PROJECT BACKGROUND
1. General background
Iraq is in a "demographic window of opportunity" with a very large young population and a working age population growing at a higher rate than the overall population, but is currently unable to catalyse on this opportunity as job creation is not keeping up with the growing size of the workforce . Iraq has a youthful demographic profile, wherein nearly 50 percent of the population is under 19 years old and 20 percent falls between 15 and 24 years. According to the 2021 ILO Iraq Labour Force Survey, the overall unemployment rate was recorded at 16.5 per cent, with youth unemployment high at 35.8 per cent while 36.7 per cent of the youth population is not in education, nor in employment or training (NEET). Young females are notably more affected, with a NEET rate of 52.3 per cent, compared to their male counterparts at 22.1 per cent. The situation is considered as a "jobs crisis of unprecedented proportions" Young people suffer disproportionately from recent conflicts and poor economic conditions, presented by: Low chances of access to jobs; where only some 26.5 per cent of youth aged 15 to 24 are in the labour force compared to 45.8 per cent for adults (25+ years old) due to the fact that a higher proportion of young people are studying. Alarming high rates of youth unemployment at 35.8 per cent, which is more than three times than that of the adult (25+ years old), unemployment rate which stands at (11.2 per cent). The governorates of Duhok, Ninawa, Erbil and Sulaymaniyah in Iraq have escalating youth unemployment that necessitates immediate attention.
Youth are more affected by labour underutilization than adults (53.3 per cent versus 24.0 per cent respectively). Youth are more vulnerable to informality (94.4 per cent of young men and 73 per cent of young women work informally), as job opportunities available for youth are also more likely to be in the informal sector than the formal sector.
On the other hand, Female Labour Force Participation (FLFP) rate in Iraq is one of the lowest in the world at 10.6 per cent of the women aged 15 years and above, compared to 68 per cent of men in the same age group, and the labour force participation rate does not exceed 17 per cent among any age group of women, making Iraq rank at 155 out of 156 countries in the labour force participation gender gap. FLFP in rural areas account for 8.1 per cent, while for urban areas it makes up 11.6 per cent. The gender parity ratio indicates that a doubled share of women in the labour force is unemployed compared to their male counterparts, where on average 28.2 per cent of women in the labour force are unemployed compared to 14.7 per cent of men. Young women in particular face particularly high levels of unemployment, reaching as high as 65 per cent among young women aged 20-24 years, compared to 30 per cent among men in the same age group. While for men unemployment rates fall with educational level until university level, for women, unemployment is lowest among those who are unable to read and write, and among those with secondary educational attainment. A larger share of women with higher levels of educational attainment are in the labour market compared to those with lower levels of educational attainment, though their areas of participation are limited. Moreover, a larger share of women is in long-term unemployment compared to men, defined as being unemployed for six months or more with a median duration of search for employment about twice than that for men (13.4 months versus 6 months respectively). In general, Labour underutilization for women stands to be 49.5 per cent much more than men, 27.3 per cent.
Although IDPs, refugees and returnees have equal access to the labour market as other non-displaced citizensbut often face additional barriers such as:
• Refugees face high unemployment rates, though reliable data on IDPs employment is difficult to obtain, the World Bank data suggests that 27 per cent of IDPs were unemployed in 2018.
• The 2020 IOM study revealed that 49.6 per cent Yazidi IDPs were unemployed compared with only 24 per cent among Christian, Shabak Shi’a and Turkmen Shi’a IDPs.
• Difficulty in finding jobs that would enable them to cover their basic costs of living. Those living outside camps may find it difficult to compete with those in camps where living costs are lower, allowing them to accept jobs offering lower wages.
• lack of civil documentation for refugees and IDPs leads to exploitation by employers who capitalise on their vulnerability which make them willing to work for less money and in poor working conditions. As a result, IDPs are commonly employed in the informal economy with few protections.
Refugees in Iraq face heightened challenges in accessing employment. A study in 2021 found that among Syrian refugees, only 2 per cent of Syrian refugee women in Erbil and 3 per cent in Dohuk were working outside the home, compared with 83 per cent and 78 per cent of Syrian refugee men, respectively.
As of January 2023, UNHCR surveyed 162,899 registered refugees and asylum seekers in Iraq and found out that 33 per cent had no employment record. It emerged that refugees are discriminated against in the areas of employment, and the legal ambiguity on their right to work generally restricts employment to low paying jobs in the informal sector. Internally displaced persons (IDPs) and refugees typically provide unskilled labour often affected by sectoral and seasonal demand cycles mainly in the construction and agriculture sectors for men, and in retail for women and get primary income from daily wage labour. For example, around 40 per cent of IDPs settled in camps rely on daily labour and compare to 20 per cent among the non-displaced population in the KRI).
Additionally, Iraq is not party to the Refugee Convention but has a Political Refugee Law (Law No. 51 of 1971) with a narrow definition of refugees. Moreover, Law No. 21 enacted in 2009, established the Ministry of Migration and Displacement and mandated the provision of necessary services to refugees, internally displaced persons (IDPs), and returnees. Finally, the Labour Law No. 38 of 2015 has a few provisions on anti-discrimination and inclusivity that do exist de jure. The absence of a comprehensive legal framework is the fundamental barrier for refugees in accessing the labour market. Most refugees are engaged in the informal sector where they are capable of operating within unregistered businesses. While there is no legal restriction in the banking sector, refugees operating businesses still face internal bank obstacles in opening bank accounts and accessing loans and credit.
Iraq has a national strategy on Technical Vocational Education Training (TVET) but does not explicitly recognize refugees as a target group. Opportunities are available to refugees, but lack of funding negatively impacts their access to training opportunities. Furthermore, there is no direct legal prohibition for refugees to enroll in social security, neither in Federal Iraq, nor in the Kurdistan Region of Iraq. Nevertheless, they have issues related to acquiring work permits and have limited knowledge and awareness of the legal framework that restricts refugees’ participation in social security schemes.
As Iraq is transitioning from emergency to stabilization and development, a move to evidence-based policy solutions would ensure that young people in Iraq would enjoy their right to work. Iraq would benefit from evidence-based policies to support better labour market integration and transition of the most marginalized in situations of refugeehood and internal displacements and experiencing intersectional vulnerabilities related to gender or physical or mental impairment. This will ensure their effective contribution to local, regional, and national economic development. There is need to adopt a more comprehensive, consultative and integrated approach that brings together demand- and supply-side solutions gathered from all relevant stakeholders, including government, workers’ and employers’ organizations, development partners, academia, civil society, and young people
2. Project in IRAQ
In partnership with the "Employment Prospects for Socioeconomic Integration of Refugees, IDPs and Host Communities in Iraq" (EPSI) project, the International Labour Organisation is implementing the "Promoting Employment and Employability among Refugees, Internally Displaced Persons (IDPs) and Host Communities focusing on Women, PWDs, and Youths in Northern Iraq project".
Project Objective: To support better labour market integration and transition of marginalized populations including refugees, internally displaced persons, host communities as well as youth and women, into decent jobs through strengthened employment services, work-based learning, and skills development, with a focus on green jobs and green enterprise development.
The ILO would like to support the Kurdistan Region Government to strengthen the labour market policy environment and ensure that they create an enabling environment that would benefit job seekers (youths, women, PwD and includes refugees and migrant workers), and employers. The policy environment shall be able to promote sustainable vocational skills acquisition, including support to employers who provide work-related learning and apprenticeship training.
ASSIGNMENT BACKGROUND
To this end, the project will build the capacity of the KRG to go through an evidence-based policy formulation process which will include i) evidence gathering through meta-analysis and labour market diagnostics leading to the production of reports of the findings that will inform policy formulation, ii) facilitate the conducting of consultative dialogues; iii) facilitate assessment of available policies and needs for amendments and strengthening of available policies and or formulation of new and more inclusive processes and iv) drafting of at least three policies that will be determined and selected through a consultative process and would then be validated through v)validation workshops. This will lead to the influence policy direction, development and promulgation of policies. The sum of these interventions will lead to the achievement of the following outcome and outputs.
ASSIGNMENT OBJECTIVES
• To better understand the youth labour market situation in the selected governorates and generate evidence on the benefits of the integration of youth, women, internally displaced persons and refugees in the labour market in Iraq.
• Evidence based policy development on the integration of youth, women, IDPs and refugees in the labour market.
• Capacity building of policy makers, trade unions and employer organizations based on consultative and evidence-based policy formulation.
SCOPE OF WORK and METHODOLOGY
The ILO seeks the services of an experienced not-for-profit research organization or institution to conduct assessments to better understand the youth labour market situation in the Duhok, Erbil, Ninawa and Sulaymaniyah governorates, with a focus on young refugees, IDPs and host communities, women and persons living with disabilities. The assignment will take a comprehensive approach to labour market and employment diagnostics and evaluate demand- and supply-side constraints and opportunities. The organization will look at local and nation-wide economic multipliers of productive inclusion of youths, refugees and IDPs, PWDs and women in the local labour market and assess the cost of inaction and conduct sectoral assessment to identify sectors with a potential to create decent jobs. The research organization will use the findings from the assessments and analysis to facilitate and lead an evidence-based consultative policy formulation process. The organization will use these activities as a learning platform for building the capacity of the KRG. Additionally, findings from the labour market diagnostics will be used to develop modelling estimates on the potential of creating decent jobs for youth and other marginalized persons through targeted investments in the identified sectors. Evidence-based demand- and supply- side policy options will be offered to steer policy dialogue on youth employment, including young refugees and IDPs, with a particular focus on young women and persons with disabilities. The research entity will be tasked to conduct the following activities and additionally develop actionable recommendations.
The scope of work is broken down into the following key tasks and included are some points on the methodology that can be used. However, the selected organization is expected to demonstrate their expertise by providing detailed methodologies to be used for the various tasks as part of their technical proposal while these would later be refined, agreed on and articulated in the inception report.
1. Conduct a meta-analysis of existing research, studies and policy briefs
The research organization will be expected to conduct a meta-analysis as a tool to examine and synthesize the existing policies and interventions that are already in place. The meta-analysis will be instrumental to identify trends, evaluate policy effectiveness and assess the policy gaps, especially looking at those that affect employment and employability and inclusion of youths and marginalized groups, which include persons living with disabilities, women, the forcibly displaced, refugees and migrant workers and returnees. Possible areas to be revealed by the meta-analysis would include challenges faced by refugees and migrant workers such as policy gaps, policy absence, lack of recognition for prior learning and reveal limitation or difficulties to access or obtain relevant documentation. The evidence gathered thereof will give insights into whether a remedial policy or whether major policy reforms are needed.
Using a methodology agreed on with the ILO and in line with the best practices for conducting rigorous meta-analysis, the research organization shall:
• Establish clear inclusion and exclusion criteria for selecting studies. These criteria should address study quality (e.g., study design, randomization, control for confounding factors) and the relevance of the study to the research question. The inclusion and exclusion criteria should be clearly defined and applied consistently, ensuring that only high-quality studies are included
• The organisation will utilize a variety of search strategies, including keyword searches in databases (e.g., Web of Science, Scopus), citation tracking, and searches of grey literature sources (e.g., government reports, policy documents) to ensure comprehensive coverage that are as exhaustive as possible spanning and over decades to capture long-term trends.
• Conduct robust, systematic and comprehensive literature review and apply rigorous criteria to synthesize existing research, peer reviewed studies, existing studies, policy briefs and prioritize empirical studies that include academic journals, surveys, econometric analyses including from academic databases, institutional reports such as from, ILO, World Bank, UNDP, Iraqi Ministry of Labour, KRG Ministry of Labour, legal documents and case studies.
• The organization will be expected to develop a clear categorization scheme for active labour market policy, meta-analysis classified programmes into types, e.g. training, public employment versus private employment, etc.
• Data extraction and analysis should follow established protocols, and sensitivity analyses should be conducted to assess the robustness of findings. Develop a standardized data extraction form to ensure consistent and accurate data collection across studies. Use appropriate statistical methods for pooling effect sizes, considering heterogeneity in the data, and conducting sensitivity analyses (e.g., subgroup analysis, publication bias tests).
• Transparent reporting of the methodology and results is essential for building confidence in the meta-analysis. Follow transparent reporting guidelines (e.g., the PRISMA guidelines) to ensure that the meta-analysis is replicable, and the findings are credible. Provide detailed information on the search strategy, selection criteria, data extraction process, analytical methods, and results.
The findings from the meta-analysis will be presented at the Inclusive Employment Platform (IEP) that was established among several stakeholders relevant to the labour market inclusion of refugees, IDPs and host communities in Iraq. The IEP is a collaborative initiative advocating for employment for everybody in Iraq, including refugees, internally displaced persons and host communities. A particular focus lays on marginalized groups such as women and persons with disabilities. The platform raises awareness among key stakeholders on the opportunities and challenges of integrating these groups into the workforce, with a strong focus on advocacy for inclusive policies. The assessments findings, the developed policies and policy briefs will further inform deliberations of the Inclusive Employment Platform. The IEP is chaired by the Ministry of Labour and Social Affairs while the GIZ is the secretariat, and the ILO provides technical backstopping and advice.
2. Conduct labour market situation analysis
The research organization will take a comprehensive approach to conduct labour market analysis and evaluate demand- and supply-side constraints and opportunities. The organization will conduct the following tasks using a methodology agreed on with the ILO during the inception phase:
• Review literature and studies in relation to the Iraqi labour market, including labour force and school-to-work transition surveys, socioeconomic reports and analytical studies on working conditions, the legal framework, social dialogue.
• Conduct labour market analysis for market trends, institutions and governance in Kurdistan Region in Iraq. The analysis shall map out all existing employment programmes and services (both private and public), while assess their impact and identifying their strengths and main shortfalls. The organization will look at local and nation-wide economic multipliers of productive inclusion of refugees and IDPs in the local labour market and assess the cost of inaction. Evidence-based demand- and supply- side policy options will be offered to steer policy dialogue on youth employment, including young refugees and IDPs, with a particular focus on young women and persons with disabilities.
• The research organization will use the consultative workshops for wider consultations with tripartite constituents and other major stakeholders in the labour market to further enrich the findings of the analysis.
• Present findings of the labour market situation analysis at a workshop for feedback and validation of the findings.
• Produce a report on the findings of the labour market situational analysis and present the findings at a validation workshop before producing a final report.
3. Conduct a series of national and subnational consultative workshops on key challenges and opportunities for employment for refugees and IDPs.
As part of their field work, the organization, in collaboration with the ILO, will conduct consultative workshops and meetings at national and subnational levels. They will conduct five (5) Tripartite plus consultative meetings at the national level and in Erbil, Ninawa, Duhok and Sulaymaniyah governorates to identify the challenges and opportunities for employment for refugees and IDPs including youths and women. It will be important for them to draw meeting/ workshop participants from relevant stakeholders that include- relevant government ministries and departments which include Ministries of Youth (MoY), Planning (MoP), Labour and Social Affairs (MoLSA); organizations that work with refugees and forcibly displaced persons, employer organization chapters e.g. Erbil Chamber of Commerce and Industries, Trade union chapters, TVET, and other organizations that represent the target group. The consultative meetings will also form part of the fieldwork in conducting the labour market analysis and diagnostics. Furthermore, the consultative workshops will be useful in the policy formulation process. The research organisations will have to
• Work with MOLSA, workers and employers’ representatives and the policy drafting steering committee to agree on the main vision, objectives, targets and timespan of the upcoming policy documents.
• Consult with the representatives of the sectoral line ministries in the tripartite policy drafting steering Committee, as well as the social partners, to elaborate an actionable framework in the different priority areas covered by the policies.
Conduct regular meetings to update the Committee on progress – the frequency of those meetings will be agreed upon by the Committee members and the ILO.
4. Develop modelling estimates on the potential of creating decent jobs for refugees, IDPs and youth through targeted investments in the identified green sectors.
The assessments will provide modelling estimates on the potential of creating decent jobs for youth through targeted investments in the identified sectors. Evidence-based demand- and supply- side and labour market intermediation policy options will be offered to steer policy dialogue on youth employment, including young refugees and IDPs, with a particular focus on young women and persons with disabilities. The assessments from number 2 above will inform the development of modelling estimates on the potential of creating decent jobs for youth through targeted investments in the identified sectors. The researchers will build on the data and evidence gathered in number 2 above to develop modeling estimates on the potential for job creation in target green sectors. The researchers would be expected to estimate job multipliers for selected green sectors to estimate the number of jobs created per unit of investment in a specific sector, which will be instrumental in developing models. It is important to note that not all jobs created will go to refugees, IDPs, and youth and would therefore need to assume a percentage of the total jobs created are allocated to these groups. The findings from the assessments will inform modelling estimates on the potential of creating decent jobs for youth through targeted investments in the identified sectors.
5. Consultative Policy formulation
Based on the findings of the meta-analysis, labour market analysis and consultative meetings, the research organization will work with the ILO and drafting steering committee to develop at least three policies. These policies will be evidence-based, and demand-driven to address the identified policy gaps and challenges within the policy environment. In addition, the researchers will be responsible for developing policy briefs that would be used for government engagement.
• The research organization will facilitate the formation of a tripartite policy drafting steering committee who will spearhead the drafting of the agreed policies.
• The researchers will share the labour market analysis and meta-analysis reports to the tripartite policy drafting steering committee. The drafting steering committee will work with the research organization to develop draft Policy documents, based on the analysis of reports, and in line with International Labour Conventions and Standards especially the Employment Policy Convention (No. 122), the Employment Policy (Supplementary Provisions) Recommendation (No. 169) and the Employment and Decent Work for Peace and Resilience Recommendation (No. 205).
• Together with the Drafting Committee, present the draft policy document during consultative workshops and attend discussions of that draft, and incorporate any requested changes/modifications into the final Policy Document.
• Consult with the representatives of the sectoral line ministries in the tripartite policy drafting steering, as well as the social partners, to elaborate on an actionable framework in the different priority areas covered by the Employment Policy.
• Conduct regular meetings to update the Committee on progress – the frequency of those meetings will be agreed upon by the Committee members and the ILO.
These developed policies and policy briefs will be shared through the IEP to further influence the policy environment.
6. Validation workshops
The implementing partner will conduct a series of validation workshops and awareness-raising events based on the evidence generated under output 1.1 will further strengthen of stakeholders’ understanding of a comprehensive approach to addressing youth, women and forcibly displace persons employment and labour market deficits. The validation workshops will also be used to present the findings from the various research and assessments-i) meta-analysis report; (ii) Labour market and employment diagnostics; iii) Draft policy documents and policy briefs will be shared with the tripartite plus at validation workshops. The validation workshops will provide relevant stakeholders with an opportunity to confirm the accuracy, truth, of the findings and assess the acceptability based on evidence, logic, or established standards.
7. Capacity Building of national stakeholders on employment responsive policy formulation
The consultants will build the capacities of 30 national stakeholders in Federal Iraq and KRI, including the Ministry of Labour and Social Affairs, the Ministry of Migration and Displacement, the Ministry of Interior, the Ministry of Youth and Workers and employers’ organizations including from trade unions and employers’ organizations, in the selected governorates. These will be trained on refugees, IDPs and youth-responsive labour market policies formulation to engage in evidence-based policy dialogue on youth employment and how to design youth-responsive labour market and employment solutions, with a focus on the sectors with a potential to create decent jobs for youth. The capacity building exercise will be based on identified capacity gaps and may include some of these tasks:
• Based on the capacity gaps identified during the assessments, develop training curriculum and training materials.
• Training may cover some of the topics that include definitions and principles of evidence-based policy making; evidence and techniques of data collection; tools and methods for consultative data collection and policy formulation.
• The organization will use appropriate interactive training methodologies suitable for adult learning, use practical tools and may include digital flexible and self-paced training.
Furthermore, the entity may require submission of assignments accompanied by on-going remote coaching following in-person training
The ILO and organization agree on methodology and training materials to be used for the training.
REQUIRED EXPERTISE OF THE IMPLEMENING PARTNER
The envisaged implementing partner will have the following required expertise.
• The team leader should have at least 10 years of experience in developing studies focusing on the public sector, for instance performance, governance, labour market, and service delivery assessments in complex political and economic environments. Proven success in similar projects in the Middle East or other developing regions is essential.
• Expertise in advanced statistical knowledge, research methods and analysis, consultative policy and regulatory development, demand driven skills development, actuarial science
• Proven experience in conducting extensive research and assess, including meta-analyses, with specific experience in labor, market, data collection and management.
• Experience in combining results from different studies to identify patterns, relationships, or trends across multiple datasets.
• Multidisciplinary Team- the research entity must assemble a highly skilled, multidisciplinary team with expertise in public sector management, economics, data analysis, and governance reforms, as well as qualified and trained data collectors’ team on ground to complete the data collection part and they must have full knowledge about the concept of the study.
• The Implementing partner should have among staff some with demonstrated quantitative and econometric skills and strong documentation and presentation skills
• Proven competencies which include i) understanding of the policy development process; ii) facilitatory skills and strong stakeholder engagement and communication; and iii) critical thinking and problem-solving.
References: A portfolio of at least 3 similar projects, with references validating the organization’s experience.
SELECTION CRITERIA OF THE IMPLEMENING PARTNER
• Be a legally duly registered foundations, research institutions, statistical institutions, educational institutions (including universities), intergovernmental organizations created by an act of international law, and any other entities of a similar nature to those listed in this subparagraph.
• constituents of the ILO and/or an affiliated member of such a constituent, including governmental, employers’ and workers’ organizations
• Have a demonstrated active presence and strong work foundations and previous experiences.
• Willingness to be truly inclusive of all and to practice non-discrimination in selecting trainees, hiring staff and providing support to specific groups as needed so the participants can successfully participate and complete the programme and be employed or self-employed.
• Have the requisite qualified competent personnel/staff for both management and technical related works with the infrastructure and administrative and logistical support for undertaking the specific activities in the project.
• Strong relations, linkages, and collaborations with the government and non-government institutions focusing labour policy development, skills development and employment generation.
• Demonstrated financial reliability and accountability, and an established and effective system of accounts/audits.
• Working with ILO and/or knowledge of the ILO approaches, tools and methodologies for skills will be an asset.
• Willingness to comply with the ILO reporting and evaluation systems.
PROPOSAL SUBMISSION PROCEDURE
The ILO invites technical and financial proposals from qualified organizations meeting the above criterion as stipulated in this Terms of Reference (TOR). Technically responsive and financially viable organization/entity will be chosen following ILO’s procurement rules/procedures on evaluation by ILO team of professionals.
In the technical proposals, bidders should also share a signed version of -Annexes 2 and 3 -Terms and Conditions of an IA and the Declaration form.
The bidding organization must submit the proposed offer "Technical and Financial Proposals" in separate digital folders mentioning "Technical Proposal" and "Financial Proposal" on each digital folder so that the financial information could not be revealed before financial proposal opening. The two digital folders saved in one digital folder (zipped) with the title saved as the full name of the bidder, followed by the project title "Evidence-based Inclusive policy development for improved labour market performance and integration of marginalized groups in Northern Iraq", and date of submission".
Questions from potential bidders on any section of this TOR are welcome. Please send relevant questions to the following email address: iraq-procurement@ilo.org
Applications should be submitted by email to iraq-procurement@ilo.org.
Both financial and technical proposals should be valid for 90 days.
The deadline for submitting the technical and financial proposals is is June 30, 2025, by 12:00 midnight (Baghdad time).
SELECTION CRITERIA
The implementing partner should fulfil the following criteria:
• Be a legally duly registered foundations, research institutions, statistical institutions, educational institutions (including universities), intergovernmental organizations created by an act of international law, and any other entities of a similar nature to those listed in this subparagraph.
• constituents of the ILO and/or an affiliated member of such a constituent, including governmental, employers’ and workers’ organizations
• Have a demonstrated active presence and strong work foundations and previous experiences.
• Willingness to be truly inclusive of all and to practice non-discrimination in selecting trainees, hiring staff and providing support to specific groups as needed so the participants can successfully participate and complete the programme and be employed or self-employed.
• Have the requisite qualified competent personnel/staff for both management and technical related works with the infrastructure and administrative and logistical support for undertaking the specific activities in the project.
• Strong relations, linkages, and collaborations with the government and non-government institutions focusing labour policy development, skills development and employment generation.
• Demonstrated financial reliability and accountability, and an established and effective system of accounts/audits.
• Working with ILO and/or knowledge of the ILO approaches, tools and methodologies for skills will be an asset.
• Willingness to comply with the ILO reporting and evaluation systems.
• Required expertise given above
Technical Proposal (70%)
The Technical proposal will contain 70% weight, whereas the Technical Evaluation passing score is 50%.
• Any applying entity that scores less than 50% in Technical Evaluation shall not be considered for financial evaluation. The technical proposal is expected to be submitted by the bidders in the following structure:
• Organization’s profile demonstrated ability to conduct meta-analysis, for instance, labour market, and conducting labour market diagnostics and assessments in complex political and economic environments and demonstrated ability to develop policies that are evidence based and to develop modelling estimates.
• Proven success in similar projects in the Middle East or other developing regions is essential.
• Detailed description of relevant past works and assignments related policy formation and labour market diagnostics, operations in transitional or post-conflict situation.
• Summary of the proposed methodology, implementation plan and M&E.
• Detailed work plan with a timetable related to the different activities
• CVs of Team leader and staff involved in the project implementation demonstrating their capacity to conduct the assignment.
• Foreseen challenges during the implementation of the project and mitigation methods
The Technical proposals will be evaluated in accordance with the criteria stated below:
# Description of Technical Evaluation Percentage
1 Relevant Experience of the research entity in
10%
2 Strong Field presence in the Northern Region of Iraq 5%
3 Understanding of the TORs and the aim of the services to be provided; Overall methodological approach, work plan, quality assurance, appropriateness of tools and estimated difficult and challenges 35%
4 Human Resources proposed for the assignment (qualification and
experience) + detailed CV
10%
5 Previous experience in conducting similar researches and in policy formulation processes and working with the UN 10%
Total 70%
Note:
• Clarity of the proposal, provision of all required documentation, and innovative delivery are considered as a cross-cutting measurement criterion.
• ILO has the right to request clarifications and/or pitch proposal on the technical and financial proposal from selected bidder(s)
Financial Proposal (30%)
The financial proposal will contain 30% weight. The bidders shall complete the financial proposal using an excel sheet (shared alongside the TOR at the publication stage) and submit both the Excel version attached to this TOR and the signed PDF version.
The financial proposal shall demonstrate the following items:
• Activity costs for conducting assessments including field work, conducting various workshops including the transportation cost, miscellaneous, and logistic costs (all these costs will be paid by ILO to the implementing partner against submitted invoices supported by the needed evidence documents, such as procurement invoices, and signed sheets of workshop attendance, submission of satisfactory reports and knowledge materials).
• Staffing costs (team leader, coordinator, admin/fin support…)
• Overhead costs and other costs associated with the project (including travel,
• Communication, etc.)
Note
• The financial proposal will be evaluated based on price reasonableness and overall cost
• Management cost to manage the activities and tasks of the assignment including staffing cost (project leader, administrative and financial support, trainers-if any, reporting and mentoring officers, etc). Management cost will be paid against deliverables, as shown in the table below:
DELIVERABLES AND PAYMENT SCHEDULE
# Instalment Deliverable Details Timeframe to submission of deliverable Due Deadline
First Payment 30% or 30,000 USD Whichever is less upon Signing the implementing agreement and submitting the inception report Deliverable #1: Inception report should describe how the research organisation will conduct the assignment including methodology, stakeholder engagement, data collection, tools used and reporting of findings. The report should be clear on how the findings of the body of would be documented and packaged into knowledge products and disseminated. 10Days End of second week after signature
Second payment 25% of the total IA value
- Upon submission of deliverable #2.
2. Upon spending 80% of previous advance. Deliverable #2: Submit a 25-30page succinct meta-analysis report to be guided by the following framework:
-Introduction that includes the research objectives
-Methodology: Search strategy, inclusion/exclusion criteria.
-Results: Thematic/quantitative synthesis.
-Discussion: interpretation of results, policy implications, limitations, current findings in the context of the available scientific literature and existing knowledge and possible reasons for the positive or negative results of their meta-analysis.
-Recommendations-recommend key suggestions for informing policy decisions. 1.5 Months End of second month after signature
Third Payment 20% of the total IA value 1. Upon submission of deliverable #3.
2. Upon Spending 80% of previous advance Deliverable #3: Submit a report of the labour market situation analysis 1 month End of fourth month after signature
Forth Payment 20% of the total IA value
- Upon submission of deliverable #4,5 &6
2. Spending 80% of previous advance
Deliverable #4: Training report on capacity building of stakeholders 5Days End of fifth
Month after signature
Deliverable # 5: Submit Three (3) policies drafted and submitted to the government for their input as part of the consultative process. In addition, these will be presented at the validation workshops and IEP for wider collaboration. 1.5 months
Deliverable # 6: Produce at least 4 policy papers on labour market situation areas that are selected by the relevant stakeholders from the selected governorates, with a focus on women, young refugees and IDPs. 10days
5.Final Payment, up to 5% of the total IA value
Upon submission of deliverables #7,8 & 9
Deliverable #7: Upon submission of the final reports and knowledge products -final drafts of policies to MolSA
10 days End of the 6th month
Deliverable #8: Modelling estimates reports 15 Days
Deliverable #9: Final drafts of policies to MolSA 10 days
TIME FRAME/EXPECTED DURATION
All assignment’s deliverables are expected to be delivered to the satisfaction of the ILO by end of 6 months effective from date of signature. All deliverables are expected to be delivered by 28 February 2026
SUPERVISION AND LOGISTICAL ARRANGEMENTS
The selected research organisation will work under the supervision of the ILO Project Manager with technical guidance of the ILO Sr. Employment specialist from Decent Work Team for Arab states, based in Amman with additional coordination with the ILO Iraq Country Coordinator. The implementing partner shall coordinate with tripartite plus committee which would include the Chambers of Commerce and Industries and trade unions, MoLSA, MoY and other relevant ministries.
Furthermore, the research organisation must mobilize their own resources or outsource necessary resources (including human resources) for all activities under this consultancy. ILO will not provide any additional resources, other than the technical and financial assistance to be provided by the ILO, under the contract to be signed between the ILO and the selected Research Organisation. Thus, the prospective candidates for this consultancy shall submit their proposals along with detailed cost estimates for each activity.
________________________________________
ANNEXES
1. Terms and Conditions for the bidder to review and sign
2. Budget template to be used for financial offer submission
How to Apply:
The ILO invites technical and financial proposals from qualified organizations meeting the above criterion as stipulated in this Terms of Reference (TOR). Technically responsive and financially viable organization/entity will be chosen following ILO’s procurement rules/procedures on evaluation by ILO team of professionals.
In the technical proposals, bidders should also share a signed version of -Annexes 2 and 3 -Terms and Conditions of an IA and the Declaration form.
The bidding organization must submit the proposed offer "Technical and Financial Proposals" in separate digital folders mentioning "Technical Proposal" and "Financial Proposal" on each digital folder so that the financial information could not be revealed before financial proposal opening. The two digital folders saved in one digital folder (zipped) with the title saved as the full name of the bidder, followed by the project title "Evidence-based Inclusive policy development for improved labour market performance and integration of marginalized groups in Northern Iraq", and date of submission".
Questions from potential bidders on any section of this TOR are welcome. Please send relevant questions to the following email address: iraq-procurement@ilo.org
Applications should be submitted by email to iraq-procurement@ilo.org.
Both financial and technical proposals should be valid for 90 days.
The deadline for submitting the technical and financial proposals is is June 30, 2025, by 12:00 midnight (Baghdad time).
