Labour Migration Policy Development National Consultant

Position Title	Labour Migration Policy Development National Consultant
Classification, Position Grade	Consultancy
Duty Station	Kampala-Uganda
Type of Appointment	Consultancy (6 Months- renewable)
Date of Issue	12th February 2021
Closure Date	26th February 2021
CFA No.	CFA/UG/002/2021
Organizational Unit	LHD Unit

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.

 

Objective 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 MiGOF and the Labour Migration section of IOM’s Regional Strategy for East and Horn of Africa as well as the Great Lakes.

 

Responsibilities and Accountabilities:

 

Under the overall supervision of the Chief of Mission (CoM), and direct supervision of the LHD PM and in close collaboration with the Lead consultant, the National consultant will be responsible of supporting the International consultant in the development of a gender-sensitive labour migration policy.

 

 

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 Uganda. This will entail reviewing relevant literature on the experience of countries that have developed labour migration policies.

 

Specifically, the national consultant is expected to perform the following tasks: 

 

a) Support in the in-depth assessment of labour migration context and background in Uganda.

b) Support in the identification of 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) Support in the desktop research on labour migration management, including mapping of key stakeholders, their capacities and needs as well as resources available and resources required. 

d) Support in the review current efforts towards managing migration issues within the socioeconomic development context of Uganda.

e) Support in the review international and regional instruments on migration management that Uganda has ratified as well as an analysis of bilateral labour frameworks.

f) Support in the identification of 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) Support in data collection related to 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) Help organize and co-facilitate the multi-stakeholder validation of the draft policy.

Education

 

• Completed Master’s degree in Law and Political Sciences from an accredited institution or similar areas with 5 years of relevant working experience or a bachelor’s degree with 7 years of relevant working experience.

 

Experience

• At least 7 years of professional experience in policy framework development.
• Prior working experience on national employment and/or labour migration policies.
• Demonstrated experience in working with government partners and other stakeholders in public sector development programs especially in the area of labour and employment.
• Demonstrated ability of team-work and problem-solving.
• Fluency in English and Luganda required 
• Strong communication skills both verbal and written.

 

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

1. Accountability- Takes ownership for achieving the organization’s priorities and assumes responsibility for own action and delighted work.
2. Communication – Encourages and contributes to clear and open communication. Explains complex matters in an informative, inspiring and motivational way.
3. Teamwork – Develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.
4. Delivering results – produces and delivers quality services in a service-oriented and timely manner. Is action oriented and committed to achieving agreed outcomes.
5. Managing and sharing knowledge– Continuously seeks to learn, share knowledge and Notes:

How to apply:

Interested applicants may send their applications to hruganda@iom.int no later than 26^th February 2021. Reference Number and Position Title (CFA/UG/002/2021 – Labour Migration Policy Development – National Consultant) should be specified in the SUBJECT field.

For the applications to be considered valid, IOM will only accept applications with the following elements:

• A cover letter explaining why you are the most suitable candidate for this assignment.
• A financial proposal.
• A personal CV including past experiences in similar projects and at least 3 professional references.

Applications from qualified female candidates are especially encouraged.

Only short-listed candidates will be invited for an interview.

Posting period:

From 12^th February 2021 to 26^th February 2021.

Duty Station: Kampala, Uganda