Job Description

Introduction

Established in 1951, IOM is a Related Organization of the United Nations and the leading UN agency in the field of migration. Working closely with governmental, intergovernmental and non-governmental partners, IOM promotes humane and orderly migration for the benefit of all. It saves lives and protects people on the move, drives solutions to displacement, and facilitates pathways for regular migration, while providing services and advice to governments and migrants.

IOM is committed to fostering a respectful, inclusive and supportive workplace where all employees can thrive professionally and feel valued. By creating such an environment, IOM aims to better harness the full potential of migration and strengthen its support to people on the move.

IOM invites candidates from diverse backgrounds to apply and provides reasonable accommodation throughout the recruitment process when required. Learn more about IOM’s workplace culture at IOM workplace culture | International Organization for Migration

Project Context and Scope

Tajikistan operates in a complex border management environment where effective border control must simultaneously address security concerns, facilitate legitimate movement, and uphold protection principles. Several border crossing points (BCPs) serve large volumes of cross-border travellers, including through seasonal cross-border markets. In this context, the availability and effective deployment of female border guards is an important operational requirement.

Limited numbers of female border officials currently constrain the ability of border services to conduct gender-sensitive screening, inspection, interviewing, and referral procedures, particularly when interacting with women travellers and individuals with specific protection concerns. Female border officers contribute to operational effectiveness by strengthening the capacity of border services to address sensitive protection concerns, including trafficking in persons, vulnerable travellers, and gender-related risks, while supporting communication and screening approaches that require gender-sensitive practices.

To address these challenges, IOM Tajikistan is implementing the project "Strengthening Gender-Sensitive Border Control, Protection-Sensitive Screening and Referrals" in partnership with the Border Forces of the State Committee for National Security of the Republic of Tajikistan (BFT).

This consultancy contributes primarily to strengthening the operational readiness, institutional integration, and sustainability of gender-sensitive border management capacities within BFT through four interconnected areas such as:

• Development and delivery of targeted training for female border guards;

• Support the development of guidance for the deployment of female border guards together with the technical staff of BFT;

• Development and delivery of a Training of Trainers (ToT) program;

• Development of a communication and empowerment plan promoting women's participation in border control functions;

Support to outreach, mentorship, and engagement initiatives.

The consultant will be responsible for the following tasks:

Delivery of Targeted Training for Female Border Guards

• Review relevant project documents, assessments, existing training resources and inputs provided by IOM and BFT;

• Consult designated BFT technical and operational counterparts to identify priority competencies, operational expectations and context-specific training needs;

• Prepare an inception note and detailed workplan, including the methodology, training approach and implementation timeline;

• Develop a training methodology incorporating adult-learning approaches, practical exercises, simulations, role plays and case studies relevant to frontline border operations.

• Develop a structured training curriculum, with clear learning objectives and session plans;

• Develop facilitator and participant materials, presentations, handouts and checklists;

• Develop pre-and-post training assessment tools, participant feedback forms and practical competency-assessment instruments;

• Deliver one five-day training sessions for female border guards;

• Facilitate practical exercises and case studies based on border crossing point scenarios;

• Assess participants’ knowledge, practical skills and readiness to apply the training in their duties;

• Identify any additional coaching or operational support needs;

• Provide recommendations to support BFT in applying training outcomes in practice;

• Provide follow-up technical guidance, as agreed with IOM and BFT, to support the application of acquired skills;

• Collect and analyze participant feedback.

• Prepare training completion and deployment-readiness reports.

The training curriculum shall cover, at minimum:

• Gender-sensitive border control;

• Protection-sensitive screening;

• Referral mechanisms and the respective responsibilities of frontline personnel;

• Gender-sensitive interviewing and communication skills, including respectful, non-discriminatory and professional engagement with travelers and border communities;

• Identification of indicators of trafficking in persons, vulnerability and protection risks;

• Personal searches and inspections;

• Confidentiality and data protection;

• Rights-based approaches;

• Cultural sensitivity and professional conduct.

Deployment Readiness and Support to Operationalization

• Develop practical criteria for assessing whether trained participants are ready to apply the relevant competencies in operational settings;

• Develop guidance for the deployment of female border guards in close cooperation with the technical staff of BFT;

• Facilitate a technical debrief with IOM and BFT on the transition from training to operational application;

• Reflect operationalization findings and recommendations in the final assignment report.

The Consultant’s role under this component is advisory and capacity-development oriented. Decisions relating to personnel assignment and formal deployment remain under the responsibility of BFT.

Development and Delivery of a Training of Trainers (ToT) Program

• Design and submit a ToT methodology that builds on the targeted training and incorporates adult-learning principles, participatory facilitation, practical exercises, simulations, case studies, peer learning and supervised practice;

• Develop trainer and participant materials in the agreed language or languages;

• Develop trainer assessment tools/criteria for determining readiness to facilitate future sessions;

• Deliver one five-day ToT program for a cohort of BFT trainers and experienced female border officers;

• Coach ToT participants in facilitation techniques, gender-sensitive communication, management of sensitive discussions, scenario-based learning and constructive feedback;

• Assess participant readiness to deliver or support future cascade training;

• Develop recommendations for institutionalization, quality assurance and periodic updating of the training materials;

• Support integration of training products into relevant BFT training systems;

• The trainer package shall be suitable for future institutional replication and adaptation.

Facilitator Package/Manual for Cascade Training

The facilitator package/manual shall be designed as a practical, stand-alone resource for future institutional and cascade training. It shall include, at a minimum:

• Guidance on preparing and organizing training sessions;

• Suggested agendas and modular delivery options;

• Detailed session plans and indicative timings;

• Facilitator notes and key messages;

• Guidance on gender-sensitive communication and the management of sensitive discussions;

• Practical exercises, simulations, role plays and case studies;

• Instructions for conducting and debriefing each exercise;

• Model questions, prompts and suggested responses for facilitated discussions;

• Pre-training and post-training assessments;

• Practical trainer-observation and participant-assessment tools;

• Feedback and evaluation forms;

• Guidance for trainers on assessing participant understanding and practical application;

• Quality-assurance considerations for cascade delivery;

• Recommendations for documenting cascade training, participant attendance and assessment results;

• A list of materials and logistical preparations required for delivery.

The facilitator package/manual shall be sufficiently clear and practical to enable trained BFT facilitators to prepare and deliver future sessions with limited external support. It shall remain adaptable to participant profiles, available time and operational needs, while preserving the core technical, ethical and protection-related content.

Development of a Communication and Empowerment Plan

• Conduct consultations with stakeholders;

• Facilitate at least one technical consultation meeting;

• Conduct a desk review of relevant documents, assessments and available BFT materials;

• Identify institutional priorities, barriers and enabling factors affecting women’s recruitment, deployment, retention, visibility and professional development in border control roles;

• Develop a comprehensive communication and empowerment plan;

• Develop audience mapping and messaging frameworks;

• Propose visibility actions for female role models;

• Include measures for respectful, culturally appropriate and non-stereotypical communication;

• Develop implementation and monitoring indicators and risk mitigation considerations;

• Present and revise the plan based on stakeholder feedback.

Outreach, Mentorship and Engagement Activities

• Develop an outreach, mentorship and engagement implementation plan;

• Coordinate its preparation with IOM and designated BFT technical counterparts;

• Support implementation of outreach and dialogue activities in agreed locations;

• Develop outreach materials and key messages;

• Ensure outreach messages reflect gender-sensitive communication, ethical behavior, professionalism and respect for communities;

• Support engagement of female role models;

• Develop practical mentorship arrangements and support tools;

• Monitor implementation progress;

• Collect and analyze participant feedback;

• Identify practical recommendations for recruitment, retention, professional development and institutional support;

• Produce implementation reports.

CONSULTANT'S DELIVERABLES:

EVALUATION CRITERIA

Required documents:

• Curriculum Vitae (CV), including a list of relevant assignments, training experience and publications/materials developed, if any.

• Cover letter summarizing suitability for the assignment and confirming availability for the proposed timeframe.

• Technical proposal (max 2-3 pages) describing proposed approach/methodology, workplan, risk mitigation and how quality of training, ToT, communication planning and outreach outputs will be ensured.

• Writing sample(s) or sample training/communication materials relevant to gender, protection, border management, migration, training, outreach or institutional capacity development.

• Financial proposal, as applicable: lump-sum fee or daily rate and estimated level of effort, in line with IOM requirements.

• References (at least two) or contact details of previous clients/supervisors for similar assignments.

CONTRACT AND PAYMENT

• The Expert will be hired under an IOM Consultancy Contract.

• The Expert shall be paid at the end of the contract duration upon approval and acceptance of the deliverables by IOM. All travel related expenses will be covered by IOM. The expert will be paid daily subsistence allowance by IOM for each day of his/her stay in Dushanbe and project target regions.

• The amount paid to the international experts shall be gross and inclusive of all associated taxes and costs such as social security, pension and income tax etc.

REPORTING LINES / SUPERVISION

The Consultant will report to the IOM Tajikistan Project Manager and designated Technical Focal Point, who will provide technical guidance, coordinate inputs, consolidate feedback, and approve deliverables.

Throughout the assignment, the Consultant will work closely with designated BFT technical staff, BFT’s Women's Council, trainers, operational counterparts and other focal points identified by BFT and IOM. This cooperation shall apply to the inception phase, review of existing materials, curriculum development, preparation of practical exercises, training delivery, assessment of participants, deployment-readiness support, development of the ToT package, and preparation of institutional integration recommendations.

The Consultant shall ensure that relevant BFT technical counterparts have an opportunity to review and provide input into draft technical products before their submission to IOM. Any engagement with external stakeholders shall be coordinated in advance.

COORDINATION WITH PARTNERS

The consultant will coordinate with BFT and as required by IOM, with other relevant border control/security agencies and partners involved in transnational organized crime, border security, gender-sensitive border management and protection-sensitive screening. Any engagement with external stakeholders shall be coordinated in advance with IOM Tajikistan.

DUTY STATION / WORKING ARRANGEMENT

The duty station and working arrangement are indicative and will be confirmed at contracting stage:

• Primary duty station: Dushanbe, Tajikistan, including coordination with BFT.

• Field travel: Travel to selected/pilot border crossing points and/or regions for training, outreach, dialogue meetings and monitoring may be required, subject to prior written approval by IOM and applicable security and administrative procedures.

• Remote work: Preparatory work, desk review, curriculum drafting, communication-plan drafting, reporting and coordination may be conducted remotely or from Dushanbe as agreed with IOM.

• Languages of outputs: Training and outreach materials shall be prepared in Tajik and/or Russian as required for BFT participants and institutional use; English versions or summaries may be required for IOM review.

• Travel and DSA: Any travel, DSA, accommodation, transport or reimbursable costs will be arranged or covered in accordance with IOM rules and contractual arrangements.

Required Qualifications and Experience

Education

• University degree from an accredited institution in Security and or Gender Studies; International Relations; Migration Studies; or a related field.

Experience

• Minimum 3 years of relevant professional experience in training design and delivery, capacity development, institutional strengthening, gender equality, border management, migration management, protection, counter-trafficking, community engagement or related fields.

• Experience designing or delivering Training of Trainers programs and supporting integration of training packages into institutional training systems is required/preferred.

• Experience developing communication, outreach, awareness-raising, mentorship or empowerment plans, especially on women’s participation in public service, security, border management or related sectors, is an asset.

• Experience facilitating consultations, technical meetings, community dialogues and multi-stakeholder processes with government counterparts, local communities and development partners.

• Experience working with UN agencies, international organizations, donor-funded projects or Government institutions is an asset.

Skills

• Demonstrable skills in drafting recommendations and action plans, training curriculum development, pre/post assessments and training reports for government or security-sector counterparts.

• Knowledge of border management, migration trends and gender issues in Central Asia is desirable.

• Excellent interpersonal skills.

Languages

For this consultancy, f luency in Tajik and Russian is required. Knowledge of English language is a distinct advantage.

Proficiency of language(s) required will be specifically evaluated during the selection process, which may include written and/or oral assessments.

Required Competencies

IOM’s competency framework can be found at this link Competencies will be assessed during the selection process.

Values - all IOM staff members must abide by and demonstrate these five values:

• Inclusion and respect for diversity Respects and promotes individual and cultural differences. Encourages diversity and inclusion.
• Integrity and transparency Maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct.
• Professionalism Demonstrates ability to work in a composed, competent and committed manner and exercises careful judgment in meeting day-to-day challenges.
• Courage Demonstrates willingness to take a stand on issues of importance.
• Empathy Shows compassion for others, makes people feel safe, respected and fairly treated.

Core Competencies – behavioural indicators

• Teamwork Develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.
• Delivering results Produces and delivers quality results in a service-oriented and timely manner. Is action oriented and committed to achieving agreed outcomes.
• Managing and sharing knowledge Continuously seeks to learn, share knowledge and innovate.
• Accountability Takes ownership for achieving the Organization’s priorities and assumes responsibility for own actions and delegated work.
• Communication Encourages and contributes to clear and open communication. Explains complex matters in an informative, inspiring and motivational way.

Notes

IOM covers Consultants against occupational accidents and illnesses under the Compensation Plan (CP), free of charge, for the duration of the consultancy. IOM does not provide evacuation or medical insurance for reasons related to non-occupational accidents and illnesses. Consultants are responsible for their own medical insurance for non-occupational accident or illness and will be required to provide written proof of such coverage before commencing work.

Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation.

Appointment will be subject to certification that the candidate is medically fit for appointment, accreditation, any residency or visa requirements, security clearances.

IOM has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and IOM, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities.

IOM does not charge a fee at any stage of its recruitment process (application, interview, processing, training or other fee). IOM does not request any information related to bank accounts.

IOM only accepts duly completed applications submitted through the IOM e-Recruitment system (for internal candidates link here). The online tool also allows candidates to track the status of their application.

No late applications will be accepted. Only shortlisted candidates will be contacted.

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