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

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. Tasks to be performed under this contract The assignment will be carried out with technical support from IOM and in close coordination with MoEWOE and WEWB. Scope of Work 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 dr