Consultant – training modules on gender responsive labour migration policy formulation, implementation, and coherence in Africa (JLMP) -CFA/0077/20
I. Organizational Context and Scope
Renewed interest in regional integration as Africa’s overall development strategy has brought to the fore the need to strengthen the formulation and implementation of coherent policies and strategies for maximizing the benefits migration for African countries. Evidence-based migration policies are necessary if the global development agenda of leaving no one behind is to be successfully implemented, specifically by providing access to decent work and improving social protection for both native and migrant workers.
The coronavirus (COVID-19) pandemic has created unprecedented restrictions on global mobility, exacerbated protection challenges faced by migrant workers, and led to speculations on likelihood of substantial changes in governance of international migration. Governments have issued multiple policies and implement restrictive measures impacting human mobility, including different types of closure of Points of Entry (PoEs), requirements for additional documentation, compulsory quarantine or medical screening procedures, up to nation-wide and/or localized lockdowns. Existing agreements or policies to facilitate migration are predicated to assist states manage the consequences of migration – whether forced or voluntary. However, this new kind of migration crisis – characterized by lack of movement – is largely beyond their scope and calls for reflections policy coherence between migration and development which is the bedrock of much of international cooperation on migration.
African Union (AU) Member States (MS) acknowledged the significant socio-cultural, civic-political, and economic contributions of African migrants to origin, transit and destination countries and communities by adopting the Migration Policy Framework for Africa (MPFA) and Plan of Action (2018-2030), Agenda 2063 and the Global compact on Migration. The AU particularly recognizes that gender equality is a fundamental human right and an integral part of regional integration, economic growth and social development and has developed the AU’s strategy for Gender Equality and Women’s Empowerment (GEWE) to ensure the inclusion of women in Africa’s development agenda. The MPFA prioritizes the establishment of regular, transparent, comprehensive and gender-responsive labour migration policies, legislation and structures at national and regional levels. This priority envisions strengthened partnerships and coordination to enhance policy coherence and implementation for sustainable development highlighted in Agenda 2030.
The AU-ILO-IOM-ECA Joint Programme on Labour Migration Governance for Development and Integration (better known as the Joint Labour Migration Programme, or JLMP) in Africa is one of the critical tools for the implementation of the MPFA. The JLMP is also dedicated to the implementation of the 5th Key Priority Area of the Declaration and Plan of Action on Employment, Poverty Eradication, and Inclusive Development, the First 2023 Ten Year Plan of the African Union (AU) Agenda 2063 and of the UN Sustainable Development Goals (SDGs). The JLMP strategic framework (2020 - 2030) highlights strengthening effective governance of and regulation of migration and mobility in Africa as one of the key strategic objectives. One of the guiding principles of the Strategic Framework is gender responsiveness - recognizing that the needs of women, men, boys, and girls differ and vary at different stages of migration. In order to ensure a strong take-off of the JLMP, a three-year project - JLMP Priority Project (2018-2021) was developed with the overall objective to improve the governance of labour migration in order to achieve safe, orderly and regular migration in Africa as committed in relevant frameworks of the AU and RECs, as well as relevant international human rights and labour standards and other cooperation processes.
Operationally, the JLMP envisions enhanced capacities of government structures responsible for labour migration management (immigration, labour, interior, foreign affairs, education, health, social protection, finance, gender, and other relevant institutions) in MS to implement their roles and responsibilities on labour migration governance through whole-of-government approach (Outcome 1). This includes the development and/or review of gender responsive and coherent labour migration policies through a migration and development lens as committed in the MPFA (Outcome 2). A key intervention to achieve this result is the design and implementation of training and capacity development programmes on labour migration management for labour market institutions in MSs and RECs, including social partners, migration authorities and parliaments and taking into account gender responsive components.
Capacity building strategy on labour migration governance in Africa
In 2018, the JLMP facilitated a capacity needs assessment of MS, RECs, social partners, migrant and diaspora associations to identify capacity development gaps and needs at policy and institutional levels, as well as an inventory of existing tools/initiatives by development partners like African Capacity Building Centre (ACBC), IOM, ILO, AND ITC-ILO. This culminated into the production of the Capacity Building Strategy on Labour Migration Governance in Africa. The Strategy is contextualized to respond to the identified thematic priorities aligned to specific target groups. The AUC recognises IOM’s ACBC as one of its collaborating partners for developing and delivering the JLMP Capacity Building Strategy on Labour Migration Governance in Africa, mainly regarding the provision of short-term trainings to migration practitioners.
IOM supports the view that successful management of labour migration requires a deliberate and regulated approach to address the complex range of policy issues and choices involved, including the need to learn from past policy failures and experiment with new approaches to migration management that do not undermine development objectives. IOM together with ILO and OSCE developed a Handbook on Establishing Effective Labour Migration Policies in Countries of Origin and Destination as well as Training Modules on labour migration management with two courses on developing labour migration policies in countries of origin and destination each. The main objective of the Handbook was to develop new policy solutions and approaches for the better management of labour migration, both in source and destination countries. The Handbook contains policy models, practical guidelines and good practice examples from various countries that experience labour migration management challenges, and it is primarily for the use of decision-makers and labour migration experts.
III. Responsibilities and Accountabilities**
The overall objective of the intervention is to enhance capacities of MS and RECs’ to design and coordinate the implementation of coherent and gender responsive labour migration policies through the development of training modules on gender responsive labour migration policy formulation, implementation, and coherence in Africa.
Scope of work and expected outputs/deliverables:
a) Objective and expected results
1) Enhancing capacities of MS and RECs’ to design and coordinate the implementation of coherent and gender responsive labour migration policies through the development of training modules on gender responsive labour migration policy formulation, implementation, and coherence in Africa.
2) To create awareness of the AU Migration Policy Framework for Africa (MPFA) and other relevant international, continental and regional legal instruments and policy framework among Member States and the RECs in order to increase/enhance their knowledge and skills on labour migration governance.
b) Scope of work and expected outputs/deliverables:
In 2018, the JLMP facilitated a capacity needs assessment of MS, RECs, social partners, migrant and diaspora associations to identify capacity development gaps and needs at policy and institutional levels, as well as an inventory of existing tools/initiatives by development partners like IOM and the ACBC, ILO, AND ITC-ILO. This culminated into the production of the Capacity Building Strategy on Labour Migration Governance in Africa[i]. The Strategy is contextualized to respond to the identified thematic priorities aligned to specific target groups.
It is in this context that IOM, through the JLMP Priority project, will support the roll-out of the Strategy through development and piloting of training modules on gender responsive labour migration policy formulation, implementation, and coherence in Africa.
3. Expected outputs:
Inception report detailing the consultant’s understanding of the assignment and how the development of the training modules will be conducted. The inception report will include a matrix summarizing the timelines, proposed components and outline of the modules, and design, as well as the proposed training methodology.
Training modules on gender responsive labour migration policy formulation, implementation, and coherence in Africa including:
a. Trainer’s manual,
b. Three days’ training curricula,
c. power point presentations,
d. Case studies and other activities to facilitate group discussion and learning (to be translated into AU languages).
- Pilot-testing of the training modules with identified Member States in a three days’ workshop.
- As guided by the Capacity Building Strategy the modules are primarily designed for supporting capacity development of:
a) Experts from Secretariats of the Regional Economic Communities, with a specific attention to the departments in charge of labour, migration and statistics.
b) National experts from institutions in charge of labour migration, including ministries of labour and employment, foreign affairs, migration, emigration and immigration services, ministries of interior/home affairs, education, vocational trainings, and health
d) Suggested Timeline:
This assignment is for a period of 75 working (Jan - Apri 2021), as detailed below: (Task - Estimated consultant working days). Submission dates for each task will be mentioned finally (during offer)
Submit inception report detailing the consultant’s understanding of the assignment and how the development of the training modules will be conducted - 05 working days
Produce 1st draft training modules on gender responsive labour migration policy formulation, implementation, and coherence in Africa including (trainer’s manual, two-three days’ training curricula, power point presentations, case studies, and exercises for group discussions) – 25 working days
Support rreview and circulation of the training modules to pre-identified stakeholders [mentioned under e) target] for inputs – 20 working days
Submission of 2nd draft training modules and accompanying products – 9 working days
Pilot-testing of training modules – 5 working days
Review and consolidation of final comments from stakeholders – 10 working days
Submit final training modules on gender responsive labour migration policy formulation, implementation, and coherence in Africa – 5 working days
e) Reports and Coordination:
5. The module development will be technically managed by the IOM ACBC based in Moshi, Tanzania, in consultations with the IOM JLMP Team in Addis Ababa, Ethiopia. The IOM JLMP team will facilitate coordination with AUC and ILO and other partners for review of and inputs to draft materials as relevant. **
The consultant shall be paid the consultancy fee upon completion of the following milestones:
· 20% after approval of the inception report by the JLMP Team
· 40% after completion of second draft training modules on gender responsive labour migration policy formulation, implementation, and coherence in Africa and accompanying products and approval by the project team
· 40% after the approval of the final training modules on gender responsive labour migration policy formulation, implementation, and coherence in Africa and accompanying products by the project team.
The consultancy fee instalments will be paid as lump sum amounts inclusive of expenses related to the consultancy. The contract price will be fixed regardless of changes in the cost components in the financial proposal submitted.
IV. Required Qualifications and Experience
Post-graduate or equivalent degree in Law, Public Policy and Management, Public Administration, Human Rights, Development Studies, International Development, or any other relevant university degree.
i) Minimum international work experience of 5 – 10 years.
ii) Demonstrable technical experience in the field of training, migration management, migration policy, labour migration and human mobility, mixed migration, diaspora and development, and return/reintegration.
iii) In-depth knowledge of contemporary labour migration dynamics / migration and development issues in Africa and other regions.
iv) Familiarity with gender issues in the context of human mobility in Africa
v) Proven substantial involvement in conducting needs assessment and developing training modules/curriculum, training materials etc.
vi) Demonstrated experience and skills in facilitating stakeholder/working group consultations and trainings.
vii) Knowledge of global, continental, and regional policies, laws and initiatives regarding labour migration, migration, and mobility.
viii) Previous working experience with the AUC, RECs, the UN (in general) or the IOM and ILO.
i) Experience and ability to interact with senior officials (Government and REC officials and representatives of multilateral and bilateral agencies).
ii) Experience and ability to navigate political processes in sensitive settings.
iii) Excellent drafting/writing and analytical skills.
iv) Strong interpersonal, networking and presentation skills.
Advantageous – French
The incumbent is expected to demonstrate the following values and competencies:
- Inclusion and respect for diversity: respects and promotes individual and cultural differences; encourages diversity and inclusion wherever possible.
- Integrity and transparency: maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct.
- Professionalism: demonstrates ability to work in a composed, competent, and committed manner and exercises careful judgment in meeting day-to-day challenges.
Core Competencies – behavioural indicators level 2*
- Teamwork: develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.
- Delivering results: produces and delivers quality results in a service-oriented and timely manner; is action oriented and committed to achieving agreed outcomes.
- Managing and sharing knowledge: continuously seeks to learn, share knowledge and innovate.
- Accountability: takes ownership for achieving the Organization’s priorities and assumes responsibility for own action and delegated work.
- Communication: encourages and contributes to clear and open communication; explains complex matters in an informative, inspiring and motivational way.
How to apply:
Interested candidates/firm are invited to submit their application written in English via our e-mail address RECADDIS@IOM.INT by 31 December 2020 the latest, referring the position title and Vacancy number in the subject line of your email.
Within the context of the above, the JLMP invites interested and qualified individuals or groups of individuals to submit expressions of interest for developing and piloting of training modules on gender responsive labour migration policy formulation, implementation, and coherence in Africa in line with the scope provided under the following components:
Technical Proposal: should include the following information:
i) Letter of Confirmation of Interest, availability, and no conflict of interest.
ii) The applicant’s understanding of the assignment.
iii) A conceptual framework, detailed methodology and work-plan (with timeframes) for all activities, including travel.
iv) Two writing samples of the firm of consultants on similar assignments.
Financial Proposal that indicates the all-inclusive fixed total contract price, supported by a budget with a detailed breakdown of costs (including travel costs) for the implementation of activities.
Only shortlisted candidates will be contacted.
No late applications will be accepted.