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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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