Consultant – Labour Migration Policy Development

Consultant – Labour Migration Policy Development Position Title : Consultant - Labour Migration Policy Development Duty Station : Homebased/Field Travel Classification : Consultant, Grade OTHE Type of Appointment : Consultant, 6 months Estimated Start Date : As soon as possible Closing Date : 05 March 2019 Established in 1951, IOM is a Related Organization of the United Nations, and as the leading UN agency in the field of migration, works closely with governmental, intergovernmental and non-governmental partners. IOM is dedicated to promoting humane and orderly migration for the benefit of all. It does so by providing services and advice to governments and migrants. Context: In 2010, Burundi signed the Common Market Protocol, aimed at framing and regulating labour migration in the East African Community (EAC). The protocol calls for free movement of workers across the Member States for formal labour markets in approved categories of workers. In 2015, there were 284,187 Burundian emigrants and their main destination countries were Tanzania, Rwanda, the Democratic Republic of the Congo (DRC), Uganda, Canada, Malawi, South Africa, Sweden, Belgium and the Netherlands. In the same year, there were 286,810 immigrants in Burundi originating from DRC, Rwanda, Tanzania, Kenya, Uganda, Belgium and France. This project aims at supporting the Labour Ministry in putting in place the necessary policy and legal framework to provide longer-term protection and good governance of migrant workers. To that end, the project will commence with a situation analysis followed by data collection from the major stakeholders (migrant workers’ associations, national government institutions, trade unions, employers’ associations, etc.). Furthermore, national authorities will receive technical assistance on labour migration policy development and in techniques on negotiating bilateral labour agreements. Combined, these actions will facilitate the development of a national labour migration policy that will help national authorities in general and the Ministry of Labour to have a better understanding of the flows and dynamics of migrant workers (including female migrants). Furthermore, it is anticipated that the Ministry of Foreign Affairs (MoFAs) will embark upon negotiations for bilateral agreements for Burundian male and female migrants’ workers with selected Gulf States during this project. Nature of the consultancy The Ministry of Public Services, Labour and Employment (MPSLE) seeks the services of a consultant in developing a gender-sensitive National Labour Migration Policy. It is expected that the labour migration policy will enhance coordination at different levels of government around the three principles of migration governance: adherence to international standards and fulfilment of migrants’ rights, formulates policy using evidence and “whole-of-government” approach, and engages with partners to address migration and related issues. It is also anticipated that the national policy would reflect the three crucial rights dimensions in gender-sensitive labour migration policies: (a) women’s rights to legal migration opportunities; (b) women’s rights within the migration process, for example, ethical recruitment and decent work; and (c) women’s rights realized through migration, such as increased autonomy and self-confidence to negotiate better terms of employment and to have control over their earnings. The labour migration policy also seeks to engage the subject of Diaspora engagement to include labour migration of Burundian living abroad. Finally, the policy should shed light on the potential role of refugees in the Labour Market in Burundi. Guidance will be drawn from the Global Compact for Safe, Orderly and Regular Migration (GCM), African Union’s migration policy framework document, the East African Community’s (EAC) Draft Labour Migration Policy, EAC Common Market Protocol, IOM’s Migration Governance Framework (MiGOF) and the Labour Migration section of IOM’s Regional Strategy for East and Horn of Africa as well as the Great Lakes. Accountabilities Under the overall supervision of the Chief of Mission (CoM), and direct supervision of the LMHD Officer and the Burundi Director General for Labour, the successful candidate will be responsible to provide his/her expertise to the Government of Burundi, specifically the Ministry of Public Services, Labour and Employment in the development of a gender-sensitive labour migration policy. The assignment seeks to address the labour migration management and development policy gap by providing a coherent and effective framework of action at national level. It will serve as a cornerstone and reference point for the Government of Burundi to respond to the challenges and opportunities related to migration and development in general and Labour Migration in particular. Core Functions / Responsibilities: Scope: The policy will draw upon good international practices on labour migration, Diaspora policy formulation and legislation. This will entail reviewing national policies, legislation, and institutional arrangements in the light of international norms and good practices. The policy will also assess how existing labour migration and diaspora policies, legislation or new laws and measures can improve migration governance in Burundi. This will entail reviewing relevant literature on the experience of countries that have developed labour migration policies and bilateral labour agreements. Specifically, the successful candidate is expected to perform the following tasks: Phase I A. A Situation Gap analysis of Labour Migration in Burundi i. Conduct a situation/gap analysis of labour migration in Burundi and the Burundi diaspora a) Assess the magnitude and impact of labour migration in Burundi (situational, needs and contextual analysis of labour migration trends and characteristics in the Burundian labour market); b) Identify pertinent migration issues and thematic areas such as but not limited to irregular migration, migration and education, migrants’ rights and ethical recruitment, trafficking in persons, smuggling and irregular migration and others c) Conduct desktop research on labour migration management, including mapping of key stakeholders, their capacities and needs as well as resources available and resources required; d) Critically review current efforts towards managing migration issues within the socioeconomic development context of Burundi; e) Review international instruments on migration management that Burundi has ratified as well as an analysis of bilateral frameworks; f) Identify good practices and gaps in the management of labour migration in Burundi in the context of international good practices, and the constitution and other relevant pieces of legislation of Burundi; g) Provide crucial information, such as migrant workers’ profiles, the engagement of female migrants’ workers in Burundi’s labour market, the origin of remittance flows and the data on irregular migration; h) Identify goals and capacities in undertaking the pursuit of diaspora engagement; i) Identify the Burundian diaspora in countries of destination, and mapping their socioeconomic, and sociocultural profiles and propose alternatives in mobilizing diaspora for development; j) Critically assess the value of building partnerships between government and diaspora; k) On the basis of the situation and gap analysis presented in (a-j) above provide recommendations for the formulation of a coherent migration and development strategy for Burundi and issues that need to be reviewed in the Employment Act, Immigration Decree and other relevant legislation, so that the most recent acts are in line with the best migration management practices. B. Situation/Gap analysis Report Validation Workshop ii. The resultant situation and gap analysis will be presented respectively to the sub-reading Committee and the Project Steering Committee (PSC) and at a stakeholder’s validation workshop, the recommendations of which will be incorporated in the final situational and gap analysis report. Phase II C. Formulation of a Labour Migration Policy for Burundi i. Based on the final situational and gap analysis report, formulate a national labour migration policy for Burundi. D. Draft Labour Migration Policy Validation Workshop ii. The draft labour migration policy will be circulated respectively among the sub-reading committee and the members of the PSC prior to an all stakeholder validation workshop. iii. Facilitate a stakeholder validation workshop iv. Recommendations from the all-stakeholder workshop and the PSC members will be incorporated into the draft labour migration policy before it is handed over to the Government of Burundi. Tangible and Measurable Outputs of the Work Assignment Phase I A. Inception Report to the Sub-reading group/PSC members B. A Situational/Gap analysis Report of Labour Migration Policy in Burundi I. A situational/gap analysis report on labour migration policy in Burundi that covers all areas of the scope of work expounded in the above. C. Situational/Gap Analysis Report Validation Workshop ii. A situation/gap analysis report on labour migration policy in Burundi that incorporates the recommendations made in the all-stakeholder validation workshop. Phase II D. A Draft Labour Migration Policy Document for Burundi iii. A draft labour migration policy document. E. Draft Labour Migration Policy Validation Workshop Report i. Help organize and facilitate the multi-stakeholder validation of the draft policy through a one- day workshop led by the MPSLE that will bring senior staff from key-relevant Ministries. ii. A document that incorporates stakeholder comments from the policy validation workshop into the draft national policy document. Realistic Delivery Dates and Details as to how the work must be delivered The detailed workplan and delivery dates will be confirmed directly with the consultant. Phase I • Inception Meeting with stakeholders including PSC members to clarify aspects of the assignment to enable work to begin – within 2 months of start date • Development of Inception Report, inclusive of public documents sourcing • Submission of Inception report to the Technical Committee A. A situational/Gap Analysis of Labour Migration in Burundi B. All-Stakeholder Situational/Gap Analysis Report Validation Workshop C. Finalize Report Phase II D. Formulation of a Labour Migration Policy for Burundi E. Presentation and Validation of Draft 1 of the Labour Migration Policy to the Project Steering Committee. F. Finalize Report G. Presentation and Validation of Draft 1 of the Labour Migration Policy at the All-Stakeholder Workshop H. Incorporate comments from the All Stakeholder workshop I. Policy Validation Workshop to all Stakeholders and Project Steering Committee J. Finalization of the policy document K. Presentation of the final policy document to the Project Steering Committee L. Finalize Report M. Presentation and endorsement of the policy to MPSLE’s Management N. Amendment of report after MPSLE’s comments Performance indicators for evaluation of results • Satisfactory completion of tasks indicated in this ToRs. • Quality of the inception report • Quality of the situational/gap report • Quality of the draft National Labour Migration Policy • Initiative and plan of the draft National Labour Migration Policy Validation workshop • Quality of plan for updating and disseminating the National Labour Migration Policy Required Qualifications and Experience: Education • PHD or at least Master’s degree in macroeconomics, economics / statistics or public finance management or a related field from an accredited academic institution. Experience • Minimum of twelve years of proven experience in large-scale public policy reform programs (in design and / or implementation); • Proven experience in the development of national employment policies and / or national labor migration policy; • Professional experience of at least five years in Sub-Saharan African countries in the field of employment policies and / or labor migration policies • A good understanding of migration dynamics in Burundi and within the EAC region would be an added advantage; • A good knowledge of statistical systems is considered an asset. Languages Fluency in French is required. Working knowledge in English is an advantage. Note * This position is Homebased and will have field travel/visits in Burundi. The consultant must adhere to the International Organization for Migration (IOM) Data Protection Principles (IN/138) and maintain confidentiality. The consultant will be responsible to follow IOM writing guidelines and latest glossaries in all given assignments for accurate translation. For the applications to be considered valid, IOM only accepts applications with the following elements submitted to, latest 05 March 2019: A technical proposal in French • Explanatory note on your understanding of the ToRs and the reasons for applying • Brief presentation of the methodological approach and organization of the proposed mission • Detailed curriculum vitae (CV) with three professional referees and their contacts (both email and telephone). A financial proposal • The financial proposal must be submitted as lump sum in USD; • To facilitate the comparison of financial offers by the requesting entity, it is recommended that applicants provide a breakdown of the lump sum amount. The consultants must indicate / detail in their financial proposals the cost of airline tickets, possible visa fees, fees and accommodation, considering the number of working days planned; • Indicated the number of anticipated field visits in Burundi bearing in mind that the lead consultant will be seconded by a national consultant based in country; • The actual travel costs can be verified by IOM, either by requiring the presentation of proof of purchase of flight tickets, or by making an independent comparison with market prices on dates and for the journeys concerned. IOM does not accept travel costs that exceed those of the economy class ticket. If a consultant wants to travel in business class, he will have to do it on his own resources; • Any expenditure not included in the ToRs or explicitly reflected in the financial offer as accepted by IOM, whatever its nature, must be agreed between the LHD Unit and the individual consultant in advance, under worth not being reimbursed; Furthermore, applicants are kindly requested to note that payments can only be made on the basis of deliverables meaning on presentation of the deliverables specified in the ToRs and after validation of these deliverables by the LHD Officer. Candidates may be invited or contacted by telephone at the end of the technical evaluation process. No notes will be given to this interview, but it will be used to validate the points given during the technical evaluation and will help us measure / assess the candidate's good knowledge of the ToRs. In case of justified dissatisfaction, IOM reserves the right not to consider the candidate. The consultants will be evaluated based on the following methodology: Cumulative analysis: The contract will be given to the consultant whose bid has been evaluated and confirmed as: o In accordance with the mission Terms of Reference o Having obtained the highest score in the combined assessment of the technical and financial offer * Technical assessment: 70% * Financial assessment: 30% Only candidates obtaining a minimum of 70 points will be considered for the financial evaluation. Criteria • PHD or at least Master’s degree in macroeconomics, economics / statistics or public finance management or equivalent - Exclusive criterion • At least 12 years of proven experience in large-scale public policy reform programs (in design and / or implementation) and Proven experience in the development of national employment policies and / or national labor migration policy - Rating criterion/35 • Professional experience of at least 5 years in Sub-Saharan African countries in the field of employment policies and / or labor migration policies - Rating criterion/15 • Level of understanding of the task to be accomplished in relation to the ToRs’ objectives - Rating criterion/20 • Level of consideration and relevance in the articulation of the different aspects (components) of the work to be done - Rating criterion/15 • Level of clarity and consistency in the planning of the different activities to be carried out to achieve the expected results - Rating criterion/15 Desirable Competencies: Values • 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 • 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. Managerial Competencies – behavioural indicators • Leadership: provides a clear sense of direction, leads by example and demonstrates the ability to carry out the organization’s vision; assists others to realize and develop their potential. • Empowering others & building trust: creates an atmosphere of trust and an enabling environment where staff can contribute their best and develop their potential. • Strategic thinking and vision: works strategically to realize the Organization’s goals and communicates a clear strategic direction. Other: The appointment is subject to funding confirmation. Appointment will be subject to certification that the candidate is medically fit for appointment, accreditation, any residency or visa requirements, and security clearances. No late applications will be accepted. How to apply: Interested candidates are invited to submit their applications via PRISM, IOM e-Recruitment system, by 05 March 2019 at the latest, referring to this advertisement. For further information, please refer to: In order for an application to be considered valid, IOM only accepts online profiles duly completed. Only shortlisted candidates will be contacted. You can track the progress of your application on your personal application page in the IOM e-recruitment system. Posting period: From 26.02.2019 to 05.03.2019 Requisition: CON 2019/13- Consultant- Labour Migration Policy Development- Burundi* (55852480) Released Posting: Posting NC55852505 (55852505) Released


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