Consultant for the Development of WEWB’s Staff Capacity Development and Annual Professional and Technical Training Plan

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

Bangladesh is one of the world’s largest labour-sending countries, and labour migration continues to make an important contribution to national development. Ensuring the protection, welfare and sustainable reintegration of migrant workers requires strong institutions with capable personnel, clear functions and systems that can respond effectively to evolving migration realities.

The Ministry of Expatriates’ Welfare and Overseas Employment (MoEWOE) provides policy leadership on labour migration and migrant welfare. The Wage Earners’ Welfare Board (WEWB), as an affiliated institution of MoEWOE, plays a key role in delivering welfare, assistance and reintegration-related services to Bangladeshi migrant workers and returnees. Strengthening the institutional and human-resource capacity of WEWB is therefore important for improving the quality, consistency and sustainability of services across the migration cycle.

The Organizational and Institutional Development Framework (OIDF) provides a structured approach to assess organizational capacities, identify institutional development priorities and translate them into practical actions for improved organizational performance. In line with the OIDF approach, strengthening staff capacities is an integral part of institutional development, ensuring that personnel have the professional and technical competencies required to effectively perform the functions and responsibilities of their respective positions. The proposed staff capacity development initiative will therefore translate WEWB’s OIDF priorities into a structured and phased capacity-building framework, directly contributing to the operationalization of the OIDF and the strengthening of WEWB’s institutional capacity and service delivery.

Under the European Union-funded “PROTTASHA II – STRENGTHENED SERVICE DELIVERY SYSTEMS FOR IMPROVED MIGRATION MANAGEMENT AND SUSTAINABLE REINTEGRATION” project, the International Organization for Migration (IOM) is supporting the Government of Bangladesh to strengthen migration governance, institutional coordination and service-delivery systems.

Building on the priority areas identified by WEWB through the OIDF process, IOM intends to engage a consultant to develop a practical and phased Staff Capacity Development Plan for WEWB. The assignment will identify the professional and technical competencies required for different positions and functional roles within WEWB, taking into consideration the responsibilities and functions assigned to those positions, and assess the capacity-development needs of personnel to effectively perform these roles. Based on this assessment, the consultant will establish an annual training and capacity-building framework specifying what training is required, for whom, at what stage and frequency, and through which appropriate modality. The plan will serve as a practical institutional roadmap for systematic staff development and capacity-building planning.

Organizational Unit to which the Consultant will be contributing: The Migration Policy and Sustainable Development (MPSD) Unit of IOM Bangladesh, in support of the Government of Bangladesh, particularly MoEWOE and WEWB, for strengthening institutional capacity and staff development in line with the OIDF priorities of WEWB.

Category B Consultant: Tangible and Measurable Outputs of the Assignment

The Consultant will develop a comprehensive, practical and implementable Staff Capacity Development and Annual Professional and Technical Training Plan for WEWB. The plan will translate WEWB’s OIDF priorities into a structured staff-development framework and provide a basis for annual planning, budgeting, sequencing and delivery of professional and technical capacity-building interventions.

Responsibilities

The Consultant will undertake the following key tasks:

• Review the OIDF process, findings and priority areas identified by WEWB, together with relevant institutional documents, organograms, mandates, policies, strategies, operational guidelines and existing capacity-development initiatives.

• Review relevant Government and IOM policies & frameworks related to institutional development, migration governance, migrant welfare, return and reintegration, and public-sector capacity development.

• Review existing staff categories, functional responsibilities and available training/capacity-building practices within WEWB.

Capacity Needs Assessment and Consultations

• Develop methodology and tools for assessing professional, technical, managerial and service-delivery capacity needs of WEWB staff.

• Conduct consultations, key informant interviews (KIIs), focus group discussions (FGDs) and/or other appropriate consultations with WEWB management and staff, MoEWOE, IOM and other relevant stakeholders.

• Identify capacity gaps by staff category, function and level, including immediate, medium-term and recurring professional-development needs.

• Assess existing arrangements for staff learning and identify opportunities for sustainable integration of capacity-building within WEWB systems.

Development of WEWB Staff Capacity Development Plan

• Develop a structured capacity-development framework aligned with the priority areas identified by WEWB through the OIDF process.

• Define priority competency areas and recommended learning objectives for relevant staff categories and functions.

• Propose capacity-building modalities, including technical training, professional development, orientation, refresher training, coaching/mentoring, peer learning, exposure visits and other relevant approaches.

• Develop a phased implementation plan identifying priority actions, responsible units, indicative sequencing, suggested delivery modalities and resource considerations.

• Include practical recommendations for institutionalizing staff development, knowledge management and continuous professional learning within WEWB.

Development of Annual Professional and Technical Training Plan

• Prepare an annual training matrix/calendar specifying the professional and technical training required for WEWB staff throughout the year.

• For each proposed training, identify target staff group, purpose and learning objectives, recommended duration, frequency/recurrence, delivery modality and indicative timing.

• Differentiate mandatory/core institutional training from role-specific technical training and periodic refresher or advanced professional development.

• Propose a mechanism for WEWB to review and update the annual training plan based on evolving institutional priorities, staff deployment, emerging migration trends and service-delivery requirements.

• Develop a simple monitoring and evaluation framework to assess participation, learning, application of skills and contribution to institutional performance.

Validation and Finalization

• Present the draft plan to WEWB, MoEWOE and IOM for review and validation.

• Incorporate consolidated feedback and finalize the plan, including an executive summary and practical recommendations for implementation.

• Prepare a Final Summary/Completion Report outlining methodology, consultation process, key findings, outputs and recommended next steps.

      Deliverables:

      Performance indicators for the evaluation of results

• Quality of Deliverables – Evidence-based, well-structured, practical and aligned with WEWB’s OIDF priorities and IOM quality standards.

• Timeliness – Deliverables are submitted and revised within agreed deadlines.

• Stakeholder Engagement – Effective consultation with WEWB, MoEWOE, IOM and relevant stakeholders, with feedback appropriately incorporated.

• Relevance and Practicality – The plan is realistic, prioritized and usable for WEWB’s annual planning and staff development.

• Analytical Quality – Capacity gaps and training needs are clearly linked to staff functions, institutional priorities and expected competencies.

• Sustainability – Recommendations support institutionalization, periodic updating and continued professional development within WEWB.

• Compliance – Adherence to IOM guidelines, ethical standards and quality benchmarks.

• Communication – Clear progress reporting and coordination with supervising team members.

Qualifications

Required Qualifications and Experience

Education, Experience, and/or skills required

• Advanced university degree in human resource development, organizational development, public administration, public policy, development studies, migration studies, management, or a related field.

• Minimum 7 years of relevant professional experience in institutional capacity development, organizational development, human resource development, training needs assessment, public-sector reform, migration governance or related areas.

• Demonstrated experience in developing institutional capacity-development plans, competency frameworks, training strategies, annual training plans or similar organizational development tools.

• Experience conducting training needs assessments and facilitating consultations with government institutions and senior stakeholders.

• Knowledge of Bangladesh’s public-sector institutional context; knowledge of labour migration, migrant welfare, return and reintegration will be an advantage.

• Excellent analytical, report-writing, facilitation and communication skills in English and Bangla.

Languages

English and Bangla

Required Competencies

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 – behavioral 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.

Required Documents:

The following documents were to be submitted as a single PDF file:
 

1. Technical Proposal with detailed methodology, tools, work plan and sample work.
2. Financial Proposal List all costs (including VAT) associated with the assignments. In addition, please kindly provide a breakdown of travel costs, if applicable.
3. Consultant (Individual) Profile: The CV of the expert including records on past experience in similar assignments and name of the references.
4. Academic Certificates

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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