Consultancy: Assessment of Available Skillsets, Qualifications and Labour Market Needs in Three Urban Centres in the IGAD Region

1. Context

Strengthening IGAD Member States in implementing the free movement of persons and as one constituting element of it, the introduction of a system for the recognition of qualifications, can promote safe, orderly and regular migration in line with international frameworks such as the SDGs, the Global Compact for Migration (GCM) and the Global Compact on Refugees (GCR). Equally, regional migration and displacement frameworks such as the IGAD Regional Migration Policy Framework (RMPF), the IGAD Djibouti Declaration on Quality Education for refugees, returnees and host communities and the IGAD Kampala Declaration on Jobs, Livelihoods, and Self-Reliance for refugees, returnees and host communities, the IGAD Djibouti Declaration on Labour, Employment and Labour Migration, and the IGAD TVET Strategy call for regional co-operation and harmonization of migration and displacement policies. These policy documents highlight the importance of giving special consideration to the requirements of refugees, returnees and labour migrants concerning skills portability, recognition of qualifications, and successful integration into the labour markets of hosting and origin countries. These groups frequently encounter notable obstacles while endeavoring to engage in their preferred or trained vocations within the new country of residence, owing to diverse factors. Primarily, a substantial number of refugees, labour migrants as well as returnees might struggle to furnish extensive documentation, resulting in challenges to demonstrate the essential evidence of their qualifications and expertise mandated by potential employers. Without recognized credentials, their professional skills and expertise often go unrecognized and undervalued. Additionally, the process of obtaining recognition for their qualifications from their home country in the host country can be lengthy, complex, and costly, resulting in many labour migrants and refugees being unable to navigate the bureaucratic hurdles effectively. The absence of proper qualification recognition may result in underutilization of talents and a gradual erosion of skills which can be detrimental for both host and origin countries. In response, offering accessible recognition of prior learning (RPL) processes can play an important role in the validation of qualifications and experiences, including those obtained in the informal sector. Lastly, discrimination in the forms of prejudice, bias, and stereotypes can play a significant role in impeding migrants’ and refugees’ access to suitable employment opportunities.

An assessment of prevalent skillsets, extent of recognition of foreign qualifications and labour market demands is to be conducted in three capitals of the IGAD region (Nairobi, Mogadishu and Juba) in order to establish a baseline to inform subsequent interventions. Firstly, a planned pilot project is planned with the aim of two new vocational training programmes being recognized between two selected Member States of the IGAD region in accordance with the IGAD Regional Qualifications Framework (IGADQF). The successful pilot, in turn, is intended to inform the process of wider regional recognition of qualifications as a constituting element of free movement of persons and thereby promoting cross-border collaboration and thus ultimately contributing to regional integration. The baseline assessment will play a crucial role in aligning the pilot initiative with the requirements and standards defined by the IGADQF concerning matters of compatibility, comparability, and portability of qualifications across participating countries, as well as other pertinent policy frameworks.

Further, the assessment should also analyze the skillsets of refugee returnees and labour market demands in countries of return, namely South Sudan and Somalia and inform a planned second pilot initiative on the reintegration of refugee returnees. The planned pilot project will link refugees, who have graduated from TVET in host countries and are willing to voluntarily return to their country of origin or have already done so, to job opportunities. To inform this initiative, this consultancy is requested to particularly focus on skillsets of refugees in Nairobi and returnees in Mogadishu and Juba as well as the major labour market demands in these capitals.

In addition to focusing on migrants, refugees and returnees, it is of critical importance that the skills and qualifications present within the host communities are also included in the assessment. Understanding the existing workforce and their qualifications can help identify potential complementarities and opportunities for collaboration and integration. Moreover, the baseline assessment is to help identify the specific labour market needs, allowing to align the planned pilot initiatives accordingly. By identifying skills gaps and mismatches through disaggregated data on migrant workers and data collection efforts through national labour market information systems (LMIS), the emerging needs of industries and sectors can be captured in order to maximize the employability of migrants, refugees, returnees, and host communities and thereby increasing the chances of long-term economic empowerment for all stakeholders involved.

Furthermore, it is crucial to consider aspects of access to basic social services, including the portability social security benefits, to promote the economic well-being, social protection, and overall welfare of migrants, refugees, returnees, and host communities. Ensuring that these benefits are not only accessible but also portable across borders enables individuals to maintain a consistent social safety net, supporting them even during periods of migration or relocation.

Acknowledging the importance that gender plays in shaping skills development, labour market dynamics and work opportunities, a gender addendum to the IGADQF is currently being developed. It is essential for the planned baseline assessment to also examine how gender affects the distribution of skills and qualifications within migrant, refugee, returnee and host communities. This includes considering the gender-specific barriers and challenges faced by individuals in accessing education, training, and employment opportunities. By analyzing the gender dimensions, the assessment is to identify any gender-based disparities in skillsets, qualifications, and labour market demands, enabling targeted interventions and policies to promote gender equality and inclusive economic empowerment. This will contribute to the overall objective of fostering regional integration and sustainable development by ensuring that the benefits of the pilot project and subsequent initiatives are equitably distributed among all genders.

2. Tasks to be performed by the contractor

The Contractor shall be responsible for the performance and delivery of the following Work:

To conduct an assessment aimed at evaluating the key available skillsets, qualifications, and major labour market needs in three urban centres within the IGAD region, namely Nairobi (Kenya), Juba (South Sudan) and Mogadishu (Somalia) among refugees, labour migrants and returnees. The resulting deliverable is a comprehensive report that encompasses an executive summary and overall addresses a series of critical questions:

1. What are some of the prevalent market-based skillsets among labour migrants, refugees, returnees and host communities in the three urban centres? To which degree do these skillsets match labour market demands?
2. To what extent are professional qualifications mutually recognized across borders among the three study sites and how are they valued within the respective labour markets? Are mechanisms in place to recognize informal learning outcomes?
3. What are barriers hindering the recognition and utilization of foreign skillsets and qualification? What are specific barriers faced by labour migrants, refugees and returnees to access job opportunities?
4. What are specific demands and emerging trends of industries and sectors in terms of skillsets and qualifications within the labour market?
5. What are potential benefits and points of action of mutual recognition of professional qualifications between IGAD Member States?

The assessment will elucidate the unique challenges, barriers, and opportunities encountered by often marginalized groups, encompassing labour migrants, refugees, returnees and host communities of all genders and abilities, with regard to skillsets, qualification recognition, and labour market requisites.

All data for the assessment must be collected strictly anonymously, meaning that any information relating to an identified or identifiable natural person (‘data subject’) must be excluded. Specifically, data, such as, gender, age, health or ethnicity must be collected in an aggregated manner.

Check the ToR for the detailed outline of the report.

The contractor is expected to employ a comprehensive methodology that combines both a thorough literature review and stakeholder consultations.

The literature review will involve an in-depth analysis of existing academic, policy, and research materials related to skill recognition, qualification portability, labour migration, and refugee integration, with a focus on the IGAD region and how it fits into the continental and global architecture.

The stakeholder consultations are to consist of Key Informant Interviews (KIIs) as well as Focus Group Discussions (FGDs).

The contractor is further to conduct a total of fifteen (15) Key Informant Interviews (KIIs) per research site (Juba, Mogadishu, Nairobi; 45 in total) to capture insights from relevant experts onsite. The contractor is to propose a list of concrete key informants to be approved by the project steering committee, which is to draw from the following or other relevant institutions which is to be determined with the project steering committee:

1. Ministry of Labour / Employment
2. Ministry of Education
3. Ministry of Foreign Affairs
4. Ministry of Economic Development or Planning (including the Durable Solutions Secretariat in Somalia)
5. Ministry of Gender / Youth
6. Ministry of Social Welfare / Social Services
7. Ministry of Refugee Affairs
8. National Qualifications Authorities
9. Vocational training institutions
10. Employers and industry association
11. Labour Union
12. National Coordination Mechanism on Migration (NCM)
13. National Statistical Offices
14. Refugee-led advocacy organization
15. Women’s rights organization

Further, twenty (20) virtual KIIs are to be conducted with international, continental and regional experts with representatives with relevant experience, which could be drawn, but not limited to, from the following institutions (to be approved by the project steering committee):

1. UNESCO – Qualifications Passport
2. Education Cannot Wait (ECW)
3. International Labour Organization (ILO) – Skills and Qualifications,
4. Labour Market Information Systems (LMIS)
5. International Organization for Migration (IOM)
6. United Nations High Commissioner for Refugees (UNHCR)
7. African Union – African Union Continental Qualifications Framework (ACQF), Joint Labour Migration Programme (JLMP), African Continental Free Movement of Persons Protocol, African Continental Free Trade Area (AfCFTA)
8. IGAD – Education, Science, Technology & Innovation (ESTI);
9. Migration and Displacement,
10. Djibouti Declaration on Labour, Employment and Labour Migration;
11. Free Movement of Persons Protocol;
12. Gender Department
13. Horn of Africa Confederation of Trade Unions (HACTU)
14. Confederation of IGAD Employers (CIE)
15. East African Community (EAC) – The East African Qualifications Framework for Higher Education (EAQFHE)
16. Refugee / Migrant-led organizations’ network in East Africa

Lastly, the contractor is to conduct four (4) Focus Group discussions (FGDs) per research site (Juba, Mogadishu, Nairobi; 12 in total), with a number of 5 to 10 participants per FGD to be identified and selected by the contractor.

In preparation of the stakeholder engagements, the team leader is expected to plan and conduct a two-day meeting in Addis Ababa with the three key experts for instrument finalization and data collection training. The aim of the meeting is to finalize on the research tools (KII Interview guide, FGD guide) as well as to ensure alignment of the application of these tools in the respective research sites.

Period of assignment: from 12.12.2023 until 30.09.2024. Please consult the ToR for the detailed work plan.

3. Concept

In the tender, the tenderer is required to show how the objectives defined in Chapter 2 (Tasks to be performed) are to be achieved, if applicable under consideration of further method-related requirements (technical-methodological concept). In addition, the tenderer must describe the project management system for service provision.

Technical-methodological concept

Strategy (1.1): The tenderer is required to consider the tasks to be performed with reference to the objectives of the services put out to tender (see Chapter 1 Context) (1.1.1). Following this, the tenderer presents and justifies the explicit strategy with which it intends to provide the services for which it is responsible (see Chapter 2 Tasks to be performed) (1.1.2).

The tenderer is required to present the actors relevant for the services for which it is responsible and describe the cooperation (1.2) with them.

The tenderer is required to present and explain its approach to steering the measures with the project partners (1.3.1).

The tenderer is required to describe the key processes for the services for which it is responsible and create an operational plan or schedule (1.4.1) that describes how the services according to Chapter 2 (Tasks to be performed by the contractor) are to be provided. In particular, the tenderer is required to describe the necessary work steps and, if applicable, take account of the milestones and contributions of other actors (partner contributions) in accordance with Chapter 2 (Tasks to be performed) (1.4.2).

Project management of the contractor (1.6)

The tenderer is required to explain its approach for coordination with the GIZ project. In particular, the project management requirements specified in Chapter 2 (Tasks to be performed by the contractor) must be explained in detail.

The tenderer is required to develop a brief overview of the project management concept.

Further requirements (1.7)

The tenderer is expected to propose suitable measures that the particular needs of marginalized groups (e.g. due to their gender, their age, their ability) are considered in the design of the research and reflected in the final report. This is to include, but not limited to, the disaggregation of primary data collected by sex, age (groups) and ability.

4. Personnel concept

The tenderer is required to provide personnel who are suited to filling the positions described, on the basis of their CVs (see Chapter 6), the range of tasks involved and the required qualifications.

The below specified qualifications represent the requirements to reach the maximum number of points in the technical assessment.

Team Leader

Tasks of the team leader

• Overall responsibility for the development of the assessment report (quality and deadlines)
• Conducting the literature review
• Conducting virtual key informant interviews
• Planning and facilitating a two-day meeting in Addis Ababa for instrument finalization and data collection training
• Coordinating and ensuring communication with IGAD, GIZ, partners and others involved in the project, incl. stakeholder engagements
• Personnel management
• Participation in regular meetings with project steering team
• Regular reporting in accordance with deadlines

Qualifications of the team leader

• Education/training (2.1.1): Master’s Degree in Social Sciences (Migration Studies, Development Economics, Public Policy, Labour and Employment Relations, Higher Education, Demographics, etc.) or equivalent degrees
• Language (2.1.2): C1-level language proficiency in English
• General professional experience (2.1.3): 7 years’ experience in migration & displacement assignments
• Specific professional experience (2.1.4):
  • Two (2) years’ experience in relation to the recognition and evaluation of qualifications, credentials, and educational achievements in assessing the equivalency, relevance, and applicability of qualifications across various educational systems, institutions, and industries.
  • Two (2) years’ experience in conducting thorough labour market analyses, assessing workforce trends, and identifying skill gaps within various industries and sectors, encompassing data collection, analysis, and interpretation to pinpoint current and future skill requirements.
  • Two (2) years’ experience collecting, analysing, and interpreting qualitative and quantitative data related to skillsets, qualifications, and labour market demands
• Leadership/management experience (2.1.5): 3 years of management/leadership experience as project team leader or manager in a company with personnel responsibility
• Regional experience (2.1.6): 2 years of experience in projects in / on the IGAD region and resulting knowledge of regional dynamics
• Development cooperation (DC) experience (2.1.7): 5 years’ experience in doing research in consultation with government officials and international organizations;
• Other (2.1.8): Having conducted 2 projects in the course of which engagements with national governments, RECs, Civil Society and Partners were part of the assignment; 1 project on migration in IGAD region

National Key expert 1 – (for the activities in Kenya)

Tasks of key expert 1 – Kenya

• Participate in two-day meeting in Addis Ababa for instrument finalization and data collection training
• Conducting physical stakeholder engagements onsite (KIIs and FGDs) in Nairobi
• Contribute to the development of the assessment report, particularly on sections pertinent to the Kenyan context

Qualifications of key expert 1 – Kenya

• Education/training (2.2.1): Bachelor’s Degree in Social Sciences (Migration Studies, Development Economics, Public Policy, Labour and Employment Relations, Higher Education, Demographics, etc.) or equivalent degrees
• Language (2.2.2):
  • C1-level language proficiency in English (6 points)
  • C1-level language proficiency in Somali (4 points)
• General professional experience (2.2.3): 2 years’ experience in migration and displacement assignments
• Specific professional experience (2.2.4): 1 year of experience collecting, analysing, and interpreting qualitative and quantitative data
• Leadership/management experience (2.2.5): not relevant
• Regional experience (2.2.6): 10 years of experience in projects in Kenya and resulting knowledge of country specific dynamics
• Development cooperation (DC) experience (2.2.7): 1 years’ experience in doing research in consultation with government officials and international organizations;
• Other (2.2.8): Having conducted 1 project in the course of which engagements with national government and Civil Society in Kenya were part of the assignment

National Key expert 2 – (for activities in Somalia)

Tasks of key expert 2 – Somalia

• Participate in two-day meeting in Addis Ababa for instrument finalization and data collection training
• Conducting physical stakeholder engagements onsite (KIIs and FGDs) in Mogadishu
• Contribute to the development of the assessment report, particularly on sections pertinent to Somalian context

Qualifications of key expert 2 – Somalia

• Education/training (2.3.1): Bachelor’s Degree in Social Sciences (Migration Studies, Development Economics, Public Policy, Labour and Employment Relations, Higher Education, Demographics, etc.) or equivalent degrees
• Language (2.3.2):
  • C1-level language proficiency in English (6 points)
  • C1-level language proficiency in Somali (4 points)
• General professional experience (2.3.3): 2 years’ experience in migration and displacement assignments
• Specific professional experience (2.3.4): 1 year of experience collecting, analysing, and interpreting qualitative and quantitative data
• Leadership/management experience (2.3.5): not relevant
• Regional experience (2.3.6): 10 years of experience in projects in Somalia and resulting knowledge of country specific dynamics
• Development cooperation (DC) experience (2.3.7): 1 years’ experience in doing research in consultation with government officials and international organizations;
• Other (2.3.8): Having conducted 1 project in the course of which engagements with national government and Civil Society in Somalia were part of the assignment

National Key expert 3 – (for the activities in South Sudan)

Tasks of key expert 3 – South Sudan

• Participate in two-day meeting in Addis Ababa for instrument finalization and data collection training
• Conducting physical stakeholder engagements onsite (KIIs and FGDs) in Juba
• Contribute to the development of the assessment report, particularly on sections pertinent to the South Sudanese context

Qualifications of key expert 3 – South Sudan

• Education/training (2.4.1): Bachelor’s Degree in Social Sciences (Migration Studies, Development Economics, Public Policy, Labour and Employment Relations, Higher Education, Demographics, etc.) or equivalent degrees
• Language (2.4.2):
  • C1-level language proficiency in English (6 points)
  • C1-level language proficiency in one of the prevalent languages in South Sudan (Nuer, Dinka, Arabic) (4 points)
• General professional experience (2.4.3): 2 years’ experience in migration and displacement assignments
• Specific professional experience (2.4.4): 1 year of experience collecting, analysing, and interpreting qualitative and quantitative data
• Leadership/management experience (2.4.5): not relevant
• Regional experience (2.4.6): 10 years of experience in projects in South Sudan and resulting knowledge of country specific dynamics
• Other (2.4.8): Having conducted 1 project in the course of which engagements with national government and Civil Society in South Sudan were part of the assignment

Soft skills of team members

In addition to their specialist qualifications, the following qualifications are required of team members:

• Team skills
• Initiative
• Communication skills
• Socio-cultural skills
• Efficient, partner- and client-focused working methods
• Interdisciplinary thinking

5. Costing requirements

Assignment of personnel and travel expenses

Per-diem and overnight accommodation allowances are reimbursed as a lump sum up to the maximum amounts permissible under tax law for each country as set out in the country table in the circular from the German Federal Ministry of Finance on travel expense remuneration (downloadable at https://www.bundesfinanzministerium.de).

Accommodation costs which exceed this up to a reasonable amount and the cost of flights and other main forms of transport can be reimbursed against evidence

All business travel must be agreed in advance by the officer responsible for the project.

Travel and transportation costs:

Fixed Travel budget: EUR 18.000,00

A fixed budget is earmarked for transportation and travel related costs which includes the following:

• 1 international round flight for the team lead to attend a two-day workshop for instrument finalization and data collection training in Addis Ababa (
• 3 round flights within the IGAD region to attend a two-day workshop for instrument finalization and data collection training in Addis Ababa, for key expert 1 (Nairobi-Addis Ababa), key expert 2 (Mogadishu-Addis Ababa), and key expert 3 (Juba Addis Ababa)
• 3 national round flights to conduct key informant interviews and focus group discussions in the capitals; key expert 1 domestic flight within Kenya to Nairobi, key expert 2 domestic flight in Somalia to Mogadishu, key expert 3 domestic flight within South Sudan to Juba
• compensation of CO2 emissions for all air travel
• local transportation for key experts 1-3 each to conduct key informant interviews and focus group discussions in the respective capital city
• 4 days per diem and 3 nights accommodation for each the team lead and key experts 1-3 to attend a two-day workshop for instrument finalization and data collection training in Addis Ababa
• 12 days per diem and 11 nights accommodation for key expert 1 to conduct key informant interviews and focus group discussions in Nairobi
• 12 days per diem and 11 nights accommodation for key expert 2 to conduct key informant interviews and focus group discussions in Mogadishu
• 12 days per diem and 11 nights accommodation for key expert 3 to conduct key informant interviews and focus group discussions in Juba
• Visa costs

The fixed travel and transportation budget is already included in the price schedule.

NB: Travel and transport costs are not included in the lump sum for the delivery of the work but will be reimbursed separately on actual costs accrued. The travel and transport costs are reimbursed in accordance with the country table in the GIZ travel expenses guidelines – per diem and accommodation as a lump sum, and all other travel and travel related costs against evidence. All travels must be agreed in advance by the officer responsible for the project. Travel expenses must be kept as low as possible

Specification of inputs – contract for works:

The following basic calculations for the contract for works are a reference value based on the acceptance criteria for each partial work/milestone specified in Chapter 2 (Tasks to be performed by the contractor).

Since the contract to be concluded is a contract for works, we would ask you to offer your services at a lump sum price. Therefore, please divide the lump sum price into the milestones described below. The price per milestone must contain all relevant costs (fee, refreshments for participants in focus group discussions, travel allowance of the equivalent of 10€ for each participant in the focus group discussion, moderation material for focus group discussions, booking of venue to conduct a two-day workshop for instrument finalization and data collection training in Addis Ababa, etc.).

Workshops and training

Please describe in your concept how you implement GIZ’s minimum standards for sustainable event management (see annexes to the terms of reference).

The contractor implements the following workshops/study trips/training courses:

• Two-day workshop for the consulting team (team leader, key experts 1-3) to develop research instruments and conduct data collection training, resulting in the development of draft interview guide for Key Informant Interviews and draft Focus Group Discussion Guide
• Conduct a total of 12 Focus Group discussions, 4 per research site, with 5-10 participants each:
  • labour migrants (female)
  • Labour migrants (male)
  • refugees / returnees (female)
  • refugees / returnees (male)

The two-day workshop for the consulting team is to be planned and organized by the contractor in close coordination with the GIZ project steering team who are also to be invited to participate in the workshop. The travel costs incl. flights, accommodation, per-diems, local transport are to be covered by the contractor and are already included in the fixed budget for travel and transportation costs, see above.

The Focus Group Discussions are to be held in the three capitals (Nairobi, Mogadishu, Juba) in a space that can easily be reached and near the town center. The key experts are expected to identify and select the participants for the discussions, book a suitable venue, provide refreshments (water, tea, snacks), and pay each participant a travel allowance of the equivalent of 10€ in local currency (against signature of receipt), as well as cover their own local transport. These expenses are to be included in the financial offer, the lump sum per milestone.

NB: Since fixed budgets are specified for travel costs, the costs offered are not relevant for the overall assessment and are not included in the price assessment.

NB: Since this is open tender, no negotiations are possible. Your financial offer must only contain the costs listed in chapter 5, otherwise your offer will be considered as a secondary offer which will be excluded from the procedure