Development Alternative Inc (DAI)
  • Addis Ababa, Ethiopia

DAI is an international development company. For more than 45 years, we have worked on the frontlines of international development, tackling fundamental social and economic development problems caused by inefficient markets, ineffective governance, and instability. Currently, DAI is delivering results that matter in some 80 countries. Our development solutions turn ideas into impact by bringing together fresh combinations of expertise and innovation across multiple disciplines. Our clients include international development agencies, international lending institutions, private corporations and philanthropies, and national governments.

Nov 01, 2018
Technical Trainers For Ethiopian Investment Commission (‘’EIC’’) In Relation To Young Professional Development Program (‘’YPDP’’) INTRODUCTION Enterprise Partners (“EP”) is seeking different trainers to support Young Professionals to build the capacity of the Ethiopian Investment Commission. BACKGROUND INFORMATION Enterprise Partners (EP) DAI Europe, together with consortium partners, is managing Enterprise Partners (EP), which aim to support and transform the private sector and Ethiopia’s continued economic growth over seven years. EP is utilising the Making Markets Work for the Poor approach (M4P) and has two main pillars to achieve the goal of integrating the poor, and especially women, in sustainable economic enterprises that create jobs and improve incomes. Ethiopian Investment Commission (EIC)   The Ethiopian Investment Commission (EIC) is an autonomous government institution accountable to the Ethiopian Investment Board, which is chaired by the Prime Minister. The Commissioner, who is also member of the Board, heads the EIC. The EIC has restructured itself recently with a view to becoming more effective at attracting FDI and improving the services provided to investors.  BACKGROUND SPECIFIC TO THIS ASSIGNMENT Over the last decade, Ethiopia has recorded one of the fastest economic growths in the world, and has received a growing amount of foreign direct investment (FDI). In 2017, East Africa received 7.6 billion in FDI; nearly half of the FDI was absorbed by Ethiopia. [1]  The main gateway to foreign investment is the EIC. Enabling the EIC to become a fast-paced service-delivery and performance institution is expected to grow this trend three-fold by improving communications, standardize processes and thereby facilitate domestic and foreign investments through the active agency of fittingly trained human resource. Therefore, Enterprise Partners is looking to develop the human capital of EIC to be able to deal with the increasing number of domestic and foreign investment interests coming to Ethiopia through equipping dynamic young graduates with skills, knowledge and applied work experience to improve the service delivery and performance of the EIC. SCOPE OF WORK The trainers will be expected to prepare training materials as per the scope of each topic provided below and provide training to 15 Young Professionals at EIC.   Topic 1. Contextualized Discourse on Development and Industrial Policy in Ethiopia * Concept of development  and growth through structural transformation; *  Employment generation and poverty alleviation through industrialization; *  Economic policy–making, management and development  thinking in Ethiopia; *  The concepts of industrial growth and expansion; *  Theoretical framework for industrial policy; *  Effects of policy choices in industrial policy on economic development : case studies; *  Industrial policymaking in Ethiopia: strategic directions and considerations *  Overview of Ethiopia’s national policies and strategies     o   Growth and Transformation Plan II     o   Industrial Development Strategy     o   Sector specific strategies *  Sustainable industrial development  in Ethiopia: trends and select indicators; *  Running effective Industrial Parks in Ethiopia; *  Contending visions of IP in economic development : comparative advantage vs infant industry promotion; * Mega–trends forcing change in global manufacturing: drivers of competitiveness in the sector and lessons learned: case studies; Topic 2: Overview of Policy and Legal Frameworks Related to Investment *  Introduction to Investment Policy *  Regulatory frameworks     o   Investment proclamation/regulations     o   Industrial parks laws     o   Other regulations, directives, board decisions     o   Deepening institutional regulatory capabilities Topic 3: Overview of Policy and Legal Frameworks Related to Investment (Regulatory Frameworks)  *  Regulatory frameworks     o   Employment policies and labour market flexibility     o   Customs/tax policies     o   Fiscal and loan policies and manufacturing/export financing’ Topic 4: Efficient Investment Administration System: Practices and Challenges *  Institutional reorganizations of the Ethiopian Investment Commission * Dedicated institutional organizational platform for industrial parks * One stop shop and coordination of service infrastructure *  After care system *  Work permits and visas * System infrastructure: automation and streamlining of services *  Labor services: selection, industrial discipline, productivity and retention (in IPs) * Investors grievance handling mechanism Topic 5: Investment Promotion in Ethiopia: Practices and Challenges * Lead agency for investment promotion * Designing competitive investment promotion strategy     o   Priority sector targeting     o   Developing value proposition * Investment promotion programs and services     o   Outreach Program     o   Facilitation Program     o   Aftercare Program     o   Advocacy Program     o   Country Branding Program * Institutional setting and resources for investment promotion     o   Operational assets necessary     o   Strategic partnerships     o   Use of consular and diplomatic representations     o   Investor focal points with federal/regional agencies Topic 6: Industrial Parks: Development, Operation and Management Capabilities * IPs development management tasks (processes)     o   Issues of coordination: multi–agency involvement     o   Site selection, land preparation and acquisition     o   Environmental and social impact assessment;     o   Industrial park planning, design and construction     o   Leasing and sale of spaces     o   Attracting investments to IPs   *  Governance (management) options for IPs administration     o   Statutory body     o   Corporation (management agency)     o   Mixed models *  Management and operation of IPs     o   Contractual engagement between IP developers and investors     o   Support schemes for industries operation within IPs     o   Standard requirements of waste treatment in IPs     o   Compliance with environmental and labour standards * Customs administration approach in IPs     o   Regulation on goods exempt from duties, taxes     o   Different types of movement of goods and import/export declaration     o   Requirements of simplified approaches by ERCA in IPs     o   Customs reconciliation of goods in IPs     o   Actions against violation of agreed system of operation in IPs; DELIVERABLE AND TIMEFRAMES The deliverables of this assignment includes preparing training materials and delivering training for EIC’s young professionals. Description Required time Topic 1: Contextualized Discourse on Development and Industrial Policy in Ethiopia 8 days (3 hrs. per day) Topic 2: Overview of Policy and Legal Frameworks Related to Investment 5 days (3 hrs. per day) Topic 3: Overview of Policy and Legal Frameworks Related to Investment (Regulatory Frameworks)  2 days (3 hrs. per day) Topic 4: Efficient Investment Administration System: Practices and Challenges 5 days (3 hrs. per day) Topic 5: Investment Promotion in Ethiopia: Practices and Challenges 5-8 days (3 hrs. per day) Topic 6: Industrial Parks: Development, Operation and Management Capabilities 5-8 days (3 hrs. per day) [1] UNCTAD, World Investment Report: Investment ad New Industrial Policies, 2018  Job Requirements NECESSARY QUALIFICATIONS    A trainer will need to have the following qualification: Minimum of MA/MSc in Business Administration, Law, Finance, Economics or any other relevant field of study; Knowledge of one or more of the above stated topics; Knowledge of the Ethiopian investment industry; Additional competencies required include:     o   Fluent in spoken and written English;     o   Excellent writing and presentation skills;     o   Strong analytic skill;     o   Excellent interpersonal skills and ability to work with others.  How to Apply Interested persons should submit their offer (topic they can train), together with detailed CV for the assignment along with client reference and any other documentation that prove the qualification person’s experience and expertise via e-mail to Enterprise Partners at the e-mail address  Proposal@enterprisepartners.org  marked “INVITATION FOR SUBMISSION OF PROPOSALS FOR TRAINING OF YOUNG PROFESSIONALS OF EIC”. A trainer can submit a CV to train one or more topic. Offers must be submitted not later than  14 November 2018, 17:00 , Addis Ababa time. EP reserves, at the fullest extent possible and at its exclusive discretion, the  right  to  cancel,  suspend,  amend  or  postpone  at  a  later  time  this  procedure, without any prior notice, as well as to terminate any negotiations or discussions at any stage of the process, without incurring any liability whatsoever as against any participant and/or any third party. 
Development Alternative Inc (DAI) Addis Ababa, Ethiopia Full time
Oct 31, 2018
Curriculum Designer, Improving Worker Engagement and Retention Location: Sub-Saharan Africa Location: Ethiopia Job Code: 4068 Description TOR Scope of Work Improving Worker Engagement and Retention   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. This GTP has a strong focus on supporting the development of an industrial economy and to this end, the government is establishing a number of industrial parks with the intent to boost the Ethiopian manufacturing sector, create an attractive investment proposition for foreign local investors and employment opportunity. The Hawassa Industrial Park (HIP) is one of the completed and operational industrial parks where nineteen investors have begun operations, employing approximately twenty thousand workers. The Hawassa Industrial Park - Sourcing & Training Employees in the Region (HIPSTER) project was created to address the challenge of sourcing large number of workers into the IP mainly from an agrarian background and with no experience in formal or manufacturing jobs. Enterprise Partners (EP) is a UKaid Funded program that aims to support and transform Ethiopia’s economic growth.  EP facilitates the implementation of the HIPSTER project collaboratively with Ethiopian Textile Industry Development Institute (ETIDI), Southern Nations, Nationalities’ and Peoples’ Region – Bureau of Trade and Industry (SNNP-BoTI), Ethiopian Investment Commission (EIC), and Investors Association (IA). Within the HIPSTER pipeline; SNNP-BoTI identifies, sources and screens potential workers from ten catchment areas around HIP, and the workers are then sent to the grading centre where ETIDI tests against various industry standards. Workers are then allocated to factories by the IA, and are given in-class training/induction by Soft skills training providers. [1] Background specific to this assignment EP undertook an assessment in September 2015 to examine causes of labour related challenges in manufacturing and industry. The assessment was undertaken in Addis Ababa and included consultations with sectoral government bureau’s and institutes, private and government TVET colleges, fashion design and operator sourcing colleges, foreign direct investors and local garment factories.  The challenges identified included poor worker readiness, frequent absenteeism and turnover, poor awareness of factory working environment, poor employee sourcing, recruitment and training processes, low labour productivity and poor motivational systems amongst others [2] . In order to address this issue, EP supported the development of a soft skills training content and conducted training of trainers (ToT) [3] . The soft skills training includes work ethics, time management, and life skills- summary of training topics attached as Annex 1. There are now four training service providers in HIP providing soft skills training and induction for recruited workers. These service providers have trained 7600 operators directly in Hawassa Industrial Park. The training is in class and takes a total of five days (8 hours a day) to complete.   Although assessments of current training has shown that factories recognize the value of the training, and see good training results in orienting operators, majority of whom come from informal farming work or no work experience to factory floors, there are a number of challenges that remain to be addressed. Some of these challenges, as identified by factories include, the intensity of the induction process, the need for a more interactive methodology to get the message across, this can include audio/visual tools and the need for flexibility to deliver the training. The cost of training per operator charged by current service providers is another major challenge in a situation where worker turnover was averaging 10%  Factories have no incentive to invest in their workers at those replenishments rates and have clearly indicated they would be unwilling to cover the external costs of direct training to operators.  EP, investors and stakeholders are now interested in evolving the current training content, curriculum and training methodology to address overarching and specific challenges identified. Purpose The purpose of this TOR is to identify a Curriculum Designer, who can support on developing a visually rich multimedia curriculum. The curriculum will help to guide and support worker’s transition into the new sector and environment. Specific task The Curriculum Designer will be responsible for a.       Outlining the curriculum( topics and sequence) of: ·       Supervisor training ·       Manager trainer ·       Worker induction   b.       Developing the Facilitator Guide and Student Workbook (for supervisors & Managers) c.       Collaborate with the writer to develop storylines for Worker Induction multimedia content d.       Develop key messages for Worker Induction posters Deliverables and timeframe   Description of each deliverable Number of days required 1 Curriculum outline   Facilitator Guides   Student Workbooks 30 days Total   30 days               Qualification Job Experience ·       Minimum 5 years of relevant work experience working as a communication partner for development projects, similar in nature and level of complexity as EP. Please refer to our website www.enterprisepartners.org for more information on EP. ·       Experience in running media promotional campaigns and developing motion graphics to raise awareness for various development partner affiliates, a UN agency or similar international organizations is highly desirable.   Essential Competencies ·       Advanced design skills in curriculum development and design. ·       Advanced skills working with Illustrators, writers and graphic designers.   Desirable ·       Continental, East African and/or local contextual knowledge   Engagement Timeline The consultant is expected to work with EP, HIPSTER stakeholders and local curriculum developers and training providers between November 2018 and February 2019.  The consultancy is expected to take place over 30 days.   Working Arrangement The EP/partner focal persons for this assignment to whom the consultant will be reporting to is the international consultant, Garment labour intervention Manager and Garment Sector Lead.   ​CLOSING DATE FOR APPLICATIONS 11th NOVEMBER 2018
Development Alternative Inc (DAI) Addis Ababa, Ethiopia Contractor
Oct 31, 2018
Communication Partner, Improving Worker Engagement and Retention Location: Sub-Saharan Africa Location: Ethiopia Job Code: 4067 Description TOR Scope of Work Improving Worker Engagement and Retention   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. This GTP has a strong focus on supporting the development of an industrial economy and to this end, the government is establishing a number of industrial parks with the intent to boost the Ethiopian manufacturing sector, create an attractive investment proposition for foreign local investors and employment opportunity. The Hawassa Industrial Park (HIP) is one of the completed and operational industrial parks where nineteen investors have begun operations, employing approximately twenty thousand workers. The Hawassa Industrial Park - Sourcing & Training Employees in the Region (HIPSTER) project was created to address the challenge of sourcing large number of workers into the IP mainly from an agrarian background and with no experience in formal or manufacturing jobs. Enterprise Partners (EP) is a UKaid Funded program that aims to support and transform Ethiopia’s economic growth.  EP facilitates the implementation of the HIPSTER project collaboratively with Ethiopian Textile Industry Development Institute (ETIDI), Southern Nations, Nationalities’ and Peoples’ Region – Bureau of Trade and Industry (SNNP-BoTI), Ethiopian Investment Commission (EIC), and Investors Association (IA). Within the HIPSTER pipeline; SNNP-BoTI identifies, sources and screens potential workers from ten catchment areas around HIP, and the workers are then sent to the grading centre where ETIDI tests against various industry standards. Workers are then allocated to factories by the IA, and are given in-class training/induction by Soft skills training providers. [1] Background specific to this assignment EP undertook an assessment in September 2015 to examine causes of labour related challenges in manufacturing and industry. The assessment was undertaken in Addis Ababa and included consultations with sectoral government bureau’s and institutes, private and government TVET colleges, fashion design and operator sourcing colleges, foreign direct investors and local garment factories.  The challenges identified included poor worker readiness, frequent absenteeism and turnover, poor awareness of factory working environment, poor employee sourcing, recruitment and training processes, low labour productivity and poor motivational systems amongst others [2] . In order to address this issue, EP supported the development of a soft skills training content and conducted training of trainers (ToT) [3] . The soft skills training includes work ethics, time management, and life skills- summary of training topics attached as Annex 1. There are now four training service providers in HIP providing soft skills training and induction for recruited workers. These service providers have trained 7600 operators directly in Hawassa Industrial Park. The training is in class and takes a total of five days (8 hours a day) to complete.   Although assessments of current training has shown that factories recognize the value of the training, and see good training results in orienting operators, majority of whom come from informal farming work or no work experience to factory floors, there are a number of challenges that remain to be addressed. Some of these challenges, as identified by factories include, the intensity of the induction process, the need for a more interactive methodology to get the message across, this can include audio/visual tools and the need for flexibility to deliver the training. The cost of training per operator charged by current service providers is another major challenge in a situation where worker turnover was averaging 10% [4] .  Factories have no incentive to invest in their workers at those replenishments rates and have clearly indicated they would be unwilling to cover the external costs of direct training to operators.  EP, investors and stakeholders are now interested in evolving the current training content, curriculum and training methodology to address overarching and specific challenges identified. Purpose The purpose of this TOR is to identify a strategic communication partner, who can support on developing a visually rich multimedia curriculum. The curriculum will help to guide and support worker’s transition into the new sector and environment. Specific task The communication partner is responsible for supporting the lead consultant with ·        Writing story lines for the curriculum and more specifically; a.       developing the main narrative character and supporting characters for Worker Induction stories, b.       developing the storylines for each topic of Worker Induction multimedia content, c.       developing a storyboard (audio script and description/sketch of visuals) for each topic of worker induction multimedia content ·        Graphic design and visual context development, more specifically; a.       Developing  the visual style of multimedia content, b.       Developing the look of the characters Illustrate backgrounds, characters, materials and equipment, buildings and shop floors (all related to apparel manufacture and socio-economic background of workers), c.       Developing full frames as per the storyboard and design posters for Worker Induction. ·        Video editing, which will include a.    Packaging illustrated frames, audio recording and text into video files as per storyboard  Communication partner will also be responsible for ensuring quality delivery of the curriculum and related materials. Deliverables and timeframe Description of activity Description of each deliverable Number of days required Writing ·       Character descriptions ·       Storyboards for each topic 30 Graphic Design ·       Illustrated frames based on storyboard   ·       Posters  40 Video editing ·       Packaged video files 20 Total   90               Qualification General Experience ·       Minimum 5 years of relevant work experience working as a communication partner for development projects, similar in nature and level of complexity as EP. Please refer to our website www.enterprisepartners.org for more information on EP. ·       Experience in running media promotional campaigns and developing motion graphics to raise awareness for various development partner affiliates, a UN agency or similar international organizations is highly desirable. Activity specific expertise ·        Writer: Ø  Advanced design skills in sketching and creating storyboards Ø  Advanced skills working with Illustrator, In-Design and Adobe after Effects and Cinema 4D. ·        Graphic Designer: Ø  Advanced design skills in motion graphics, particularly character animation. Ø  Advanced skills working with Illustrator, In-Design and Adobe after Effects and Cinema 4D. ·        Video editor: Ø  Advanced design skills in motion graphics, particularly character animation. Ø  Advanced skills working with Illustrator, In-Design and Adobe after Effects and Cinema 4D. Ø  Advance skills in Adobe Premier.   Essential Competencies ·       Registered business license for media campaign promotions. [5] ·       Advanced design skills in motion graphics, particularly character animation. ·       Advanced skills working with Illustrator, In-Design and Adobe after Effects and Cinema 4D.   Desirable ·       Continental, East African and/or local contextual knowledge   Engagement Timeline The consultant is expected to work with EP, HIPSTER stakeholders and local curriculum developers and training providers between November 2018 and February 2019.  The consultancy is expected to take place over 90 days.   Working Arrangement The EP/partner focal persons for this assignment to whom the consultant will be reporting to is the international consultant and Garment labour intervention Manager and Garment Sector Lead. CLOSING DATE FOR APPLICATIONS 11th NOVEMBER 2018 Disclaimer:  Individual consultants will be solicited in the event that a company with the right skill set is not shortlisted.
Development Alternative Inc (DAI) Addis Ababa, Ethiopia Contractor