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New Job Opportunities at International Labour Organization (ILO) – International Consultant

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Jobs in Tanzania 2022: New Job Opportunities at International Labour Organization (ILO) 2022


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International Consultant for Better Regional Migration Management Programme Evaluability Assessment at ILO April, 2023
Project title: Better Regional Migration Management Programme
Donors: UK Foreign Commonwealth development Office (FCDO)
Budget: 6,000,000 GBP
Duration: Three years (33 months), start date: 01 July 2022 End date: 31 March 2025
Coverage: East and Horn ofAfrica Region, with focus on Djibouti, Ethiopia, Kenya, Somalia, South Sudan, Tanzania, Uganda
Evaluation mission schedule: June 2023.

in the East and Horn of Africa is a complex and multi-faceted
phenomenon. It has always been part of its socio-economic landscape. The
flows of people in, between and from countries in the region is best
characterized as mixed migration flows that encompasses refugees,
asylum-seekers, and migrant workers. For instance, in 2019, the East and
Horn of Africa sub-region has hosted approximately 7.7 million
international migrants, the highest share of the total migrant
population. Most of these migrants (72 per cent) are estimated to be in
working age, i.e., aged 15 years and older, and men account for 53 per
cent. This flow has put a strain on governments in the region as they
struggle to cope with the large number of migrants crossing their
borders and moving through their countries. The men, women and children
making up these migrant flows frequently resort to unsafe modes of
transportation and smuggling networks during their journey, exposing
themselves to injury, violence, detention, exploitation and abuse.

country has its own labour migration profile; however, it shares an
overall labour migration trend, largely characterized by intra-regional
flows and the migration of low-skilled workers. Main drivers of
migration, include labour migration include protracted conflicts,
political and communal violence, and peacebuilding setbacks that
resulted in the displacement of millions. The region is a major
destination for migrants from within Africa and other regions. The
intraregional migration is mainly driven by the growing demand for high
and low skilled labour. It is further a significant origin of low and
medium skilled migrant workers going to the Gulf Cooperation Council
(GCC) States driven by poverty, low wages, lack of social protection and
high unemployment in origin countries. Around 30 per cent of the
migratory movements documented during 2019 in East and Horn of Africa
were towards or within the region, whilst another 63 per cent were
eastwards towards the Arab Peninsula, in particular to the Kingdom of
Saudi Arabia. Finally, environmental change and natural disasters are
key factors for influencing human movement and displacement in the

Based on the above, countries in the East and Horn of
Africa region have increased efforts to enhance migration governance at
regional and national level based on continental and global initiatives
and frameworks established to advance improved migration management.
Global level initiatives include the SDGs (especially target 8.8 and
10.7) Global Compact for Migration (GCM) and the Global Compact for
Refugees (GCR) and continental level most noteworthy initiatives
comprise of the Agenda 2063, where labour migration is included in
objective 1 and 8; the 2018 revised Migration Policy Framework for
Africa that recognizes that mixed migration as an essential component of
the AU economic and political landscape; the AU Free Movement of
Persons Protocol, the AU Ouagadougou+10 Declaration and Plan of Action
on Employment, Poverty Eradication and Inclusive Development in Africa
(2015), where labour migration is one of the six key priority areas; and
the establishment of the African Labour Migration Advisory Committee in
2018 to promote and protect the rights of migrant workers and members
of their families across the continent.

Parallelly, certain
Regional Economic Commissions, namely COMESA, EAC, IGAD and SADC promote
labour migration and mobility as a means to bolster regional
integration and socio-economic development. Some of the initiatives
include the IGAD 2012 Regional Migration Policy Framework, the 2021
Djibouti Declaration on Labour, Employment and Labour Migration, the
COMESA 2001 Free Movement Protocol, the EAC 2010 Common Market Protocol
and the SADC 2020-2025 Labour Migration Action. However, the
ratification and implementation of these regional initiatives has proved
challenging for a number of reasons, including security concerns; the
protection of national labour markets, the public purse, and social
services; and the complexity of harmonizing immigration laws and
systems, as well as training, education, and skills recognition.

this context, to overcome some of the challenges and improve labour
migration governance in East and Horn of Africa, the ILO implemented the
“Better Regional Migration Management Phase I” project, funded by the
UK Foreign, Commonwealth and Development Office, from September 2021 to
June 2022 where it laid a foundation for improving labour migration
governance in East Africa by using evidence-based policies, enhancing
migrant workers’ qualifications and skills, and actively engaging the
social partners for improved development outcomes. BRMM phase I has made
significant and concrete contributions in Labour Migration statistics,
skills, social protection, and engagement of social partners in policy

Currently, with an extended funding from FCDO, the
ILO will continue the work carried out by BRMM Project Phase I, under
BRMM phase II, from July 2022 till March 2025. The second phase covering
Kenya, Ethiopia, Somalia, South Sudan, Tanzania, Uganda and Djibouti
will focus on strengthening the capacities of countries in East and Horn
of Africa to govern labour migration by using evidence-based policies,
enhancing migrant workers’ qualifications and skills, and actively
engaging the social partners. The project will cover three inter-related
components of intervention.

The first component will scale up
and expand the work on labour migration statistics, focusing on building
the capacities of National Statistical Offices to collect and
disseminate labour migration statistics, following international
standards and definitions. It will also focus on selected administrative
sources for labour migration data. The work under the statistics
component will be done, following the ILO methodology for building
Labour Market Information Systems and will incorporate labour migration
components. It will further use the ILO’s Social Security Inquiry (SSI)
for the collection of social protection statistics. Hence, it will
ensure a sustainable and comprehensive approach and will result in
having more and up-to-date statistical information for the design and
implementation of labour migration policies.

The second component
will continue the work on improving employment services for labour
market integration of potential migrants and returnees. In this context,
a particular attention will be devoted on developing MSMEs and social
finance. Further, the feasibility assessments, carried out under the
Project Phase I, for enhancing skills and qualification portability, at
sector level, will be operationalized and scaled up. A new migration
inter-regional corridor will also be added to link skills policies to
migrant workers’ protection issues, focusing on specific occupations,
under a coherent labour migration governance framework. This component
will also look into strengthening access to social protection benefits
for migrant workers, thus delivering a holistic approach to labour
migration. This would contribute to better skills matching and
development, improved rights protection and fair recruitment processes.

third component will focus on enhancing labour migration governance,
with the strong engagement of employers’ and workers’ organizations. It
will continue to build their capacity for the effective implementation
of ILO migrant-related labour standards, recommendations and frameworks.
It will further strengthen the capacities of employers’ and workers’
organizations to actively contribute to labour migration policy design,
implementation, monitoring and evaluation at national, regional, and
continental levels.

Better regional migration management (BRMM) project will continue the
work carried out by BRMM project phase I and will focus on strengthening
the capacities of countries in East and Horn of Africa to govern labour
migration by using evidence-based policies, enhancing migrant workers’
qualifications and skills, and actively engaging the social partners.
The project will cover three inter-related components of interventions,

  • Outcome 1 – Labour
    migration policies and programmes that support productive migration in
    East Africa and Horn of Africa are evidence-based and gender sensitive.
  • Outcome
    2 – Labour migration governance is more equitable and effective
    recognizing skills and facilitating social inclusion and decent work;
  • Outcome 3 – Labour migration governance is strengthened through being more inclusive of social partners.
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imperativeness of strengthening each of these 3 pillars has been
recognized widely by both countries of origin and destination, as well
as by employers and workers’ organizations, providing a basis for
dialogue and action within and across countries.

The BRMM project stakeholders are:

  • Governments,
    and primarily ministries of labour, education, foreign affairs and
    interior, national statistics offices, Technical and Vocational
    Education and Training (TVET) Institutions, and other relevant
    government bodies at the national and subnational levels.
  • African Union Commission and Regional Economic Communities, namely IGAD and EAC
  • Employers’ and Workers organizations and their members in countries covered by the project
  • National
    and regional social security institutions and associations such as the
    East and Central Africa Social Security Association (ECASSA)
  • Private employment agencies, civil society organizations and research / academic institutions.
  • International and developmental partners.
  • UN Organizations.

accordance with International Labour Organization (ILO) policy
governing technical cooperation projects, an evaluability assessment is
required for the BRMM project in the first 12 months. To support
results-based management of ILO projects and programmes, it is critical
that their design meet the minimum standards for monitoring and
evaluation (M&E). This can be determined by assessing a set of
design-specific aspects prior to implementation, which are defined as

The project started in July 2022 with the
inception phase and has consisted with mainly the establishment of
management frameworks to govern and guide the implementation, monitoring
and evaluation of the project at three levels namely:

  • Tier 1 – Steering committee (SC) at Political level (Regional);
  • Tier 2 – Labour migration advisory group (LMAG) at technical level (Regional); and
  • Tier 3 – Technical Working group (WG) at technical level (National).

This phase will also facilitate the recruitment and establishment of the project management team.

of the priorities of the project team was to put in place a system to
regularly collect and analyse data on implementation, to assess actions,
make evidence-based decisions to redirect and adjust actions if
necessary. That is the purpose of this evaluability assessment, which
aims to assess the effectiveness of these mechanisms put in place and
the extent to which they can facilitate the evaluability of the project
at the mid-term and at the end of its implementation.

assessment will be guided by the ILO’s evaluability instrument to score
the BRMM project on a set of M&E criteria and provide
recommendations for improvement. It will review the programme’s M&E
strategy in 7 areas:

  • Clarity of objectives/outcomes
  • Quality of Indicators
  • Establishment of baselines
  • Inclusion of time-bound milestones
  • Assessment of risks and assumptions
  • Comprehensiveness of M&E system
  • Validity of methodology for gender analysis

evaluability assessment will be conducted in compliance with the
principles and standards for project evaluation set forth in the ILO
Policy guidelines for results-based evaluation[1].

Comprehensive Monitoring and Evaluation System
the inception phase, BRMM project has developed its Comprehensive
M&E system (MEL plan) that integrates a revised log frame, Theory of
changes, Performance Indicators and Targets, detailed implementation
plan, MEL operation plan, Evaluation plan, Learning Plan, and indicator
performance tracking table (IPTT), to facilitate a shift towards a more
rigorous and data-driven strategy for measurement of results and

The M&E system outlines the objectives, criteria
and indicators that will provide the basis for evaluating the project.
The approach developed will serve four main purposes:

  • Results-based
    management: To obtain empirical data on the results of the project in
    order to provide an evidence base for strategic planning.
  • Learning
    and knowledge sharing: To document good practices and lessons learned
    that will contribute to the global knowledge base on child labour.
  • Capacity development: To build the capacity of partners to apply a more results-based approach to policy and practice.
  • Accountability:
    To ensure accountability to programme stakeholders and from
    implementing partners for achieving results that are in-line with

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Management arrangements for monitoring and evaluation

responsibility for management of the M&E system lies with the Chief
Technical Advisor of BRMM project. This establishes a direct linkage
between management decision-making and the results produced by the

Technical leadership for the design, implementation and
backstopping of the M&E system is provided by the National M&E
and Knowledge Sharing Officer based in Ethiopia. The National M&E
and Knowledge Sharing Officer is also responsible for maintaining the
relevance of the approach through making any adjustments that are
necessary to respond to programmatic changes and lessons learned during
the course of the programme. In addition, any M&E related queries or
data requests by the donor and any other partner will be addressed by
the National M&E and Knowledge Sharing Officer.

The Technical
Officer based in Ethiopia and National Project Coordinators (in
different countries) are responsible for data collection, use for
management and learning and reporting within the scope of their
countries and partnerships.

Presentation of progress by the
project team at the different level of the management framework will
provide the opportunity for stakeholders (government, social partners
and civil society organizations) to obtain a clear understanding of
achievements and challenges and provide input on adjustments to be made.


The evaluability assessment will assess the M&E strategy developed for the BRMM project to achieve four main objectives:

  • Determine
    the extent to which the BRMM project has been designed in a manner that
    will allow for valid and impartial assessment of programme performance,
    providing information to support programme management decisions, and
    stakeholder needs.
  • Determine the monitoring and evaluation
    capacities and gaps of key partners, further to the resources and
    management arrangements put in place by the project to implement its
    CM&ES plan.
  • Define the causal logic and results-level
    linkages between the project, the Decent work country programs (DWCPs)
    of countries covered by the project, ILO Country program Objectives
    (CPO) as well as other national, sub-regional, continental and global
    level developmental frameworks and approaches.
  • Provide
    recommendations for improving the project current CM&E strategy to
    improve the program’s evaluability (by the project and its stakeholders
    and by independent evaluators).
  • Criteria

The following set of key criteria should be the minimum applied in determining the evaluability of the programme:
1. Objectives/Outcomes
Clarity of the definition of objectives, including outcomes that can be comprehended as a major focus of management for results

2. Indicators
selection of SMART indicators that are quantitative or qualitative and
include comparison points of levels, quality and grade. Outcome
indicators effectively facilitate the observation of change, while
output indicators measure whether the right outputs are produced

3. Baseline
existence of sufficient baseline data to establish a starting point for
comparisons and future measurements of outputs and outcomes

4. Milestones
set of time-bound milestones that provide a clear sense of the intended
path towards achieving established outputs and outcomes

5. Risks and assumptions
of factors, namely risks and assumptions, likely to affect the
achievement of an intervention’s objectives, and related contingency

6. Monitoring and evaluation strategy
M&E strategy to identify problems during project and programme implementation and facilitate the measurement of progress

7. Gender equality/inclusion of disadvantaged groups
to which valid methods for assessing gender differences as well as
targeting other disadvantaged groups (such as disability inclusion)
within the results of the intervention have been developed.
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evaluability assessment will seek to assess the M&E strategies
developed for BRMM project. It will include the following documents
within its scope:
Project Document, Theory of Change, Log frame, Comprehensive MEL system, Communication strategy and management framework.Clients

primary end users of the assessment’s findings will be the management
team of the BRMM project, the donor, ILO Country Offices based in Addis
Ababa, the ILO technical unit at headquarters and field offices
administrative unit and other regional and national stakeholders
involved in the M&E of the project.

evaluability assessment will seek to answer the key questions listed
below as measures of the programme’s evaluability. Adaptation is
encouraged but any fundamental changes should be agreed upon between the
BRMM project team and the evaluator and reflected in the inception


  • Are the result statements for the project clearly articulated?
  • How realistic is the achievement of the outcomes of the BRMM project based upon the proposed outputs and activities?
  • Are
    the outcomes established closely aligned with DWCPs and UNSDCFs of
    countries covered and other national, sub-regional, continental, and
    global development frameworks/agendas related to improving labour
    migration governance (AU, ECs, ILO, SDGs, etc.)


  • Are the
    performance indicators established for the project SMART?
  • Does the
    performance framework provide for a comprehensive assessment of results
    of the project that will allow for informed adjustments of activities
    with all implementing partners?
  • Do the performance indicators make use of a robust mix of both qualitative and quantitative methods in assessing results?
  • Will the collection of data required from stakeholders measure feasible indicators given their capacities?
  • Are
    the project indicators enough to reports links to DWCPs, UNDCFs , donor
    requirements, other key stakeholders’ requirements and ILO P&B


  • Have baselines been established for each outcome and
    impact indicator as needed?
  • Does the baseline establish a credible assessment of the conditions at the start of the BRMM project?
  • Does
    the baseline provide a valid means for assessing the causality of the
    changes identified?


  • Do the milestones provide a clear sense of
    timeframe for achievement of results?
  • Are the milestones a useful directive for work planning?
  • Are
    the milestones established realistic and achievable?

Risks and

  • Have the risks to achieving outcomes been comprehensively
  • Are the risk mitigation measures clearly defined and
    supported by theory, logic, empirical evidence and/or past ILO
  • Does the risk management plan provide for
    regular assessments and adjustments to be made?

Monitoring and evaluation

  • Does the M&E system allow the collection of adequate, regular
    and quality information on project performance to meet management and
    stakeholder needs?
  • Is the resourcing (infrastructure, human and financial resources) for the M&E strategy sufficient to meet its objectives?
  • Have the criteria for evaluating the results of the project been clearly defined?
  • Are participatory methods in place that will allow for beneficiaries to contribute to the assessment of project performance?
  • Does the M&E system include means for assessing the unintended benefits and consequences of the project?
  • Does the CMES provides sound methodology for analysis and learning with key stakeholders
  • Does
    the M&E strategy address project expected contribution to program

Gender equality and non-discrimination and inclusion of other
disadvantaged groups

  • How thoroughly has gender and the inclusion of other
    disadvantaged groups been mainstreamed into the M&E strategy?
  • Is
    data sufficiently disaggregated to analyze the necessary differences
    and other relevant categories of potential discrimination and inform
    project management decisions?
  • Have indicators that measure
    gender-specific or other relevant categories of potential discrimination
    asymmetric results been established?
  • Does the theory of change
    adequately integrate gender and non-discrimination concerns as well as
    the inclusion of other disadvantaged groups, including articulation of
    how the project is expected to impact women or disabled people?

The ILO Policy guidelines for results-based evaluation[2]
will provide the framework for carrying out the evaluability assessment
and particularly the Tool 1.1: Evaluability review during project
start-up phase.[3] These guidelines adhere to the evaluation norms and standards of the United Nations system.

assessment is to be carried out by an independent evaluator and the
final methodology and evaluation questions will be determined by the
evaluator, in consultation with the Project CTA and the M&E officer.
The following primary and secondary data collection techniques are
recommended:Review of ILO documents on monitoring and evaluation
Review of relevant project documents
informant interviews with Country Directors, the Donor, project staff,
relevant specialists in the ILO’s, key national stakeholders, etc.

collection during the assessment must obtain the perspective of both
women and men staff members, as well as take into consideration the
relevant ILO guidance note on integrating gender into monitoring and

The main outputs expected (Deliverables) from the assessment are as follows:

  • Inception report with finalized data collection tools and methodology
  • Presentation
    of the preliminary report findings and recommendations to the project
    team, Country Directors, and key stakeholders (virtual/face-to-face
  • Submission of the draft evaluability review report to the project CTA, COP Directors and key stakeholders for comments.
  • Submission of the final assessment report addressing stakeholders’ comments.

National M&E and Knowledge Sharing Officer will coordinate the
assessment process, ensuring the assessment is conducted as per TORs,
including following ILO EVAL guidelines, methodology and formatting
requirements. He/She will assist the consultant by providing logistic
and documentation support, facilitate access to information, list of key
informants and other sources relevant for the assessment.

consultant will be conducting face to face (for Ethiopia& Kenya) and
online interviews with key informants for other project target

The consultant will draft a short inception report
after reviewing the available documents and holding an initial
discussion with the project management staff. This report should provide
a well-refined assessment methodology and data collection tools
(including the assessment criteria and questions, data collection and
analytical techniques and key informant interview questionnaires and
work plan). Any substantial changes from the terms of reference for the
assessment will need to be approved by the project CTA.

The main
output of the assessment will be a report assessing the project’s
evaluability, to be revised based on the comments of the project and
relevant internal and external stakeholders. The report should be no
longer than 30 pages (excluding appendices) and will include an
assessment executive summary of no more than 4 pages.

consultant will give a presentation of the findings for discussion,
highlighting the key findings on evaluability, and actionable
recommendations for improvements. He/she will revise the report based
upon the comments received and submit a finalized report, which will
then be reviewed and approved by the project CTA.

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

Roles and responsibilities

Monitoring and Evaluation and Knowledge Sharing Officer: The National
Monitoring and Evaluation and Knowledge Sharing Officer will assist the
CTA in managing the assessment. He/She will be responsible for
finalizing the Terms of Reference and coordinate the selection of the
Evaluator in consultation with the CTA and ROAF SMEO. The National
Monitoring-Evaluation and Knowledge Sharing Officer will assist the ROAF
SMEO in providing a briefing on the ILO’s Evaluation Policy to the
selected evaluator, be involved in the presentation of findings and
sharing of the final report and review the final report before sharing
it with EVAL.

Annexed to the evaluator’s employment contract, the
National Monitoring-Evaluation and Knowledge Sharing Officer will
provide the following documents: (1) The Terms of Reference for the
assignment; (2) A list of individuals pertinent to the evaluation with
contact details; (3) and relevant documents to facilitate the
commissioning of the assessment.

BRMM project staff: The project
staff will provide information and logistical support to the evaluator
during the assessment. The project team will also ensure that all
relevant documentation is up-to-date and provided to the evaluator. It
is expected that project staff will provide full cooperation and answer
all questions as candidly as possible during the assessment.

Work plan
assessment will take place during June 9-July 5, 2023. An indicative
work plan is provided below, and a more detailed schedule will be
developed by the consultant as part of the inception report.

Preparatory work including desk review (5 workdays)
interviews with the project, review of project documents, strategic
frameworks, etc. and development and submission of inception report.
June 9-15, 2023
Approval of the inception report by the project June 16, 2023`

Key informant interviews (5 workdays)
Discussions with programme staff, Country Directors, relevant technical Units, donor, and key stakeholders. June 19-23, 2023

Report writing, presentation, revision and final report submission (8 workdays)
a draft report for submission to the project CTA, who will disseminate
it to the relevant partners for comments. June 26-30 , 2023

The Report will be in English with Executive summary in French and English July 3, 2023
Presentation of the key findings to Country Directors, project staff July 5, 2023
Finalize the report based upon the feedback received and prepare the assessment summary for submission to the project team.
Total (18 days)

Qualification and Experience

  • Advanced
    university degree in statistics, demographics economics, public policy,
    international development sociology or a related discipline.
  • Minimum
    of 7 years’ professional experience in on conducting evaluations of
    and/or implementing M&E systems of similar complex regional projects
  • Proven
    understanding and experience of project M&E systems/strategies
    design and implementation (including quantitative, qualitative and
    participatory), logical framework, theory of change and other strategic
    planning approaches, information analysis and report writing
  • Fluency in written and spoken English. Oral French would be an asset but not mandatory
  • Excellent consultative, communication and interviewing skills
  • Demonstrated ability to deliver quality results within strict deadlines
  • Experience and knowledge of labor migration issues will be an asset
  • Understanding of Decent Work concepts and the ILO’s normative mandate and tripartite structure will be an asset
  • Knowledge of the UN System and of UN evaluation norms and its programming
  • Understanding of the development context of covered or similar countries in Africa.
  • No involvement in the project.

Fees and Payment Schedule

payments will be made in three instalments as detailed below and upon
completion of all work to the evaluability assessment of the ILO.
Payments will be made as follows:

  • 20% of the agreed sum upon submission and approval of Inception report by 16 June, 2023.
  • 55% of the agreed sum upon submission and presentation of the Draft report by 30 June 2023.
  • 25% of the agreed sum upon submission of final report to the project CTA of the ILO, by 5 July 2023

Evaluation Criteria

successful candidate 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

  • Expertise/QualificationAdvanced
    university degree in statistics, demographics economics, public policy,
    international development sociology or a related discipline. 10
  • Minimum
    of 7 years’ professional experience in on conducting evaluations of
    and/or implementing M&E systems of similar complex regional
  • Proven understanding and experience of project M&E
    systems/strategies design and implementation (including quantitative,
    qualitative, and participatory), logical framework, theory of change and
    other strategic planning approaches, information analysis and report
    writing 10
  • Experience and knowledge of labor migration issues, and development context of covered or similar countries in Africa.
  • Understanding of Decent Work concepts and the ILO’s normative mandate and tripartite structure,
  • Knowledge of the UN System and of UN evaluation norms and its programming.
  • Relevant international exprience 10

Maximum Points 30

Proposed approach to deliver the ToR’s scope of work
demonstrates (via submitted technical proposal) their expertise working
on assessments. The technical proposal includes a realistic action/work
plan. The evaluation to assess the understanding of scope, objectives
and completeness of response .40

Quality of the sample report
suggests that the applicant(s) possess the required level of knowledge,
analytical skill and ability to undertake the assessment. 30
Maximum Points .70
Total for Both Section A (30 Points) and Section B (70 Points) 100
Minimum Acceptable Score for the Proposal to be considered for financial evaluation. 70

Recommended presentation of proposal
Interested individual consultant must submit the following documents/information:

  • Technical
    Proposal, specifying the understanding of the assignment, methodology,
    approach, proposed work and management plan, personnel qualifications
    and relevant experiences of the consultant; Sample(s) of accredited
    publication(s)/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 individual consultant is requested to provide a financial
    offer that is deliverable based AND includes separately professional
    fees related to the activity and costs for field mission dates and days,
    travel cost and daily allowance if needs be.


ILO promotes equal opportunities for women and men to obtain decent and
productive employment in conditions of freedom, equity, security and
human dignity.

ILO policy guidelines for results-based evaluation: Principles,
rationale, planning and managing for


How to apply
All interested individual consultant can send questions if any to ( ) until 10 May 2023. Questions will be answered and shared with the interested organizations by Close of Business on 15 May 2023.

Completed technical and financial proposals are to be submitted to by Close of Business on 23 May 2023
Please ensure that you mention as the source of this job advertisement.


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