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. *IOM is committed to a diverse and inclusive environment. Internal candidates are eligible to apply to this vacancy and are considered as first-tier candidates***
Background and Context:
The International Organization for Migration (IOM) is committed to ensuring orderly and humane governance of migration, promoting international cooperation on migration issues, and assisting in the search for practical solutions to migration issues.
Uganda is a member of several multilateral and regional partnerships including: The East African Community (EAC), the Common Market for Eastern and Southern Africa (COMESA), and the Intergovernmental Authority on Development (IGAD). As the result, Uganda has approved a wide range of trade agreements that influence the labour market. In 2010, the members of the EAC agreed to establish a full common market with free movement for workers, goods, services, and capital. Freedom of association and collective bargaining is enshrined in the EAC common market in the sense that an EAC migrant worker has the same rights as a national citizen. Uganda has one of the youngest and most rapidly growing populations in the world. Although 45% of the workforce is economically inactive; the growing employment rate creates pressure on job creation. Most end in informal, low-productive, and precarious low-paid occupations. Cognizant of the benefits that migration can bring to the country, the Government of Uganda (GoU) has undertaken several measures to manage labour migration and protect migrant workers. These include the creation of an External Employment Unit within the Ministry of Gender, Labour and Social Development (MGLSD), as well as the development of several laws and regulations pertaining to labour migration and diaspora engagement. Recommendations from the Regional Ministerial Forum on Harmonizing Labour Migration Policies in East and Horn of Africa (Nairobi Process
Uganda is one of the co-signatories of this process), proposed the strengthening of labour migration governance through “priority actions for effective labour migration policy development and drafting, negotiating and implementing Bilateral Labour Migration Agreements (BLMAs)”.
Though the country has taken key initiatives promoting labour migration, Uganda is still missing an overarching labour migration policy that underpins and gives clear direction to the development of a suitable labour migration regime. Such policy will contribute to strengthen the protection of both migrant workers from and within Uganda.
Nature of the consultancy
The Ministry of Gender, Labour and Social Development (MGLSD) 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 Ugandan living abroad. Finally, the policy should shed light on the role of refugees in the Labour Market in Uganda. 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 under finalization, 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.
Under the overall supervision of the Chief of Mission (CoM), and direct supervision of the LHD PM and the Uganda Commissioner for Employment Services, the successful candidate will be responsible to provide his/her expertise to the Government of Uganda, specifically the Ministry of Gender, Labour and Social Development 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 Uganda to respond to the challenges and opportunities related to migration and development in general and Labour Migration in particular.
Core Functions / Responsibilities:
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, Bilateral Labour Agreements and diaspora policies, legislation or new laws and measures can improve migration governance in Uganda. This will entail reviewing relevant literature on the experience of countries that have developed labour migration policies.
Specifically, the successful candidate is expected to perform the following tasks:
A. A Situation Gap analysis of Labour Migration in Uganda
i. Conduct a situation/gap analysis of labour migration in Uganda
a) Assess the magnitude and impact of labour migration in Uganda (situational, needs and contextual analysis of labour migration trends and characteristics in the Ugandan 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 Uganda.
e) Review international instruments on migration management that Uganda has ratified as well as an analysis of bilateral frameworks.
f) Identify good practices and gaps in the management of labour migration in Uganda in the context of international good practices, and the constitution and other relevant pieces of legislation of Uganda.
g) Provide crucial information, such as migrant workers’ profiles, the engagement of female migrants’ workers in Uganda’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.
B. Situation/Gap analysis Report Validation Workshop
ii. The resultant situation and gap analysis will be presented respectively to 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.
C. Formulation of a Labour Migration Policy for Uganda
i. Based on the final situational and gap analysis report, formulate a national labour migration policy for Uganda.
D. Draft Labour Migration Policy Validation Workshop
ii. The draft labour migration policy will be circulated respectively among 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 Uganda.
Tangible and Measurable Outputs of the Work Assignment
A. Inception Report to the PSC members
B. A Situational/Gap analysis Report of Labour Migration Policy in Uganda
i. A situational/gap analysis report on labour migration policy in Uganda 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 Uganda that incorporates the recommendations made in the all-stakeholder validation workshop.
D. A Draft Labour Migration Policy Document for Uganda
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 MGLSD that will bring senior staff from key-relevant Ministries, Employers’ associations, and Trade Unions.
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.
- 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 – within 2 months of start date
- Submission of Inception report to the Technical Committee – within 2 months of start date
A. A situational/Gap Analysis of Labour Migration in Uganda – within 7 months of start date
B. All-Stakeholder Situational/Gap Analysis Report Validation Workshop – within 9 months of start date
C. Finalize Report – within 9 months of start date**
D. Formulation of a Labour Migration Policy for Uganda – within 11 months of start date
E. Presentation and Validation of Draft 1 of the Labour Migration Policy to the Project Steering Committee. – within 12 months of start date
F. Finalize Report – within 12 months of start date
G. Presentation and Validation of Draft 1 of the Labour Migration Policy at the All-Stakeholder Workshop – within 13 months of start date
H. Incorporate comments from the All Stakeholder workshop – within 13 months of start date
I. Policy Validation Workshop to all Stakeholders and Project Steering Committee – within 13 months of start date
J. Finalization of the policy document – within 13 months of start date
K. Presentation of the final policy document to the Project Steering Committee – within 14 months of start date
L. Finalize Report – within 14 months of start date
M. Presentation and endorsement of the policy to MGLSD’s Management – within 15 months of start date
N. Amendment of report after MGLSD’s comments – within 15 months of start date
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.
- Completed PHD or at least Master’s degree in macroeconomics, economics / statistics or public finance management or a related field from an accredited academic institution.
· 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 5 years in Sub-Saharan African countries in the field of employment policies and / or labor migration policies
· A good understanding of migration dynamics in Uganda and within the EAC region would be an added advantage.
· A good knowledge of statistical systems is considered an asset.
Fluency in English and Knowledge of some Ugandan local languages is an added advantage
Values – The incumbent is expected to demonstrate the following three values:
· Inclusion and respect for diversity: respects and promotes individual and cultural differences; encourages diversity and inclusion wherever possible.
· Integrity and transparency: maintain 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
a) Accountability- Takes ownership for achieving the organization’s priorities and assumes responsibility for own action and delighted work.
b) Communication – Encourages and contributes to clear and open communication. Explains complex matters in an informative, inspiring and motivational way.
c) Teamwork – Develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.
d) Delivering results – produces and delivers quality services in a service-oriented and timely manner. Is action oriented and committed to achieving agreed outcomes.
e) Managing and sharing knowledge- Continuously seeks to learn, share knowledge and innovate.
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.
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.
* This position is homebased will have field visits in Uganda.
A technical proposal in English
· 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 PM.
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:
- In accordance with the mission Terms of Reference
- 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.
How to apply
How to apply:
Interested applicants may send their applications including the financial proposals to email@example.com no later than 26th February 2021. Reference Number and Position Title (CFA/UG/001/2021 – Labour Migration Policy Development International Consultant)** should be specified in the SUBJECT field.
Applications from qualified female candidates are especially encouraged.
Only short-listed candidates will be contacted.
Appointment is subject to funding confirmation
From 12th February 2021 to 24th February 2021.**