Border Management Strategy for BGA

Job Description

Introduction

Established in 1951, IOM is a Related Organization of the United Nations and the leading UN agency in the field of migration. Working closely with governmental, intergovernmental and non-governmental partners, IOM promotes humane and orderly migration for the benefit of all. It saves lives and protects people on the move, drives solutions to displacement, and facilitates pathways for regular migration, while providing services and advice to governments and migrants. 

IOM is committed to fostering a respectful, inclusive and supportive workplace where all employees can thrive professionally and feel valued. By creating such an environment, IOM aims to better harness the full potential of migration and strengthen its support to people on the move.

IOM invites candidates from diverse backgrounds to apply and provides reasonable accommodation throughout the recruitment process when required. Learn more about IOM’s workplace culture at IOM workplace culture | International Organization for Migration

Project Context and Scope

Libya occupies a strategic geographic position linking North Africa, the Sahel, and the Mediterranean region. In the context of ongoing political and institutional fragmentation since 2011, the country continues to face significant challenges in ensuring effective border governance and management across its extensive land and maritime borders. Libya shares approximately 4,300 kilometres of land borders with Niger, Chad, Sudan, Algeria, Tunisia, and Egypt. Large sections of these borders extend across remote and sparsely populated desert areas characterised by limited state presence, inadequate infrastructure, and constrained operational capacities. These conditions contribute to a high degree of border porosity and present substantial challenges to the effective monitoring and control of cross-border movements.
The security and governance dynamics in Libya’s border areas are closely linked to broader regional trends, particularly in the Sahel, where persistent instability, the presence of non-state armed groups, political transitions, and socio-economic vulnerabilities continue to drive insecurity and population movements. These dynamics are further exacerbated by environmental stressors and limited livelihood opportunities, contributing to increased mobility and displacement across borders. Within this context, Libya is affected by complex and interrelated cross-border challenges, including:
• Mixed migration flows involving migrants, asylum seekers, and refugees transiting through Libya, often in vulnerable situations.
• The activities of transnational organised crime networks engaged in the smuggling and trafficking of persons, weapons, fuel, and illicit substances.
• The movement of armed groups and foreign fighters across porous border areas.
• The potential exploitation of ungoverned or weakly governed spaces by terrorist and violent extremist actors.
These challenges have implications not only for Libya’s national security and stability but also for regional peace and security, including in neighbouring Sahelian and North African countries. Border communities, particularly in remote areas, are disproportionately affected by these dynamics, facing limited access to services, economic marginalisation, and heightened protection risks.
The Government of Libya has taken steps to address these challenges, including the development of strategic frameworks such as the “Security Plan to Reduce Smuggling and Control the Borders” and the “Four Lines of Defense” concept. While these initiatives provide an important foundation, there remains a need to further consolidate, harmonise, and operationalise existing approaches within a comprehensive and coherent national strategy. In this regard, there is a recognized need to strengthen border governance through an integrated and coordinated approach. The European Union’s Integrated Border Management (IBM) concept offers a relevant reference framework, promoting a multi-agency, multi-level, and whole-of-government approach to border
management. This approach emphasises effective coordination among relevant national authorities, including border guards, customs, migration services, and law enforcement agencies, as well as enhanced cooperation with neighbouring countries and regional partners.
In line with international standards and guidance developed by relevant organisations, including the United Nations, the World Customs Organization (WCO), and the World Bank, effective border management requires a balanced and comprehensive approach that integrates security considerations with the facilitation of legitimate trade and mobility, the protection of human rights, and the promotion of sustainable development in border areas. Against this backdrop, the development of a comprehensive Border Management Strategy for Libya is considered a priority. Such a strategy should build on existing national frameworks while addressing identified gaps in legal and regulatory systems, institutional coordination, operational capacities, infrastructure, and cross-border cooperation mechanisms. It should further be accompanied by a realistic and phased implementation plan, ensuring alignment with national priorities and international standards.
The consultant shall also define clear governance arrangements, roles, and coordination mechanisms among the Border Guards Agency, Ministry of Interior entities (e.g. GACIM), Ministry of Defence/Border Guards, and customs authorities. The strategy should address overlapping mandates and establish practical frameworks for information sharing, joint planning, and coordinated operations - particularly for SARD - by clarifying command structures, SOPs, and handover procedures.
The development and implementation of such a strategy is expected to contribute to strengthened state institutions, enhanced border security and governance, improved regional cooperation, and the promotion of safe, orderly, and regular cross-border movements.

Scope of Work
The consultant(s) will undertake the following tasks:
Review and Assessment
• Conduct a comprehensive review of existing national strategies and frameworks, including:
o “The Security Plan to Reduce Smuggling and Control the Borders”.
o The “Four Lines of Defense” framework.
• Analyse the current legal, regulatory, and institutional framework governing border management, migration, and cross-border cooperation.
• Assess operational capacities, infrastructure, coordination mechanisms, and existing gaps.
Strategy Development
• Develop a comprehensive Border Management Strategy guided by:
o The EU Integrated Border Management (IBM) concept.
o Relevant guidance from the EU, World Customs Organization (WCO), and World Bank.
• Ensure the strategy:
o Builds on and operationalises existing national frameworks.
o Defines clear institutional roles and coordination mechanisms.
o Aligns with international standards and good practices.
o Clarified command structures, roles, and standard operating procedures (SOPs)
o Effective mechanisms for information sharing, joint planning, coordinated operations, and handover procedures
Plan of Action (1 – 3 Years)
• Develop a phased and costed implementation plan covering a period of 1 – 3 years, including:
o Prioritised actions and sequencing.
o Clear timelines, responsibilities, and performance indicators.
• Identify and propose:
o Legal and regulatory reforms required to harmonise border governance frameworks.
o Institutional strengthening measures to improve coordination and accountability.

Methodology and Approach
The assignment should adopt a participatory and consultative approach, including:
• Engagement with relevant Libyan authorities at national and local levels.
• Consultation with regional and international stakeholders.
• Field assessments where feasible.
• Alignment with international standards and best practices.

Required Expertise
The assignment requires expertise in:
• Border management and security sector governance.
• Migration management and cross-border cooperation.
• Legal and institutional reform.
• Capacity development and strategic planning.
• Experience in fragile and conflict-affected contexts, preferably in Libya or the Sahel region.
• Arabic – fluent on expert level
 

IOM Department of Migration Management, Immigration and Border Governance.
Project: Human Rights-Based Border Management and Search and Rescue in Libya (“Sharaka”)
Project Code: IB.0548

Responsibilities

Qualifications

Required Qualifications and Experience

Education

• Advanced academic background in border management, security studies, migration governance, public policy, law, international relations, or a related field relevant to strategic planning and institutional development

Experience

• Demonstrated experience in planning and infrastructure development in cross-border trade.
• Demonstrated experience in conducting and/or developing strategy documents for security authorities.
• Demonstrated experience in working with authorities involved in border management is desirable.
• Working experience on border management, both thematic and operational, is an asset.
• Prior work experience with an international organization and/or providing technical assistance to national border management authorities is an asset.

Skills

•  Good understanding of the Libyan and African context of migrants’ flows along the Central Migration Route.
• Proven analytical, interpersonal and organizational skills.

Languages

Fluency in English and Arabic is required.

Required Competencies

IOM’s competency framework can be found at this link. Competencies will be assessed during the selection process.

Values - all IOM staff members must abide by and demonstrate these five values:

• Inclusion and respect for diversity: Respects and promotes individual and cultural differences. Encourages diversity and inclusion.
• Integrity and transparency: Maintains 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.
• Courage: Demonstrates willingness to take a stand on issues of importance.
• Empathy: Shows compassion for others, makes people feel safe, respected and fairly treated.

Core Competencies – behavioural indicators

• Teamwork: Develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.
• Delivering results: Produces and delivers quality results in a service-oriented and timely manner. Is action oriented and committed to achieving agreed outcomes.
• Managing and sharing knowledge: Continuously seeks to learn, share knowledge and innovate.
• Accountability: Takes ownership for achieving the Organization’s priorities and assumes responsibility for own actions and delegated work.
• Communication: Encourages and contributes to clear and open communication. Explains complex matters in an informative, inspiring and motivational way.

Notes

IOM covers Consultants against occupational accidents and illnesses under the Compensation Plan (CP), free of charge, for the duration of the consultancy. IOM does not provide evacuation or medical insurance for reasons related to non-occupational accidents and illnesses. Consultants are responsible for their own medical insurance for non-occupational accident or illness and will be required to provide written proof of such coverage before commencing work. 

Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation.

Appointment will be subject to certification that the candidate is medically fit for appointment, accreditation, any residency or visa requirements, security clearances.

IOM has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and IOM, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities.

IOM does not charge a fee at any stage of its recruitment process (application, interview, processing, training or other fee). IOM does not request any information related to bank accounts.

IOM only accepts duly completed applications submitted through the IOM e-Recruitment system (for internal candidates link here). The online tool also allows candidates to track the status of their application.

No late applications will be accepted. Only shortlisted candidates will be contacted.

For further information and other job postings, you are welcome to visit our website: IOM Careers and Job Vacancies

Required Skills

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