Scope of Work
The government of Ethiopia has adopted the second growth and transformation plan (GTP II) with the prime focus of transforming the country to a middle-income country by the year 2025. This GTP has a strong focus on supporting the development of an industrial economy and the government is establishing a number of industrial parks with the intent to boost the Ethiopian manufacturing sector, create an attractive investment proposition for foreign local investors and employment opportunity.
The Hawassa Industrial Park (HIP) is one of the completed and operational industrial park where eighteen investors have begun operations and currently have approximately fourteen thousand workers. The Hawassa Industrial Park – Sourcing & Training Employees in the Region (HIPSTER)project was created to address the challenge of sourcing workers into the HIP in the large numbers required by the investors – estimated to be 60,000 if the HIP is fully subscribed and at full capacity.
Enterprise Partners (EP) is a UKaid funded program that aims to support and transform Ethiopia’s economic growth. EP facilitates the implementation of the HIPSTER project collaboratively with Ethiopian Textile Industry Development Institute (ETIDI), Southern Nations, Nationalities’ and Peoples’ Region – Bureau of Trade and Industry (SNNP-BoTI), Ethiopian Investment Commission (EIC), and Investors Association (IA).Within the HIPSTER pipeline; SNNP-BoTI identifies, sources and screens potential workers from seven catchment areas around the HIP, screened workers are then sent to ETIDI who tests against various industry standard and grades. The IA allocates workers to factories according to factory requests for labour, and soft skills providers then provide in class training/induction.
Background specific to this assignment
EP undertook an assessment in September 2015 to examine causes of labour related challenges in manufacturing and industry. The assessment was undertaken in Addis Ababa and included consultations with sectoral government bureau’s and institutes, private and government TVET colleges, fashion design and operator sourcing colleges, foreign direct investors and local garment factories were consulted. The challenges identified included poor worker readiness, frequent absenteeism and turnover, poor awareness of factory working environment, poor employee sourcing, recruitment and training processes, low labour productivity and poor motivational systems amongst others. In order to address this issue, EP supported the development of a soft skills training content and conducted training of trainers (ToT). The soft skills training includes work ethics, time management, and life skills- summary of training topics attached as Annex 1.
There are now four training service providers in HIP providing soft skills training and induction for recruited workers. These service providers have trained 7600 operators directly in Hawassa Industrial Park. The training is in class and takes a total of five days (8 hours a day) to complete. Assessments of current training has shown that factories see some value in it and see good training results in orienting operators, majority of whom come from an agrarian background, to factory floors. There are however a number of challenges that should be addressed; five days in a classroom setting is too intensive of an induction process, the training methodology and curriculum needs to become more interactive and audio/visual to engage and motivate workers, more time flexibility in delivery of the training is needed.
The cost of training per operator is another major challenge in a situation where worker turnover was averaging 10%. Hence, there is a strong need from investor’s side to make the training more cost efficient. EP, investors and stakeholders are now interested in evolving the current training content, curriculum and training methodology to address these challenges.
The purpose of this TOR is to identify an international learning and content creation expert(individual or team) to work with local trainers and content/curriculum developers and production teams to develop audio/visual modular training content making the current soft skill induction package more interactive and work friendly. The training service providers will no longer be training operators directly rather train in-house trainers or HR departments who will deliver new training content to their workers directly.
This new audio/visual content covering induction topics should be replicable to other industrial parks in Ethiopia as well as other manufacturing sectors as appropriate.
The consultant is required to:
- Review current content and training methodology and use learning and content expertise and industry knowledge to make recommendations and develop a framework for revisions
- Consult key stakeholders (including local training service providers) as appropriate and gain consensus on recommended changes
- Work with local training service providers to develop modular content appropriate for audio/visual production, including script writing
- Work with local training service providers to oversee production process and final training output
- Develop two training manual for operators and training of in factory trainers
- Provide training and capacity building of local training service providers who will undertake the training of in factory trainers
Deliverables and timeframe
Description of Deliverables
- Detailed framework and work plan for soft skills package revision
- Delivery of revised modular curriculum in consultation with four service providers, and Ethiopia Textile Development Institute (ETIDI)
- Production process and final output of audio/visual materials
- Develop two revised manuals (operator training and ToT manual)
- Undertake training of trainers (ToTs) for 45 trainees composed of factories, Ethiopia Textile Development Institute (ETIDI), and service providers
The time frame for this specific engagement is estimated to be around 80 working days.
- Minimum of 10 years’ experience in learning, content design and administration of soft skills training
- Experience in developing audio/visual learning tools
- Experience working in garment industry training
For further information, please refer to the annex here - http://enterprisepartners.org/wp-content/uploads/2018/07/Annex-1-002.pdf
Last date for submission of applications is 19th July 2018.
About the Organization
DAI is an international development company. For more than 45 years, we have worked on the frontlines of international development, tackling fundamental social and economic development problems caused by inefficient markets, ineffective governance, and instability. Currently, DAI is delivering results that matter in some 80 countries. Our development solutions turn ideas into impact by bringing together fresh combinations of expertise and innovation across multiple disciplines. Our clients include international development agencies, international lending institutions, private corporations and philanthropies, and national governments.