Call for expression of interest
Development of Training Modules for the Labour Inspection Department of ADLSA
The Ministry of Administrative Development, Labour and Social Affairs (ADLSA) of Qatar and the ILO Project Office for the State of Qatar are currently looking for qualified and experienced consultants to prepare several training modules for labour inspectors to be rolled out pursuant to the training plan for 2019-2020 (Table 1 below).
Background
The International Labour Organization (ILO) is a specialized agency of the United Nations that works with governments, employers and workers to set labour standards, develop policies and devise programmes promoting decent work for all women and men. ILO is working closely with the State of Qatar and especially the Ministry of Administrative Development, Labour and Social Affairs (ADLSA) to implement labour reforms related to rights and safety at work. An ILO Project Office for the State of Qatar was established in Doha in April 2018.In early 2019, ADLSA and the ILO completed a comprehensive assessment of the labour inspection system in the country. One of the priority recommendations identified by the assessment was the need to enhance the capacity of inspectors through training. The Strategic Unit of the Labour Inspectorate has identified the training needs and adopted a training plan for 2019-2020 (Table 1).
The Institute of Public Administration (hereafter, the Institute), is tasked with the training of employees of government agencies, pursuant to Decree no. 6 of 2016 on the organizational structure of the MADSLA. Therefore, the Institute is centrally involved in the training plan and will institutionalize these modules, so that newly recruited labour inspectors or those undergoing refresher courses, can receive quality training beyond the life of the ILO project.
Assignment
In mid-2019, consultants will be contracted on an individual basis by the ILO Project Office in Doha to draft training modules based on the themes identified in Table 1.
To ensure consistency across the training package, the modules must follow standard guidance, as outlined in the section below. This guidance reflects the outcomes of discussions between the Strategic Unit on Labour Inspection, the Institute and the ILO.
The training materials will be prepared according to the specific context in Qatar. To varying degrees, these modules will draw on resource materials that already exist within the ILO and ADLSA. For example, the Institute has existing materials that could serve as the basis for the three ‘general training’ modules; however, they are not specifically tailored to labour inspectors, but rather to civil servants in general. Moreover, the ILO’s Labour Administration and Occupational Safety and Health Department (LABADMIN/OSH) has extensive experience in developing and delivering training to labour inspectors around the world.
In the drafting process, the consultants’ work will be desk-based, with regular communication with the ILO and the Strategic Unit. Once the materials are developed, the consultants will participate as resource persons (among others) in a training-of-trainers (TOT) workshop in Doha. This will also provide an opportunity to test the training materials, and make any final adjustments before it is rolled out to inspectors.
One editor will review all the modules once they are complete to ensure consistency in terminology and approach. Similarly, one translator will work on the translation of the materials into Arabic. Finally, the layout and publishing will be contracted out to ensure a common look and feel to the whole training package.
To ensure consistency across the training package, the modules must follow standard guidance, as outlined in the section below. This guidance reflects the outcomes of discussions between the Strategic Unit on Labour Inspection, the Institute and the ILO.
The training materials will be prepared according to the specific context in Qatar. To varying degrees, these modules will draw on resource materials that already exist within the ILO and ADLSA. For example, the Institute has existing materials that could serve as the basis for the three ‘general training’ modules; however, they are not specifically tailored to labour inspectors, but rather to civil servants in general. Moreover, the ILO’s Labour Administration and Occupational Safety and Health Department (LABADMIN/OSH) has extensive experience in developing and delivering training to labour inspectors around the world.
In the drafting process, the consultants’ work will be desk-based, with regular communication with the ILO and the Strategic Unit. Once the materials are developed, the consultants will participate as resource persons (among others) in a training-of-trainers (TOT) workshop in Doha. This will also provide an opportunity to test the training materials, and make any final adjustments before it is rolled out to inspectors.
One editor will review all the modules once they are complete to ensure consistency in terminology and approach. Similarly, one translator will work on the translation of the materials into Arabic. Finally, the layout and publishing will be contracted out to ensure a common look and feel to the whole training package.
Content of each module
The module will include a Trainers’ Manual, inspector’s notebook, training materials and additional resources. The Trainers’ Guide should include step-by-step instructions for preparing and delivering each session within the module. Each session should include specific objectives, key messages, exercises and materials required, timing, logistical arrangements, etc.
To facilitate the transfer of knowledge in a standardized and quality manner, the consultant will design a number of participatory training materials (activities, handouts, standard Powerpoint presentations). A list of additional resources, such as relevant laws and resource materials, etc. should be included so that trainers can obtain supplementary information and strengthen their understanding as required.
The Inspector’s Notebook should include the key messages, tips, templates, images to serve as a resource for inspectors when carrying out their duties, as well as boxes for the inspectors to take note during the training.
It is estimated that the maximum length of time for delivering the module should be 20 hours, although the exact duration should be determined based on the content. Each session should be timed at 60 – 90 minutes in duration. Additional sessions should also be proposed that can be delivered to inspectors that adopt a specialization in the area.
In the design of the module, it is important to keep in mind the educational and professional attainment of the labour inspectors (see Labour Inspection Assessment), as well as cultural practices.
The Institute is committed to adopting a modern, participatory and learner-centred training methodology. The modules should be developed accordingly, relying on exercises and infographics rather than lengthy texts.
Cross-references between modules should be identified.
Responsibilities of the consultant
To facilitate the transfer of knowledge in a standardized and quality manner, the consultant will design a number of participatory training materials (activities, handouts, standard Powerpoint presentations). A list of additional resources, such as relevant laws and resource materials, etc. should be included so that trainers can obtain supplementary information and strengthen their understanding as required.
The Inspector’s Notebook should include the key messages, tips, templates, images to serve as a resource for inspectors when carrying out their duties, as well as boxes for the inspectors to take note during the training.
It is estimated that the maximum length of time for delivering the module should be 20 hours, although the exact duration should be determined based on the content. Each session should be timed at 60 – 90 minutes in duration. Additional sessions should also be proposed that can be delivered to inspectors that adopt a specialization in the area.
In the design of the module, it is important to keep in mind the educational and professional attainment of the labour inspectors (see Labour Inspection Assessment), as well as cultural practices.
The Institute is committed to adopting a modern, participatory and learner-centred training methodology. The modules should be developed accordingly, relying on exercises and infographics rather than lengthy texts.
Cross-references between modules should be identified.
Responsibilities of the consultant
- Seek out and review in detail the training materials currently in existence, from the ILO, the Institute and elsewhere;
- Prepare an outline for the module, with session objectives, summaries of the exercises, timings, etc. for feedback from the ILO and the Strategic Unit;
- Draft the training module in line with the template and guidance provided, always contextualizing to the context in Qatar;
- Revise the module following feedback from ILO, the Strategic Unit and the Institute;
- Act as a resource person for a TOT session with the Institute and members of the Strategic Unit; and
- Make final adjustments based on the experience of the TOT session.
Responsibilities of the ILO
- Provide the Assessment of the Labour Inspection System and other relevant materials, including national laws and policies, international labour standards, and lessons learned;
- Be in regular contact with the consultants throughout the drafting process to inform the consultants of the national context, verify information and provide guidance;
- Transmit feedback from the Strategic Unit, the Institute and other relevant parties;
- Provide basic logistical support during the consultant’s participation in the TOT; and
- Provide inputs and comments on the drafts of the modules in a timely manner.
The consultant appointed will work under the supervision of the designated ILO Technical Officer in the Project Office (Marialaura Fino: fino@ilo.org), to whom the deliverables will be sent.
Timeframe
Contracts with consultants will be signed in first half of June, and the drafting process should be complete by mid-August 2019.
Budget and terms of payment
A budget proposal will be submitted by the consultant to the ILO based on the expected number of days required to complete the assignment, and the consultant’s daily rate. In addition, the contract will include flight costs to and from Doha to the consultant’s place of residence, as well as the daily allowance in Doha while participating in the TOT 1.
Payments will be made as follows:
Payments will be made as follows:
- 30% of the total contract amount upon submission of a detailed outline of the module to the satisfaction of the ILO.
- 40% of the total contract amount upon submission of the first draft of the module to the satisfaction of the ILO.
- 30% of the total contract amount upon submission of the final version of the module, adapted following the TOT, to the satisfaction of the ILO.
Requirements / Qualifications
Each consultant is expected to have:
Each consultant is expected to have:
- Expertise in development of training materials, and delivery of training;
- Experience in the area of labour inspection;
- Experience in the area covered by the specific training module;
- An understanding of the labour market context in Qatar;
- Have proficiency and ability to draft quickly and clearly in English (in addition, knowledge of Arabic would be preferred);
- Ability to work under time pressure and meet deadlines; and
- Ability to work collaboratively.
The consultant is responsible for making her/his own travel arrangements, including the purchase of air tickets. If the consultant purchases a low-priced ticket with restrictions, the ILO will not be responsible for any costs or penalties should the mission dates change or should the mission be cancelled. The consultant will be reimbursed the actual cost of the air ticket for the most direct economy route up to a maximum of *USD xxx on submission of original invoices/receipts.