• Introduction and context

Domestic work is an important source of employment, representing 2.3 percent of total employment worldwide (WEIGO statistical brief #32). There are 76.7 million domestic workers globally majority of whom are women at 76.2 percent. For Women domestic work contributes 4.2 percent of their global employment. Out of 76.7 Million domestic workers, 9.6 million domestic workers are found in Africa. , representing 12.7% of the global figure. Of the 9.6 million domestic workers, 8.7 million (11.5% of the global figures) are in Sub-Saharan Africa. By share of Wage Employment, Domestic work contributes to 7.3 percent of all employees in Africa. .[1].

The demand for domestic workers continues to grow in different regions of the world including in Africa. The demand is driven by among other things: demographic changes, aging population, and growing need of the long-term care. For this reason, domestic work continues to be among the top sectors employing migrant workers within the region and beyond. The huge workforce in domestic work is likely being sustained by continued income inequality within and between countries, as well as unequal access to education and care services. As a job-intensive sector that meets essential and growing household needs for direct and indirect care services, domestic work will continue to be major source of wage employment for many[2].

• Domestic work in the East African Community

Recent mapping report on Labour Migration in East Africa by the East Africa Employers’ Organization (EAEO, 2022)[3] show existing domestic workers mobility within the region from Uganda and Tanzania into Kenya. Though official data on the share of employment in domestic work in the sub-region is not readily available, individual country figures indicate significant number of people employed in or working as domestic workers. Taking example from 3 EAC countries (Kenya Uganda and Tanzania), reports indicate that there are 2 million domestic workers in Kenya as contained Analysis of working conditions and wages of domestic workers in Kenya. For Tanzania, the last reported data in 2014 indicated that there were nearly 1 million domestic workers in the United Republic of Tanzania[4]. The contribution of domestic work to wage employment has increased five folds in the less than 10 years from 0.2 percent in 2014 to 5.5 percent in 2021 signifying the growth and significance of the sector in wage employment for mainland Tanzania. For Uganda, 11.5 percent of all respondents in the Uganda National Labour Force Survey (2021) identified private household as their place of work. Other not representative data contained in various reports indicate prevalence of child domestic workers (about half a million)[5] and 24% of the surveyed population (N 4724) were found to be children in a survey conducted by IDAY [6] The survey also found that more than 80% of domestic workers did not go beyond primary school. Reports also indicate existence of domestic work as a key economic sector in Democratic Republic of Congo, Burundi and South Sudan but official data was not readily available. In Rwanda, recent Rwanda labour force survey 2021 shows that domestic work is among the top five economic activities of employed persons (pg9) accounting for 4.1 percent of total employment in the country (pg6)

Similarly, domestic work is the priority occupation for labour migration in the subregion. The EAC region is source of domestic migrant workers towards the Gulf Corporation Council (GCC), Lebanon and Jordan. Reports from Uganda indicates that about, 2000 domestic workers are migrating to the GCC each month[7]. Reports from Kenya indicates that by2022 there were 80,000 domestic workers working Saudi Arabia alone[8]. Within the region, data is scant but various reports indicate prevalent intraregional migration of domestic workers within the EAC. The bulk of migrant domestic workers in the region migrate through irregular channels . They are also considered low-skilled with no to little education or training. The context provided is a a testimony to the position and scope of domestic work in wage employment creation for the region.

• Characterization of the sector and occupation

The ILO Domestic Workers Convention (C189) defines domestic work as e “work performed in or for a private household or households” and domestic workers as “any person engaged in domestic work within an employment relationship”. They provide direct and indirect care services, and as such are key members of the care economy. Their work may include tasks such as cleaning the house, cooking, washing, and ironing clothes, taking care of children, or elderly or sick members of a family, gardening, guarding the house, driving for the family, and even taking care of household pets. A domestic worker may work on full-time or part-time basis; may be employed by a single household or through or by a service provider; may be residing in the household of the employer (live-in worker) or may be living in his or her own residence (live-out). A domestic worker may be working in a country of which she/he is not a national, thus referred to as a migrant domestic worker.

According to the latest ILO assessment report Making decent work a reality for domestic workers, 81. 2 percent of domestic work employment is informal, meaning that there continue to be huge decent work deficits in the domestic work sector. These deficits include lack of formal contract, social security coverage, exclusion from or gaps in minimum wage coverage, lack of unionization and long working hours beyond the approved standards by the international and national laws. Domestic work is also characterized as low skills occupation due lack of access to quality, and well-organized training programmes. Many countries have not institutionalized domestic work into their TVET training delivery systems. Though many countries are putting legal frameworks for improving working conditions for domestic workers in place, but implementation is lacking and/or loopholes still exist that need to be filled to effectively benefit the target groups. Migrant domestic workers are more vulnerable and face adverse working conditions.

• Why skills development for domestic workers

As indicated, the perception of domestic work as generally a low-skilled occupation where women are overrepresented, and the overarching non-recognition of women’s work often make domestic work undervalued. However, skills training and professionalization of domestic work can support to increase the value of domestic work services and contribute to the formalization of domestic work. Household employers may be willing to hire the services of domestic workers more formally and pay them more decently based on the services provided. Also, skills training may increase the confidence of domestic workers to view their occupation as a profession like any other and therefore increase their service delivery standards; bargaining capacity, seek better terms aligned to the established laws such as better pay, time off and social security benefits. Furthermore, skills training may also increase domestic worker’s employability and their professional or career mobility either horizontally or vertically including into other sectors and to managerial or supervisory roles within the same occupation respectively.

• Justification for the Regional competency standards for domestic workers

Competency standards are a set of benchmarks that define the skills, knowledge, and attributes people need to perform a work role. They are developed in consultation with industry, to ensure they reflect the needs of the workplace. Competency standards form the basis upon which training, and assessment can be implemented to a standard that the industry recognises and trusts. Competency standards are primarily used to develop and implement training, to assess the outcomes of training, and to assess the level of a person’s existing skills and competencies. Regional Model Competency Standards (RMCS) are designed to be used as a basis for developing national standards and as a regional reference point. The RMCS will benefit those countries that are in the process of developing competency standards or reviewing existing national competency standards. As the RMCS provide a basis for developing national competency standards, countries can avoid the duplication of effort in developing standards from scratch providing a regional reference for the competency standards. It can also facilitate mutual recognition of skills and workers in the domestic work sector within the EAC region. RMCS will be developed based on country practices as well as other practices beyond the region for comparability purposes.

• The policy and legal framework in the EAC

In accordance with Article 104 of the Treaty for establishment of the EAC, Partner States agreed to adopt measures to achieve the free movement of persons, labour, and services and to ensure the enjoyment of the right of establishment and residence of their citizens within the Community. The EAC Common Market Protocol (CMP) guarantees both the free movement of persons and workers under Articles 7(1) where the Partner States allow free movement of persons who are citizens of the other Partner States, within their territories and 10(1) on the freedom of movement of workers.

The free movement of workers entitles a worker to: apply for employment and accept offers of employment actually made; move freely within the territories of the Partner States for the purpose of employment; conclude contracts and take up employment in accordance with the contracts, national laws and administrative actions, without any discrimination; stay in the territory of a Partner State for the purpose of employment in accordance with the national laws and administrative procedures governing the employment of workers of that Partner State; enjoy the freedom of association and collective bargaining for better working conditions in accordance with the national laws of the host Partner State; and enjoy the rights and benefits of social security as accorded to the workers of the host Partner State; and have the right to be accompanied by a spouse and a child.

In Article 102 of the EAC Treaty, the Partner States are fostering cooperation in education and training within the community. Under Article 102 (b) the Partner States are harmonizing curricular, examination, certification and accreditation of education and training institutions through joint action of the relevant national bodies. To further facilitate free movement of labour in the Community, pursuant to Article 11 (b) of the Protocol the Partner States are concluding regulations which will govern the mutual recognition of academic qualifications and experience. This harmonization of education curricular and structures is crucial for regional integration and implementation of the EAC Common Market protocol.

In this regard, developing regional competency standards for domestic work will contribute to the aspiration of the EAC treaty and enhance cooperation within Partner States in their effort to develop well trained human resource for regional labour markets and beyond. These standards will also make it easier for mutual recognition of skills and portability of skills. It will aid member states to benchmark when developing their own national competency standards.

• Current practices

Detailed information of how each EAC Partner States train or develop the skills of domestic workers at national level, is scant. However, there is some information from some countries, which may give some examples of the current practices. A recent Feasibility study on Recognition Mechanisms for Selected Occupational Profiles of Migrant Workers in Ethiopia, Kenya and South Africa reveals huge variations in occupational standards and how countries organize training for their domestic workers including duration of training coverage and scope. Due to that variation, it is impractical for establishing and implementing a skills recognition mechanism for domestic workers more so when still in some countries domestic work is not an integral part of TVET programmes offered in the country. The main recommendation from the study is for member states experiencing mobility of workers amongst themselves to agree on harmonised occupational and competency standards. It is for this reason that the ILO, through the Foreign, Commonwealth and Development Office(FCDO)-funded Better Regional Migration Management (BRMM) project and Swedish International Development Cooperation Agency (SIDA)-funded Labour, Employment and Mobility actions of the AU-ILO-IOM Programme on Labour Migration Governance for development and integration in Africa (JLMP-Lead)in collaboration with the EAC wish to develop regional competency standards for domestic work occupation.

• Objectives

To provide technical guidance and lead the development of the east African regional competency standards in domestic work through the expert focus group.

The consultancy firm will have the following specific tasks and linked deliverable.

Core function

Task

Deliverable

Inception report

prepare a brief but concise inception report that details the envisaged methods and workplan

Inception report

Capacity building of the expert

Hold a methodology workshop with EAC, expert group and ILO; orientation using the ILO’s model competency standards and Competency standards for ASEAN region

Agreed road map, data collection sheet /checklist

Mapping exercise

analyse current practices (including, design approach and scope) and policy and or legal frameworks on training domestic workers in the EAC partner states. The mapping will also extend for comparability with practices outside the region focusing on countries with best practices. The Mapping exercise shall be limited to review of secondary data that will be complemented by country reports to be complied by select team of experts from all 7 partner states

a summary report on mapping of training practices for domestic work with example drawn from partner states and sampled countries for comparison which include:

a. Existing trends and practices with regards to domestic work, training programmes, occupational profiles and or standards, curricular, levels of training scope and duration, institutional arrangement coordinating this training etc. Related policy and legal frameworks

b. General labour market trends in domestic work showing demand, skills shortages and scope of functions/roles domestic workers perform.

c. The harmonised proposal for a comprehensive scope, roles and functions of a domestic work that will inform the development of the competency standards.

policy and or legal frameworks related to skills development for domestic work in the 7 partner states.

Provide Technical guidance and facilitation of Drafting workshop

formulate all workshop methodologies to

a. Reviewing and validating country reports submitted by country experts.

b. Determine and drafting the functional areas.

c. Draft the competency standards.

d. Validate the draft competency standards with the technical expert group as well as during country level validations.

Consolidate the validated documents

Final Draft competency standards for DW submitted to the EAC for adoption.

Draft implementation and monitoring strategy

• Scope of work and methodology

This assignment entails a combination of capacity development, technical assistance and guidance, facilitation, knowledge generation and development of the competency standards. The mapping of the skills development practices for Domestic workers in all 7 states will be done through a combination desk review of existing published information and review of information collected and presented by experts from EAC partner states.

The experts to be selected by EAC will first attend the methodological and capacity development workshop that will be facilitated by the consultant. During the workshop, the consulting firm will jointly review and agree on an information collection sheet that will be used by the expert team to collect country information. The consulting firm will also facilitate an orientation capacity session on the processes, scope, and roles of key partner in developing the regional competency standards.

The consulting firm will also gather additional information from outside the EAC region (from at least 3 countries) for comparison purposes and showcasing successful practices in skills training for domestic work.The consultancy firm will do secretarial by consolidating organizing and putting the report and documents in a logical and presentable format The firm will also be the lead drafter of all the working documents and will prepare the final documents based on the comments and guidance received from the reviews, consultations, and validation workshops. As expert, the consulting firm will also consolidate the final document and provide technical guidance as appropriate and relevant.

The consulting firm is expected to propose a methodology appropriate for this assignment leading to a common harmonised standards acceptable by the EAC partner states and aligned to the occupational standing for both national, regional, and international market. The ILO’s guidelines on developing regional competency standards may used as an inspiration

The consulting firm will work with the appointed expert focus group to ensure alignment and relevance with EAC region’s context and beyond and active engagement of relevant partner states and other relevant stakeholders.

• Role of partner states:
• The partner states will be central in sharing with the consultant and the expert focus group all required and relevant documents, information and data on domestic work that will facilitate a successful implementation and completion of this assignment.
• Advise on the relevant experts and institutions to be consulted and engaged during the process including at validation stages.
• Review and provide critical inputs to the documents and reports emanating from this exercise.
• The role of the EAC secretariat:

Through the relevant department, the EAC will coordinate the whole development process through.

• Officially constituting the expert focus group
• Convening (in consultations with the consultant) all expert groups meetings
• Organize and coordinate validation sessions for the products and reports developed by the consultant after review and inputs from the technical expert group.
• Coordinate the approval and adoption process by the EAC partner states as per laid down procedure.
• Promote and disseminate the approved regional competency standards among members states.
• Payment schedule and timelines

Deliverable

Time

Instalment #

Condition for payment

May

Jun

Jul

Aug.

Sep

Oct

Contract signing

NA

No payment

Inception report with detailed methodologies and workplan

3 weeks after signing contract

30% of the total contract costs

Paid upon submitting the final inception report that has been reviewed and accepted by the ILO

First Draft of the mapping report

8 weeks after signing the contract

20% of the total contract

Paid Upon submitting a final Draft of the mapping report that has incorporated country chapters and inputs from the expert group and reviewed by the ILO and EAC

First draft of the RCS for domestic workers validated by the technical working group) (Reports on the drafting and review sessions Determining and the functional areas.

, and drafting the competency standards) annexed to the RCS

13 weeks after signing the contract

30% of total contract cost

Paid upon submission of progress reports containing:

Draft functional areas and draft competency standards

Final Drafts of the competency standards incorporating comments from validation workshop (s) including by wider stakeholders

16 weeks after signing the contract

20% of total contract costs

Paid upon submission of Final drafts of regional competency standards for domestic work with annexes on implementation and monitoring strategy

• Required Qualification and experience.

This assignment demand expertise and experience in the field of curriculum development, educational assessment, occupational profiles development, training, and competency standards. The consulting firm should have a team of experts with a mix of desired qualifications and experience in labour market dynamics, labour migration and domestic work occupation.

In addition, the consulting team lead should have:

• Advance graduate degree in social sciences disciplines such as education, TVET, Human resources development, Labour economics and related professional background.
• Ten years of experience in the field of Skills /TVET development with functional lead roles in occupational profile and standards development, educational and skills assessment, training standards and curricular development. Knowledge if labour migration will be an asset.
• Proven experience in carrying out similar assignments before

Proven experience and skills in facilitating technical group workshops with clear objectives to achieve at the end and deliverables to show.

The firm should also:

• Have experience in providing consultancy services for international organizations.
• Have experience in excellent analytical capacity and report writing skills and ability to communicate effectively and in concise manner both orally and in writing.
• Display a high standard of ethical conduct and exhibit honesty and integrity.
• Have excellent knowledge and understanding the domestic work sector generally and in the context of labour migration in Africa and beyond and the East and Horn of Africa in particular.
• Demonstrate innovation or new ideas that will ensure achieving the objectives and timely.
• The Technical Proposal should include:

Capacity documentation: Attach Company certificates, registration and three client references, demonstrating the capability and past performance of the Service Provider as follows:

• At least 7 years of experience in a similar assignment, including working on occupational standards, curriculum and competency standards development, education, and training assessment.
• Demonstrated internal capacity (relevant personnel etc.) to complete the assignment within the designated time.
• Vast network of partners and institutions relevant to this assignment
• Sound knowledge of current trends in the labour migration, occupational and training standards, curriculum development
• Experience in facilitating group technical working sessions.
• Contextual understanding of domestic work sector

Proposed methodology: The proposal should provide a clear and adequate approach to the work in achieving the desired results and should include:

• Detailed project implementation plan
• Detailed management and coordination plan for collecting data from all 7 EAC countries.
• Consultation, data collection, drafting and validation methodologies.

Qualification of the team lead and team members: CVs and profiles of team lead and members clearly indicating their experience and relevance to the tasks aligned to this call.

• The Financial Proposal

The financial offer should be submitted in USD and should include all envisaged costs.

Tabulated as below:

DESCRIPTION

PRICING (USD)

1

Deliverable 1: An inception report with detailed workplan and methodology

2

Deliverable 2: Final draft report of the mapping and analysis on existing occupational standards (incorporating comments from the expert focus group)

3

Deliverable 3: First draft of the RCS for domestic workers validated by the technical experts (Reports on the drafting and review sessions Determining and the functional areas.

, and drafting the competency standards) annexed to the RCS

4

Deliverable 4: Final Drafts of the competency standards including Final draft promotion, implementation and monitoring strategy annexed to it. The report should incorporate comments from the validation workshop by wider stakeholders including sector industry experts.

Administrative Costs (if applicable)

5

Proposed Technical Officers with relevant profiles

Additional costs as applicable in proposed methodology(i.e field visits, 3 missions to facilitate drafting and validation meetings)

6

Total Budget

Financial Breakdown

Deliverable

Experts/activity

Number of Day

Rate

Amount

Sub-total

Sub-total

Sub-total

TOTAL

Evaluation Criteria

ITEM

DESCRIPTION

TOTAL MARKS

Capacity Documentation

Attach Company certificates, registration and three client references, demonstrating the capability and past performance of the Service Provider as follows:

• At least 7 years of experience in a similar assignment, including working on occupational standards, curriculum and competency standards development, education, and training assessment.
• Demonstrated internal capacity (relevant personnel etc.) to complete the assignment within the designated time.
• Vast network of partners and institutions relevant to this assignment
• Sound knowledge of current trends in the labour migration, occupational and training standards, curriculum development
• Experience in facilitating group technical working sessions.
• Contextual understanding of domestic work sector 30

Proposed Methodology and Approach

The proposal should provide a clear approach in carrying out the work and achieving the desired results and should include:

• Detailed implementation plan marks)
• Detailed management plan
• Consultations, data collection, drafting and validation methodologies. 25

Qualifications and

specific

experience of the Team Leader for the

assignment

Attach CV, professional (certification) if relevant, demonstrating the following:

• Advance degree in social sciences disciplines such as education, TVET, Human resources development, Labour economics and related professional background.
• Ten years of experience relevant to the assignment as detailed in the ToR
• Managing consultancy services of international organizations with multi country scope
• Proficiency in stakeholder engagement, including building relationships with government agencies, NGOs, employers.
• Excellent communication and networking skills to effectively communicate objectives and engage with relevant stakeholders and the technical expert group.
• Proof of Experience in guiding, facilitating technical workshops with specific results at the end.

15

Qualifications and

specific

experience of the Technical Staff for the assignment

The team should comprise of technical officers with the following profiles:

• Research skills
• Technical proficiency in one of the areas (occupational standards, curriculum development, domestic work sector, competency standards, educational assessment)
• Project management
• Group facilitations
• Report writing skills.
• Experience in conducting capacity building act. 25

Overall quality of the proposal, including concise writing, structure, and formatting 5

TOTAL 100

Only bids which achieve a minimum score of 70 % in their technical offer will be considered for evaluation of their Financial Proposals.

The technical offer will be weighted 70% the financial offer 30%. (30*lowest bid /the bid being evaluated). The total score will be calculated by using the formula: total score obtained in technical proposal + total score obtained from the financial

• Contract duration

All assignment deliverables are expected to be delivered to the satisfaction of the ILO within 40 workdays spread across 6 months. In other words, that the work may take up to 6 months to complete due to breaks in between that involve organization and convention of the workshop and subsequent review and approval processes involved but, workdays will not exceed 40 against which the costs of this work will be calculated. The consulting firm will align the workdays accordingly within the given duration and complete the assignment.

• Reporting Lines

The overall assignment will be overseen by the Chief Technical Advisor of the BRMM project in the ILO country office Addis Ababa who shall be responsible for managing the contract. The technical aspect of the contract shall be led by the technical skills specialist for skills development in the ILO. The Overall policy guidance, technical inputs and coordination of technical consultations shall be led by the EAC secretariat. The successful bidder shall technically work with select technical team constituted by the EAC which shall guide, contribute, and act as the first line of drafting, review and quality assure all deliverables of this assignment. This work shall also receive further guidance from ILO experts from Headquarters, Regional Office for Africa, Decent Work Team in Pretoria and Dar es salaam Office. The project will coordinate all comments and technical inputs from ILO.

[1]see Making decent work a reality for domestic workers: progress and prospects 10 years after the adoption of the domestic workers Convention,2011 (No.189)

[2]Ibid

[3]Mapping report: Labour Migration in East Africa

[4]Situation Analysis report of domestic workers in Tanzania pg. 1

[5] According to the national Service delivery survey 2015 as quoted in Africa Child Policy Brief 2017https://www.africhild.or.ug/assets/docs/1682174271_Supporting%20Uganda%E2%80%99s%20child%20domestic%20workers%20experiencing%20violence.pdf

[6]Survey on Domestic work in Burundi, DRC, Kenya, Rwanda and Uganda: https://iday.org/wp-content/uploads/2018/06/Rapport20Domestix20EN20-1.pdf

[7]https://iwpr.net/global-voices/ugandan-women-pay-price-exploitation#:~:text=Statistics%20from%20Uganda's%20ministry%20of,Nakawooya%2C%20heading%20to%20Saudi%20Arabia.

[8]www.businessdailyafrica.com/bd/markets/market-news/saudi-arabia-cuts-wages-for-kenya-domestic-workers-by-sh80000-4494054

How to apply

Dear Sir/Madam,

The International Labour Organization (ILO) would like to notify your company of a tender recently published on the United Nations Global Marketplace (UNGM) available here: RFP/26/2024/GNC Consultancy Services on developing East African Regional Competency standard in Domestic work (ungm.org)

RFP/26/2024/GNC for the provision of Consultancy Service on developing East African Regional Competency standard in Domestic work.

In order to submit an offer, your company must be registered on UNGM. If your company is already registered, kindly ensure that your company’s contact information is up to date (i.e. email, contact name, etc.). For any queries related to the registration of your company on UNGM, please contact UNGM directly at: registry@ungm.org.

We look forward to your company’s participation.

Regards,

ILO Procurement Bureau

Document attached:

ILO Instructions _e-submissions

The International Labour Organization (ILO) has been implementing a multi-sectoral inter-agency partnership programme for host communities and forcibly displaced people with a vision of enhancing skills for better labour market opportunities and strengthening decent work in countries affected by forced displacement to mitigate stress and support access to labour markets plus empowerment of host communities and forcibly displaced populations. One of the key components of the Programme is the promotion of Employment Intensive Investment Programme (EIIP) principles and work methods, to maximize employment outcomes for at-risk communities.

The ILO EIIP supports countries in the design, formulation, implementation and evaluation of policies and programmes aimed at addressing unemployment and underemployment. The Programme promotes public investment, typically in infrastructure development and environmental works with a focus on the use of employment-intensive and local resource-based approaches to produce public assets in a range of areas such as road construction and maintenance, water and drainage, irrigation infrastructure, reforestation, and soil conservation. Implementation modalities range from public works programmes where individuals are hired directly to the contracting of small and medium enterprises (contractors) and communities. EIIP produces transformative public assets that create employment, skills learning and business opportunities for local communities.

Several initiatives were rolled out under the EIIP component in the last five years, particularly in the Somali Region of Ethiopia. The ILO is now looking for a new geographic front in the Amhara region aiming to support peacebuilding and social cohesion through the promotion of employment and livelihood opportunities for refugees and host communities. The proposed intervention will address the lack of access to basic infrastructure and economic opportunities for forcibly displaced persons and host communities in the target areas. In this regard, the ILO will promote an employment-intensive and green works approach for the provision of priority socio-economic infrastructure and will work towards addressing unemployment, decent work deficits and lack of access to livelihoods within the host and refugee communities, which are key contributing factors to conflict.

The ILO, UNICEF and UNHCR organized a joint scoping mission on 15-17 February 2023 to the Alemwach settlement to identify possible areas of joint intervention aimed at providing immediate access to refugees and host communities to basic needs and services in the settlement and neighbouring Dabat town. Accordingly, priority areas were identified in consultation with local authorities and target communities. This included provision of improved housing/shelter, sanitation, market infrastructure, access roads as well as education and health facilities. The ILO is proposing to undertake some of these works to help address decent work deficits and lack of opportunities for livelihood and build resilience of both host and refugee communities against socio-economic shock. This is done through the provision of basic socio-economic infrastructure, the creation of market linkage and livelihood opportunities in the Dabat settlement area.

Some of the proposed interventions entail:

• Rehabilitation of a feeder road to Alemwach settlement using a local resource-based approach
• Establishment of a market centre in the settlement (market stalls, proper fencing, solid waste collection & disposal, a Crèche)
• Short-term vocational training in roads and building works.

Accordingly, a 2.3km road was identified and the design is currently being done by a government agency, Lihiket Design and Supervision Corporation. The road upgrading work will be executed by local contractors trained in labour-based construction methods.

It is in this light that the Roads2SDGs project proposes the hiring of a Road Design Engineer, who will be the focal person to deliver capacity development interventions on road design.

In light of this, the ILO is seeking to hire a seasoned road construction engineer-National consultant, who will monitor and supervise the day-to-day road work in Dabat town.

THE OBJECTIVE OF THE ASSIGNMENT

The objective of the assignment is for the consultant to provide technical supervision and monitoring during the Rehabilitation of the road in Dabat town. The supervision of road work will entail ensuring contractors' conformity and compliance to design specifications, compliance with labour-based approaches in construction, quality control and assurance.

SPECIFIC OBJECTIVE OF THE ASSIGNMENT

The specific objective of this assignment is to:

Works Supervision

• Ensure that work is executed within the specified construction time while maintaining high-quality standards as stipulated in the contract document with the contractor/s.
• Carry out comprehensive supervision and monitoring of the contractor/s during the implementation of road work to ensure full compliance with the drawings, technical specifications and various stipulations contained in the contract documents.
• Support effective project monitoring and reporting by providing periodic project progress and monitoring reports based on key performance indicators including employment creation, gender equality, asset development as well as provision of safety and health at the workplace.
• Ensure social and environmental safeguards are addressed by the contractors.

1. Contract Administration
2. Representation

• Organize and attend technical meetings with the relevant project stakeholders when necessary.
• Upon request by the ILO, represent the ILO at official meetings related to this specific project.

SCOPE OF WORK

ILO is seeking one individual consultant to support the supervision of construction works in Dabat Town, North Gondar Zone. The consultant shall prepare for the commencement of the work; and subsequently, supervise and monitor the contractor/s as the “Engineer” and put in place a quality assurance system to ensure compliance with construction standards as well as ensure that the contractor/s are using Labour-based approaches in construction while observing stipulated timelines and decent work principles, including adherence to Occupational Safety and Health (OSH) management plans on site.

The consultant’s tasks during this phase shall include:

Pre-construction Phase

• In liaison with the ILO develop key performance indicators and ensure that the environmental and social safeguards including labour standards and other ILO decent work standards and norms are adequately captured in the site supervision documentation.
• Supervise the contractors during the mobilization of the Works according to their work plan.
• Ensure that the Contractor conforms with the Labour-based approaches on the labour/staff and workdays proposed as well as the use of local materials.
• Participate in official site handover and briefing to the Contractors.
• Support the review of the Contractors’ work programs and method statements, identify areas that may pose a risk to work scope, quality, and timely completion, and propose mitigation mechanisms. Approve the programs if satisfied.
• Develop a quality assurance plan and checklist.
• With support from the ILO, develop data collection, reporting and monitoring tools for effective reporting and monitoring of work progress, employment creation, and skills development.
• Inspection and assessment of proposed works sites, quarry and borrow areas and materials and recommend areas of acquisition of local materials for the project.

How to apply

Interested consultants should submit their detailed technical and financial proposals along with their qualifications and CVs by email to addis_procurement@ilo.org no later than 17 April 2024. All submissions should have a reference: Road Upgrading project in Alemwach settlement, Dabat town, North Gondar, Amhara Region, Ethiopia.

The full TOR can be found on the following link:https://www.ilo.org/global/docs/WCMS_920521/lang--en/index.htm

Framework

The International Labour Organization (ILO), in partnership with the United Nations Development Program (UNDP), the Organization of African, Caribbean and Pacific States (OACPS), and with financial support from the European Union (EU), is implementing in Mozambique a four-year project called "Support for the Transition of Informal Enterprises to Sustainable Growth and Formalization in the African, Caribbean and Pacific Regions", with the aim of unlocking the potential of the informal economy for inclusive growth and the transformation.

This project aims to develop and support the implementation of favourable regulatory conditions and relevant incentives for the formalization of companies. Additionally, it addresses the capacity constraints of informal businesses and facilitates the provision of innovative financial products and services that support progressive formalization.

Financial education is recognized as a crucial skill for sustainable business growth and development, presenting significant potential to contribute to the progressive formalization of companies. In this context, a Financial Education program is being implemented by the ILO in Mozambique aimed at providing entrepreneurs with essential financial skills, increasing their ability to make more informed financial decisions and access financial services. This initiative aims not only to encourage the growth and stability of companies, but also to contribute to the country's broader economic development, promoting a more inclusive and structured economic environment.

Training of Trainers in Financial Education

To optimize work in Financial Education, the International Labour Organization (ILO) created a training curriculum aimed at expanding access to Financial Education among informal entrepreneurs and other target groups. The implementation method of the ILO Financial Education Program is based on a dissemination strategy through Training of Trainers (ToTs), which are followed by Training of Beneficiaries (ToBs). Those who participate in ToTs will have the opportunity to become ILO Certified Trainers, provided they meet certain requirements, including specific training with target groups.

Trainer profile

• Proven Experience: The candidate must have proven experience in training adults and/or facilitating participatory activities aimed at the target group.
• Pedagogical Skills: It is essential to have the ability to implement participatory, adaptable and effective teaching methods, especially designed for adults.
• Availability and Flexibility: Candidates must be flexible in conducting Financial Education training sessions, adapting to the needs of participants and emerging training opportunities.
• Knowledge of the target audience: Having close connections or relevant experience with the target group, especially informal entrepreneurs, is crucial.
• Financial Education and Knowledge of the Financial System: Specific knowledge of Financial Education and/or the financial system in Mozambique is required.
• Commitment to Dissemination: It is essential to demonstrate commitment to replicating the training autonomously for the final beneficiaries.
• Technological Mastery: The trainer needs to have an excellent command of IT technologies and tools, including the Microsoft package, Zoom and other online training platforms.

The following will also be valued:

• Experience in organizing training events and/or institutional support for this.
• Ability to manage groups and good communication skills.
• Commitment to promoting Gender Equality and Equity.
• Experience with ILO training tools, including Making Microfinance Work, SIYB, MyCOOP, among others.

How to apply

Interested candidates must fill out the form available at the link here and send their Curriculum Vitae to: walterjuliacv@gmail.com; until April 19, 2024.

General Background

Overlapping drivers of displacement worldwide have coincided and increased the scope, scale and complexity of displacement. Approximately 25.4 million individuals are recognized as refugees who have fled their homes due to a well-found fear of persecution. This is alongside millions of internally displaced persons and those who have fled their homes but are not recognized as refugees by the 1951 Refugee Convention. In response to the considerable challenges posed by forced displacement, a strategic partnership, named PROSPECTS, was established by the Government of the Netherlands in 2019, bringing together five partner organizations, namely IFC, UNICEF, ILO, UNHCR and the World Bank. The partnership spans eight countries and covering a five-year period (2018-2022). The combined efforts of the five partner organizations endeavour to bolster the medium- and longer-term development goals for host communities and forcibly displaced persons to access quality and market-relevant education; decent work and enterprise opportunities; and comprehensive protection systems

PROSPECTS IN JORDAN

Jordan is facing a historic forced displacement crisis and as the crisis extends into the next decade, the country is at an inflection point, given the scope, scale and protracted nature of the displacement. Through Prospects, partners will undertake interventions that will align with national strategies, helping to mitigate the impact of the current displacement crisis on both refugee and host communities, with a longer-term goal of supporting human development through support to increased economic opportunities, wider access to quality education and stronger protection mechanisms. As of January 2020, Jordan hosted over 745,000 refugees, including over 655,000 Syrians and almost 100,000 other nationalities. Children represent a little over half of the refugee community. With refugees constituting almost seven per cent of Jordan’s population, the Kingdom is one of the top refugee-hosting countries per capita worldwide.

Through the PROSPECTS partnership, the five partners aim to leverage their comparative advantages and areas of expertise to programme complementary and interdependent interventions that address three areas where challenges negatively affect the livelihoods and well-being of Jordanians, refugees and other vulnerable groups: education, employment, and protection. Through an in-depth theory of change process, the combined efforts of the organizations will endeavour to bolster the medium- and longer-term development goals for Jordanians, refugees and other vulnerable groups to access quality and market-relevant education; decent engagement, work and enterprise opportunities; and comprehensive protection systems, which will, in turn, support more sustainable livelihoods, in line with Jordan’s national plans. Integrated into the joint programme is systematic learning and knowledge management that will feed into future planning, the scaling up of innovative approaches, and ultimately transform the way partners respond to displacement crises.

ASSIGNMENT BACKGROUND AND OBJECTIVES

Within the framework of the PROSPECTS partnership in Jordan, the ILO supported the provision of the Agricultural Workers bylaw (Regulation No. 19 of 2021) which was issued and published in the Official Gazette and became effective as the 5th February 2021. The issuance of the Agricultural Workers bylaw constitutes a qualitative and historical leap in the development of rights and protections for workers in Jordan’s agriculture sector and in the field of regulating the relationship between employers and workers in the sector. Until its approval, agriculture work had been excluded from the provision of the Labour Law, during which time agricultural workers suffered from the absence of legal protections or oversight. The bylaw provides a legal basis for improving the working conditions of workers in the agricultural sector, many of whom are amongst the poorest and most vulnerable. PROSPECTS had taken early steps to facilitate its application including an awareness raising campaign on educating employers, workers, and relevant national institutions, such as the Ministry of Agriculture, the General Federation of Jordanian Trade Unions, and the Jordan Cooperative Corporation about the items contained in the regulation. In addition, PROSPECTS piloted a TOT training on the ILO’s “OSH tool for cooperatives” aiming to build the capacity of agriculture cooperatives to support provision of OSH at the farm level.

Later to the bylaw provision, two instructions had been issued (1) Instructions concerning the Inspection of Agricultural Activity Promulgated under Articles 14(a) and 17 of the Bylaw for Agriculture Workers1[1]; and (2) Instructions concerning the conditions and measures of OSH at the agriculture work sites of 2021 Promulgated under the provisions of Articles 11 and 17 of the bylaw for Agricultural Workers. Under the latter, both agriculture and workers shall take all the necessary procedures and measures of occupational safety and health in order to secure the agriculture work environment to prevent all risks[2].

[1]http://www.mol.gov.jo/AR/List/%D8%A7%D9%84%D8%AA%D8%B9%D9%84%D9%8A%D9%85%D8%A7%D8%AA

[2] Same reference MOL website above

In addition, the Agriculture Law No. (13) of 2015[1] and its amendments was issued to organize the agricultural sector and define the responsibilities and main objectives of the Ministry of Agriculture (MoA) within this. The law also specifies plant and animal health measures including the regulations to the entry and exit of agricultural products, registration and production of pesticides. In addition to plant varieties, fertilizers, growth regulators, pest control methods and plant quarantine; and all relating to animal production, animal health, veterinary quarantine, and others. Based on this law there have been some regulations and instructions provided including instructions for the manufacturing of veterinary medicines, life preparations, and veterinary pesticides and their registration, licensing and circulation. These also specify the basis for licensing, handling, registration, import and the export of pesticides and agricultural chemicals among others.

Nonetheless, the Agriculture Law and other regulations and instructions does not address the occupational safety and health of the user (the agricultural worker) and instead focuses on the specifications of chemicals and their residues in products, registration, testing and so on. However, some departments within the Ministry of Agriculture have provided technical guidance for farmers such as the extension services to the farmers on how to protect themselves while spraying, but these were based on the staff member’s knowledge and is not structured as part of their job description[2].

In order to address this gap, in 2023 the ILO developed an Occupational Safety and Health Guide in Agriculture for both Lebanon and Jordan. While the Lebanese version was validated, the Jordanian version was put on hold until the new amendments of OSH regulations would be endorsed. The amended OSH regulations include:

• The Occupational Safety and Health bylaw and prevention of occupational hazards
• The bylaw of preventive and curative medical care for workers
• The bylaw pertaining to the forming of OSH committees and appointing OSH supervisors
• A guide for identifying types of sources of occupational hazards in the work environment, precautions and measures required for prevention
• A guide for classifying and determining the degree of risk of economic activities/sectors
• Guidelines for assessing risks in the work environment
• Guidelines for the protection of pregnant and breastfeeding women, people with disabilities, and people who perform night work.
• Other guidelines and ministerial decisions pertaining the above mentioned.

The ILO has recently engaged in discussions with both MoA and MoL to update the existing guide. Therefore, the ILO is seeking to hire a consultant/OSH expert to develop an updated version of the Occupational Safety and Health Guide in Agriculture based on the already existing version and other tools available at the ILO targeted to trainers, farmers, and farm workers.

[1]https://moa.gov.jo/AR/List/%D8%A7%D9%84%D9%82%D9%88%D8%A7%D9%86%D9%8A%D9%86

[2] Based on meeting with MOA staff

SCOPE OF WORK AND METHODOLOGY

The consultant will update the existing OSH guide in agriculture utilizing the available ILO tools in agriculture and incorporating the local national legislation and regulations on OSH and the recent amendments. OSH in agriculture includes, but not limited to fruits, vegetables, field crops, animal production, forestry and fisheries, and agricultural practices and work systems around them. To this end, the consultant will:

Objective 1: Update the previous draft version of the Occupational Safety and Health (OSH) guide in agriculture

Tasks associated with this objective:

• Update the introduction part of the guide outlining Jordan’s country context in OSH and policy, legislation, and practice of OSH in the agriculture sector based on the new legislation amendments.

• Review the following documents and conduct a short desk review on OSH in agriculture:

• The ILO Practical OSH tool for agricultural cooperatives developed for Jordan

• The global OSH ILO manual on “Work Improvement in Neighbourhood Development”

• Previously adapted OSH in agriculture materials developed in the region (to be provided to the consultant by the ILO)

• Actively engage with the committee formed for the purpose of this guide. This committee will include members from the Ministry of Agriculture (MoA), the Ministry of Labour (MoL) and the ILO to discuss and identify the priority areas of each ministry, including but not limited to:

• OSH basics

• OSH regulations in Jordan

• OSH procedures required from the employers and employees

• Classifying agriculture subsectors and works according to risks

• OSH monitoring,informing, and response mechanisms

• OSH coordination between the two ministries.

• Update the OSH basics part of the guide, as well as update the procedures required from the employers and employees based on the new legislation’s amendments.

• Adapt the agricultural practices and update the work systems examples and case studies from manuals to ensure they reflect the realities in the country and sectors, and expand to also include forestry and fisheries.

• Developing two new chapters: (1) classifying agriculture subsectors and works according to risk; and (2) monitoring,informing, response mechanisms and coordination among two ministries.

• Validate the guide with respective partners and ILO.

• Develop a shorter version of the guide to be used to train farmers and farm workers on OSH in agriculture.

• Compare the new amendment with the old legislation (approximate 2-page comparison, separate to the guide).

  Objective 2: produce training materials for trainers based on the developed guide.

  Create training material for trainers based on the developed guide that targets MoA staff, MoL inspectors, cooperatives, trade union members, and other partners to create a pool of trainers.

Objective 3: conduct two workshops:

• The first 2-day workshop is for presenting and validating the guide with stakeholders in Jordan, and later integrating feedback to be reflected in the guide.
• The second workshop is to conduct a 5-day training of trainers (ToT) on the finalized guide using the newly developed training material[1].

(It should be noted that the overarching end objective is to use both the guide and the developed training materials to roll out OSH trainings for farmers and agricultural workers. It is therefore imperative to build the capacities of local/national stakeholders and partners to offer OSH trainings and awareness to farmers)

DELIVERABLES

By the end of the consultancy, the following deliverables are expected:

1. Submit to the ILO a workplan and timeframe of the assignment that includes the main tasks and schedule
2. Submit the draft guide to the ILO for internal review
3. Submit a 2-page summary comparing the new amendment with the old legislation
4. Conduct a 2-day presentation and validation workshop for the guide with stakeholders (feedback from the workshop should be reflected in the guide).
5. Final submission of guide incorporating comments from participants and ILO into the guide (to be delivered in both languages in soft copy)
6. Conduct a 5-day ToT on the finalized guide using the newly developed training material.
7. Submit to the ILO the shorter version of the guide to be used to train farmers and farm workers on OSH in agriculture (to be delivered in both languages in soft copy)
8. Submit training materials targeting trainers (to be delivered in both languages in soft copy)

(All data and information received from ILO for this assignment are to be treated confidentially and are only to be used in connection with the execution of these Terms of Reference (TOR). The contents of written materials obtained and used in this assignment may not be disclosed to any third parties without the express advance written authorization of the ILO. All intellectual property right arising from the execution of these TOR are assigned to the International Labour Organization. The intellectual property rights of the materials modified through the assignment remains with the International Labour Organization)

REQUIRED QUALIFICATIONS AND APPLICATION PROCESS

To be considered as an eligible candidate, the applicant should have the following qualifications:

1. University degree in social sciences, OSH or related fields.
2. A deep understanding of Occupational Safety and Health in general, and in the agricultural sector in particular, with well demonstrated experience.
3. At least 5-7 years of experience in conducting mixed-methods research at both the national and international levels.
4. Experience in the agricultural sector and production systems would be an advantage.
5. Good connections with farmers and an existing network in public institutions
6. Fluency in Arabic with advanced proficiency in English
7. Excellent analytical skills and demonstrated ability to write high quality documents in both Arabic and English.

SELECTION CRITERIA

The Selection Criteria for this consultancy will be based on the following:

(a) Quality and relevance of the proposal to the TORs

(b) Relevant and proven experience of the consultant

(c) Cost

The most economically advantageous offer will be selected based on a weighted evaluation of the technical proposal (weight: 70%) and financial proposal (weight: 30%).

Clarity of the proposal, provision of all required documentation, and innovative delivery are considered as a cross-cutting measurement criteria.

SUPERVISION AND LOGISTICAL ARRANGEMENTS

Reporting lines: The consultant will perform his/her assignment under the supervision of the National Agriculture Officer, and the overall guidance of both the ILO PROSPECTS Project Manager for Jordan, and the Chief Technical Adviser (CTA) for Arab States. All technical clearances will be obtained from the ILO Labour Inspection and OSH Specialist.

TIME FRAME AND ESTIMATED BUDGET

To the best of its ability, the ILO will support the selected candidate to deliver quality materials in the given timeframe. Based on the proposed methodology and research plan, this may include providing literature and existing guides, providing contact information and facilitating meetings with relevant stakeholders. The ILO will also cover the logistics and costs associated with the 2 workshops.

The work is to be implemented between May 1st 2024 - 31 October 2024, totalling 24 working days.

PAYMENT SCHEDULE

Payments will be dispersed based on the receipt of quality deliverables and estimated working days. The consultant will be paid for 24 working days. The payment instalment schedule will be as follows:

1. 50% payment upon delivery of activities 1 – 4 (under deliverables) to the satisfaction of the ILO.
2. Final payment of 10 working days upon the delivery of activities 5-8 (under deliverables) to the satisfaction of the ILO.

How to apply

The consultant must submit (1) a technical proposal and (2) a financial proposal. Each proposal must be saved in a separate digital folder labelled “Technical Proposal” and “Financial Proposal”. The two digital folders are to be saved under one digital folder (zipped) with the title saved as the full name of the bidder and date of submission.

The technical proposal should include the CV of the applicant and relevance of his/her background to this assignment. The financial proposal should include the daily fees (and overall fees for carrying out this assignment if needed).

Applications should be submitted by email to:

1. Mr. Samer Al Rawashdeh, Jordan National Officer: alrawashdeh@ilo.org
2. Mss. Ola Flaifel, Admin & Finance Officer: flaifel@ilo.org

The deadline for submission is COB Wednesday 17nd April 2024. Both technical and financial proposals should be valid for 30 days

The guide, training materials and all other materials and presentations mentioned in the ToRs shall be owned by the ILO. Under no circumstances will the consultant be able to use the materials under this consultancy for any other purpose including publication (electronically or in print) or dissemination in any form without consent from the ILO.

TERMS OF REFERENCE

National Consultant for Employment Impact Assessment

Assignment title:

Conducting Employment Impact Assessment for Construction Interventions under MSSRP

Project Title and Code:

Support to the MSSRP to assess, monitor and increase the labour-intensity of its capital investments. JOR/17/02/IBR

Assignment duration:

1 May and 20 June 2024

PROJECT OVERVIEW:

This document outlines the terms of reference for conducting an Employment Impact Assessment for three construction projects under the Municipal Services and Social Resilience Project (MSSRP), These projects are in three different municipalities.

The Municipal Services and Resilience Project (MSSRP 2018-2024, P161465) funded under a World Bank Trust Fund intends to scale up activities which started under the Emergency Services and Social Resilience Project (ESSRP 2013-2018) and which target improvement of infrastructure and service delivery based on the needs of communities hosting Syrian refugees and their municipalities, while providing job opportunities for Syrians and Jordanians. Municipalities are responsible for functions and services including solid waste collection, construction, and maintenance of certain classes of roads, street lighting, slaughterhouses, markets, parks, libraries and urban planning. Grants are provided under ESSRP/MSSRP to municipalities for selected categories of projects to enhance these functions and services.

The objective of MSSRP is to help Jordanian municipalities address service delivery impacts of the Syrian refugee influx and support investments that generate jobs and improve social and economic conditions in host communities. MSSRP therefore also aims to focus on job creation through public investment. As employment-intensive investment strategies are relatively new in Jordan the ILO has been approached to provide technical assistance to MSSRP to assess, monitor and increase the employment generation.

The project will allow ILO to mobilize a small team of local experts and consultants to support and build capacity in MSSRP to assess, monitor and increase the labour-intensity of its capital investment budget. Activities will include the production of technical guidelines, technical assistance and mentorship, training and capacity building of project counterparts and employment impact studies and employment monitoring and reporting.

Under the first outcome, the ILO shall conduct Employment Impact Assessment (EmpIA) for the construction interventions implemented by the projects’ stakeholders. EmpIA will enable ILO and MoLA - PMU to measure the potential or ex-post impact of project interventions on jobs and job-related outcomes. The EmpIA report and findings will guide the agencies’ organizational learning at the programmatic level, allow for necessary adjustments in strategy (scaling up or integrating the EIIP approach), and inform key partners of the direct and indirect impacts of using the EIIP approach. The ILO as the main partner responsible of integrating the EIIP concepts into the project, will provide the overall technical guidance to this consultancy.

Under these TORs, ILO seeks to contract local consultant to conduct an EmpIA within the project construction interventions by accurately collecting, analysing, and reporting data necessary to understand the process and impact on direct and indirect beneficiaries.

ASSIGNMENT OBJECTIVES

The main objective of the assessment is to analyse the impact of the project's interventions that applied the EIIP approach during the execution stage on direct jobs. For the indirect jobs' estimations, the consultant will provide the inputs required to estimate this metric using the methodology described in Annex 2. This will be achieved through analysing process data, conducting Focus Group Discussions with beneficiaries (contractors, workers, municipalities’ staff, MoLA and PMU staff) and sampled community members, conducting Key Informants Interviews with material supplier/s, and undertaking a post-implementation survey for beneficiaries.

KEY DELIVERABLES AND REPORTING REQUIREMENTS

1. Analysis of the expenditure breakdown of the following projects:

#

Municipality Name

Type Of Project

1

Ma’adaba Mu.

Lean Park

2

Ramtha Mu.

Roads Asphalting

3

Sahab Mu.

Torustic Road

• Estimation of total labour costs using project documents and information collected from the construction companies (see Annex 1).
• Estimation of the expenditure breakdown using the bill of quantities (see Annex 1). The purchases must be classified using the classification described in Annex 3. It’s also relevant to identify the origin of goods and services, considering if they are supplied domestically or imported, if this information is available.

1. Draft Employment Impact Assessment Report
2. Final Employment Impact Assessment Report
3. Presentation Slides for the inception report, draft and final EmpIA reports.

• All assignment’s deliverables are expected to be delivered to the satisfaction of the ILO by 20-June 2024
• The final report shall include comparison between the observed impact of the current projects using EIIP approach and the traditional construction methods and techniques.
• The selected consultant shall provide a detailed work plan for better coordination, aligned with the ILO requirements.

TOR Can be found on the below link:

[*https://www.dropbox.com/scl/fi/oaolslklbclkvj6zcqixh/Terms-of-Reference-for-Employment-Impact-Assessment-MSSRP-Final-Version.docx?rlkey=jt1k9di9k8joi7dngkyqskvtb&dl=0*](https://www.dropbox.com/scl/fi/oaolslklbclkvj6zcqixh/Terms-of-Reference-for-Employment-Impact-Assessment-MSSRP-Final-Version.docx?rlkey=jt1k9di9k8joi7dngkyqskvtb&dl=0)

How to apply

Interested consultants shall submit the below listed documents (in English) by Saturday, 20th of April at 23:59 p.m., 2024 via email to amm-procurement@ilo.org with email subject ILOAMM-MSSRP-Employment Impact Assessment

• CV.
• Brief Technical offer based on ToR.
• Financial offer based on standard format in ToR.

Terms of Reference (ToR) for a consultant on Contribution Subsidy review survey and Learning Product

Tasks related to supporting the ILO and ISSA Comparative study and identification of global best practices on contribution subsidies

May – November 2024

Background

Comparative study and global best practices on contribution subsidies

The International Labour Organization (ILO) is conducting a study on contribution subsidies around the world. The purpose of the assignment is to develop the global evidence base for contribution subsidy mechanisms, highlighting the design choices, contextual factors, and overall impact. In doing so, the assignment will develop a typology of mechanisms that can inform design choices within national social security offices considering the use of this policy tool to extend coverage of social security to more vulnerable segments of the population. The study is financed and managed from the ILO Jordan Field Office, with the immediate requirement to inform discussions with the Jordan Social Security Corporation on the design of its contribution subsidy mechanism. However, the overall paper will be positioned to serve the wider interest in the social protection community as a global knowledge product.

The exercise is envisaged to take place over the course of 10 months, from November 2023 to August 2024. The exercise began with identifying and developing 6-8 case studies of contribution subsidy mechanisms to illustrate the breadth of existing designs. A more comprehensive mapping of existing mechanisms study will take place subsequently and require a more extensive survey-based mapping exercise and desk review. The mapping exercise will be led by ISSA, leveraging their outreach channels with national social security offices. The desk review should complement mapping efforts and focus on assessing the impact of contribution subsidy mechanisms on social security participation and reduction in informality. Based on the findings, the exercise should define a typology of different contribution subsidy schemes and structure the learnings from identified design features. The review can include high-income countries for the purposes of defining the typology, however, the main recommendations and learnings should be targeted towards lower- and middle-income contexts that may seek to adopt this intervention as a strategy for extension of coverage and formalization. Case studies and recommendations will prioritise learnings from contexts with high rates of labour informality and more limited institutional capacity. The report will conclude by highlighting key design considerations relevant for Jordan and other contexts of high worker informality.

Research activities under the Project

Research activities

The full list of activities for the project are as follows, shared between ILO and ISSA –

• Define contribution subsidy mechanism criteria. With ILO and ISSA, devise working definition of contribution subsidies for the purpose of scoping this study and designing survey questionnaire.
• Develop 6-8 country case studies. The exercise will begin with an internal brainstorm and development of 6-8 core case studies, highlighting the design choices, enabling factors and impact of select contribution subsidy mechanisms. The case studies should serve to provide the SSC and other key stakeholders in Jordan with reference points in the contribution subsidy literature and evidence base.
• Conduct a mapping exercise of contribution subsidy models. The mapping exercise will be led by ISSA and will leverage their country network to collect information on existing models of subsidy models. Given anticipated gaps in the literature, the mapping is intended to be expansive in surfacing less researched examples to facilitate structuring of possible typologies. Information collected should include a brief description of the challenge being addressed by the mechanism, type of mechanism, value, target population, duration, financing, and complementary design frameworks or benefits (such as embedding within a monotax regime with benefits of simplified administration and reductions in taxes).
• Conduct a desk review of studies and assessments covering contribution subsidies. In parallel with the above mapping exercise, a desk review should be conducted on all research relevant to contribution subsidy mechanisms. The review will focus on assessing the impacts of contribution subsidy mechanisms on social security participation and entry into formal employment, encompassing relevant indicators on registration, contribution density, gender equality etc. The review should also document elements of design (worker or employer-targeted, target group, delivery mechanism, subsidy value, phase out period, financing modality), administration (efficiency, effectiveness, including of targeting), and impact on participation.
• Identify draft framework of contribution subsidy mechanism typologies and case studies. After the mapping exercise and desk review, conduct a technical meeting with ILO to discuss possible frameworks of categorising different contribution subsidy mechanisms and identify case studies illustrating the key design features.
• Prepare report framing typology of different contribution subsidy mechanisms, case studies, key findings, lessons learned and recommendations. The final product is intended to present the evidence base for the use of contribution subsidy mechanisms and benefits in achieving goals of extension of coverage and formalization. The report should cater for an audience that understands social insurance concepts, whilst remaining accessible and easy-to-read. The completed version will be submitted in English. The report should include a one-page infographic conceptualising the typology, to ensure that findings can be translated to a wider audience.
• Presenting findings to key stakeholders. In Jordan, findings will be presented to the SSC and other stakeholders including the workers’ and employers’ organizations, civil society, development partners and Government Institutions. The paper should also serve a wider interest in the social protection community as a global knowledge product, with dissemination via webinars reaching ISSA members and the broader international social protection audience.
• Prepare learning materials based on the findings of the study. The global scope and relevance of the study present an opportunity to capture the knowledge produced in a user-friendly, learning-oriented product available to wider audiences beyond the life of the project. To this end, one additional product will be the design and development of materials that can be easily converted to regional or global training materials available to both the ILO and ISSA to incorporate into relevant training programmes for their respective knowledge and practitioner communities.

This project will be produced as a collaboration between ISSA and ILO, recognising the importance of this research area to both agencies, and recognising the anticipated advantages of each agency for different requirements of the research.

The research study will leverage ISSA’s country office network and outreach channels to social security offices to collect Country Profile information and other administrative data. Given this infrastructure, ISSA will lead on the mapping exercise, utilising a survey design to reach out to a subset of countries that are assessed to be target countries (50-60 countries). ISSA will be responsible for building the respondent list, sending out the surveys, follow-up, compilation of responses, and oversight of the development of learning materials.

1. Key Tasks and Responsibilities for the External Collaborator

The external collaborator for this assignment will support the implementation of an ISSA member survey and the development of learning materials based on the project’s findings. The responsibilities of the external collaborator consist of performing the following tasks within an established schedule.

• Task 1. Support with the implementation of survey (follow up and compilation of responses). The external collaborator will play a key role in the implementation of the online survey aimed at ISSA members. The target list will be defined in collaboration with the ISSA, and the survey will be implemented using the ISSA’s tools for engaging with members. The external collaborator will provide support with follow-up, ensuring adequate quality and quantity of responses.
  • Final responses: 30 May 2024
    • Task 2: Compilation of survey responses, including the design and preparation of short country profiles based on the responses.
• The external collaborator will design and prepare short country profiles based on the responses and compile the survey responses with a view to presenting summary statistics corresponding to the key dimensions of interrogation of the study and identifying potential cases for further in-depth examination. The compilation will be done in consultation with the ISSA, ILO and the ILO external collaborator separately contracted to lead the main global study.
• Design of country profile: 15 May 2024
• Preparation of country profiles: 30 June 2024
• Descriptive statistics of survey responses: 05 July 2024
• Task 3: Development of a learning materials package, including a summary of key lessons, highlights of at least 6 short illustrative country case profiles, a resources kit and any other supporting materials.
• The external collaborator will base the materials on the outputs developed by a separately contracted ILO external collaborator (short report, detailed report, recommendations, and infographic of typology)
  • Outline for learning package contents and structure: 31 August 2024
  • Learning package: 30 September 2024
  • Short article 1: 31 October 2024
  • Short article 2: 30 November 2024
• Task 4. Development of two short articles to disseminate the findings via the ISSA and ILO websites.
  • Each article will be approximately 3,000 words in length. The specific focus of the short articles will be determined in collaboration with the ISSA and ILO.

(Check attached TOR for further details on vacancy)

How to apply

How to Apply

Interested consultants are invited to submit the below via email to nashawati@ilo.org, and copying sirisena@ilo.org, under the email subject “Contribution Subsidies Global Review and Learning Product”. The deadline for submission is 20 April 2024. The position is open to both international and national consultants. No travel is anticipated for this assignment.

The application shall include:

1. A Curriculum Vitae (CV), including at least two professional references that are relevant to the assignment.
2. A financial proposal detailing the daily rate, number of working days required for each deliverable, and implied fee for each deliverable.
3. One or more work samples demonstrating experience on a similar assignment, if any.

Under article 4.2, paragraph (e) of the Staff Regulations, the filling of vacancies in technical cooperation projects does not fall under Annex I of the Staff Regulations and is made by direct selection by the Director-General.

In order to support the best informed process in the filling of the present vacancy by direct selection, the ILO invites interested candidates to submit their candidature online by the above date.

Technical cooperation appointments are not expected to lead to a career in the ILO and they do not carry any expectation of renewal or conversion to any other type of appointment in the Organization. A one-year fixed-term contract will be given. Extensions of technical cooperation contracts are subject to various elements including the following: availability of funds, continuing need of the functions and satisfactory conduct and performance.

The following are eligible to apply:

• ILO Internal candidates in accordance with paragraphs 31 and 32 of Annex I of the Staff Regulations.
• External candidates.

The ILO values diversity among its staff and welcomes applications from qualified female candidates. We also encourage applicants with disabilities. If you are unable to complete our online application form due to a disability, please send an email to ilojobs@ilo.org.

Introduction

Over the last four decades Saudi Arabia has achieved important socio-economic development. In April 2016, the Kingdom launched the Saudi Vision 2030, an ambitious long-term plan for sustainable development. In this context, the Ministry of Human Resources and Social Development of Saudi Arabia (MHRSD) has requested ILO support in a number of key thematic areas related to labour market regulation and decent work promotion.

A development cooperation programme entitled “Supporting Ministry of Human Resources and Social Development in analysis, policy and capacity development” has accordingly been developed to respond to the Ministry’s needs.

Now in its second phase, the project’s focus remains technical support for the Ministry with six main pillars of work:

1. Supporting effective labour market and employment policy development, monitoring and evaluation;
2. Promoting fundamental principles and rights at work and supporting related national efforts, including development and implementation of policies and legislation;
3. Strengthening social dialogue institutions and building capacities of tripartite stakeholders on tripartism and social dialogue in KSA;
4. Improving skills governance for better employability and employment outcomes in KSA;
5. Improving Occupational Safety and Health in line with international labour standards; and,
6. Developing and strengthening cooperative enterprises.

Based on the successful arrangement established during the first phase of the programme, and recognizing the invaluable contribution of the Technical Advisor on Employment positioned inside the Ministry (Labour Policies Agency), as acknowledged by the Ministry itself, the ILO will deploy a new Senior Technical Advisor for the second phase. This advisor will continue to furnish the Ministry with essential technical support on a daily basis. The Advisor will offer expert guidance and assistance to the Ministry on a range of critical issues including national employment strategies/policies, employment governance, labour market information systems, labour market analysis, and monitoring and evaluation, among others.

Reporting lines:

The position will report to the ILO Deputy Regional Director and and will benefit from technical oversight and support from the Senior Regional Employment Policy Specialist and other specialists within the Decent Work Team at the Regional Office in Beirut, as well as relevant technical departments at headquarters. The position will also work under the overall guidance of the Minister of Human Resources and Social Development and in his absence or at his direction, the Vice-Minister for Labour.

Description of Duties

1. Responsible for the effective implementation of the programme of cooperation through: i) the provision of inputs and technical advice as needed and ii) the monitoring and evaluation of activities to ensure conformity with ILO policies and project strategies.

2. Provide strategic policy advice to the Minister and Senior Ministry Staff as requested and as may be required.

3. Liaise with the Minister, or Vice-Minister to promote inclusive and decent employment for all and represent the Office in key meetings.

4. Review decrees, laws, rules, regulations, policy papers, concept notes and other documentation of employment relevance prepared by other ministries or agencies of the Government of the Kingdom of Saudi Arabia and prepare summaries or briefs along with recommendations for action for the Minister.

5. Prepare briefs for the participation of the Minister or Vice-Minister or other representatives of the MHRSD in national policy and decision-making forums on employment and decent work, taking into account global megatrends and the emerging trends and avenues for job creation.

6. Engage with and provide support and technical advice to relevant departments at the Ministry, in close collaboration with the relevant officials from the Decent Work Team in Beirut and HQ units as needed, to promote ILO policies and standards in the related technical areas of the project. This includes provision of technical inputs for the Ministry’s departments when preparing technical reports on employment, rights at work, social dialogue, occupational safety and health, and child labour.

7. Develop the capacity of the Ministry of Human Resources and Social Development to continue promoting inclusive labour regulation and to ensure implementation of international best practice in decent work promotion after the departure of the employment advisor. This includes periodic meetings to discuss and analyse developments in the area of employment and decent work conditions and seminars on trends in the area of labour market regulation in line with international labour standards.

8. Provide technical expertise to the Ministry for undertaking monitoring and evaluation of employment and labour market-related policies and programmes to assess their impact and effectiveness and advise on the way forward.

9. Prepare and deliver trainings and capacity building activities on specific thematic areas, focusing especially on policy development, monitoring and evaluation, and labour market information and analysis, among others. This will be done in collaboration with the concerned departments and/or specialists in ROAS or in HQ.

10. Identify skills gaps within the Labour Policies Agency and discuss with the ILO and Senior Ministry Management steps to address them.

11. Perform any other duties or functions requested by the Minister or Vice-Minister of Labour or the Senior Regional Employment Policy Specialist at the ILO.

Required qualifications

Education

Advanced university degree (Master‘s or equivalent) with demonstrated expertise in economics and a specialization in labour economics.

A first-level university degree (Bachelor’s or equivalent) in one of the afore-mentioned fields or other relevant field with an additional two years of relevant experience, in addition to the required experience stated below, will be accepted in lieu of an advanced university degree.

Experience

At least ten years of relevant experience in an advisory position, including at the international level. Experience in working for the Ministry of Labour or in a relevant international organisation, in the area labour market legislation, policies and regulations.

Demonstrated experience in capacity development as well as management experience and skills.

Languages

Excellent knowledge of English, Proficiency in Arabic would be a distinct advantage.

Competencies

• Proven ability to take ownership of all responsibilities, to act with integrity and transparency by maintaining social, ethical and organisational norms, and to meet all commitments within the prescribed time, cost and quality standards.
• Ability to develop clear strategic goals consistent with the project/programme’s objectives, and to design and synthesise strategies for programme development.
• Ability to advocate and provide policy advice.
• Excellent leadership skills, ability to work effectively in a team and excellent interpersonal skills.
• Ability to formulate new concepts and methodologies and to synthesise research and reach empirically based conclusions on related subjects by understanding both the qualitative and quantitative approaches in social science research.
• Ability to develop training strategies and design training materials.
• Ability to formulate project proposals, policy documents and procedural matters.
• Ability to promote a knowledge sharing and learning culture in the office, and to focus and guide others to meet objectives at individual and group level.
• Excellent written and verbal communication skills, including the ability to write accurate reports and to build networks to obtain cooperation with partners.
• Proven capacity to initiate and implement development cooperation project/programme activities with partners.
• Excellent negotiation skills and ability to provide high quality services.
• Ability to plan and support the development of individual’s skills and abilities for a more effective fulfilment of job/role responsibilities;
• Ability to maintain effectiveness when experiencing major changes in work tasks or environment, and to adjust effectively to new work structures, processes, requirements or cultures.
• Drive to seek or encourage others to seek opportunities for different and innovative approaches to organisation challenges and opportunities for improvement.
• The ability to work in a multicultural environment and to demonstrate gender-sensitive and non-discriminatory behaviour and attitudes.
• Good Knowledge of ILO policies and standards and ability to advocate the ILO mandate and provide policy advice.
• Ability to promote a knowledge-sharing and learning culture in the Ministry.
• Ability to conduct discussions and negotiate with the government and to coordinate activities and work well in multi-disciplinary teams.
• Ability to work independently and take the initiative.

Candidates assessed by the Panel and considered to be eligible for appointment but who are not selected for this vacant post may be offered an assignment to another position at the same or lower grade provided that they meet the minimum qualifications required.

How to apply

Conditions of employment

• Any appointment/extension of appointment is subject to ILO Staff Regulations and other relevant internal rules. Any offer of employment with the ILO is conditional upon certification by the ILO Medical Adviser that the person concerned is medically fit to perform the specific inherent requirements of the position offered. In order to confirm an offer from the ILO the successful candidate will be required to undergo a medical examination.
• Any extension of technical cooperation contracts are subject to various elements including the following: availability of funds, continuing need of the functions and satisfactory conduct and performance.

For more information on conditions of employment, please visit the ILO Jobs International Recruitment page.

Recruitment process

Please note that all candidates must complete an on-line application form. To apply, please visit ILO Jobs. The system provides instructions for online application procedures.

Applicants will be contacted directly if selected for a written test and/or an interview.

Depending on the location and availability of candidates, assessors and interview panel members, the ILO may use communication technologies such as Skype, Video or teleconference, e-mail, etc for the assessment and evaluation of candidates at the different stages of the recruitment process, including technical tests or interviews.

The ILO has zero tolerance for acts of sexual exploitation and abuse (SEA) and is determined to ensure that all staff members and all beneficiaries of ILO assistance do not suffer, directly or indirectly, from sexual exploitation and abuse.
To ensure that individuals with a substantiated history of SEA, sexual harassment or other types of abusive conduct are not hired by the Organisation, the ILO may conduct a background verification of candidates under consideration.

Fraud warning

The ILO does not charge any fee at any stage of the recruitment process whether at the application, interview, processing or training stage. Messages originating from a non ILO e-mail account - @ilo.org - should be disregarded. In addition, the ILO does not require or need to know any information relating to the bank account details of applicants.

1. Background

The consultant will play a pivotal role in supporting initiatives aimed at advancing statistical analysis and quantitative modelling for social protection and employment reforms in Jordan and the Arab region. Collaborating closely with the International Labour Organization (ILO) and other key stakeholders, the consultant's work encompasses a range of activities focused on enhancing policy development, statistical analysis, and capacity building within the Jordanian government and support sharing of good practices with other partners in the Arab region.

In Jordan, the consultant will support the International Labour Organization (ILO) in advancing policy development and evidence-based decision-making processes, particularly within the context of the initiative titled "Towards an inclusive national social protection system and accelerating decent job opportunities for Syrians and vulnerable Jordanians." This collaborative effort, funded by the EU MADAD programme and conducted in partnership with the United Nations Children's Fund (UNICEF), aligns strategically with Jordan's National Social Protection Strategy (2019-2025).

At the heart of this initiative is the aim to enhance coordination and monitoring across government agencies in the social protection and employment sector, strengthen national systems for better access to decent work and employment-based social protection, and facilitate the transition of vulnerable populations from cash assistance to sustainable employment. In this capacity, the consultant will play a pivotal role, providing technical assistance, conducting research and analysis, and fostering coordination among stakeholders.

Specifically, the consultant will collaborate closely with government agencies such as the Department of Statistics, Ministry of Finance, Ministry of Social Development, and others to enhance the production and dissemination of statistical bulletins/publications for Jordan's social protection system. This collaborative effort is designed to improve data quality, address gaps in data collection, and strengthen institutional capacities for data analysis and interpretation.

Additionally, the consultant will support the ILO in enhancing the Ministry of Planning and International Cooperation's (MoPIC) capacity to evaluate the impact of fiscal policies on labour market dynamics and welfare. This support will involve bolstering MoPIC’s capabilities in analysing the effects of fiscal policies, including social protection, taxes, and subsidies, on various socio-economic indicators. Leveraging advanced modelling techniques, the consultant will assist MoPIC in conducting policy simulations and assessing the potential impacts of different policy interventions on key outcomes such as employment, poverty, and inequality.

The tools, approaches and techniques will be adopted to support similar capacity development efforts other related to social protection analytical capacity and modelling in other countries of the Arab region. For example, a request to support capacity development for the establishment of a social protection research centre has been recently by the newly established Social Protection Centre in Oman.

2. Objective and Scope of the assignment

The overall objective of the assignment is to:

1. Collaborate with the ILO, Department of Statistics, MoPIC, Ministry of Finance, Ministry of Social Development, National Aid Fund, Social Security Corporation, and the Statistical-working group on Social Protection to enhance the production and dissemination of the 2nd statistical bulletin/publication for Jordan's social protection system. This entails delineating the bulletin's scope, content, and periodicity, as well as mapping information sources. Oversee the preparation and dissemination process, identifying areas for improving data quality, addressing gaps in data collection, and implementing steps for data harmonization. Provide technical assistance on social protection statistics to participating agencies, while working with the Statistical working group to institutionalize data sharing mechanisms and draft frameworks for regular meetings to discuss data collection, reporting needs, and challenges.
2. Assist the ILO in enhancing MoPIC’s capacity to evaluate the impact of fiscal policies, including social protection, taxes, and subsidies, on labour market dynamics and welfare. This support will entail bolstering MoPIC’s capabilities in analysing the effects of the Tax-Benefit system on labour market outcomes and well-being, as well as conducting policy simulations using both static and dynamic microsimulation modelling techniques.
3. Providing support to social security/social protection institutions on capacity development for quantitative social protection analyses, welfare and financing analyses, modelling costings and simulation in other countries in the Arab region, and in particular support the development of a concept for the creation a social protection research centre within the newly established Social Protection Fund in Oman.

3. Specific activities

a) Support DoS in Jordan with developing the 2nd statistical bulletin for the years 2022-2023

Supporting the Department of Statistics (DoS) in the development of the 2nd statistical bulletin for the years 2022-2023 involves a multifaceted approach aimed at enhancing the understanding and effectiveness of Jordan's Social Protection sector. Policymakers within this sector play a pivotal role in monitoring the comprehensive coverage, adequacy, and impact of the nation's social protection system. However, there exists a need for robust tools to aid in this endeavour. These tools should enable policymakers to comprehend the extent of resources allocated to social protection within the country, assess the breadth, depth, and adequacy gaps across the entire system, and gauge the holistic impact of the social protection framework on poverty alleviation, inequality mitigation, and vulnerability reduction.

Following the successful launch of the inaugural statistical bulletin for the Social Protection sector in December 2023, the Government of Jordan (GoJ) is committed to releasing subsequent editions on an annual basis. These bulletins serve as instrumental tools to aid decision-makers within Jordan's Social Protection sector in comprehensively evaluating the system, providing insights into its coverage, adequacy, and expenditure trends over time. Leveraging concrete and comprehensive data, the objective is to enhance the system's coverage, efficiency, and program effectiveness for the benefit of the residents of Jordan. Additionally, there is a concerted effort to align with international statistical frameworks for social protection measurement and classification, such as those established by the IMF, OECD, and ILO. Furthermore, attention will be directed towards collecting data on previously identified indicators that adhere to ILO Social Security standards and the social protection floor framework, thereby addressing gaps identified during consultations and discussions with the Department of Statistics (DoS) and the Ministry of Planning and International Cooperation (MoPIC).

To achieve these objectives, collaborative efforts with the DoS and the technical working group are crucial. This involves developing an inception report outlining a detailed action plan and timeline, conducting joint consultations to establish a unified definition of social protection and agree upon data and indicators, and reviewing and updating protocols for data sharing, validation, and analysis. Moreover, training activities, experience exchanges, and on-site technical assistance will be provided to participating institutions, ensuring capacity building and knowledge sharing. Face-to-face meetings, virtual sessions, and communication platforms will facilitate effective collaboration and coordination. Additionally, workshops and meetings with stakeholders, including the Statistical Working Group (SWG), will be held to gather feedback and ensure stakeholder engagement throughout the process. The involvement of an international consultant will provide quality assurance, guidance, and finalization of deliverables, while the local consultant will document discussions, ensure data delivery, and prepare initial drafts of reports in collaboration with the SWG. This comprehensive approach aims to strengthen institutional governance, enhance data quality and analysis, and ultimately contribute to the continuous improvement and effectiveness of Jordan's Social Protection sector.

b) Support MoPIC in Jordan with developing capacities to assess the impacts of fiscal policies such as social protection, taxes, and subsidies on labour market and welfare dynamics.

Assessing and projecting the impact of employment and social protection policies is critical for Jordan to tackle the key agendas of employment creation, formalization and reduction of poverty and inequality, as reflected in the Economic Modernization Vision and the National Social Protection policies.

During 2023, building on the positive experience of collaboration on the preparation of the Jordan National Social Protection Statistical Bulletin, the International Labour Organization and MoPIC held several discussions to discuss areas of collaboration and possible support to MoPIC in the areas of labour and socio-economic analysis. A key area of interest and need is to strengthen national capacities in developing and applying analytical tools for planning, design and evaluation of integrated social protection and employment policies These will include labour supply modeling, tax-benefit modeling, and static microsimulation for ex ante Social Protection policy impact analysis. Activities will be implemented with an explicit objective of achieving the transfer of knowledge and skills development necessary for the MOPIC analysts to undertake independent analysis of the data.

It is proposed that the program follow a stages approach, of which the first two phases are part of these TORs, described below.

Phase 1 – Scoping: The scoping phase entails the following:

• Mapping the various sources of data available to MOPIC that are necessary for policy impact analysis.
• Determining existing capacities and capacity gaps among the dedicated group of analysts within MOPIC and other relevant partners as well as any hardware and software requirements.
• Establishing links with national and international academic institutions necessary to provide technical backstopping where necessary.
• Detailing detailed roadmap and plan for the development of the model and the different phases of the work

Phase 2 – Model Design and Construction:

• Determine analytical requirements and the necessary simulation model parameters in consultation with MOPIC and relevant partners.
• Undertake analytical and modelling activities aiming to address specific research questions pertaining to the Jordanian tax-benefit system and labour market.
• Transfer of knowledge and skills development necessary for the MOPIC analysts to undertake independent analysis of the data on tax-benefit modeling, and static microsimulation for ex ante Social Protection policy impact analysis.

Subsequent phases:

• Subject to data availability, design and construct a dynamic microsimulation tool to assess and forecast the costs and impacts of fiscal instruments including social protection, taxes, and subsidies as well as labour market policies. This will rely on the skills and analytical results achieved in phase 2 as well as on economic, labour market, and demographic projections from various sources.
• Undertake a series of forecasts examining the welfare and distributional effects of various possible reforms to the Jordanian tax-benefit system.

c) Quantitative analytical support on welfare and financing analyses in the Arab region, including support to establishment of a Social Protection analysis and research centre in Oman.

The consultant will engage in analytical activities aimed at supporting welfare and financing analyses, modelling costings and simulation, and capacity development on quantitative social protection analyses for country specific or regional activities on an ad hoc basis. This involves delving into detailed analyses of welfare indicators and trends within the target region or country, employing statistical methods and modelling techniques to assess the effectiveness of existing social protection programs in addressing welfare needs and reducing poverty, evaluating the financial sustainability of social protection systems, estimating the costs associated with implementing specific social protection programs and conducting sensitivity analyses to assess the robustness of cost estimates under different economic, labour market and demographic conditions.

Within this component it is expected the consultant will support development of a concept for a social protection research centre within the Social Protection Fund in Oman. The consultant will support identification of key areas of focus for the centre, and required analytical modelling capabilities to assess welfare dynamics and needs, evaluate, and simulate implications of various policy scenarios and reforms, explore alternative policy options and their potential impacts on program outcomes, enable policymakers to make well-informed decisions about resource allocation and program design.

The consultant will identify required profiles and skillsets and capacity-building needs for the staff members of the centre, quantitative analytical techniques, and methodologies relevant to the centre and potential partnerships with other institutions at country, regional and global level who can offer technical assistance and support to enhance the analytical skills, promoting peer learning and exchange of best practices in quantitative social protection analysis. Additionally, it will support identification and assessment of relevant data sources and data infrastructure on which the work of the centre can be anchored. The scope of work for the support to the establishment of the centre will be refined in dialogue with SPF during the first month of the consultancy and the terms of the assignment may be amended accordingly.

4. Institutional Governance

The Department of Statistics will ensure the production of the 2nd Statistical Bulletin through the established Statistical-working group on Social Protection bringing together the institutions responsible for social protection systems (contributory and non-contributory), new members might be added upon discussion with DoS and MoPIC as a facilitating partner for the successful coordination between the different ministries and government institutions, and based on the need to extend the scope of the SP programs in this 2nd version and fill some of the gaps identified the collaboration and coordination of the national institutions in the Statistical-working group will strengthen the capacity of these institutions to monitor social protection indicators and lay the foundations for the creation of comprehensive and integrated social protection statistical systems.

The support to strengthening MoPIC capacities to assess the impacts of fiscal policies on labour market and welfare dynamics will be supported by ILO, the international consultant will work closely with MOPIC team, mainly with the Policies and Studies Department to strengthen in-house capacities to analyse the effects of the Tax-Benefit system on labour market outcomes and wellbeing as well as to undertake policy simulations through static and dynamic microsimulation modelling.

Work on support to the social protection centre in Oman will require close interfacing with staff at the Social Protection Fund will and other key partner institutions in the Sultanate, as well as regional and global partners who can engage in developing the capacities of the centre.

5. Deliverables and Deadlines

Number of working days: 120 days

Below are the proposed deadlines distributed by deliverables:

Deliverables

Deadline

Planned #of days needed

Deliverable 1: Inception Report by May 2nd, 2024

This report will outline the conceptual framework, scope, and implementation plan for the project, covering the modelling work, and statistical bulletin. (5 days required)

Deliverable 2: Analytical Report and Statistical Bulletin Support by 31 October 2024

Produce a detailed report on social protection data in Jordan, identifying sources, gaps, and challenges. Assist in updating protocols for future statistical bulletins by the Department of Statistics and the Statistical Working Group. Provide guidance and support during the development process, incorporating insights from workshops and consultations. Collaborate on drafting and finalizing the 2nd Statistical Bulletin for the Social Protection Sector, ensuring quality and adherence to standards. (30 days required)

Deliverable 3: Scoping Report for MOPIC's Modelling Capabilities (Phase 1) by 30 June 2024

Relates to activities under Phase 1 above. This report will assess data sources, evaluate existing capacities, recommend connections with academic institutions for support, and help identify members for a national working group. (10 days required)

Deliverable 4: Modelling results and capacity building (Phase 2) by 31 August 2024

Refers to activities under Phase 2 above. Selected analytical and modelling results and capacity building to MoPIC, to develop core component of integrated model allowing assessments of tax-benefit system linkages with labour market outcomes and wellbeing. A concept notes for the subsequent phases of model integration. (35 days)

Deliverable 5: Support to welfare and social protection capacity building in the Arab region. by 30 November 2024

Report on quantitative analytical support on welfare and social analysis analyses, modelling costings and simulation including design document and vision for capacity development on social protection research centre in Oman . (40 days)

6. Supervision

The consultant will report to the social protection team at the ILO and work under the overall guidance and supervision of the Social Protection Specialist and the Regional Social Protection Specialist at the Regional Office for Arab States (ROAS).

7. Payment schedule

The assignment will go on until November 2024. Payment schedule is provided below which is according to the deliverables mentioned in the previous section. The consultant should follow the needed timeline to submit the deliverables considering necessary and adequate time (at least two weeks) to be allocated for review and quality assurance processes of the deliverables by Government counterparts, UNICEF, and ILO teams.

The consultant will be paid upon satisfactory completion and approval of deliverables and upon receipt of signed invoices.

No Advance payment to be made. Payments will be made against each milestone/ deliverable and only upon ILO’s acceptance of the work performed. The terms of payment are Net 30 days, after receipt of invoice and acceptance of work. Payment will be effected by bank transfer in the currency of billing.

Deliverable/s

Deliverable 1, (15% of the total contract) by May 2nd 2024

Deliverable 3, (15 % of the total contract) by 31 October 2024

Deliverable 4, (25 % of the total contract) by 30 June 2024

Deliverable 2, (25 % of the total contract) by 31 August 2024

Deliverable 5, (20 % of the total contract) by 30 November 2024

Four trips to Amman are expected (averaging a week-long each) during the contract period. Tickets and Daily Subsistence Allowance (DSA) will be reimbursed upon submission of the invoice and boarding pass of each ticket, up to $4,800 for the four tickets and $5,808 for DSA for all trips. If required trips to other countries will be added to the contract.

8. Profile of the consultant and desired qualifications

An international expert with a robust background in social protection, statistical analysis, and policy formulation is required to undertake the tasks outlined in these Terms of Reference (ToRs). The ideal candidate should possess:

• A minimum of a master’s degree in social protection, social studies, public policy, development studies, economics, or a related field.
• At least 15 years of experience in managing research projects and similar assignments, with a focus on monitoring and evaluation of social protection systems and social protection indicators.
• Proficiency in analysing social protection data and a deep understanding of statistics, data, and reports generated by Departments of Statistics.
• Excellent analytical and report-writing skills at an international level.
• Demonstrated expertise in utilizing modelling techniques to assess the impacts of social protection policies and interventions.
• Strong interpersonal communication skills to effectively collaborate with stakeholders and disseminate findings.

The chosen expert will assume a central role in compiling the Statistical Bulletin and conducting modelling work. This multifaceted approach will significantly contribute to the enhancement of social protection initiatives in Jordan. The expert, possessing extensive experience in social protection, statistical analysis, policy formulation, and modelling, will lead efforts to gather, analyse, and interpret data for both the Statistical Bulletin and the modelling work. Their expertise will be instrumental in informing policy decisions and shaping the future trajectory of social protection in Jordan.

How to apply

Interested consultants are invited to submit the below via email to amm-procurement@ilo.org copying al-ansari@ilo.org, martinezcure@ilo.org and pellerano@ilo.org , under the email subject “Enhancing Social Protection in Jordan and the Arab Region”. The deadline for submission is 26th April 2024.

The email shall include:

• A Curriculum Vitae (CV), including at least two professional references that are relevant to the assignment.
• A two pager note with technical consideration on the TORs and key elements of the proposed approach addressing different components of the assignment.
• A financial proposal detailing the daily rate.
• One or more work sample demonstrating experience on a similar assignment, if any.

Ongoing performance review, strategic direction, key deliverables, and progress discussions will take place with ILO on monthly basis (or based on need). The expert will work with the ILO Social Protection team.

1. Background

Djibouti has a population of less than one million[1]. With a hot and arid climate, three quarter of the country’s population live in Djibouti City and the rest are mainly herders. However, internal migration is largely limited to nomadic herders in search of food and very few Djiboutians migrate[2] to France for education and choose to reside there after the completion of their studies and some migrate to Canada to work as teachers and nurses – this trend is viewed by some Government stakeholders as contributing to brain drain. Migrating to neighbouring countries for employment seems challenging due to neighbouring countries using English as a working language along with relatively low salary [3].

Djibouti is a host for approximately 150,000 undocumented migrants and is a transit hub for thousands of others from the Horn of Africa heading to the Gulf States.[4]. Most migrants following this route are mostly Ethiopians and Somalians. They go through Djibouti to reach the coastal area of Obock. Djibouti is also an important destination for asylum seekers and refugees from IGAD countries, as well as for Yemenis who are fleeing war in their country. UNHCR mission monitoring the Yemen passage have reported more than 365,000 migrants following this route between 2008 and mid-2016[5]. Moreover, Djibouti is increasingly becoming a country of destination as well. The country attracts migrant workers from the region, Europe and Asia given its relative stability and strategic location as the gateway for Suez Canal. Although statistics on labour migration are not harmonized, reports have indicated that Ethiopian and Somali female migrants engage in domestic work, while their male counterpart engage in masons, mechanics, and guards. Moreover, Chinese, Eritreans, Ethiopians, and Somalis work in construction; while Indians work in the IT sector and Yemenis tend to own or work in small businesses and shops[6].

Labour migration to the Middle East and Gulf countries also takes place to limited extent and is facilitated by private employment agencies (PEAs). The Government of Djibouti has initiated agreements and programmes to facilitate outbound labour migration for Djiboutians. For instance, Djiboutian bus and truck drivers work in Qatar, following the signing of a bilateral labour agreement (BLA); with a BLA with Kingdom of Saudi Arabia domestic workers have been deployed, but currently banned due to poor working conditions; and through a pilot circular migration project the National Agency for Employment, Training and Professional Integration (ANEFIP) and the International Organization for Migration (IOM) facilitated the deployment of approximately 50 Djiboutians to work in food processing in Canada with the company called Olymel[7]. As per World Bank estimates, the annual remittance inflow to Djibouti was US$54.6 million for 2022, accounting for 1.6 per cent of Gross Domestic Product (GDP)[8]. Further in 2019, Djibouti reported that the irregular migrant stock stood at 115,341 persons, constituting 12 per cent of the total population[9].

At regional level, Djibouti is a member of Common Market for East and Southern Africa (COMESA) and Inter-Government Agency for Development (IGAD) both of which have adopted Protocols to allow free movement of persons amongst its members. At the national level, Djibouti has developed a migration strategy in 2021, but the country’s development framework (Vision 2035) as well as National Employment Policy do not address labour migration. However, there are a number of laws and regulatory frameworks that address labour migration management. For instance, the legal framework to protect human rights and labour rights in Djibouti such as the Refugee Law (2017), Constitution, Labour Code (2006) and social protection also apply to migrant workers. Currently, the Government of Djibouti is planning to develop a labour migration strategy. IOM had initiated the support to the Government of Djibouti with the development of a draft National Labour Migration Strategy. Upon development of the outline, the Ministry of Labour in charge of Formalization and Social Protection officially requested ILO to support in the development of the national labour migration strategy and action plan, due to ILO’s comparative advantage.

Despite these developments, Djibouti still does not have a labour migration policy. The assessment of labour migration and mobility governance for Djibouti conducted by the ILO in 2020 clearly indicated the need to develop rights-based labour migration policy through a whole-of-government approach, that considers policy coherence and protection of migrant workers.

To this end, the Ministry of Labour in charge of Formalization and Social Protection in partnership with the ILO through the Better Regional Migration Management (BRMM) funded by the Foreign Commonwealth and Development Office of United Kingdom (FCDO) and Joint Labour Migration Programme (JLMP)- LEAD funded by the Swedish International Development Cooperation Agency (SIDA), is seeking to engage an international consultant to develop a labour migration strategy and action plan.

2. Objectives of the assignment

The overall objective of this consultancy is to develop a gender-responsive, rights-based labour migration strategy and action plan for Djibouti that is in line with international labour standards, global and regional commitments as well as emerging/promising practices to promote safe, orderly, and regular labour migration and protect the rights of migrant workers, with a focus on women and persons with disabilities.

More Specifically,

• Conduct a situational analysis on labour migration context and dynamics in Djibouti through desk review of relevant documentation including, but not limited to, policies, laws, institutional structures, actors, and coordination mechanisms pertaining to labour migration and provide recommendations in line with international good practices. This will build on the pre-existing assessment of labour migration and mobility in Djibouti and add any recent legislative and institutional development that has taken place since 2020.
• Develop the National Labour Migration Strategy in line with relevant ILS for migrant workers under the principle that all ILS apply to all workers unless the standard says different. It should also consider the ILO Guidance tool on Labour migration policy[10], the Revised Migration Policy Framework for Africa and Plan of Action (2018-2030)[11] and the IGAD Regional migration policy framework[12]. The development should also take into account and promote different instances for social dialogue as part of the process to decision making on policy action regarding migrant workers and in particular, regarding the processes for designing, signing, implementing, monitoring and evaluating BLMAs with other countries. It should also consider the formats of relevant national labour migration policies from other countries and draw on Djibouti relevant national policies to ensure policy coherence. The strategy will refer to the draft document prepared by IOM. The labour migration strategy should promote the enforcement of labour standards, reduce recourse to irregular migration and contribute to the social and economic development of the country. It should further address aspects related to the supply, demand and efficiency and challenges of the labour market.
• Develop a draft action plan to operationalize the labour migration strategy in Djibouti with short term (one to three years) and mid-term (four to ten years) perspective.
• Develop a monitoring and evaluation framework to enable the Ministry of Labour in charge of Formalization and Social Protection to track progress towards achieving the objectives of the labour migration strategy and action plan, identify challenges, and make necessary adjustments.

3. Scope of the Work

• Review existing national, sub-regional and international instruments on labour migration.
• Benchmark good practices with the view of developing the outline for the National Labour Migration strategy and action plan.
• Develop a situational analysis report of not more than 10,000 words to ensure improved understanding on the context of migration in Djibouti to form the baseline of the strategy. The report will build on the pre-existing assessment of labour migration and mobility in Djibouti and add any recent legislative and institutional development that has taken place since 2020. The report should include at least key labour migration trends, overview of governance structure (polices and institutions), related relevant policies and key issues concerning labour migration in Djibouti.
• Develop national labour migration strategy and action plan that will address the challenges identified in the situational analysis and protection concerns of inbound and outbound migrant workers and lay out the steps needed to put in place the necessary protection mechanisms.
• Conduct consultations with all relevant stakeholders in Djibouti, including, but not limited to, the Ministry of Labour in charge of Formalization and Social Protection, Ministry of Interior, National Bureau of Coordination for Migration, Ministry of Foreign Affairs and International Cooperation, Ministry of Women and Family, Ministry of Justice, Ministry of Decentralisation (regional councils), Ministry of Social Affairs and Solidarity, Ministry of Health, Ministry of the Economy, National Institute of Statistics (INSTAD), National Agency for Employment, Training and Professional Integration (ANEFIP), National Office for Assistance to Refugees and Disaster Victims (ONARS), social partners, civil society organizations (UNFD), the National Human Rights Commission, academia, and international partners (ILO, IOM and UNHCR), intergovernmental partners (IGAD) to agree on the strategy priorities, target groups, and main elements of the strategy and action plan, through the establishment of working groups per pillar to define content.
• Develop an action plan that includes outlining the necessary steps, timelines, and resources (human and financial resources) required, and needs in terms of coordination to implement the strategy effectively. The action plan will also identify key government and non-government partners mandated in labour migration and detail their roles and responsibilities for the effective implementation of the strategy. The action plan will also include a detailed monitoring and evaluation frameworks to track progress towards achieving the objectives of the labour migration strategy.

The labour migration situation analysis should include the following elements:

1. Data Collection and Analysis
2. Identify and take stock of existing data sources available on labour migration from internal sources in Djibouti. All relevant data must be provided by relevant stakeholders who play a role or have interest in labour migration.
3. Analyse data collected to gauge the coherence and compatibility of data collection mechanisms to give a better overview of the current situation of labour migration into and from Djibouti.
4. Assess the availability of data and data sources as well as the credibility of existing data to be able to ascertain the means and feasibility of bilateral agreements for the placement and matching of Djiboutian workers into labour markets.
5. Institutional Structures and Inter-institutional Collaboration
6. Analyse the roles and responsibilities of existing institutional structures responsible for managing labour migration in Djibouti, including the scope and functioning of inter-ministerial and inter-institutional collaboration.
7. Provide recommendations on how to improve these structures and coordination mechanisms.
8. National legal, legislative and policy frameworks basis and International Norms
9. Building on the assessment conducted in 2020, analyse current national legislation regarding the departure of national workers for employment opportunities abroad as well as protection mechanisms of migrant workers in Djibouti to identify potential gaps.
10. Examine existing bilateral and multilateral labour agreements involving Djibouti and to what extent such agreements are being implemented in an effective manner.
11. Ascertain the extent to which legal provisions prescribed in international conventions are in place and functioning, and where ratification has not taken place, assesses the obstacles and requirements for ratification. In particular, focus on any obstacles in the national legislation preventing access to employment.
12. Regional Context
13. Examine good practices and lessons learned vis-à-vis labour migration in other countries that have draft labour migration policies and assess their applicability to the specific context in Djibouti.
14. Explore the extent to which labour migration policies, practices, structures, and legislation in Djibouti are in line with AU, IGAD and COMESA policy frameworks (e.g. AU and IGAD Migration Policy Frameworks, Djibouti declaration on labour, employment and labour migration in the IGAD region and COMESA Protocol on the Free Movement of Persons, Labour, Services, the Right of Establishment and Residence) and make recommendations accordingly.

4. Methodology

The consultant will work closely with the members of the TWG, in particular the Ministry of Labour in charge of Formalization and Social Protection, Social partners and the ILO.

The methodology for the assignment includes, but not limited to the following elements:

• Desk review of national and international documentation relevant to the development

of the strategy and action plan

• Analysis of stocks and flows of (labour) migrants based on national and international sources.
• Key informant interviews and/or consultations (virtual or face to face) with stakeholders in Djibouti, and in particular the members of the TWG.

5. Deliverables

• An inception report detailing the methodology, work plan, stakeholder interview guide and timeline for the consultancy.
• A situational analysis report with a view to developing a detailed understanding of the context and dynamics of migration/labour migration movements, examining the political and economic aspects of labour migration and its impact on key development indicators in Djibouti, and ensuring that the strategy is founded on a solid evidence base.
• A draft gender responsive and rights-based labour migration strategy for Djibouti, inclusive of a draft action plan short term (one to three years) and mid-term (four to ten years) perspective and a detailed monitoring and evaluation framework as stated in the scope of work.
• The draft action plan should include the following components:
• Executive Summary
• Introduction
• Strategic Objectives
• Gaps and Challenges
• Priority Areas of Intervention
• Stakeholder Roles and Responsibilities
• Timeframe
• Required Resources
• Conclusion
• Annexes should be attached to the final documents, including:
  1. All notes from meetings with stakeholders, including a list of all respondents in consultations, interviews, and other meetings.
  2. All available statistics gathered in the course of the data/information collection and assessment process.
  3. All references and sources consulted as per ILO guidelines (to be provided to the consultant).
  4. Any other material relevant to the assignment
• A presentation on the draft Labour migration strategy and participate in the national consultations to gather feedback on the draft strategy.
• A finalized labour migration strategy and draft action plan considering the comments provided by ILO, Ministry of Labour in charge of Formalization and Social Protection and the feedback from the validation workshop.

6. Reporting

The consultant will report to the Ministry of Labour in charge of Formalization and Social Protection, ILO Chief Technical Advisor (CTA) of the BRMM and Labour Migration Specialist. The Ministry of Labour in charge of Formalization and Social Protection will ensure leadership and coordination of the strategy’s design process to ensure compliance with the wider national development agenda. This will involve consultations with other ministries as well as social partners, and international partners.

All data collected for the duration of the assignment is to be kept confidential. All information relating to this consultancy, including any copyright or ownership of documents generated during the process, is owned by the ILO and its project partners.

7. Timeframe

The consultant will carry out the activities listed below within 25 weeks following the date of the agreement took effect.

Roadmap for the development of a Labour migration strategy for Djibouti

No

Activities

Responsible institution

1st month

2nd month

3rd month

4th month

5th month

6th month

7th month

1

2

3

4

1

2

3

4

1

2

3

4

1

2

3

4

1

2

3

4

1

2

3

4

1

1

On-boarding of international and national consultants for the development of national labour migration strategy and action plan

Ministry of Labour and ILO

2

Drafting of the inception report

Consultants

3

Review of the inception report

Ministry of Labour and ILO

4

Consultation for the development of the situational analysis

Consultants

5

Drafting and submission of the situational analysis

Consultants

6

Review of the situational analysis

Ministry of Labour and TWG

7

Consultation in a w/shop format to develop the strategy

Ministry of Labour and TWG

8

Drafting of the strategy and implementation framework (draft action plan and M&E framework and consultations with the stakeholders

Consultants

9

Review of the draft strategy and implementation framework

Ministry of Labour and TWG

10

Submission of the second draft of strategy and implementation framework

Consultants

11

National validation workshop on the draft strategy and implementation framework

Ministry of Labour and TWG+

12

Submission of the final strategy and implementation framework, in English and French

Consultants

8. Fees & payment schedule

The work will be performed between20 May to 31 October 2024. The payment will be delivered in instalments upon delivery of the products according to the details below:

• 20% of the agreed sum upon submission of the inception report.
• 20% of the agreed sum upon submission of the situational analysis.
• 30% of the agreed sum upon submission of the draft labour migration strategy and action plan in English and French
• 30% of the agreed sum upon submission of satisfactory final labour migration strategy and action plan in English and French

9. Qualification and Experience

• Advanced degree (Master's or higher) in public administration, international relations, political science, economics, law, social science, or other related fields.
• Sound knowledge of policy and legislative frameworks relevant to developing a labour migration policy.
• At least 10 years of professional experience in policy development of which 5 years of relevant experience is in labour migration policy and strategy design, implementation, monitoring, and evaluation, with a focus on developing countries.
• Extensive knowledge on migration issues, including legal frameworks, labour market trends, and socio-economic factors affecting migration.
• Substantive knowledge on gender mainstreaming and a human rights-based approach
• Excellent knowledge of written and spoken English and French
• Producing high quality reports in English and French
• Solid experience with ILO process, tripartism and working context/modalities.

10. Evaluation Criteria

The successful international consultant will have a mix of expertise and qualifications in the focus areas related to this assignment. Evaluation of the suitability of the consultant to work on this assignment will be made against the following technical criteria:

Evaluation Criteria

Maximum mark

1. Expertise/Qualification

The consultant needs to have a minimum of Advanced University degree in law, social science or a relevant discipline.

10

Knowledge and familiarity on designing labour migration policy and strategy is critical. Experience with migrant contexts, ideally with familiarity of the context in Djibouti will be an advantage. 10

Proven experience in carrying policy/strategy development assignment (at least 10 years.) 10

Experience in producing high quality reports in English and French 10

Maximum Points 40

1. Proposed approach to deliver the ToR’s scope of work

Applicant demonstrates (via submitted technical proposal) their expertise working on developing labour migration policy/strategy. The technical proposal includes a realistic work plan. 30

Applicant, demonstrates the appropriate approach/methodology to be used to deliver on the objectives of the assignment including any innovation/new idea proposed. 30

Maximum Points 60

Total for Both Section A (30 Points) and Section B (70 Points) 100

Minimum Acceptable Score for the Proposals to be considered for financial evaluation. 70

11. Recommended presentation of proposal

Interested consultant must submit the following documents:

• Technical proposal, specifying the understanding of the assignment, methodology, approach, proposed work, and work plan, qualifications of key personnel, and relevant experiences of the consultant, samples of reports of similar work done previously. Personal CV indicating all experience from similar assignments, as well as the contact details (email and telephone number) of the candidate and at least three (3) professional references.
• Financial proposal, the interested consultant is requested to provide a financial offer in USD and includes separately professional fees related to the activity and costs for field mission dates and days, travel cost and daily allowance if need be.

[1] An assessment of labour migration and mobility governance in the IGAD region - country report for Djibouti.pdf

[2]Djibouti-Migration-Profile.pdf (unu.edu)

[3] An assessment of labour migration and mobility governance in the IGAD region - country report for Djibouti.pdf

[4] IOM 2021.

[5]Djibouti-Migration-Profile.pdf (unu.edu)

[6]An assessment of labour migration and mobility governance in IGAD region: Country report for Djibouti (2020)

[7] An assessment of labour migration and mobility governance in the IGAR region - country report for Djibouti.pdf

[8]Personal remittances, received (current US$) - Djibouti | Data (worldbank.org)

[9]IGAD Migration Statistics Report (2021)

[10] See ILO (2021) Practical Guide on Developing Labour Migration Policies. https://www.google.com/url?sa=t&rct=j&q=&esrc=https://reliefweb.int/s&source=web&cd=&ved=2ahUKEwikiPzg04j_AhWHSfEDHfDcDncQFnoECAkQAQ&url=https%3A%2F%2Fwww.ilo.org%2Fwcmsp5%2Fgroups%2Fpublic%2F---ed_protect%2F---protrav%2F---migrant%2Fdocuments%2Fpublication%2Fwcms_832194.pdf&usg=AOvVaw35BjnS_v6nHXjVmpRCljKC

[11]AFRICAN UNION (au.int)

[12]igad-regional-migration-policy-framework1.pdf (iom.int)

How to apply

Interested consultant can send questions if any to the ILO’s Procurement Unit in Addis Ababa, Ethiopia (ADDIS_PROCUREMENT@ilo.org) until 19 April 2024. Questions will be answered and shared with the interested organizations by Close of Business 23 April 2024.

Completed technical and financial proposals are to be submitted to ADDIS_PROCUREMENT@ilo.org by Close of Business on 02 May 2024.

Note:-

This is not a job post. Only individual consultant who submits a technical and financial proposal will be considered. Offers from a firm and a group of individual consultants will not be considered.