About IOM

Established in 1951, IOM is the leading inter-governmental organization in the field of migration and works closely with governmental, inter-governmental and non-governmental partners. IOM is dedicated to promoting humane and orderly migration for the benefit of all. It does so by providing services and advice to governments and migrants.

Background

The second most populous nation in Africa, Ethiopia faces a wide range of migration related challenges. This is in part due to the country’s rapid demographic growth combined with significant levels of socioeconomic insecurity. Migrating in search of better opportunities has become a common coping mechanism for many Ethiopians. Consequently, irregular migration, trafficking in persons (TiP) and smuggling of migrants (SoM) have become prevalent phenomena in the country.

Migration occurs along three major routes: the Eastern route, which transits through Djibouti, Somalia, and Yemen onward to the Gulf countries, with Saudi Arabia as the most common final destination; the Northern route, which transits though Sudan, Libya and Egypt onwards to mainland Europe; and the Southern route, which transits mainly through Kenya, Tanzania and Mozambique onwards to South Africa. During their travel, migrants face numerous protection risks ranging from deception and abandonment by smugglers and traffickers, dehydration, hunger, exhaustion to beating, sexual abuse, forced labour, exploitation, abduction for ransom, trafficking, and torture.

While most of Ethiopia’s irregular migrants are young men, a smaller but significant proportion of them are women and children (accompanied or separated/unaccompanied) who are particularly vulnerable to TiP and other human rights violations. Ethiopian migrants also include high and medium skilled persons who migrate through legal channels, not only filling skills gaps in destination countries, but also contributing to Ethiopia’s national development. In 2018, Ethiopian migrants contributed $810 million to the country’s foreign exchange earnings through financial remittances. Children of Ethiopian migrants are also often more educated than their peers, thanks to their parents’ migration. The connections that these individuals create between their origin and destination countries have led to thriving diaspora communities.

The Government of Ethiopia (GoE) has made significant strides in governing migration in a manner that fully responds to the challenges and opportunities it presents. A combination of youth empowerment livelihood schemes, overseas employment to countries in the Middle East, and community awareness raising lay at the centre of the GoE’s efforts to address irregular migration and youth unemployment. In addition, to counter trafficking in persons (TiP) and smuggling of migrants (SoM), the GoE has established multi-stakeholder anti-trafficking taskforces at the federal and regional levels to coordinate counter-trafficking and wider migration management initiatives. The GoE and its humanitarian partners have also agreed on a strategy that: 1) Strengthens multi-sectoral planning and response to trafficking and smuggling; 2) Upholds the centrality of protection; and 3) Is increasingly responsive to the perspectives of affected communities.

The National Anti-Trafficking and Smuggling of Migrants Task Force (NATF) has coordinated several initiatives such as developing a Migration Profile for Ethiopia and assessing Ethiopia’s migration governance frameworks. These initiatives, plus various stakeholder consultations, have led to the conclusion that the absence of a comprehensive migration policy for the country represents a major gap in migration governance in Ethiopia. A national migration policy is needed to anchor a whole-of-government and whole-of-society approach to address mobility-related crises and maximize the benefits of the migration-development nexus.

Following a high level inter-ministerial consultative workshop on migration governance convened by Ethiopia’s Office of the Attorney General, GoE ministries with migration management mandates agreed to jointly develop a comprehensive National Migration Policy. To this effect, a Technical Working Group (TWG) chaired by the Office of the Attorney General has been established to spearhead the drafting of the National Migration Policy. To support this effort, IOM Ethiopia has been requested to employ a National Consultant.

Under the direct supervision of IOM Ethiopia and in coordination with the TWG and a lead international consultant, the National Consultant will be tasked with revising and updating the National Migration Profile for Ethiopia, and in assisting with the development of a National Migration Policy, Strategy and Action Plan. The specific deliverable sand timelines are below:

Core Functions / Responsibilities / Deliverables

PAYMENT SCHEDULE

            I.    First instalment: 30% of the total consultancy fee upon satisfactory completion of the initial draft of the completed updated and revised Migration Profile of Ethiopia. (Deliverable I).

           II.    Second instalment: 30% of the total consultancy fee upon satisfactory submission of the thematic Policy Briefs, and satisfactory level of support to the lead consultant for other tasks (II-VI) listed under the “Expected Deliverables” and “Timelines” sections above.

         III.    Third instalment: 40% of the total consultancy fee upon submission of the final inputs required in Deliverables VII and VIII.

Education

Advanced university degree in Political, Social Science or Public Administration, International Relations, Law, or alternatively an equivalent combination of relevant training and experience in policy development.

 Experience

a)       At least 10 years of professional work experience in migration and/or related fields of policy review and development, including possibly the civil service.

b)      Proven experience applying research and analytical skills in the migration sector, with ability to write technical reports, is required; 

c)       Experience conducting mixed method research or analytical work in the Horn of Africa or wider African continent is highly desirable.

d)      Advanced knowledge of migration issues and governance.

e)       Significant experience with qualitative and quantitative research methods.

f)      Demonstrated experience of policy and academic research design, implementation, analysis, and reporting.

g)      Significant experience interviewing a range of actors and subjects.

 Languages

• Fluency in English and Amharic (oral and written).
•  Working knowledge of other Ethiopian local languages is an advantage

Competencies

The incumbent is expected to demonstrate the following values and competencies;

Values - all IOM staff members must abide by and demonstrate these three values:

• Inclusion and respect for diversity: respects and promotes individual and cultural differences; encourages diversity and inclusion wherever possible.
• 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.

Core Competencies – behavioural indicators level 3

• 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 action and delegated work.
• Communication: encourages and contributes to clear and open communication; explains complex matters in an informative, inspiring and motivational way.

Other

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 and verification of residency, visa and authorizations by the concerned Government, where applicable.

Only candidates residing in either the country of the duty station or from a location in a neighbouring country that is within commuting distance of the duty station will be considered. In all cases, a prerequisite for taking up the position is legal residency in the country of the duty station, or in the neighbouring country located within commuting distance, and work permit, as applicable.