DAI Global Curriculum Designer - Improving Worker Engagement and Retention Jobs in Ethiopia

DAI Global Curriculum Designer - Improving Worker Engagement and Retention Jobs in Ethiopia

Curriculum Designer - 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.

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 Curriculum Designer, 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 Curriculum Designer will be responsible for

Outlining the curriculum ( topics and sequence) of:

Supervisor training

Manager trainer

Worker induction

Developing the Facilitator Guide and Student Workbook (for supervisors & Managers)

Collaborate with the writer to develop storylines for Worker Induction multimedia content

Develop key messages for Worker Induction posters

Deliverables and timeframe

Description of each deliverable

Curriculum outline

Facilitator Guides

Student Workbooks

Total Days - 30 days

Qualification

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 desirables

Advanced design skills in curriculum development and design.

Advanced skills working with Illustrators, writers and graphic designers.

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 30 days.

Working Arrangement

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

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:

To apply follow the link and apply before 11 November 2018

For more information and job application details, see; DAI Global Curriculum Designer - Improving Worker Engagement and Retention Jobs in Ethiopia