19. 19
28 Mr Lufunyo Hussein TPSC Manager HR lufunyosh@gmail.com 0784 323 708
29 Mr Silvery Peres TPSC T.A thezs2005@yahoo.com 0756 634 346
30 Mr Godfrey Hicheka A.I Fac ghicheko@yahoo.com 0787 004 648
31 Mrs Esther Mkumbe WSTL Admin essymuy@gmail.com 0766 000 200
32 Mr Mziray Emmanuel UNAIDS CMNA mziraye@unaids.org 0784 289 923
33 Mr Phillip Kilatangwa TPSC kilatangwap@yahoo.com 0767 284 860
34 Mrs Chenyambuga Dorah TPSC Asst. Lecturer dchenyambuga@yahoo.com 0787 599 231
35 Dr Silvan Boniface MOHSW P.O mlayb2002@yahoo.co.uk 0786 777 760
36 Dr Longmuss Jorg SUSTAINUM Consultant j.longmuss@sustainum.de
37 Dr Basstanie Hilde Health Focus Technical Advisor hilde.basstanie@gmail.com 0786 333404
38 Dr Owenya Fidelis Health Focus Technical Advisor fowenya@yahoo.com 0754 300104
39 Dr Mambo Henry TPSC Acting CEO himorowo@yahoo.com 0714695357