Background

The ENABLE programme seeks to bridge the gap between skills development and short-term employment opportunities for individuals engaged in the construction sector. The programme piloted a new integrated approach in Horsh Beirut, targeting 100 participants (11 female, 89 Male) in collaboration with an implementing partner. Works conducted under this pilot initiative include levelling and site preparation, masonry/concrete works, tiling, electricity, and plumbing. This pilot aimed to enhance the capacity of workers engaged in short-term construction projects by providing targeted skills training while simultaneously increasing their prospects for more sustainable employment. This dual model involves both a training provider and a contractor, where the aim of the project is to provide a thorough comparison between the pilot initiative and (a) other centre-based trainings and (b) construction projects without skills building activities. Given the growing importance of such initiatives in the employment and skills development ecosystem, a thorough review of these pilots is required to understand its effectiveness, challenges, and overall impact.

Context

Under ENABLE, the pilot involves both a training provider and a contractor, leveraging the expertise of each stakeholder: training centres deliver targeted, certified instruction, while contractors provide hands-on, real-life construction scenarios. This dual-stakeholder model not only builds technical skills but also strengthens ties between training institutions and the private sector, enabling the identification of capacity-building needs and fostering pathways to employment. By contrast, other models implemented by development agencies often include: (a) construction activities without a skills-building component, such as Cash for Work schemes, which offer temporary income but limited long-term employability; (b) training and construction projects led solely by training providers, where the provider handles both instruction and implementation, potentially limiting private sector engagement; and (c) trainings that do not lead to formal certification, reducing their recognition in the labour market. The ENABLE model aims to address these limitations through its integrated, certification-oriented, and employment-linked approach.

Objective of the Assignment

The overall objective of this consultancy is to conduct a comprehensive review of the implementation of the pilot project, document what aspects of the integrated model worked well, identify challenges and shortcomings, and provide actionable recommendations for improvement and scale-up. In addition, the consultant will conduct a comparative analysis between the ENABLE programme’s model and the traditional NGO-led model, determining which approach yields better outcomes in terms of worker capacity building, quality of employment, sustainability, and sectoral integration. The implementing partner will further articulate the broader significance of such initiatives in contributing to workforce development and private sector engagement.

The implementing partner will also articulate the specific added value brought by the ILO in contrast to other development actors, with explicit reference to International Labour Standards (ILS), particularly R208 and C142, as a foundational lens for assessing quality and impact.

The service provider will specifically analyse the extent to which provisions under ILO Recommendation 208 (R208) have been integrated into the pilot model, including aspects of formal agreement with apprentices, mechanisms for apprentice protection, provision of incentives and structured progression, the existence of a structured training programme, and whether the programme leads to certification for a full qualification.

An assessment will be conducted on how well the training programmes are aligned with both current labour market needs and the aspirations of learners, as outlined in ILO Recommendation C142. This will involve collecting data on perceived relevance and personal development outcomes from both employers and trainees.

Scope of Work

The service provider will use the lens of relevant International Labour Standards (notably R208 and C142) to structure the assessment of training quality, learner protection, and labour market relevance, ensuring the ILO’s value-add is clearly demonstrated in comparative analyses.

The service provider will be tasked with thoroughly examining the pilot projects, engaging closely with key stakeholders, including project staff, training providers, trainees, contractors, and representatives from the Directorate General of Vocational and Technical Education (DGTVET). Specifically, the consultant will review the design, implementation, and outcomes of the pilots; analyse the efficacy of merging skills training with private sector short-term employment; and assess how this compares to traditional modalities. The implementing partner will explore operational challenges, stakeholder satisfaction, the relevance and quality of the training curricula. A main focus of the study is to review the extent to which employment prospects have been improved, employment outcomes, and effect on lifelong learning (all results will be disaggregated by sex, origin, and disability status). Furthermore, the service provider will investigate the dynamics of the relationship between training providers and private sector actors, while exploring how the model has changed the functions of instructors and in-company supervisors or trainers.

Methodology

The service provider will employ a mixed-methods approach designed to capture both the depth of stakeholder experience and the breadth of comparative practice.

A comprehensive desk review will first be conducted of all Enable project documentation, relevant NGO reports, and published case studies on similar initiatives.

The service provider will carry out Key Informant Interviews (KIIs) and Focus Group Discussions (FGDs) with core Enable Programme stakeholders—trainees, trainers, project managers, contractors, and DGTVET representatives—as well as at least three external organizations that have implemented analogous skills-plus-employment projects. These interviews with peer organizations will enable a structured comparison of differing design approaches, delivery mechanisms, partnership structures, and outcomes.

To further underscore the added value of skills training, the service provider will also interview managers and beneficiaries of employment-intensive projects that did not include a formal skills-building component; the insights gained will feed into a dedicated analytical section arguing for the integration of training into short-term employment interventions.

The service provider will convene a one-day participatory workshop with representatives from training providers, DGTVET, trainees, and contractors. The workshop will serve to validate preliminary findings, co-create a set of draft recommendations, and foster cross-stakeholder learning. All interviews and discussions will be recorded, transcribed, and thematically analysed to ensure rigorous triangulation of evidence. The workshop shall include 10-15 participants and should include lunch and coffee breaks.

Deliverables

The service provider will deliver the following outputs:

1. Deliverable 1: An online survey to all beneficiaries to bring some quantitative approach and solidity to the otherwise qualitative research.
2. Deliverable 2: A draft comprehensive final report to be presented for validation that includes:
   • Executive summary;
   • Detailed description of the pilots’ design and implementation and assessment of the alignment of training activities with R208 and C142, including:
     • Structured training – competency based? Training plan and log book? Formative assessment? Role of self-assessment?
     • Coordination of the process and design of the action with the construction contractor and the training provider, the targeting for employment….
     • Apprenticeship agreements – their contents and the extent to which they were negotiated.
     • Evidence of learner protection mechanisms (OSH and social protection)
     • Inclusivity – quantitative analysis of the extent to which ALL learners (irrespective of their sex and citizen / refugee status, disability status), were recruited, followed the training (or dropped out), were assessed and certified, and had positive transitions to the labour market or further learning.
     • Promotional activities undertaken and incentives – and their relative effectiveness
     • Relevance of training to labour market demands and alignment with learners’ aspirations
     • Competency based assessment, certification and qualification recognised on the labour market and for further education/training.
   • Analysis of what worked well and what did not, specifically in terms of improved learning, employment, and lifelong learning outcomes;
   • Comparative analysis of the Enable Programme model versus other school based construction training led by other agencies, with arguments for the strengths and weaknesses of each;
   • Comparative analysis of the Enable Programme model versus short-term employment models with no skills building components;
   • Co-created recommendations for enhancing the model, scaling up successful elements, and addressing identified challenges;
   • Discussion on the broader significance of integrated skills development and employment models, with particular attention to private sector engagement and national workforce strategies.
3. Deliverable 3: A final report to the satisfaction of the ILO that includes feedback and comments generated through the workshop.

The final report must be of publishable quality, written in clear, professional edited English, and formatted according to provided guidelines.

Profile of the Service Provider:

The service provider must have substantial expertise in labour market development, technical and vocational education and training (TVET), workforce development programmes, and private sector engagement. Experience conducting reviews or evaluations of donor-funded employment and training projects is essential. The service provider must possess demonstrated ability to facilitate participatory workshops and conduct qualitative research, including KIIs and FGDs, with diverse groups of stakeholders. A strong analytical capacity, excellent writing skills in English, and familiarity with the Lebanese context are required. Applicants must have a team communicating in English and Arabic.

Selection Criteria

1. Qualifications and relevant experience. Company profile shall include demonstrated knowledge in vocational training, workforce development; proven track record in evaluating TVET or employment-linked projects; and familiarity with the Lebanese context. Team leader CV should demonstrate at least ten years of relevant experience and include three references from previous clients.
2. Technical approach and methodology. Proposals must spell out a clear, logical plan for desk review, KIIs, FGDs, comparative interviews (with both skills-plus-employment, employment-only, and skills-only projects). Proposal shall detail the one-day participatory workshop approach, methodology, and tools used. This section will be scored on the soundness of the research design, the robustness of data-analysis techniques, and the feasibility of the timeline.
3. Demonstrated experience with analogous projects, i.e. concrete examples where the consultant has evaluated or designed similar assignments including training evaluations. Short case studies or report excerpts should be submitted as annexes to illustrate past performance and learning .
4. Team composition and availability. Proposers must identify all key personnel (lead consultant, research assistant(s), workshop facilitator), outline their roles, provide CVs, and confirm their dedicated availability for the six-week assignment. Substitutions after contract award will not be accepted without prior approval.
5. Financial proposal and cost effectiveness: Budgets should be realistic, transparent, and well-justified against deliverables and travel requirements. Expenditures for personnel days, travel, accommodation, workshop costs, and incidentals must be detailed and justified as per the suggested methodology.

Required Proposal Submittals

Consultants should organize their proposal into the following sections and attach all listed documents. Proposals missing any of these elements will be deemed non-responsive.

1. Company Profile including company registration papers
2. Technical Proposal
   • A narrative (max. 10 pages) describing your understanding of the assignment, proposed methodology (desk review, KIIs, FGDs, comparative interviews, site observation, workshop facilitation), and a detailed work plan with milestones matching the sample work plan in the ToR.
   • A Gantt chart or timeline indicating key deliverables and review points.
3. Qualifications & CVs
   • A table listing each proposed team member, their role, level of effort (days), and confirmation that no substitutions will be made without prior written approval.
   • CV of the lead consultant demonstrating at least ten years’ relevant experience, advanced degree(s), and three professional references (with contact details).
   • CVs of all key team members (research assistants, any proposed specialist), including their specific roles and daily availability.
4. Demonstrated Experience
   • Up to three short case studies or reports of past evaluations or designs of skills-plus-employment, skills only, or employment-only projects, ideally in Lebanon or a comparable context from the past two years.
   • Contact details for clients who can verify performance on these assignments from the past two years
5. Financial Proposal & Budget
   • A detailed budget with clear unit costs, quantities, and subtotals for all line items.
   • A brief budget narrative explaining assumptions (e.g., daily rates, travel costs) when applicable.

The financial proposal should be shared in both excel and a pdf signed and stamped versions.

Duration

The assignment will take place over a period of approximately eight weeks, starting from the date of contract signature – expected between 01 July 2025 till 31 August 2025

Coordination and Reporting

The service provider will work under the overall supervision of the ENABLE CTA and ENABLE Skills, Employment, and Resilience Officer. The service provider shall lead on appointment scheduling, logistics preparation, communication with stakeholders/participants, etc. Regular check-ins will be scheduled to ensure alignment and support throughout the assignment. Draft deliverables will be submitted for feedback before final versions are approved.

Payment Terms

One full payment to be issued upon the successful completion of the activities, submission of deliverables to the satisfaction of the ILO, and invoice submission.

How to Apply:

Interested companies shall submit their quotations by 26 May 2025 , COB Beirut time, to the below emails: daher@ilo.org and chaya@ilo.org cc-ing barroeta@ilo.org, alriachi@iloguest.org

Please ensure to include your preferred contact email address, allowing us to reach you through that address with the email subject to be mentioned as: Your Company Name-Comparative Study
Late or incomplete applications will not be considered.