Expression of Interest (EOI)

The service contract for conducting a comprehensive needs assessment in Rwanda's construction sector to design an effective upskilling program for informal construction workers in Rwanda.

Reference Number:83470256

Publication date: 26.07.2024

Introduction

The Deutsche Gesellschaft für Internationale Zusammenarbeit (GIZ) GmbH is a federally owned international cooperation enterprise for sustainable development with worldwide operations. The GIZ Office in Kigali covers GIZ’s portfolio in Rwanda and Burundi. GIZ Rwanda/Burundi implements projects on behalf of the German Federal Ministry for Economic Cooperation and Development, the European Union and other commissioning authorities in the following priority areas: Sustainable Economic Development; Good Governance; Climate, Energy and Sustainable Urban Development; Digitalization and Digital Economy; and regional projects in the Great Lakes Region.

The Deutsche Gesellschaft für Internationale Zusammenarbeit (GIZ) GmbH is a federally owned international cooperation enterprise for sustainable development with worldwide operations. GIZ has worked in Rwanda for over 30 years. The primary objectives between the Government of Rwanda and the Federal Republic of Germany are poverty reduction and the promotion of sustainable development. To achieve this, GIZ Rwanda is active in the sectors of Sustainable Economic Development, Decentralization and Good Governance, Climate and Energy.

Guided by the principle that targeted investments create jobs, the German Federal Ministry for Economic Cooperation and Development (BMZ) launched the Special Initiative “Decent Work for a Just Transition”. Under the brand “Invest for Jobs”, the Special Initiative promotes investment by European and African companies in eight selected partner countries across the continent, including Rwanda. GIZ, one of several implementing organizations, offers advice, stakeholder engagement, and financial support to overcome investment barriers, improve the competitiveness of SMEs, and foster growth in key and innovative sectors. This collaborative effort with the private sector aims to create decent jobs, improve working conditions, and enhance social protection.

Context

The informal sector makes a significant contribution to economic activity in Sub-Saharan Africa (SSA). According to the ILO (2022)[1], the informal sector accounts for almost 85 % of employment in the region, generating 36 to 40 % of SSA’s GDP (World Bank, 2019)[2]. This, however, often comes at a high cost for workers' well-being. Informal jobs, while providing much-needed work opportunities (particularly for Rwandan youth facing a high unemployment rate of 20.8 % according to the 2023 Labour Force Survey (LFS)[3]), lack essential protections and benefits. Workers are left financially and socially isolated, caught in a loop of precarious situations characterized by fluctuating income, excessive hours, and a lack of job security or social safety nets. These conditions not only jeopardize human well-being, but also reduce the sector's overall efficiency and quality.

Rwanda's construction sector exemplifies this challenge. Despite being the third largest economic activity, employing over 10% of the workforce, a staggering 91.3%[4] of construction jobs are informal. This translates to a vast pool of under-utilized talent and hinders the sector's ability to deliver high-quality projects. The consequences are felt not only by the workers themselves but also by businesses struggling with inefficiencies and a lack of qualified workers.

The government's investments in infrastructure and talent development are important. However, a more comprehensive solution is required to address the underlying causes of informality and ensure the sector's long-term viability. This is where digital platforms by job placement agencies, such as Fixa, emerge as important intermediaries. The essence of such platforms is twofold: firstly, to provide informal workers with a digital identity, thus enabling transparency on employment, earnings, contributions to social security schemes such as pension, health insurance, etc., as well as skills histories, amongst others. Secondly, workers can be placed according to demand via the platform. As the platforms in question are accessible via simple feature phones, they offer widespread participation and empowerment of a sizable segment of the informal workforce.

However, enlisting informal workers on digital platforms alone will not address the fundamental challenge of significant skills shortfalls in the construction sector. Nor will it necessarily lead to an improvement of working conditions or increased access to social benefits, unless a pathway is created that gives informal workers access to demand-oriented training and continued professional education programs, certifications, and social benefits. However, only a well-trained and protected workforce will lead to higher productivity and a better quality of construction work and ultimately contribute to a more inclusive Rwandan economy

Objective of the assignment:

The Special Initiative "Decent Work for a Just Transition" seeks the services of a contractor to conduct a comprehensive needs assessment in Rwanda's construction sector to design an effective upskilling program for informal construction workers in Rwanda. Specifically, the assignment will assess industry needs and worker capacity through the analysis of relevant documents (desk review) and stakeholder consultations. This analysis will inform a report with recommendations for the upskilling program’s design, including targeted skills, trainers, training methods, and how to measure success.

The contractor shall be hired for the anticipated contract term, from 1^st September 2024 to 30^th November 2024.

The services described in Section 4 shall be provided until 31^st October 2024.

The contractor shall provide the following work/service

 Period of assignment: from 1^st September 2024 to 31^st December 2024

Task 1: Inception report

Develop an inception report to serve as a preliminary document summarizing the initial planning phase. This report should outline the project's objectives, methodology, scope, key stakeholders, and potential challenges.

Task 2: Review relevant documentation

The initial phase of the assignment will involve a comprehensive review of existing documentation related to Rwanda's construction sector, the operations of relevant Rwandan job placement agencies, and national policies supporting the Technical and Vocational Education and Training (TVET) of construction workers in Rwanda. The documents to be reviewed include but are not limited to:

Policy and framework documents:

• National Qualification Framework (NQF) for construction trades: analyse the NQF framework to understand officially recognized skills and qualifications for formal construction employment.
• Rwanda's Workplace Learning Policy: Review this policy to gain insights into government initiatives promoting workplace learning and skills development.
• Guidelines on the implementation of the Rwandan Workplace Learning Policy: This document will provide more specific details on how the Workplace Learning Policy is being implemented in Rwanda.

Worker development initiatives:

• Recognition of Prior Learning (RPL) operational manual: This resource will provide details on Rwanda's RPL program, which allows informal workers to gain formal recognition for their existing skills and experience.

Industry reports and studies:

• Identify and review recent studies published by government agencies, research institutions, or industry associations. These studies may provide valuable insights into highly demanded trades, skills gaps, informal sector dynamic.

Task 3: Stakeholder interviews and focus group discussions

This phase involves gathering in-depth information from key stakeholders to understand the specific needs and challenges of the upskilling program.

• Project portfolio: Identify the client base of job placement agencies placing workers in the construction sector to determine potential upskilling program locations. One possible agency to look at should be Fixa. Other agencies should be identified in addition;
• Skills gaps analysis: Quantify specific skills gaps across current and future construction projects, focusing specifically on projects working with job placement agencies;
• Worker profile: Gain detailed insights into the demographics and skills levels of workers registered with and placed by job placement agencies such as Fixa, focusing on gender representation within various trades;
• Earnings analysis: Analyse earnings per trade to understand potential wage discrepancies and inform training prioritization;
• Skills distribution: Assess the distribution of workers across trades and skills levels, identifying concentrations of beginners, mid-level workers, and potential skills gaps;
• Existing training initiatives: Explore existing informal skilling initiatives and internal skills assessment formats to leverage existing resources;
• Training delivery methods: Discuss budgetary constraints, preferred training delivery methods (considering client preferences), and willingness to contribute to training material costs;
• Learning preferences: Understand worker learning preferences and preferred training schedules, considering client needs.

Client needs analysis:

• Skills requirements: Interview targeted clients from key clients of placement agencies to understand their specific skills requirements for current and upcoming projects.
• Qualifications and certifications: Identify preferred qualifications and certifications for workers on client sites to ensure program alignment;
• Pilot program participation: Gauge client willingness to participate in the pilot program and provide access for worker training, assessment, and certification;
• Cost-sharing: Assess client willingness to contribute to the cost of training materials.

Informal worker focus groups:

• Skills assessment: Conduct focus group discussions with informal construction workers at various project sites to understand their current skills levels. Explore their capacity to handle upskilling programs for informal workers,
• RPL awareness: Assess informal workers' awareness of the Recognition of Prior Learning (RPL) program.

Other stakeholders

• TVET institutions: Engage with relevant TVET institutions offering construction skills training programs;
• Other training institutions: Interview representatives from other institutions offering construction skills training programs to understand their course offerings, target audience, and potential role in the upskilling program.

Task 4: Analysis and recommendations

The data collected from interviews, focus groups, and document reviews will be analyzed to develop a comprehensive needs assessment report with the following key elements:

• Skills gaps and training needs: Identify key skills gaps and prioritize training needs based on industry demand, worker skills, and client requirements;
• Skills matrix: Develop a preliminary skills matrix outlining the skills required for various construction trades and the current skills levels of target beneficiaries;
• RPL integration feasibility: Assess the feasibility of integrating the RPL program into the upskilling activities and recommend strategies for worker preparation to leverage prior learning towards formal qualifications;
• Needs assessment report: Prepare a comprehensive report with recommendations for the training program design, including:
• Skills: Identify skills areas to be targeted for training based on client and worker needs;
• Required trainer profiles: Identify the expertise needed for effective training delivery;
• Training delivery methods: Recommend training modalities such as on-site workshops, blended learning, or online courses to optimize program reach and effectiveness;
• RPL partnership: Identify potential partnerships with TVET institutions for RPL accreditation to facilitate formal certification for informal workers;
• Program evaluation metrics: Design data collection methods to evaluate worker progress, track training effectiveness, and measure program impact.

Deliverables

A clear roadmap for implementing the upskilling activities, addressing the following aspects:

Implementation approach

• Target worker profile: Define the specific profile of workers to be prioritized for upskilling based on skills gaps, gender representation, and trade needs;
• Trade selection: Select the specific construction trades to focus on based on industry demand and existing project portfolios of placement agencies;
• Client and site selection: Identify specific client locations and project sites for upskilling interventions;
• Program duration and beneficiary numbers: Determine the optimal program duration and number of beneficiaries to ensure quality training and impact;
• Implementation team: Outline the composition of the implementation team, including international and national experts, their profiles, and the required number of specialists;
• Curriculum development: Establish a process for curriculum development, identifying the responsible parties and ensuring its alignment with identified skills gaps;
• Role of placement agencies: Clearly define the involvement of placement agencies such as Fixa in the upskilling program, including logistical support, worker mobilization, and communication.

TVET institutions and RPL integration

• Relevance and cost: Analyze the relevance and cost-effectiveness of including TVET institutions in the upskilling program;
• Implementation feasibility: Assess the realistic implementation prospects of integrating the RPL.

Notes

• Upon contract signature, the contractor will be provided with relevant information, such as client data, stakeholder lists and interview contacts. GIZ will further support the contractor with recommendation letters, where required. Tender requirements

II. Tender requirements

Qualifications of proposed staff

The tenderer is required to propose personnel for the positions specified here and described with respect to the areas of responsibility and qualifications on the basis of relevant CVs.

The below specified qualifications represent the requirements to reach the maximum number of points in the technical assessment.

1.1 Expert 1:

1.1.1 General qualifications

Education: Bachelor’s degree in construction, architecture construction management, project management, public policy, development studies.

Professional experience: At least 10 years of experience in project management in the construction sector, 5 years of experience in needs assessment and skills development in the TVET sector and 5 years of experience in engaging with diverse stakeholders, including government officials, private sector representatives, NGOs, and community members.

1.1.2 Experience in the region/knowledge of the country

At least 5 years of experience working in Rwanda or East African context

1.1.3 Language skills:

Business fluency in C1 in English and fluency in Kinyarwanda.

Quantitative requirements

Calculate your financial bid exactly in line with the quantitative requirements of the specification of inputs above. There is no contractual right to use up the full days/travel or other costs. The number of days/travel/other costs and the budgets will be contractually agreed as maximum amounts. The regulations on pricing are contained in the price schedule.

Requirements on the format of the tender

The CV submitted for each expert can have a maximum of four pages. The concept (if required) should not exceed five pages. If one of the maximum page lengths is exceeded, the content appearing after the cut-off point will not be included in the assessment. External content (e.g., links to websites) will also not be considered).

The financial proposal must be quoted in RWF and VAT exclusive.

Annex / Attachments

Submission of offer: The Expression of Interest should contain the following:

A. Technical Proposal:

• A cover letter expressing your interest in this assignment
• Technical proposal with a brief description of why you would be considered as the most suitable for the assignment, relevant expertise, and a detailed, clear methodology, your approach to complete the assignment, template attached.
• Company registration certificate (RDB)
• VAT-Registration certificate
• Latest tax clearance certificate
• Proof of successful completion of related assignments.

B. Financial Proposal: The price per service category must contain all relevant costs supported by a breakdown of each cost. The costs must be in RWF and VAT

Please submit electronically your EoI (technical & Financial offer) in 2 separated emails and should be in PDF files to this email ONLY: RW_Quotation@giz.de until latest 09^th August 2024

Please you must write on each email subject this sentence: 

83470256 Technical/financial offer, without this sentence, your offer may not be considered

Hard copies are not allowed this time

GIZ reserves all rights

[1]Informal Economy in Africa: Which Way Forward? Making Policy Responsive, Inclusive and Sustainable | International Labour Organization (ilo.org)

[2]Global Economic Prospects -- Darkening Skies. January 2019. (worldbank.org)

[3]https://statistics.gov.rw/publication/2119

[4]https://rdb.rw/files/employment-study-in-construction-sector.pdf