International Labour Organization
Introduction and Context
Kenya is a major migration hub in East Africa as origin, transit and destination country. Kenya is also a critical hub for mixed migration in the EHAO region making it a destination country for asylum seekers, refugees and economic migrants as a well a transit for migrants heading southwards irregularly. For emigration, the push factors are pursuit for better employment opportunities. The top destinations for high skilled Kenyans have been the United Kingdom, the United States, Canada, Australia, and other European Countries. Within the African region, Tanzania, Uganda, South Africa, Lesotho, Botswana, and Nigeria. Over that 35% of emigration from Kenya is of Skilled workers. For the low skilled workers, recent years have seen increased emigration towards the Gulf[1].
By and large, Kenyans usually migrate through regular pathway, hence, they rarely feature in the irregular migration flows and data. However, there are incidences of overstay or non-renewal of their travel documents turning them into migrants in irregular status while abroad. There are also few cases of Kenyans migrating irregularly through Djibouti towards the GCC through Yemen. In 2021, the ministry of labour estimated that 4 million Kenyans are living abroad, majority in the US and UK. The number continue to rise though considering the expanding migration flows to the GCC. In 2019, the Government reported to having facilitated 87,784 employments of Kenyans in the Middle East.[2] Majority of this group is low to medium skilled workers mainly in the Domestic work subsector. Medium and high skills workers are also finding their way to the GCC in construction, hospitality, nursing etc,
As most of regular labour migration is often temporary, migrant workers particularly to the GCC usually have a work contract for 2 years and are bound to return after successfully completing their migration cycle or extend it if they agree with their employer. Significant number of Kenyans also migrate to neighbouring countries for seasonal work or short-term work arrangements. Kenyans who emigrate irregularly, are deported back if they get caught. Migrants returning back either plans to remigrate or decide to settle in Kenya and make use of knowledge, experience and skills gained while abroad to get a job or establish businesses.
The profile of returning migrant workers in Kenya is not readily available. Information available have assessed return migrant workers’ social economic and protection needs but does not provide disaggregated data as to skills profiles, training background, experiences, knowledge, and skills acquired before, during and after migrating. A rapid assessment by IOM on PROTECTION NEEDS, risks, and vulnerabilities of returning migrant workers and members of their families in Kenya[3]recently documented that upon return economic reintegration at home was challenging given low employment opportunities, few livelihood options, lack of skills training and credit facilities to start a new business. The rapid assessment targeted small sample of female returnees only. In addition, labour market reintegration programmes for returning migrant workers are not well developed or documented in Kenya.
Effective Labour Market reintegration of returning migrant workers.
Labour market reintegration of returning migrant workers is complex and requires multiple elements not only because of diverse needs of returning migrant workers but also the need for coordination of different stakeholders. The ILO guidelines on labour market reintegration upon return in countries of origin provides options that constituents can consider at different levels of intervention or programming. One of those option is profiling and assessing the skills or gaps migrant workers have. This should be done alongside compiling information on available local opportunities either for self or wage employment. This step is crucial in designing and implementing an effective labour market reintegration programme.
Yet labour market reintegration programmes in Kenya suffers from lack of proper coordination and grounded policy frameworks. Individual efforts by UN, NGOs and other players offer mostly protection support while few actors currently target business development support and access to finance. There is little evidence that the labour market reintegration programmes are informed by labour market information.
Economic opportunities:
The Kenya Kwanza Government’s Economic Blueprint Bottom-Up Transformation Agenda (BETA) has Affordable housing programme (AHP) as among the flagship projects not only to provide decent affordable housing to Kenyans in urban areas but also to create hundreds of thousands of jobs along the construction sector value chain. Although the pace is slow, but the Government has since January 2023 commissioned 33 affordable housing projects in different counties. During May Day 2024, the president announced that already 140,000 direct and indirect Jobs have been created through the affordable housing programme currently under ways hence construction is relevant value chains[4]. The arget set by the Government is to deliver 200,000 Affordable housing every year meaning that 1,000,000 houses in 5 years[5]. It is therefore not clear how many total jobs will be created until the project is completed. The project will collaborate with TVET colleges, the National Construction Authority (NCA), and the National Industrial Training Authority (NITA) to involve Jua Kali artisans in the fabrication of steel casement doors and windows, supporting local craftsmanship[6]. While this is not the only job creation scheme championed by the Government of Kenya, if realized it carries immense opportunities for job creation for thousands of youths for few years to come. Other Schemes such as, hustler funds, preferential procurement opportunities provided to youth led enterprises, Ajira digital, Youth and women entrepreneurship development funds are some of the measures put to boost wage and self-employment.
Skills development needs
The opportunities highlighted above, will benefit more youth who have skills to either perform work, produce a product, or offer a service. For majority, there are many barriers to accessing skills development in the formal institutions. In Kenya, almost 1.3 million children qualify to transit to high school from Primary school. The recent reports indicate not all who qualify transit to High school with national level estimates indicate that about 10% fail to transit due to various reasons. Regional disparities are even bigger where some counties register only transition rate of around 60%. Latest enrolment figures at TVET level indicates that around 367,925 were enrolled in TVET as of October 2023[7]. Latest enrolment figures in Kenyan Universities show that 563,000 students were enrolled. It means that more than 360,000 young people fail to join formal training annually for various reason. This does not consider those who drop out at different levels of the education system before completing the full cycle. The leading reason for drop out in Kenya is lack of school fees[8]. Many ends up in the Jua Kali sector to acquire skills and eventually work there.
For returned migrant workers, the need for skills development is not well documented. However, from recent AIMS assessment conducted by ILO in Mombasa and Nairobi, majority of retuned migrant workers from the Middle East were found to be women with low skills. The respondents of the assessment noted among the barriers preventing them from successful integration was lack of skills and knowledge of occupations with potential for wage or self-employment[9]. The Market systems assessment also revealed sectors that had potential for Employment self/wage employment for which returnees ranked high as well. The sectors include (beauty salon and retailfor Nairobi) and (retail and fisheries for Mombasa). Due to dearth of properly documented and disaggregated information on returnees’ skills profiles (skills/training needs) vis a vis comprehensive analysis of market opportunity and needs, the ILO wish to commission this study to properly profile skills and competencies of the returning migrants in Nairobi and Mombasa to determine training and or recognition needs for those who bring back skills, knowledge, and experience from abroad.
Study Objectives
To identify and profile skills and development /training needs of returned migrant workers in relation to the market opportunities available in Nairobi and Mombasa Specifically, the study will seek, map, analyse and document information from:
Demand Side
- Map occupations and/or sectors with employment (wage or self) opportunities for which relevant skills development is needed in the affordable house programme (construction value chain)
- Map/asses market dynamics to identify skills needed, services needed, commodities needed for which returnees could venture into through skills development and at what level of competencies in relevant sectors.
- In reference to the two reports on Market Systems analysis in which priority sectors/occupations were identified, assess the skills shortages in the identified sectors /occupations value chains for Mombasa the two value chains selected were retail and fisheries. For Nairobi the two value chains selected were beauty value chain and retail
Supply side
- Map and identify and returnees Skills development/training profile.
- Document training/skills development needs of returnees. Specify the type of training, duration category (short or long time) and qualification/certification type (level qualification or certificate of competency or modular certificate or RPL)
- Map existing training providers that can or do provide training in the identified occupations at the identified level and duration.
- Map and identify skills recognition needs from the returnees (for those who acquired skills formally or non-formally but are yet to receive any formal recognition of their skills and competencies).
Labour market intermediation services
- Map and identify skills development and labour market information related barriers that returnees face in trying to successfully reintegrate into the economies at home.
- Map and analyse organizations that are available to facilitate reintegration into the local economies either through wage or self-employment (Business development services and guidance support systems, referral, and job search assistance)
- Identify specific service providers and their capacity to engage in the project as implementing partners.
- Assess the potential and limitations of service providers for supporting successful reintegration of returnees.
Methodological consideration
This assignment is expected to identify and provide demand led recommendations based on the market needs, skills development gaps/needs both of which will inform the design of economic reintegration programme for return migrant workers and economic empowerment for potential migrant workers in the target locations. A community-based assessments is a methodology that is suitable for assessing skills needs/demands and gaps in a localized geographical area. It includes assessing the demand side needs by profiling the community/locality enterprises and or employers); studying the consumer demand on services and products much in demand. The community/locality assessment will draw and consider the unpublished Market systems assessment conducted prior to this study to consider sectors and occupations recommended therein[10]. It is suitable for assessments in the context where there is limited formal wage employment therefore can assist in identifying opportunities for livelihood and self-employment opportunities or wage employment is Micro, Small, Medium Enterprises (MSME). For this assignment, a rapid assessment may be considered given the time and resources available and the fact that the target locations (Mombasa and Nairobi metropoles) are urban . Slight methodological modifications are also envisaged to meet the objectives of this assignment. It then means that both secondary and primary sources will be used to collect data from target locations and people.
TREE methodology
For inspiration, particularly in designing data collection and consultative approach and tools, refer to the ILO’s TREE methodology[11] which proposes several assessment tools and promotes a participatory approach that builds capacity of the local community to identify economic opportunities of their own locality, by involving community actors in the design and implementation of the assessment. For sustainability reasons, we strongly recommend following this approach albeit with modifications based on the objectives, context, time, and resources. Some of the assessment tools for reference are: sample training needs Assessment; community profile checklist; Market opportunity survey tools
The assessment should include literature review and analysis of existing labour market information, existing administrative data, key informant interviews, focus group discussions and rapid surveys (ideally conducted by community members).
A sample of returnees should be surveyed through a profiling to ascertain their skills or gaps thereof in relation to identified economic opportunities. For inspiration, the consultant should refer to Guidelines on labour market reintegration upon return.
Findings should be presented, discussed, and validated at a stakeholders’ workshop.
Target locations and group
The primary target location for this assessment is Nairobi and Mombasa where high numbers of returnees are residing. The target group are documented returned migrant workers.
Deliverables.
The main deliverable of this assignment is an assessment report covering all the aspects included in this ToR. The consultant are expected to deliver the following:
- An inception reports. Which provides clarity of understanding of the assignment objectives and articulates the methodology, tools, stakeholders to be consulted and sources of information or data and draft outline of the report indicating major sections of the report. The Inception report should not exceed 15 Pages.
- First Draft of report to be submitted for review by ILO.
- Second Draft of the report and presentation of preliminary results to be submitted for review by stakeholders in a validation workshop and the ILO.
- A final assessment report taking into account comment from partners and covering all the aspects contained in the ToR. The report should not exceed 40 Pages including reference sections but excluding any annexes. The report should be concise and clear providing clear recommendations for labour market reintegration with focus on skills development.
Desired Qualification and experience
The prospective consultant should have advanced degree in social sciences or economics with proven experiences in successfully carrying out labour market assessments**.** The consultant should also demonstrate their competency in quality objective reports writing.
Qualification:
- The desired consultant should have advanced degree in social sciences preferably in economics, business administration, education/TVET, human resources development and or related fields.
Experiences
- The desired consultant should have proven track records in working on similar assignments that entails labour market assessment including but not limited to assessing skills shortages/needs/gaps in the labour market; enterprise survey; sectoral analysis to ascertain growth and employment opportunities or forecast and reintegration programmes.
- The consultant should have demonstrated knowledge of the Labour market dynamics of Kenya in general and of Nairobi and Mombasa in particular as well as dynamics of the labour migration in Kenya through past assignments or publications.
Structure of technical and financial proposal
The technical proposal should cover the understanding of the ToR highlighting background context of the subject matter in question. The proposal should articulate methodology to be used to get the information desired and meet the objective of the assignment. The proposal should include data and information sources, relevant stakeholders to be consulted and how. Sampling and justifications. It should also articulate analytical approach to consolidate the information and a draft structure of the report providing outline of key sections. The technical proposal shouldn’t exceed 10 pages in length excluding annexes if applicable. A recent CV, consultant profile should be attached to the proposal highlighting the most recent similar assignment done and reference. Samples of this work may be attached if feasible or links to the same.
All relevant costs except for Travel and Stay (if applicable) should be incorporated into daily consultancy fee. The consultant should clearly indicate costs related to Travel and stay in either location outside their place of residence during their carrying out this assignment as they will be reimbursed based on officially stamped invoices submitted and verified by the ILO according to the ILO financial rules and regulations.
Time frames for the assignment and payment Schedule.
The assignment is expected to be completed within three months after signing the contract. The contract man days will be 30 days spread across those three months. During which the deliverables will be submitted as per proposed schedule below.
Deliverable
Timeframe
percentage instalment
An inception reports. Which provides clarity of understanding of the assignment objectives and articulates the methodology, tools, stakeholders to be consulted and sources of information or data and draft outline of the report indicating major sections of the report. The Inception report should not exceed 15 pages
1st week after signing the contract
15% upon submission of Final inception report incorporating comments from ILO
1st Draft report of the assessment
7th week after signing the contract
40% upon submission of First draft of the assessment draft that incorporated of comments from ILO
2nd Draft of the assessment report and presentation of preliminary results to be submitted for review by stakeholders in a validation workshop and the ILO.
10th week after signing of the contract
35% upon submission of the 2nd Draft report to the satisfaction of the ILO and incorporating comments from stakeholders
A final assessment report covering all the aspects contained in the ToR. The report should not exceed 40 Pages including reference sections but excluding any annexes. The report should be concise and clear providing clear recommendations for economic reintegration programming including on skills development.
12th Week after signing the contract
10 percent of total contract amount upon submission of Final report to the satisfaction of the ILO
Evaluation criteria
The submitted proposal from the prospective consultants will be evaluated as per criteria set below.
Evaluation Criteria/profile of a consultant
Maximum score
- Qualification of the individual consultant
The individual consultant needs to have a minimum of advanced university degree in relevant field as described in the ToR above 5
Understanding of labour market dynamics of Kenya and Mombasa and Nairobi counties in particular and dynamics of labour migration preferably of the target origin country and select locality or region. 10
Proven experience in carrying similar assignments before for (at least 5 years) verified by specific description in his/her profile and sampled work annexed. Focus will be on relevance, reporting skills and quality of past work and nature of clients and topics covered. 25
Maximum Points for A 40
- Proposed approach to deliver the objectives of the ToR’s
Applicant demonstrates (via submitted technical proposal) their clarity on understanding the objectives and scope of the assignment through detailed descriptions of the assignment its objectives and relevance to the intended use 30
Applicants demonstrate (through the submitted technical proposal) a methodological approach fit to meet the intended objectives as the ToR. Data collection methods and tools, consultative processes and approach, sources of data, sampling, and analytical framework. 30
Maximum point for B 60
Total (A+B) 100
Maximum threshold for technical proposal to be considered for financial evaluation 70
[1] https://www.ulandssekretariatet.dk/wp-content/uploads/2022/12/Kenya-LMP-2022-final.pdf
[2]https://www.ombudsman.go.ke/sites/default/files/202310/A%20Report%20on%20Systemic%20Investigation%20into%20the%20Plight%20of%20Kenyan%20Migrant%20Domestic%20Workers%20in%20the%20Kingdom%20Of%20Saudi%20Arabia%20-%20SEPT%202022.pdf
[3]https://eastandhornofafrica.iom.int/sites/g/files/tmzbdl701/files/documents/RAPID%20ASSESMESMENT%20ON%20RETURN%20AND%20REINTERGRATION-KENYA.pdf
[4] https://www.citizen.digital/news/140000-youths-now-working-under-affordable-housing-plan-ruto-says-n341374
[5] [https://cytonn.com/media/article/the-progress-of-affordable-housing-in-kenya#:~:text=The%20Affordable%20Housing%20Programme%20(AHP,by%202022%2C%20in%20five%20years](https://cytonn.com/media/article/the-progress-of-affordable-housing-in-kenya#:~:text=The%20Affordable%20Housing%20Programme%20(AHP,by%202022%2C%20in%20five%20years)
[6] https://www.capitalfm.co.ke/news/2024/01/affordable-housing-projects-to-generate-over-10000-jobs-for-youthwomen/#:~:text=Top%20stories,Affordable%20Housing%20Projects%20to%20Generate%20Over%2010%2C00
[7] https://www.tveta.go.ke/female-students-join-tvet-ranks-in-large-numbers/#:~:text=Overall%2C%20TVET%20enrolment%20in%20TVET,were%2045.4%25%20(167032).
[8] https://dalberg.com/wp-content/uploads/2019/10/191011_Porticus-Youth-NEET-Kenya_Report_vF_0.pdf
[9] Market Systems Analysis reports for Nairobi and Mombasa: Unpublished
[10] As the two Market analysis assessment are yet to officially be published, they can not be shared in public yet but a winning candidate will be given access in confidence.
[11] TREE methodology Training for Rural Economic Empowerment (TREE) is an approach to developing projects and long-term programmes that provide training to enable poor women and men to have greater control over their lives. …
How to apply
How to apply
Interested individual consultants can send questions if any to the ILO’s Procurement Unit in Addis Ababa, Ethiopia ([email protected]) until 19 June 2023. Questions will be answered and shared with interested organizations by the Close of Business on 21 June 2024.
Completed technical and financial proposals are to be submitted to [email protected] by the Close of Business on 28 June 2024.
Note:
This is not a job post. Only individual consultant who submits a technical and financial proposal will be considered.
Offers from a firm and a group of individual consultants will not be considered.
Deadline: 28-Jun-24