National Consultant to conduct Gap analysis and review the DW training and predeparture orientation programmes in Tanzania.

Background

Labour migration is a source of employment and livelihoods for millions of migrant workers worldwide, including for Tanzanian’s. The push factors for migration in Tanzania like in other developing countries include high levels of unemployment and the socio-economic and environmental conditions within the country, while the pull factors include opportunities for better life such as, higher salaries, better quality of education and health care in the countries of destination. Majority of Tanzania migrant workers are usually concentrated in the Domestic work sector in the Gulf. To ensure the success of their migration experience, and adequately prepare them for the job roles, migrant workers need to be well prepared for their experience in destination countries.

Accordingly, there is a need to develop a tailor-made vocational skills training and comprehensive pre-departure orientation manual/guide for Tanzania’s potential migrant workers including those domestic work sector. The need emanates from the increasing emigration trends whereby the majority of low skilled Tanzanians are currently emigrating to various countries in the world in search of employment opportunities majority of whom are finding their way to Gulf countries where demand for domestic workers is very high.

In 2023 Tanzania signed two Bilateral Labour Migration Agreements (BLMA) with Saudi Arabia and the United Arab Emirates adding to the BLA with Qatar which was signed in 2014 and came into its implementation in 2021, Tanzania currently have concluded 3 BLMAs. The main objective of the signed BLMAs is to facilitate access to employment opportunities and regulate the employment of Tanzanians in these countries. Domestic work is among the sectors that are considered in the current BLMAs.

The successful implementation of the signed BLMAs will depend among other things on the quality of migrating workers’ skills level and attitude toward work and cultural orientation between Tanzania and the destination countries. With the increasing demand for domestic workers globally, it’s imperative to equip them with the necessary skills, knowledge, and resources to excel in their roles, ensure their safety, and promote their well-being. Therefore, it is necessary to develop a comprehensive vocational skills and pre-departure training manual tailored specifically for domestic workers market dynamic, the Government through the Ministry of Labour, and Skills

The current Situation.

Country

Migrant remittance inflows (US$ million)

Tanzania Burundi Kenya Rwanda Uganda Malawi

2015 388 51 1,569 159 902 41

2016 403 31 1,745 173 1,146 34

2017 403 34 1,962 215 1,166 41

2018 430 36 2,720 230 1,245 45

2022 697.90 48.3 4,100 472 1,300 259

Remittance 0 .8 1.4 3.6 3.9 2.3 2.3

as % of GDP in 2022

Migration of Tanzanians for employment opportunities is an important development aspect due to its contribution to GDP and in addressing youth unemployment in the country. The administrative statistics available with the Employment Services Unit (TaESA) indicate that between July 2023 and February 2024, a total of 2,467 Tanzanians were facilitated to migrate through official channels. Out of those, 95.5 per cent migrated to the Gulf as shown in Table II below. Out of the total migrant workers, 96.51 per cent (2,381) were low-skilled, while only 2.4 per cent were individuals with high skill levels and the remaining 1.1 per cent were individuals with medium skills level as indicated in table below.

Data above indicate slow but gradual increase in labour emigration trends in Tanzania. It also shows that almost all outbound migrant workers are low skilled. Majority of them are in the Domestic work sectors yet training programmes and opportunities for DW in Tanzania are very limited and little information exist on their scope and relevance. This assignment is intended to gather information that will inform review and upgrade the training programmes and predeparture orientation processes.

Domestic work sector in Tanzania

The last reported data in 2014 indicated that there were nearly 1 million domestic workers in the United Republic of Tanzania. However recent trends show that the contribution of domestic work to wage employment has increased five folds in less than 10 years from 0.2 percent in 2014 to 5.5 percent in 2021 signifying the growth and significance of the sector in wage employment for mainland Tanzania.

2. Objectives of the assignment

The overall objective is to improve the quality and relevance of Skills development offered for Domestic workers in Tanzania by aligning it with local and overseas market dynamics for improved employment outcomes of workers including prospective migrant domestic workers.

Specifically, the consultant will

1. Map, review and compare existing domestic work occupational standards and curricula in Tanzania with 4 countries (1 from Asia, 2 from Africa, and 1 from the Gulf countries).
2. Based on the mapping and review, the consultant will produce a brief but concise report with a comparability matrix, clearly showing the gaps and recommendations for improvements.
3. Review and upgrade the Tailor-made Vocational Skills curriculum for domestic work to align it with good practice and labour market dynamics for local and overseas market dynamics.
4. Review and upgrade the Pre-Departure Training Manual to align it with international practice on pre-departure orientation.

3. Scope of work

The assignment has three parts. The first part covers the mapping, review, and gap analysis of occupational standards and or curricula of DW occupations in comparison with the OS and curricular in 4 countries.

The second part review the existing predeparture orientation programme in Tanzania and compare it international standard. Based on the reviews above,

The third part involves guiding and facilitating technical review sessions of the OS, curricular and predeparture orientation manual based on the identified gaps.

4. Timeline

The assignment should take 30 days to be completed but within 3 months. Starting from 1st September 2024- 30 November 2024.

5. Methodology

The successful consultant will, based on their understanding of the requirements of this assignment and expertise, articulate and advise on the best methodology. However, it is expected that the methodology applied would include reviewing existing literature and conducting only limited and essential interviews, especially with relevant industry people and relevant informants in the sector. The first and second parts of the assignment will mainly be carried out through a literature review. Where it is necessary for interviews, the consultant is advised to consider targeted sampling of relevant experts for information that cannot be found otherwise.

6. Deliverables

• An inception report detailing the workplan, methodology, tools and sources of data envisaged in consultations for review by ILO and PMO LYED, CHODAWU, Vocational Training Authority and NACTVET
• Preliminary draft report for review by ILO
• Draft report of the mapping and review exercise of both documents accompanied with a PowerPoint presentation before a technical team on the key findings and major recommendations for improvement.
• Final Report incorporating comments from technical team.
• Final Drafts incorporating inputs from technical review team of:
  • Revised OS, and curricular for DW
  • Predeparture orientation Manual

7. Deliverables & Timeframe

Contracting

first week of Sept

Inception report – 2nd week after contracting

First draft of the report 5-6th week after contracting (including comments)

Validation of the report 7th week after contracting

Final report – 8th week after contracting

Final Drafts of revised OS, curricular and Predeparture manual – 11th Week After signing the contract

8. Qualification & Experience

• The preferred candidate for this assignment, should have demonstrated experience in carrying out similar or related assignments.
• He or she should have proven knowledge on Occupational profile and standards development, curriculum design and training methodology design.
• The candidate with understanding of labour market dynamics of the domestic work sector and labour migration dynamics for both countries of destination (preferably the GCC) and countries of origin (Tanzania) will have an advantage.
• The applicant should have proven excellent report writing skills.
• The candidate should have advanced degree in social sciences, economics, human resource development, education, or TVET or related fields.

9. Criteria for Evaluation

The successful consultant will have a mix of relevant expertise, qualifications, and experience in the focus areas related to this assignment. The proposals will be evaluated on a weighted score of 70 for technical proposal and 30 for financial proposal. Evaluation of the suitability of the consultant to work on this assignment will be made against the following criteria:

Evaluation Criteria/profile of a consultant

Maximum score

1. Qualification of the individual consultant

The individual consultant needs to have a minimum of advanced university degree in relevant field as described in the ToR above 10

Understanding of labour market dynamics of labour migration preferably of the target origin and destination countries 10

Proven experience in carrying similar assignments before for (at least 5 years verified by specific description in his/her profile and sampled work annexed. Focus will be relevance, reporting skills and quality of past work and international experience. 20

Maximum Points for A 40

1. Proposed approach to deliver the objectives of the ToR’s

Applicant demonstrates (via submitted technical proposal) their clarity on understanding the objectives and scope of the assignment. 30

Applicants demonstrate (through the submitted technical proposal) a methodological approach fit to meet the intended objectives as the ToR 30

Maximum point for B 60

Total (A+B) 100

Maximum threshold for technical proposal to be considered for financial evaluation 70

10. Payment schedule

Deliverables

Payment Schedule

Time frame

Inception report: detailed inception report explaining consultant ’s understanding of the ToR/assignment, methodology, research tools, work plan and outline of the report

First Payment: 20% of total payment

Upon submission of the final draft of the inception report by end 3rd Week

First Draft Report: The consultant will submit the first comprehensive draft report fully incorporating and reflecting comments and inputs provided to the inception report and highlighting as such in track changes or otherwise and clean copy. ILO will review the draft report and provide their feedback with 10 calendar days.

Second Payment

40% of total payment

Upon submission of the first draft of the report incorporating comments from ILO by 7th Week

Final Report: the consultant will incorporate comments from the stakeholder validation workshop and submit the final report within 5 working days after the validation workshop.

20% of total payment

Upon submitting of the final report incorporating comments from a validation workshop by 8th Week

Final Drafts of the Revised OS, Curricular and Predeparture training manual. ILO will take 5 days to review the submitted documents

20% of the total contract

Upon submission of the final Drafts of the Revised OS, Curricular and predeparture training manual by 11th week after signing the contract.