IOM : International Capacity Building Consultant: Law Enforcement Training Curriculum Development and Train-the-Trainer (TOT) Program – Dushanbe
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Location:
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Salary:negotiable / YEAR
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Job type:CONTRACTOR
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Posted:1 month ago
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Category:Education, Legal Affairs, Programme and Project Management
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Deadline:22/11/2025
JOB DESCRIPTION
Nature of the consultancy:
The selected international consultant will deliver capacity-building support aimed at strengthening the existing curriculum on identification and prosecution for technical-level officials through training centers under the PGO, MIA, Police, National Training Center (NTC), Supreme Court (SC), Customs Service, and Border Guards. This will be achieved through the following components:
- Training needs assessment
- A review and revision of the curricula
- Mentorship and guidance
- Training sessions
This support will include mentorship, one-on-one sessions, and group discussions also with local CTIP experts who participated in the 2022 Training of Trainers (ToT) held during Phase I of the project. The consultancy will also involve assessing the capacity-building needs of each institution (PGO, MIA, NTC, etc.), reviewing the 2022 ToT training, and conducting new ToT training for local CTIP experts, incorporating recommendations from the initial 2022 ToT.
Project Context and Scope
Trafficking in persons (TIP) is a serious violation of human rights. Although significant action has been taken in recent years in Tajikistan to enact laws, introduce action plans and to promote awareness of trafficking, urgent action is needed to provide protection to victims of trafficking (VOTs) and ensure proper integration of a survivor-centred approach. The limited attention given to internal trafficking in Tajikistan because of limited awareness of internal trafficking, is a serious concern. Trafficking for sexual exploitation within the country remains largely invisible, and discriminatory attitudes towards women and girls, stigmatization of victims and discriminatory gender stereotypes particularly affecting victims of sexual exploitation, allow all trafficking to continue without being properly addressed. Such discrimination in practice also limits access to protection for victims allowing the cycle of trafficking and re-trafficking to continue. Considering the push factors and underlying causes of trafficking, it is essential to strengthen efforts that ensure gender equality measures and initiatives to combat sexual and gender-based violence, as well as domestic violence, effectively address the risks of trafficking for women and girls. There also are a series of factors that contribute to a favourable environment for this crime, including endemic corruption, remittances decline which translates into household´s higher exposure to negative coping mechanisms (such as irregular migration, acceptance of unsafe job offers, etc.). There is little official data in relation to the investigation or prosecution of internal trafficking cases or the victims. Law enforcement agencies do not allocate sufficient attention to combat internal trafficking. Internal trafficking cases are prosecuted under other criminal code provisions, such as sexual exploitation, Article 238 of the Criminal Code (Involvement into Prostitution) or Article 239 (organization of prostitution), which criminalizes involuntary, coercive prostitution. Internal cases of trafficking for labour exploitation that could be related to TIP do not seem to have reached the courts at all under the relevant article such as Article 130 of the Criminal Code.
Organizational Department / Unit to which the Consultant is contributing
“Tajikistan: Improved Prosecution of Trafficking in Persons and Victim Support Phase 2” PX 0523, Protection Department
Tasks to be performed under this contract
1. Propose a methodology and analyze the 2022 ToT training:
- Review the materials presented by the trainer during the 2022 ToT (Phase I).
- Analyze the reports and feedback generated from the 2022 ToT, particularly the participant questionnaires and evaluations.
- Identify key strengths, weaknesses, opportunities, and challenges from the initial training.
- Assess the overall effectiveness of the 2022 ToT in equipping the local CTIP experts with the necessary knowledge and skills.
- Develop a brief evaluation report on the 2022 ToT training implementation, with concrete recommendations for improving the curriculum and future ToT sessions.
2. Analyze the profiles of the local CTIP experts:
- Examine the backgrounds and areas of work of the local CTIP experts who participated in the 2022 ToT.
- Understand if and how each participant applied and disseminated knowledge gained from the initial training. Identify any gaps or specific needs of certain participants based on their professional responsibilities and contexts.
- Recognize the unique perspectives and expertise that each participant can bring to the roll-out of the curriculum.
3. Conduct an assessment of the capacity-building needs of each institution involved (PGO, MIA, NTC, etc.)
4. Provide comprehensive mentoring support to local CTIP experts on rolling out the curriculum on identification and prosecution:
- Develop a comprehensive and tailored mentorship plan
- Design and deliver in-person structured training sessions that allow the local CTIP experts to present the previously learned curriculum on identification and prosecution to technical-level officers.
- Incorporate interactive elements, such as role-playing, brainstorming, case studies, and group discussions, to facilitate active engagement and learning. Also incorporate successful practices in the region that could upgrade the curriculum and training, encouraging cross-country sharing of practices, where appropriate.
- Provide guidance and feedback to the training participants on their presentation skills, content delivery, and ability to address the target audience effectively.
- Facilitate discussions among the participants to encourage peer-to-peer learning and the exchange of best practices.
- Encourage the participants to adapt and contextualize the curriculum based on the specific needs and challenges of their respective institutions (PGO, MIA, Police, NTC, SC, Customs Service, Border Guards) by giving constructive feedback and recommendations
5. Conduct ToT training for local CTIP experts
- Revise the existing a comprehensive Training of Trainers (ToT) curriculum and align it with international best practices in adult learning and capacity building. This can include: Conducting preliminary assessments to identify the specific knowledge gaps and training needs of new local CTIP experts. Structure the training into clear, manageable modules that address key competencies and skills required for effective training delivery.
- Employ diverse teaching methods to engage participants actively by facilitating interactive trainings that promote active participation and discussion among trainers. Use role-playing scenarios to help trainers practice real-world applications of the curriculum and enhance their instructional skills. Analyze relevant case studies to illustrate practical applications of concepts and foster critical thinking.
- Regularly evaluate the effectiveness of the ToT sessions using pre-and post-training assessments to measure knowledge gains and identify areas for improvement. Establish anonymous feedback channels for participants to share their thoughts on the training process and content.
- After the ToT training, the consultant will: Remain on-site for an additional period to observe the new CTIP experts as they conduct their training sessions. This will include: Providing immediate, constructive feedback on their presentation skills, content delivery, and engagement with participants. Hold one-on-one coaching sessions to address specific areas of improvement and reinforce effective practices.
- Develop strategies for ongoing support to ensure the long-term success of the new trainers, including establishing a network for past participants to continue sharing resources, experiences, and best practices.
6. Prepare a comprehensive report:
- Summarize the key findings and observations from the entire mentorship and co-facilitation process.
- Provide overall recommendations for the participating institutions and the organizers to ensure the effective and sustainable roll-out of the curriculum.
- Offer specific feedback and recommendations for each participant, highlighting their strengths, areas for improvement, and potential contributions to the continued dissemination of the curriculum.
- Suggest strategies for ongoing monitoring, evaluation, and support to ensure the long-term impact and institutionalization of the training program.
- Identify any additional resources, materials, or capacity-building needs that may be required further to strengthen the local CTIP experts and the training ecosystem.
Performance indicators for the evaluation of results
- 5-day intensive ToT -1 time
- Two-day training for local CTIP experts on rolling out the curriculum in identification and prosecution 3 times
- Full Participant Attendance
- Evaluation of Training Effectiveness according to the participant feedback through evaluation forms immediately after training, focusing on the relevance of content, Quality of delivery, and Overall satisfaction scores
- Knowledge and Skill Improvement Pre-and Post-Training Assessments: Key metrics to track include Percentage increase in scores, Specific skill areas showing improvement
- Task Completion: Number of tasks completed on time; Quality of deliverables as assessed by project leaders
- Timely Delivery of Outlines and Drafts: Monitor the timely submission of training outlines and drafts. Consider: Percentage of submissions made by deadlines
- Adaptability to Additional Tasks: Evaluate responsiveness to additional tasks as they arise, including the number of additional tasks completed, Feedback on the effectiveness and efficiency of handling new requests
Education
- Educational Background: A doctoral or master’s degree in law, International Relations, Political or Social Sciences, Migration, Human Trafficking, or related fields. Alternatively, substantial practical experience in counter-trafficking may be considered.
Experience
- Professional Experience: At least ten years of relevant experience in areas such as countering trafficking in persons, human rights advocacy, or migrant assistance, ideally within a UN or international organization framework.
Skills
- Training Expertise: Proven track record in developing and facilitating capacity-building training programs, including development of curriculums tailored for practitioners, with a focus on adult learning principles.
- Cultural Competency: Strong awareness of cultural nuances and the ability to adapt training materials and approaches to fit the national context effectively.
- Communication Skills: Exceptional ability to convey ideas and knowledge, both in writing and verbally, ensuring engagement with diverse audiences.
- Technical Skills: Proficient in computer applications and technology relevant to training and presentation.
Languages
- Fluency in Russian and English is essential for effective communication and training delivery.
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
- Short-term travel is required to Tajikistan
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. Vaccination against COVID-19 will be required for IOM personnel who are hired or otherwise engaged by IOM. As part of the mandatory medical entry on duty clearance, candidates may be requested to provide evidence of full vaccination. Consultants engaged to work on a home-based consultancy who do not need to travel do not need to provide vaccination records, regardless of the length of the consultancy contract.
- 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 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
Level of Education: Bachelor Degree
Work Hours: 8
Experience in Months: No requirements
