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. The need to redirect the economy into an industrialized one is central to the transformation plan where the government is establishing industrial parks in different parts of the country with the intent to boost the Ethiopian textile, apparel-manufacturing sector, and create an attractive investment proposition for foreign and local investors, while creating employment opportunity.
Background specific to this assignment
The Ethiopian government had set various objectives for Industrial Parks (IP) and they include creating decent jobs, increasing exports, ensuring social and environmental sustainability, and transfer of skills and technology. Thus far, government IPs have created over 72,000 jobs, mainly from Hawassa IP and Bole Lemi IP. It is evident that the number of jobs to be created through IPs would increase as more IPs begin operation across the country.
Since 2016, the Hawassa Industrial Park Investors Association (HIP IA), Enterprise Partners (EP), Ethiopian Investment Commission (EIC), the Ethiopian Textile Industry Development Institute (ETIDI), Industrial Park Development Corporation (IPDC) and the Southern, Nations, Nationalities and Peoples' Region (SNNPR) have been working together to avail sufficient factory ready workforce to meet the labor demand at HIP in a multi-stakeholder managed workers recruitment system. This labour system in Hawassa Industrial Park brings together the following essential labour market services: sourcing and screening of workers, labour allocation and recruitment using a digital IP labour database and soft skills training. The overall objective of establishing a labour sourcing system is to support the creation of employment linkages for better industrial development.
The digital IP labour database, initially operational at HIP, is now also being utilized in Mekele and Kombolcha IPs.
OBJECTIVE
The objective of this assignment is to maintain and improve the Industrial Parks’ labour database for the three (Hawassa, Mekele and Kombolcha) industrial parks using the current system. The system is expected to provide policy makers with predictable and reliable labour market information for the industrial parks. It is anticipated that the service provider will continue to capture worker data through the various stages of the recruitment pipeline covering screening, grading, allocation, recruitment and post recruitment status at factory level. This platform will include all workers at the industrial parks, i.e. both local and international operators and supervisors.
SPECIFIC TASK
The digital IP labour database should have the following functionalities:
These requirements are flexible and may change overtime. The service provider needs to work closely with all stakeholders and ensure all revisions to the platform as well as data capture changes are discussed and agreed jointly before implementation. A data requirement documents should be developed by the service provider and kept updated with different versions as changes happen.
DELIVERABLES AND TIMEFRAME
Description of each deliverable | Timeframe | |
1 | Database maintenance and improvement finalized and system ready for operation. | April 2020 |
2 | System implementation document | April 2020 |
3 | Testing and deployment document | April 2020 |
4 | Training of users | As per EP’s request |
5 | Weekly and Monthly Insights | Weekly and Monthly |
6 | Documentation of any changes in System Development Life Cycle. | When changes are initiated by EP/EIC and/or the service provider. |
7 | Comprehensive handover including but not limited to source code, database, operational manual, future support procedures and plan, and backups with clear recommendations for further/future improvements | End of contract |
These timelines are indicative and bidder should include more detailed delivery timeline in their proposals
LOCATION AND DURATION
This service is required for Hawassa, Mekele and Kombolcha Industrial Parks until September, 2020.
METHODOLOGY
This assignment is required to be provide by a local firm who has adequate knowledge and experience in delivering similar systems. The service provider will build the database on a design-build-operate-transfer model providing ongoing technical support and maintenance of the platform for six months and investing in all hardware as appropriate with the aim of transferring the platform to the relevant stakeholder.
WORKING ARRANGEMENTS
EVALUATION
Enterprise Partners together with relevant stakeholders will review the submitted proposals in accordance with the specific qualification and experience requirements and specific tasks stated above. Applicants should clearly indicate their experience and previous engagements in line with the specific requirements listed.
Category | Explanation |
Organisational Capacity | Credible evidence provided of the organisation’s experience in designing and managing a technology platform in system development and IT development. |
Implementation | The proposal describes and justifies a clear set of activities, which will meet the above purpose of this assignment. |
Sustainability | The proposal describes and justifies a clear set of activities, which will meet the above purpose of this assignment. |
Price | Firms with reasonable price to deliver the project and commitment for matching resources. |
BUDGET DETAIL
All costs should be stated in ETB. Budget should be presented in a format where cost areas are clearly identified, including costs relating to:
Clearly distinguish between one-off development/set-up costs and recurring costs.
Whatever cost model bidders select to use, a clear budget submitted as indicated above to provide a like for like comparison of the financial bids received, is needed.
If the technical bid has different proposed methodologies or options for approaching the model, please include a separate budget for each of the proposed options.
Annexes to the TOR
Annex 1: Current labour recruitment model (HIPSTER). This document will provide historical context and detailed information on the flow of the current recruitment pipeline, the various stakeholders and their roles and responsibilities. Please note that parts of this model has evolved so details ncluded in the TOR will take precedence.
QULIFICATION
FIRM QUALIFICATIONS
A firm with IT and Software engineering management capability with the following experience:
TEAM MEMBER’S QUALIFICATIONS:
The multi-disciplinary team should comprise members with the following educational qualifications, experience and competencies: