Location:
Salary:

$44,000 - $99,000 / YEAR
Job type:

CONTRACTOR
Posted:

4 months ago
Category:

Education
Deadline:

03/09/2025

JOB DESCRIPTION

Key Responsibilities

Tasks to be performed under this contract

Category B Consultants: Tangible and measurable outputs of the work assignment

Following the specific objectives guiding the assignment, the consultant will complete the related activities and deliver the products listed in the table below:

Objective	Deliverables	Duration in weeks
1- Assessment of the state of play of the NRM/referral system	Brief inception report capturing key coordination points and confirming next steps Concise assessment report based on the regional established template, including but not limited to the following elements: Status of the referral system (including gaps, challenges and opportunities) Recommendations for strengthening of the NRM, including a preliminary draft road map	3 Weeks
2- Consultative development of an NRM roadmap	Workshop materials (participant list, detailed agenda, presentations…) An updated version of the roadmap that fully incorporates stakeholders’ feedback — highlighting clear priorities, potential areas for improvement, and suggested implementation milestones — accompanied by a concise workshop report summarizing the main points of discussion, key recommendations, and next steps.	4 weeks
3- Strengthening Cross-Cutting TWG	Update and finalize the Terms of Reference of the Cross-Cutting TWG that outline roles, responsibilities, and composition. A structured/update list of the TWG members, including government entities, civil society organizations, and other key partners. According to the context, organization and facilitation of the Committee’s meeting, during which members review and validate the ToR, confirm roles, and agree on an initial roadmap.	2 Weeks
4 –Development of an MoU among stakeholders participating in the NRM	Draft MoU between partners involved in the implementation of the NRM, based on the established regional template, adjusted to the context, including at a minimum: background and purpose of the NRM, target group, roles and responsibilities of the NRM members, coordination mechanisms, financing arrangements, duration, data confidentiality and data sharing considerations.	3 Weeks
5 – Update of operational tools	Update and finalize the SOPs, clearly outlining the different steps of the identification and referral process, including data protection considerations. Update/draft and final versions of the operational tools based on the established regional templates, such as a referral flow chart, a service provider directory, forms for identification and referral, and any other tools necessary for effective coordination and implementation of the NRM Consultation session (workshop or series of meetings) to gather feedback on the SOPs and draft tools from key stakeholders	4Weeks
6 -Establishment of a MEAL system	Draft and final versions of the Logframe including key performance indicators. Standardized data collection tools aligned with the NRM’s operational procedures, ensuring consistency among stakeholders. Incorporate beneficiaries” feedback mechanism Training materials and documentation to operationalize the MEAL system integrating existing databases and referral tracking mechanisms, where applicable Draft and final versions of the dashboards and reporting tools align with the MEAL framework to enhance decision-making and coordination. Training sessions delivered to key NRM actors on data entry, management, protection and reporting to ensure efficient use of the system	2 Weeks
7 – Sensitization and training of stakeholders on the NRM	Information material on the NRM for different target audiences, including but not limited to migrants/ returnees, community members, frontline responders, (prospective) NRM partners and government stakeholders. Training material on the NRM and its accompanying tools Training sessions delivered at national, regional, and district levels	2 Weeks
8 – Develop a Sustainability Plan	Draft a final Sustainability Plan outlining how these referral mechanisms can be maintained, scaled, or replicated after the consultancy ends.	2 Weeks

Performance indicators for the evaluation of results

The following indicators and means of verification will be employed over the duration of this assignment:

Phase	Indicators	Means of verification
1 – Assessment of the state of play the NRM/referral system	# of coordination meetings held with IOM and key stakeholders prior to drafting the inception report # of gaps and challenges with accompanying recommendations identified in the assessment Initial roadmap developed and endorsed by relevant stakeholders	Inception report Meeting minutes from coordination sessions Assessment report (including the preliminary roadmap)
2 – Consultative development of an NRM roadmap	# of participants attending the consultation workshop (government, CSOs, donors, etc.) % of stakeholder feedback integrated into the updated roadmap Concept note finalized and broadly accepted by stakeholders	Workshop attendance list and agenda Workshop proceedings/ meeting minutes Revised NRM roadmap document Concept note with version control/history of revisions Stakeholder endorsement or feedback forms
3 – Strengthening of the Cross-Cutting TWG	# of confirmed members accepting committee roles Date and attendance of the meetings ToRs of the TWG	Official membership list (final version) Signed meeting minutes or report from the initial TWG session
4 – Development of an MoU among stakeholders participating in the NRM	Draft MoU prepared with potential stakeholders	Correspondence or feedback from committee members on the draft MoU
5 – Development of operational tools	Update and finalize the SOPs Draft and final versions of the operational tools # of key stakeholders attending the consultation meetings to update the SOPs and tools	List of participants in consultation sessions Consultation report summarizing feedback and proposed revisions Revised SOPs and related tools (post-feedback versions)
6 – Establishment of a MEAL system	# of stakeholders trained on data collection, management, protection, and reporting % of NRM stakeholders contributing data regularly to the MEAL system	Training attendance sheets and training reports Periodic data submission logs/progress reports
7 – Sensitization and training of stakeholders on the NRM	Information material developed Training material developed # of training sessions organized/ facilitated	Training slides, handouts, and facilitators” notes Attendance sheets of the training sessions
8 – Sustainability plan	Draft and final Sustainability Plan developed and validated # of recommendations from stakeholders integrated into the final Sustainability Plan	Draft and final Sustainability Plan document & comments from stakeholders

Required Qualifications

Education

Bachelor’s degree in migration studies, international development, human rights, social work, sociology or any other related field. Preference will be given to applicants holding Master’s in same field.
Minimum of 7 years of professional experience in migration in the country (operational or with proven research knowledge on the topic)

Experience and Skills

In-depth understanding of international migration frameworks, and partnership
Familiarity with the migration context and challenges in The Gambia or similar contexts.
Proven experience in policy analysis, research, and development.
Strong analytical and problem-solving skills.
Strong writing and analytical skills, including the ability to draft reports, policy documents, SOPs, and strategic recommendations.
Excellent communication and interpersonal skills.
Experience in organizing and delivering training and strengthening capacities.
Ability to coordinate and collaborate with partners, including government entities, civil society organizations, and internationals actors.
Experience in the development of logframe and M&E frameworks.
Experience in data management including data collection tools, data visualization and or other statistical applications.

Languages

Fluency in English is required; knowledge of local language and other relevant languages would be an advantage.

IOM’s official languages are English, French and Spanish.

Proficiency of language(s) required will be specifically evaluated during the selection process, which may include written and/or oral assessments.

Travel required

The consultancy fee should be inclusive, including cost of travel to region, accommodation, and meals.

Required Competencies

IOM’s competency framework can be found at this link. Competencies will be assessed during the selection process.

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.
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.
Courage: Demonstrates willingness to take a stand on issues of importance.
Empathy: Shows compassion for others, makes people feel safe, respected and fairly treated.

Core Competencies – behavioural indicators

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 actions and delegated work.
Communication: Encourages and contributes to clear and open communication. Explains complex matters in an informative, inspiring and motivational way.

Notes

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, verification of residency, visa, and authorizations by the concerned Government, where applicable.
IOM covers Consultants against occupational accidents and illnesses under the Compensation Plan (CP), free of charge, for the duration of the consultancy. IOM does not provide evacuation or medical insurance for reasons related to non-occupational accidents and illnesses. Consultants are responsible for their own medical insurance for non-occupational accident or illness and will be required to provide written proof of such coverage before commencing work.
IOM has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and IOM, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities.
IOM does not charge a fee at any stage of its recruitment process (application, interview, processing, training or other fee). IOM does not request any information related to bank accounts.
IOM only accepts duly completed applications submitted through the IOM online recruitment system. The online tool also allows candidates to track the status of their application.

For further information and other job postings, you are welcome to visit our website: IOM Careers and Job Vacancies

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