International Labour Organization
Better Utilization of Skills for Youth through Quality Apprenticeship (BUSY Project)
Executing Agency: ILO Country Office for
Tanzania, Kenya, Uganda
Better Utilization of Skills for Youth through Quality Apprenticeship (BUSY Project)
Terms of Reference (TOR)
Consultancy Service to Develop a
Communication Strategy
KEN/16/04/USA
Donor Agency: United States Department of
Labor (USDOL)
Implementing agencies: Governmental
Agencies, Workers Organization (COTU-K) and Employers’ Organizations (FKE)
Geographical coverage: Kilifi,
Kitui and Busia counties in Kenya
Assignment dates (indicative): May – June, 2019
Contract Type: ILO – External Collaboration
Contact
I. Project Overview
1. The Better Utilization of
Skills for Youth through Quality Apprenticeship (BUSY project) is a four year
initiative being financed by the U.S. Department of Labor (USDOL), and
implemented by International Labour Organization (ILO) in partnership with the
Ministry of Labour, the Federation of Kenya Employers (FKE) and the Central
Organization of Trade Unions (COTU-K).
2. The overall project goal is to
increase decent job opportunities and employability of young people, thereby
addressing unemployment, vulnerability and poverty in urban and rural settings.
The project’s objective is to improve the capacity of Kenyan government,
employers’ and workers’ organizations, and civil society organizations to
establish and expand workplace-based training programs with a focus on
vulnerable and marginalized youth { Vulnerable and Marginalized Youth
(VMY)’ refers to youth ages 16-24, in particular adolescents 16-17 years old,
at or above the legal working age, who are engaged in or at risk of engaging in
hazardous}, in particular adolescents at or
above the legal working age who are engaged in or at risk of engaging in child
labor.
3. The BUSY project is expected to
achieve the following three long-term outcomes:
i. Long-term outcome one
·
Laws or policies supporting quality
workplace-based training opportunities for youth in Kenya, including vulnerable
and marginalized youth, are improved and / or implemented by key stakeholders;
ii. Long-term outcome two
·
Kenyan government, employers’ and
workers’ organizations, and other stakeholders implement best practices related
to workplace-based training for youth, including the most vulnerable and
marginalized; and,
iii. Long-term outcome three
·
The quality of existing public and
private programs in Kenya that provide vulnerable and marginalized youth with
prerequisite skills to enter workplace-based training programs is improved.
4. Under outcome two, the project
is supporting the employers’ and workers’ organizations to enhance
workplace-based training for youth onto their policy agendas in earnest,
including for vulnerable and marginalized young women and men.
The project supported two studies in
target counties to gauge the levels of awareness and attitudes towards the
implementation of workplace-based training programs for youth in employers’ and
workers’ organizations, particularly for vulnerable and marginalized young men
and women.
The workers’ study focused on the
demand side, and employers’ on the supply side. Both studies looked at formal
and informal enterprises, and particular focus was given to small scale and
semi-formal medium and small enterprises.
5. The BUSY project is in the
process of developing a communication strategy aimed at employers, Master
Craftpersons, and the general public living in target counties to disseminate
the study findings.
In order to support interventions to
address negative perceptions and knowledge gaps on workplace-based training
amongst employers’ and workers’ organizations, training institutions, civil
society and other stakeholders.
The communication strategy and
capacity building interventions and tools will be implemented via social
dialogues platforms, workshops and through the use of targeted media
activities.
II. Background and context of workplace-based training programs
in Kenya
6. Youth often obtain their training
through the informal apprenticeship system, whereby they gain practical skills
under the instruction of Master Craftspersons. In this sense, micro and
small-sized enterprises operating in the informal economy provide easy access
for a greater number of youth to receive skills training in both rural and
urban settings.
These are linked to labour market
demand, allow school dropouts to enroll in vocational training schemes and are
less costly for both beneficiaries’ households and government agencies. While
informal apprenticeships provide the technical skills needed for paid
employment, it is unclear if apprentices receive the skills they need to be
successful at self-employment.
7. From the findings of both the
workers and employers studies, the quality of skills gained through informal
apprenticeships vary substantively from one provider to the other due to lack
of uniform training standards, variations in technology and facilities offered
by the Master Crafts persons, lack of structure of training activities,
differences regarding knowledge, skills and productivity of Master Crafts
persons and lack of a mechanism / body that oversees / ensure the quality of
training being provided.
Likewise, trainees’ learning is not
certified upon completion, impeding the recognition of their learning by third
parties. This makes it difficult for youth to transition into employment in the
formal sector. Informal apprentices are more vulnerable to exploitation (e.g.
the risk of being used as cheap labor in small enterprises, or receiving
incomplete knowledge that does not allow them to work efficiently in a trade)
or decent work deficits such as poor working and/or OSH conditions, limited
social protection, and their “training period” may in some cases be extended
indefinitely or “continue” on the basis of poor pay.
III. Rationale of the communication strategy
8. This communication strategic
will provide direction for BUSY project external communication, in order to
accurately reflect the main priorities of workers and employers to support BUSY
project create awareness on WBT.
The implementation of the strategy
will be facilitated by BUSY project in cooperation with all the project
partners. This strategy shall respond to the communication needs recommended in
the PSA studies {Copies of PSA reports will be provided
to interested bidders}.
IV. Description of tasks
BUSY project seeks a highly qualified
communication expert to develop a communication strategy document to
disseminate the pre- situation analysis studies conducted by workers and
employers.
The expectation is a well written
plan that will detail how the PSA’s findings and recommendations will be
communicated to employers, Master Craftpersons, and the general public in in
Kilifi, Kitui and Busia.
The strategy should use a systematic
process and behavioral theory to design and implement communication activities
that encourage awareness and change towards WBT for youth and MCPs.
9. The communication strategy
should include the following elements:
i. Brief summary of the situation
analysis {This will be done from the PSA studies}
ii. Audience segmentation
iii. Program theory to inform strategy development
iv. Communication objectives
v. Approaches for achieving objectives
vi. Positioning for the desired change
vii. Benefits and messages to encourage desired change
viii. Communication channels to disseminate messages in line with number 5 of this ToR
ix. Implementation plan
x. Monitoring and evaluation plan
xi. Budgets
ii. Audience segmentation
iii. Program theory to inform strategy development
iv. Communication objectives
v. Approaches for achieving objectives
vi. Positioning for the desired change
vii. Benefits and messages to encourage desired change
viii. Communication channels to disseminate messages in line with number 5 of this ToR
ix. Implementation plan
x. Monitoring and evaluation plan
xi. Budgets
10. Gender equality, diversity and
inclusion of vulnerable and marginalized youth should be explicitly addressed
throughout the communication strategy.
11. The assignment is expected to
take 20 working days and is expected to be carried out between May-June 2019.
V. Reporting Modalities
12. The Consultant will work under
the overall guidance of the BUSY Project Director, with supervision by the
Workplace Based Training Specialist.
VI. Qualification and Education Experience
13. The Consultant should have an
advanced University degree in Communications studies or other relevant fields.
14. The consultant should also have
at least 10 year experience in carrying out similar assignments.
15. The consultant should have the
following competencies:-
a. Excellent communication and
interpersonal skills;
b. Excellent English writing skills;
and
c. Ability to work independently.
VII. Evaluation Criteria
16. The selection of the consultant
will be based on :
a. Responsive technical proposal; and
b. Having received the highest score
at qualification and experience.
17. Incomplete application and
applications received after the deadline will not be considered. Only selected
candidates will be notified, not later than 2 weeks after close of applications
deadline.
VIII. Contract terms and application process
18. The contract terms,
deliverables and payments shall be guided by ILO’s IGDS Number 224 (Version 1)
on External Collaboration consultancy assignments.
19. Interested and qualified
candidates should submit their applications which should include the following:
i. ILO Personal History Form
(Template to be provided);
ii. Curriculum Vitae with at least
three (3) relevant referees;
iii. Technical and Financial Proposal
for implementing the assignment not more than ten (10) pages; and
iv. Sample report of a similar past
assignment, carried out not more than 5 years ago.
20. Qualified candidates are
requested to email their applications to;
E-mail: ndombi@ilo.org to reach not
later than 5.00 P.M on 30th April, 2018.
Quoting “Communications Strategy” on
the subject line.
International Labour Organization
Better
Utilization of Skills for Youth through Quality Apprenticeship (BUSY Project)
KEN/16/04/USA
Terms
of Reference (TOR)
Consultancy Service for Review of Relevant Regulations
Supporting Workplace Based Training Programs in Kenya
Donor
Agency: United States Department of
Labor (USDOL)
Executing
Agency: ILO Country Office for
Tanzania, Kenya, Uganda
Implementing
agencies: Governmental Agencies, Workers
Organization (COTU-K) and Employers’ Organizations (FKE).
Geographical
coverage: Kenya
Assessment
dates (indicative): May –
July, 2019
Contract
Type: ILO – External Collaboration
Contract
I.
Project overview
1. The Better Utilization of Skills for Youth through
Quality Apprenticeship (BUSY project) is a four year initiative being financed
by the U.S. Department of Labor (USDOL), and implemented by International
Labour Organization (ILO) in partnership with the Ministry of Labour, the
Federation of Kenya Employers (FKE) and the Central Organization of Trade
Unions (COTU-K).
2. The overall project goal is to increase decent job
opportunities and employability of young people, thereby addressing
unemployment, vulnerability and poverty in urban and rural settings. The
project’s objective is to improve the capacity of Kenyan government, employers’
and workers’ organizations, and civil society organizations to establish and
expand workplace-based training programs with a focus on vulnerable and
marginalized youth {Vulnerable and Marginalized Youth
(VMY)’ refers to youth ages 16-24, in particular adolescents 16-17 years old,
at or above the legal working age, who are engaged in or at risk of engaging in
hazardous}, in particular adolescents at or
above the legal working age who are engaged in or at risk of engaging in child
labor.
3. The BUSY project is expected to achieve the
following three long-term outcomes:
·
Laws or policies supporting quality
workplace-based training opportunities for youth in Kenya, including vulnerable
and marginalized youth, are improved and / or implemented by key stakeholders;
·
Kenyan government, employers’ and
workers’ organizations, and other stakeholders implement best practices related
to workplace-based training for youth, including the most vulnerable and
marginalized; and,
·
The quality of existing public and
private programs in Kenya that provide vulnerable and marginalized youth with
prerequisite skills to enter workplace-based training programs is improved.
4. Towards achievement of outcome one, the project is
offering technical support to key government agencies, constituents and other
relevant bodies in respect of the negotiation, formulation and implementation
of laws (and other specific measures that complement the legal framework) on
workplace-based training for adolescent young men and women. The project is
supporting the review of relevant regulations and policies on youth employment
and workplace-based training, specifically, relevant regulations governing
apprenticeships.
II.
Background and Context of Workplace Based Training Programs in Kenya
5. Industrial attachment (similar in design to
apprenticeships) is one of the industrial training programs outlined under the
Industrial Training Amendment Act CAP 237, 2012. However, while industrial
attachments are based on students being placed in formal enterprises to gain
knowledge and practical skills. Most apprentices in Kenya are trained under the
guidance of Master Craftpersons in the informal sector.
6. Currently, the formal TVET system in Kenya lacks the
capacity to absorb the numbers of young people coming into the labour market
and lacks overall relevance to the labour market. Consequently, young women and
men often obtain their training through the informal apprenticeship system.
Ideally apprentices are directly recruited by and gain practical skills under
the instruction of the employer or Master Craftpersons.
In this sense, the informal economy
provides easy access for a large number of youth to receive skills training in
both rural and urban settings, linked to labour market demands. This allows for
school dropouts to enroll in vocational training schemes that are less costly
for both beneficiaries and government agencies alike. But there are challenges
with this system of training, which can be addressed through support to
transitioning informal apprentices into the formal economy.
7. From the findings of both the workers and employers
studies, conducted by FKE and COTU, the quality of skills gained through
informal apprenticeships vary substantively from one provider to the other due
to lack of uniform training standards, variations in technology and facilities
offered by the Master Crafts persons, lack of structure of training activities,
differences regarding knowledge, skills and productivity of Master Crafts
persons and lack of a mechanism / body that oversees / ensure the quality of
training being provided. Likewise, trainees’ learning is not certified upon
completion, impeding the recognition of their learning by third parties.
This makes it difficult for youth to
transition into employment in the formal sector. Informal apprentices are more
vulnerable to exploitation (e.g. the risk of being used as cheap labor in small
enterprises, or receiving incomplete knowledge that does not allow them to work
efficiently in a trade) or decent work deficits such as poor working and/or OSH
conditions, limited social protection, and their “training period” may in some
cases be extended indefinitely or “continue” on the basis of poor pay.
III.
Rationale, Scope and Purpose
8. The GOK in 2014 established a National Industrial
Training Authority (NITA), taking over responsibility from the Directorate of
Industrial Training, established under the Industrial Training (Amendment) Act
of 2011. NITA has the mandate to promote the highest standards in the quality
and efficiency in industrial training in Kenya and to ensure an adequate supply
of properly trained human resources at all levels in industry.
9. A review of relevant laws and policies supporting
quality WBT Programs in Kenya done by BUSY project identifies gaps of policies,
laws and regulations supporting WBT addressing the pillars of quality
apprenticeship systems as envisaged by ILO {Upgrading informal apprenticeship A
resource guide for Africa by ILO you can find it at:
https://www.ilo.org/wcmsp5/groups/public/@africa/@roaddis_ababa/documents/publication/wcms_171393.pdf
and www.ilo.org/skills/pubs/WCMS_607466/lang–en/index.htm}.
10. The purpose and scope of this study is therefore to
review the Industrial Training Act Cap 237 and other WBT related policies such
as the Kenya National Qualifications Framework (KNQF) act no. 22 of 2014 (and
KNQF Regulations, 2018) which currently does not take occupational skills
developed through apprenticeships, including informal apprenticeships into
account.
The intentions of this review is
provide provisions and incentives for employers, both in the formal and
informal sector, to take on and train apprentices. This would ensure that the
role of the employers is defined and incentives anchored in law through a
framework for recognizing prior learning, including additional skills learnt
through apprenticeships.
11. The findings of this review will contribute towards
the development of a National Skills Development Policy and a National Skills
Development Council.
IV.
Description of tasks
12. The consultant is expected to undertake the
following tasks:
i. Work with NITA and NQA to conduct
an assessment on Industrial Training Act Cap 237 and other WBT related policies
such as the Kenya National Qualifications Framework (KNQF) act no. 22 of 2014
(and KNQF Regulations, 2018) to establish contribution towards occupational
skills development through (in)formal apprenticeships.
ii. Identify genuine areas for review
through discussions with stakeholders.
iii. Develop recommendations for
review of Industrial Training Act Cap 237 and regulations in compliance with
relevant international standards and requirements such ILO standards.
iv. Prepare a comprehensive report
with analysis of existing gaps and genuine needs, and formulate specific
practical recommendations for improvement of Industrial Training Act Cap 237
and other WBT related policies such the Kenya National Qualifications Framework
(KNQF) act no. 22 of 2014 (and KNQF Regulations, 2018).
v. Deliverables and timelines
(indicative work program)
13. The assignment is expected to take 30 working days
and is expected to be carried out between May-July 2019.
VI.
Reporting Modalities
14. The Consultant will work under the overall guidance
of NITA, NQA and the BUSY Project Director.
VII.
Qualification and Education Experience
15. The Consultant should have relevant legal
qualifications at Master level, including legal review and drafting skills;
16. The consultant should also have at least 10 years’
experience in carrying out similar assignments, with a good understanding of
qualitative and contextual assessments of policies, legal frameworks,
particularly desk study methodology and documents analysis.
17. Experience in Labour and Training sectors policy
development, as well as demonstrated ability to draft analytical reports would
be an added advantage.
18. The consultant should have the following
competencies:-
a. Excellent research skills;
b. Excellent English writing skills;
and
c. Ability to work independently.
VIII.
Evaluation Criteria
19. The selection of the consultant will be based on :
a. Responsive technical proposal; and
b. Having received the highest score
at qualification and experience.
20. Incomplete application and applications received
after the deadline will not be considered. Only selected candidates will be
notified, not later than 2 weeks after close of applications deadline.
IX.
Contract terms and application process
21. The contract terms, deliverables and payments shall
be guided by ILO’s IGDS Number 224 (Version 1) on External Collaboration
consultancy assignments.
22. Interested and qualified candidates should submit
their applications which should include the following:
i. ILO Personal History Form
(Template to be provided);
ii. Curriculum Vitae with at least
three (3) relevant referees;
iii. Technical Proposal for
implementing the assignment not more than ten (10) pages; and
iv. Sample report of a similar past
assignment, carried out not more than 5 years ago.
23. Qualified candidates are requested to email their
applications to;
E-mail: ndombi@ilo.org to reach not
later than 5.00 P.M on 30th April, 2019.
Quoting “Review of WBT Regulations”
on the subject line.