IOM Uganda Labour Migration Policy Development International Consultant Jobs

IOM Uganda Labour Migration Policy Development International Consultant Jobs


  • The policy will draw upon good international practices on labour migration, Diaspora policy formulation and legislation. This will entail reviewing national policies, legislation, and institutional arrangements in the light of international norms and good practices. The policy will also assess how existing labour migration, Bilateral Labour Agreements and diaspora policies, legislation or new laws and measures can improve migration governance in Uganda. This will entail reviewing relevant literature on the experience of countries that have developed labour migration policies.


    Phase I

    A Situation Gap analysis of Labour Migration in Uganda

  • Conduct a situation/gap analysis of labour migration in Uganda

  • Assess the magnitude and impact of labour migration in Uganda (situational, needs and contextual analysis of labour migration trends and characteristics in the Ugandan labour market).

  • Identify pertinent migration issues and thematic areas such as but not limited to irregular migration, migration and education, migrants’ rights and ethical recruitment, trafficking in persons, smuggling and irregular migration and others c) Conduct desktop research on labour migration management, including mapping of key stakeholders, their capacities and needs as well as resources available and resources required;

  • Critically review current efforts towards managing migration issues within the socioeconomic development context of Uganda.

  • Review international instruments on migration management that Uganda has ratified as well as an analysis of bilateral frameworks.

  • Identify good practices and gaps in the management of labour migration in Uganda in the context of international good practices, and the constitution and other relevant pieces of legislation of Uganda.

  • Provide crucial information, such as migrant workers’ profiles, the engagement of female migrants’ workers in Uganda’s labour market, the origin of remittance flows and the data on irregular migration.

  • Identify goals and capacities in undertaking the pursuit of diaspora engagement.

    Situation/Gap analysis Report Validation Workshop

  • The resultant situation and gap analysis will be presented respectively to the Project Steering Committee (PSC) and at a stakeholder’s validation workshop, the recommendations of which will be incorporated in the final situational and gap analysis report.

    Phase II

    Formulation of a Labour Migration Policy for Uganda

  • Based on the final situational and gap analysis report, formulate a national labour migration policy for Uganda.

  • Draft Labour Migration Policy Validation Workshop

  • The draft labour migration policy will be circulated respectively among the members of the PSC prior to an all stakeholder validation workshop.

  • Facilitate a stakeholder validation workshop
    Recommendations from the all-stakeholder workshop and the PSC members will be incorporated into the draft labour migration policy before it is handed over to the Government of Uganda.

    Tangible and Measurable Outputs of the Work Assignment

    Phase I

    Inception Report to the PSC members

  • A Situational/Gap analysis Report of Labour Migration Policy in Uganda

  • A situational/gap analysis report on labour migration policy in Uganda that covers all areas of the scope of work expounded in the above.

  • Situational/Gap Analysis Report Validation Workshop

  • situation/gap analysis report on labour migration policy in Uganda that incorporates the recommendations made in the all-stakeholder validation workshop.

    Phase II

  • A Draft Labour Migration Policy Document for Uganda

  • draft labour migration policy document.

  • Draft Labour Migration Policy Validation Workshop Report

  • Help organize and facilitate the multi-stakeholder validation of the draft policy through a one- day workshop led by the MGLSD that will bring senior staff from key-relevant Ministries, Employers’ associations, and Trade Unions.

  • A document that incorporates stakeholder comments from the policy validation workshop into the draft national policy document.

    Phase I

  • Inception Meeting with stakeholders including PSC members to clarify aspects of the assignment to
    enable work to begin – within 2 months of start date

  • Development of Inception Report, inclusive of public documents sourcing – within 2 months of start date

  • Submission of Inception report to the Technical Committee – within 2 months of start date

  • A situational/Gap Analysis of Labour Migration in Uganda – within 7 months of start date

  • All-Stakeholder Situational/Gap Analysis Report Validation Workshop – within 9 months of start date.

  • Finalize Report – within 9 months of start date.



  • Completed PHD or at least Master’s degree in macroeconomics, economics / statistics or public finance management or a related field from an accredited academic institution.


  • Minimum of twelve years of proven experience in large-scale public policy reform programs (in design and / or implementation).

  • Proven experience in the development of national employment policies and / or national labor migration policy.

  • Professional experience of at least 5 years in Sub-Saharan African countries in the field of employment policies and / or labor migration policies

  • A good understanding of migration dynamics in Uganda and within the EAC region would be an added advantage.

  • A good knowledge of statistical systems is considered an asset.

  • Fluency in English and Knowledge of some Ugandan local languages is an added advantage

    Values – The incumbent is expected to demonstrate the following three values:

  • Inclusion and respect for diversity: respects and promotes individual and cultural differences; encourages diversity and inclusion wherever possible.

  • Integrity and transparency: maintain 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.

    Core Competencies – behavioural indicators

  • Accountability- Takes ownership for achieving the organization’s priorities and assumes responsibility for own action and delighted work.

  • Communication – Encourages and contributes to clear and open communication. Explains complex matters in an informative, inspiring and motivational way.

  • Teamwork – Develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.

  • Delivering results – produces and delivers quality services 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.

    Managerial Competencies – behavioural indicators

  • Leadership: provides a clear sense of direction, leads by example and demonstrates the ability to carry out the organization’s vision; assists others to realize and develop their potential.

  • Empowering others & building trust: creates an atmosphere of trust and an enabling environment where staff can contribute their best and develop their potential.

  • Strategic thinking and vision: works strategically to realize the Organization’s goals and communicates a clear strategic direction.

    How to apply:

  • Interested applicants may send their applications to

  • no later than 26th February 2021. Reference Number and Position Title (CFA/UG/001/2021 – Labour Migration Policy Development International Consultant) should be specified in the SUBJECT field.

  • Applications from qualified female candidates are especially encouraged.

  • Only short-listed candidates will be contacted.

  • Appointment is subject to funding confirmation

  • Posting period: From 12th February 2021 to 24th February 2021.

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