DAI Global Communication Partner - Improving Worker Engagement and Retention Jobs in Ethiopia

DAI Global Communication Partner - Improving Worker Engagement and Retention Jobs in Ethiopia


Communication Partner - Improving Worker Engagement and Retention

Background

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 to this end, 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 parks where nineteen investors have begun operations, employing approximately twenty thousand workers. The Hawassa Industrial Park - Sourcing & Training Employees in the Region (HIPSTER) project was created to address the challenge of sourcing large number of workers into the IP mainly from an agrarian background and with no experience in formal or manufacturing jobs.

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 ten catchment areas around HIP, and the workers are then sent to the grading centre where ETIDI tests against various industry standards. Workers are then allocated to factories by the IA, and are given in-class training/induction by Soft skills training providers.1

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.
  • 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.
  • 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.
  • Although assessments of current training has shown that factories recognize the value of the training, and see good training results in orienting operators, majority of whom come from informal farming work or no work experience to factory floors, there are a number of challenges that remain to be addressed.
  • Some of these challenges, as identified by factories include, the intensity of the induction process, the need for a more interactive methodology to get the message across, this can include audio/visual tools and the need for flexibility to deliver the training.
  • The cost of training per operator charged by current service providers is another major challenge in a situation where worker turnover was averaging 10%
  • Factories have no incentive to invest in their workers at those replenishments rates and
    have clearly indicated they would be unwilling to cover the external costs of direct training to operators.
  • EP, investors and stakeholders are now interested in evolving the current training content, curriculum and training methodology to address overarching and specific challenges identified.

    Purpose

    The purpose of this TOR is to identify a strategic communication partner, who can support on developing a visually rich multimedia curriculum.

    The curriculum will help to guide and support worker’s transition into the new sector and environment.

    Specific task

  • The communication partner is responsible for supporting the lead consultant with
  • Writing story lines for the curriculum and more specifically;
  • developing the main narrative character and supporting characters for Worker Induction stories,
  • developing the storylines for each topic of Worker Induction multimedia content,
  • developing a storyboard (audio script and description/sketch of visuals) for each topic of worker induction multimedia content
  • Graphic design and visual context development, more specifically;
  • Developing the visual style of multimedia content,
  • Developing the look of the characters Illustrate backgrounds, characters, materials and equipment, buildings and shop floors (all related to apparel manufacture and socio-economic background of workers),
  • Developing full frames as per the storyboard and design posters for Worker Induction.
  • Video editing, which will include
  • Packaging illustrated frames, audio recording and text into video files as per storyboard
  • Communication partner will also be responsible for ensuring quality delivery of the curriculum and related materials.

    Deliverables and timeframe

  • Writing - 30 days
  • Character descriptions
  • Storyboards for each topic
  • Graphic Design - 40 days
  • Illustrated frames based on storyboard

    Posters

  • Video editing - 20 days

    TOTAL - 90 days

    Qualification

  • General Experience

  • Minimum 5 years of relevant work experience working as a communication partner for development projects, similar in nature and level of complexity as EP.
  • Please refer to our website www.enterprisepartners.org for more information on EP.
  • Experience in running media promotional campaigns and developing motion graphics to raise awareness for various development partner affiliates, a UN agency or similar international organizations is highly desirable.

    Activity specific expertise

  • Writer:

  • Advanced design skills in sketching and creating storyboards
  • Advanced skills working with Illustrator, In-Design and Adobe after Effects and Cinema 4D.

    Graphic Designer:

  • Advanced design skills in motion graphics, particularly character animation.
  • Advanced skills working with Illustrator, In-Design and Adobe after Effects and Cinema 4D.

    Video editor:

  • Advanced skills working with Illustrator, In-Design and Adobe after Effects and Cinema 4D.
  • Advance skills in Adobe Premier.

    Essential Competencies

  • Registered business license for media campaign promotions.
  • Advanced design skills in motion graphics, particularly character animation.
  • Advanced skills working with Illustrator, In-Design and Adobe after Effects and Cinema 4D.

    Desirable

  • Continental, East African and/or local contextual knowledge

    Engagement Timeline

  • The consultant is expected to work with EP, HIPSTER stakeholders and local curriculum developers and training providers between November 2018 and February 2019. The consultancy is expected to take place over 90 days.

    Working Arrangement

  • The EP/partner focal persons for this assignment to whom the consultant will be reporting to is the international consultant and Garment labour intervention Manager and Garment Sector Lead.

    Disclaimer:

  • Individual consultants will be solicited in the event that a company with the right skill set is not shortlisted.
  • Refer to HIPSTER project document V2.0 March 2018 for more information on pipeline.
  • Soft Skills Assessment, 2015
  • For ETIDI staff, private fashion design and operators sourcing colleges and soft skills training provider firms

    How to Apply:

  • For more information and job application details, see; DAI Global Communication Partner - Improving Worker Engagement and Retention Jobs in Ethiopia
  • Last Date for Submission of Application 11th November 2018

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