ToR Bosnia Employment

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ANNEX II: TERMS OF REFERENCE

BACKGROUND INFORMATION.. ..2

Beneficiary country......................................................................................................2

Contracting Authority..................................................................................................2Relevant country background......................................................................................2

Current state of affairs in the relevant sector................................................................4

Related programmes and other donor activities:..........................................................5

OBJECTIVE, PURPOSE & EXPECTED RESULTS . .7

21.Overall objective................................................................................................................7

22.Purpose..............................................................................................................................7

.............................................................7

Results to be achieved by the Consultant.

ASSUMPTIONS & RISKS....................................................................................................9

31.Assumptions underlying the project intervention...............................................................932.Risks..................................................................................................................................9

SCOPE OF THE WORK......................................................................................................10

41.General..........................

42.Specific activities...........

43.Project management.

.10

.12

LOGISTICS AND TIMING.................................................................................................12

51.Location...........................................................................................................................12

52.Commencement date & Period of implementation............................................................12

REQUIREMENTS...............................................................................................................13

61.Personnel.........................................................................................................................13

62.Office accommodation.....................................................................................................16

63.Facilities to be provided by the Consultant......................................................................16

64.Equipment.......................................................................................................................16

65.Incidental expenditure.....................................................................................................17

66.Expenditure verification..................................................................................................17

REPORTS............................................................................................................................17

7.1

7.2

Reporting requirements...............................

Submission & approval of progress reports.

.17 .

17

MONITORING AND EVALUATION................................................................................18

81.Definition of indicators...................................................................................................18

82.Special requirements.......................................................................................................18


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1. BACKGROUND INFORMATION

1.1. Beneficiary country

Bosnia and Herzegovina

1.2. Contracting Authority

The European Union, represented by the European Commission on behalf of and for the account of

Bosnia and Herzegovina (The Contracting Authority)

1.3. Relevant country background

According to the 1991 census, Bosnia and Herzegovina (had 4.4 million inhabitants, of which 43.7

% were Bosniaks, 31% Serbs, 17.3% Croats and 7.6 % other nationalities, while the remainder of

the population is made up of some seventeen "national" minority groups, the largest of which is the

Roma. There has been no census since the war, and therefore there are no official statistics on the

current ethnic composition of the country. However, the State Agency for Statistics estimates place

the population at 3.844 million people. Most of the population live in rural areas (urbanisation level

is 45.5%).

Since 1995 and according to the Dayton Agreement1 the state of Bosnia and Herzegovina has been

divided into two political entities -the Republika Srpska (RS) and the Federation of Bosnia and

Herzegovina (FB&H) - and the Brcko District. The RS covers 49 % of the territory and forms a

semi-circle around the north and east, while the FB&FI occupies the other 51%. Each Entity has its

own political structure and administration. The B&H State government consists of a Parliamentary

Assembly, which is divided into a House of Representatives and a House of Peoples, a rotating

tripartite presidency (with one member from each of the constituent peoples - Bosniaks, Croat andSerb), and a Council of Ministers with nine ministries. The political structure of the FB&H is

divided into three levels: the Entity level, the Cantonal level and the Municipal level, with each

municipality having its own municipal council and administrative structures. By contrast, the

Republika Srpska (RS) has no cantons, only municipalities.

As a result of the breakdown of Yugoslavia, the war and economic reforms, the old economic

structure and patterns of employment in Bosnia and Herzegovina have been challenged to their

foundations. Since 1995, the main focus of policy in Bosnia and Herzegovina has been on

maintaining peace, a stable political environment and initiating a process of state-building. In this

light, restructuring of the economy and efficient governance have been of secondary priority. The

established governance system with several different institutions at different levels responsible for

policy making has therefore remained intact although it is not conducive to effective economicreforms.

GDP based on production approach at current prices is estimated at 24,702 millions of KM in 2008

with a nominal increase of 13.5% from 2007 to 2008. Gross domestic product per capita is

estimated 6,429 KM or 4,810 USD in 2008, Data of Central Bank of B&H about net primary

income from the rest of the world and net current transfers from the rest of the world are used for

calculation gross national income and gross national disposable income. Gross national income for

B&H in 2008 is estimated at 25,502 millions KM and gross national disposable income is

' General Framework Agreement for Peace in Bosnia and Herzegovina, 1995

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estimated at 29,108 mill ions KM. In the basic activities (agriculture, fishing, mining,

manufacturing industry, electricity and construction) is made 36.4% of value added and in services

activities 63.6%. The highest share in GDP have value added of trade by 13.4% .manufacturing

industry by 11.4% , real estate by 8.3% and public administration by 8.9%.

The main contributors to the GDP growth of 13.5% were Trade (15.2%), Manufacturing (13.0%),

Public administration (10.1%), Real estate (9.4%) and Agriculture (8.5%).

GDP at constant prices (prices of previous year) for 2008 is estimated at 23,002 millions KM. Involume terms (at constant prices) the increase in GDP was 5.7%. Implicit GDP deflator in 2008

was 107.4.2

The already high rate of registered unemployment further increased in the first half of 2009 to

41.6% in June from 40.6% at end-2008. Sectors with the highest annual growth of employment

were financial intermediation, public administration, health and education, while employment

decreased in manufacturing, mining, agriculture and trade. According to the Labour Force Survey

following ILO methodology, unemployment increased to 24.1% in 2009 from 23.4% in 2008. The

discrepancy between the two measurement methods points to a high importance of informal

activities. Slow expansion of productive capacities and structural rigidities - high rates of social

contributions, distorted wage-setting mechanisms, high and poorly targeted social transfers and low

labour mobility - continue to hamper job creation and labour market participation. Thecorresponding key European Partnership priority has not been addressed. Overall, unemployment

remains very high and slight improvements recorded throughout 2008 have started to be offset by

negative developments since the beginning of the economic downturn.3

Bosnia and Herzegovina has initiated steps for labour market reforms and one of the general

development priority set up by the MTDS B&H 2004-2007 is to increase employment and

strengthen connections between human resources and the labour market. Current socio-economic

situation of the country requires financial support to combat high unemployment. High

unemployment rates and a dominating informal economy create obstacles to social and economic

recovery. According to the MIPD 2007-2009 the pre-accession assistance to B&H needs to support

the country in adopting active labour market measures to combat unemployment in particular long-term unemployment, to reduce fragmentation of labour markets and improve mobility. In addition

Institutions of Bosnia and Herzegovina are reviewing the existing strategies, documents and other

secondary data for preparation of situation analyses for the Country Development Strategy (CDS)

of Bosnia and Herzegovina 2008-2013.4

The education system is in B&H under the responsibilities of the entities and cantons. Reforms in

education and training have largely focused on existing legislation in all fields and at all levels, but

global education strategy is still under discussion. The VET reform, significantly supported by the

EC as well as by other international organizations, started but is focused only on the VET. Adult

education and training remains underdeveloped, though the adequate strategy is under the

preparation.

Agency for Statistics of Bosnia and Herzegovina, 2009 Report. Available at: http://blurs.ba/Arhiva/2009/ib/BDP 08-

bhjxjf

Bosnia and Herzegovina 2009 Progress report, page 26

Directorate for Economic Planning of Bosnia and Herzegovina. Information available at:hUE^Avwvvxlc]2jioyJ)a/rK


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1.4. Current state of affairs in the relevant sector

The organisation system of employment services follows the principle of BiH organisation, defined

by the Constitution of Bosnia and Herzegovina. At the state level in the area of employment and

labour the Agency for Labour and Employment of BiH is established, and employment bureaus are

organised at entity level and at Brcko District of BiH level. In FBiH employment services are

organised at cantonal level. The laws^ regulating the work of public employment services providethe possibility that the employment agencies, established by the physical persons and legal entities in

the RS and Brcko District, and in FBiH by legal entities, can perform the work related to mediation

in employment.

The data on labour market in BiH, entities and Brcko District may be collected from two sources:

administrative data based on the data on recorded employed and unemployed persons from the

statistical records of labour market institutions (recorded employment and unemployment) and

Labour Force Survey (LFS)".

1. Osnovne karakteristike stanovnistva proma aktivnosti i spolu, BiH Principal population characteristics by

activity and sex, BiH

Zenski / le/skil6 2007 2008 2009

(caoi

2.725 2.649 2.594 1.317 I.J'/B 1.232

1.126 1.162 1.132 760

850 890 859 557

347 272 272 203 156 163 144 116 110

I.S29 1.486 1.463 557 549 549 972 938

914 6. Inactive

590 563 534 296 289 27 1 294 274 263 7. fVio/. wxltx the a

2.235 2.120 2.088 1.10? 1.048 1.031 1.128 1,071 1.057 8. JVLO'I15-64vecu

Stope / fclos (%)

43,9 43,9 43.6 if.? 57.1 56,2 31

31,2 33,6 33,1 42

29,0 23,4 24,1 26

Udio stanovni&fva ispod 15 godina 17,8 17,5 17.1 18

Udio slonovnisfva 15-64 godina 67,4 66,0 66,7 68 ejji,15 k)

64

- Besides these laws, in FBiH the Decree on Criteria and manner of Establishment and Acting of the Employment

Finding Agencies is issued in the Federation and in the RS the Rulebook on Conditions to be fulfilled by the

Employment Agencies is in the effect.

Labour Force Survey is conducted on household sample, pursuant to the methodological rules of the International

Labour Organisation (ILO) and European Statistical Office (Eurostat), thus the data obtained through the Survey areinternationally comparable.

7 Agency for Statistics of Bosnia and Herzegovina, Labour Force Survey 2009: Available at: ljjirK/|[mv'AyJ)liasJ)a

Ukupno / Iblol

2007 2008 2009

Muskl / Male, 200?

2008 2009

hlo! fxjpulalior,Worhnga;,cpu;29 703 -136 433 428 3. kjboj, kvce f'4H73 541 292 317 318 4. fk/ioi ., ,.,:;,*)Uma>,pk

V!xtlO

o sposobno stanovniSrvoa snaga (4-r5| 4

oni

posioniivnic ml ado od 15 godinc 8, CXobe

odina

4 08 1,342

11,6 31,9 /Vlvoy rale

2 20,8 23,1 23,7 tmplomw;' rate

1 32,9 26,6 25,6 UnmrpiOfimn

3 17,3 16,7 164 '5'W"toof

1 66,2 65,1 65,8S'

Stopa akllvnosl Siopa

lapo&ionosli Slopa

nozaposlonosfi

3 44,9 43.

2 1,4 23,

18 ,4 17 ,

,6 56,9 67,


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2. Radno sposobno slanovnistvo proma ciktivnosfi, slarosnim gr'upamo i spolu, BiH Working-

age popo/odon hy activity, ayo gioups and i,ex, BiH

(000;

Rodno

s*an

sposobno

ovnistvo

Rodno snaga / Lol-our force N^ak ivne 0 sobe7705

Ukupnc

foci

Zapoi

triple

lene osab Nezoposiene

line mp leyeo {

osobeO'.'sO.'.'S

200 ? 2006 2009 20a? 2 008 2009 2007 7 008 20 09 2007 20 08 2 O09 2007 2 008 2009

Uku jno 7 %fo'

Ukupno 2.725 2 .649 2.594 1.196 1,162 1.132 650 890 659 347 272 272 1.529 1.486 1,463 fc'Ol

15-24 godine 185 .147 132 [62 1.18 14 1 67 78 7 2 75 ,'C 59 323 299 291

25 - 49 ! 155 i.096 1.040 77,1 7 52 7 18 56-1 5B6 556 2 10 66 62 381 34 5 22 2

50 - 64 39 5 577 517 231 2 34 25 90 98 210 41 35 4 2 2 64 34 2 365 SO- 64

65 + 190 529 506 29 29 [21] 26 26 31; 461 300 485 65

15-64 2.235 '2.1 20 2.088 1467 1.134 1. 1 I 0 621 862 338 346 272 272 1 .068 986 97 8

Mu ,ki ,7M

'lie

Ukupno 1.317 1,278 1.252 760 729 703 557 573 541 203 156 163 557 549 549

15- 24 g Ddine 2-18 2 36 223 01 9-1 90 4 5 32 4B 56 12 13 47 14 132 lh-24ycrm

25 - 49 y/4 ill 515 403 461 -136 365 3 72 34 7 1 17 88 7 1 92 ill 7 6

50 - 64 285 271 29-1 158 154 162 129 30 133 29 25 29 27 116 131 50 64

65 + 2 10 2 30 221 19 19 I I2I [18] [ 19 ] 42] 91 210 208 65-1

1 5-64 1.107 1.0-18 1.031 242 7 10 69 539 554 52 8 202 156 163 3 66 33 B 240 15-64

Zens 81 555 525 292 291 280 99 2 13 209 92 77 70 2 89 264 246

50 - 64 31 1 305 323 7 4 79 B9 61 68 76 [12; [101 (13! 2 37 22 7 23 4 40 . M

65 + 280 299 285 [10' 110] [9. [10] no! [91 2 70 2C 27c 65-1

15-64 1.128 1.071 1.057 426 423 119 262 307 310 143 1 16 110 702 648 638

Strukturc / Stfu :iuie !' 41

Ukupno/Tbtoi

Ukupno 100 .0 100, 0 100 ,0 100 ,0 100 ,0 100 .0 100 ,0 100 ,0 100 ,0 100 ,0 100,0 100 ,0 100,0 100 ,0 100 ,0 "fa 10)

15 - 24g odine 17,8 6,9 16,6 13,5 12,8 1 2, 4 1.1 3,7 M 2 7, 3 25,9 25,2 21,1 20,1 19,9

25 - 49 12,-1 11.1 40,1 64.7 6 4/7 63,5 66,4 65,6 6 4, 7 60,6 6 1,0 59,4 74,9 23,2 22,0

50 - 64 21,9 21,6 2 3,8 19,3 2 0.1 22,2 2 2, 4 22,3 2 4, 4 1.9 3.0 15,4 23.S 23, 25,0 50 - 64

65 + 18.0 20,0 19,5 2.4 2,5 H,9! 3,3 3,2 [2,51 30.2 33.7 32,2 65

15-64 B2,0 60,0 8 0,5 97.6 97,5 98,1 96,7 96.B 97,5 99.8 99,9 1 00,0 69.6 66,3 66,8

Mu ki / Male

Ukupno 100 ,0 100. 0 100 ,0 100,0 100 ,0 100 ,0 100 ,0 100 ,0 100, 0 100 ,0 100 ,0 100 ,0 100 ,0 100 ,0 100,0 f old

15 - 24g ^dino ie.B i e,.i 17,8 13,3 12.9 12.B B.i 9. 8,9 2 7, 7 2 7,1 25,7 26,4 2 5.8 24,2

25 - 49 43,6 12,1 4 1,1 53,5 63.2 62,3 55,6 63,0 64,2 5 7, 7 56,6 56,2 16,5 14.7 13,9

50 - 64 21,6 21.2 2 3,5 20.8 21,3 23.1 23,1 22,6 34.6 14,3 16,2 16,0 22,8 2 1.2 23.9 50 - 64

65 + li.S 18,0 12,6 2,5 2,6 [1.8' [3.3] 2,3 12,3; 34.3 38,4 38,0 65

15-64 IM.l 82,0 82,4 97,5 97,4 98.2 96,7 96.7 9 7.7 99,7 99,9 100,0 65,7 61,6 62,0

Zenski /' fe? 9,'ile

00,0 100,0 100.0 100,0 100,0 100,0 100,0 100,0 100,0 100,0 100,0 100,0

13,9 2,5 1 1.9 7.7 8, 7,5 26,2 24,4 24,4 18.1 16,8 17,3

66,9 67,2 6S.3 67,9 67,3 65,8 64,7 66,8 64, 29.7 28,2 26,9

6.9 8,2 20,8 21,0 21,6 24,0 !8,5] 6 ,8 [1 1,51 24,4 24, 2 25,6 50- 64

12.3] 12,21 [2.0 [3,41 [3,0] 12,71 27,8 30,9 30,2 55

97.7 97,8 7B.0 96,6 97,0 97,3 99,9 100,0 100.0 72,2 69. 69,8

1.5. Related programmes and other donor activities:

- CARDS 2004 Twinning Sight project "Assistance to Ministry of Civil Affairs B&H

in its internal organization and improvements on administrative capacity to

undertake European integration tasks'" 2005-06, thematically focused on the

European Labour and Social Security Law, European Employment Services, Social

Dialogue and Transfer of acquis communautaire into the national law.

Ibid

2008ToR employment -

FINAL.doc

Ukupno 100,0 100,0 100,015- 24 godine 16,8 15,4 15,625 - 49 4 1,2 40,5 39,150 - 64 22,1 22,3 2 4,065+ *,9 21,8 21,215-64 80.1 78.2 78,8


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-CARDS 2005 project "Vertical Review of the Labour and Employment Sector in Bosnia and

Herzegovina". The project advocated a greater emphasis on the policy-making role of the relevant

ministries at the expense of the Agencies, which should concentrate on their executive role as well

as suggesting a change in the role of Cantonal Employment Bureaux to that of service-provider.

The review also highlighted the need for the Bureaux to concentrate on their core functions rather

than acting as intermediaries in maintaining social security rights for long-term unemployed.

-CARDS 2006 project "Employment Policy Reform and Establishment of Labour Market

Information System" is dealing with the Framework Law on Labour, National Employment

Strategy and Employment Action Plan (NAP), labour market information system, and the

reporting system on Employment and labour statistics (project duration 2007-2008)

-CARDS 2006 "Strengthening the Institutional capacity of the State Agency for Labour and

Employment of Bosnia and Herzegovina" is providing assistance to the Agency in examining its

existing structural, functional, legal and institutional framework, strengthen its capacity for

delivering EU and donor coordination requirements and to strengthen its human and operational

capacity (Twinning light programme, 2007)

-WORLD BANK - World Bank assistance in labour market sector was provided from 1997through Urgent re-employment pilot project of (PELRP) in a form of grants to ex soldiers and

demobilized soldiers (1997 to 2002) according to the Madrid agreement. It was continued

through the Second Employment Support Programme, so called SESP. This project (total

amount of budget 12 million USD) started in 2005. The purpose of this project, which is running

in the RS and the FB&H is to increase employment of the unemployed older than 45 years old.

-DFID - the purpose of their 4-years project "Support to Pro-Poor Development Policy in B&H" is

to contribute to strengthening the Council of Ministers EPPU and related policy making bodies to

improve pro-poor development policy implementation and to support the implementation of the

MTDS of B&H, placing poverty reduction and social inclusion on the priority agenda in policy

making and implementation across all levels.

-Youth Employment Project (YEP) - This project is prepared as "pilot" project for "YERP"

project implementation. It is implemented by the non-governmental organisations. The first

component of this project has a goal of implementing activities in preparation of youth entering

labour market. The goal of second component is reduction of marginalisation, de-motivation and

asocial behaviour. The third component predicts the institutional development of public and

private employment services;

-Youth Employment and Retaining Programme (YERP) - This project is prepared and

conducted in cooperation with UNDP and other international organisations (UNICEF, UNFPA,

UNV and 10M), and it is financed by the Kingdom of Spain. It has three main goals. The first

goal of this project is enhancement of capacities of educational system and local communities forimprovement of employability of youth. The Second goal is strengthening capacities of public

employment bureaus and civil society for development and conduct of integrated youth

employment packages. The third goal is maximised positive influence of migration and

minimised negative influence of irregular migrations;

SOSAC I - Social Sector Structural Adjustment Credit; "Social Protection and Labour

Markets" ; Project of the World Bank

SOSAC II - Second Social Sector Structural Adjustment Credit, Project of The World Bank

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"Vertical Review of the Labour and Employment Sector in Bosnia and Herzegovina",

financed by European Commission under the framework contract AMS/451-LOT8;

Project of Agency for Labour and Employment BiH: "Employment Policy Reform and

Establishment of Labour Market Information System" for IPA 2007-09

Making Active Labour Markets work IPA 2007 (to contribute to the reduction of

unemployment, the improvement of employment and of the quality of jobs and support

social cohesion in B&H through enhanced effectiveness of labour markets.)

Improving the Development and Capacity of the Social Partners IPA 2007 - (to support the

creation of a functioning state-level Social and Economic Council in line with 1LO

Convention and EU best practice and promote the development of sustained Social

Dialogue.)

2. OBJECTIVE, PURPOSE & EXPECTED RESULTS

2.1. Overall objective

To strengthen the human resource capacities and make labour market work effectively, thus

contributing to the overall development of society and to the promotion of economic and social

cohesion.

2.2. Purpose

To improve the institutional capacity of labour market management and employment service

delivery at national, entity- and sub-entity levels.

2.3. Results to be achieved by the Consultant

The expected impact is a reduction of unemployment rates and the duration of unemployment and a

more inclusive society. The improved labour market management shall reduce labour market

rigidities and contribute to combating social exclusion of those who are in a difficult situation.

Equal opportunities for women, for persons with disabilities and for minority groups shall be

strengthened and assured.

The capacity building approach shall not only improve the efficiency of public spending for labour-

market measures, but also guarantee ownership for labour market policy,

An important impact on the demand side of the labour market can be achieved by improving the

service orientation of the employment offices towards employers. Local networking shall enhancethe development of local employment initiatives.

; I I fl^u.^ I.il-u, in.i ik^; i,...,..i.vii.'.;.; ..;._.;^m .,: ;;.::;-;;,T .-:.::.';... >;mi---u and !':.!.; I'LuT;

level established, including:

Labour Market policy in line with EU standards developed for all the government levels

with the participation of social partners

Effective monitoring and evaluation procedures of labour market programmes established.


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Indicators:

Established system of indicators and analysis of key labour market trends:

Employment policy with measurable goals and defined resources;

Performance monitoring system for labour market programmes and services established atall government levels,

1.2 Strengthened budget preparation mechanism in institutions at all governriTent jevdsjjtate.entity, canton, and Brcko District) responsible for LME policy

Indicators:

Improved budget preparation process (including gender responsive budgeting); At least

30 institutions benefiting; At least 30 consultation plans available. ." li n pi " \e d cinpl.'-. i nen

I -.er\ kc de l i v e r ) .il l-c; il e mp l. .v muil . .1 fie..-.-, level, iiu hi d i n g

Effective counselling services and job-search assistance for unemployed persons and

jobseekers are developed piloted and implemented. The services take account of thespecific needs of target groups.

Information and placement services for employers. Local employment offices establish

regular communication with local employers; improve service orientation in line with the

demands of employers.

Concept for local job fairs is designed and piloted (in each entity), bringing together

jobseekers, employers, training institutes and other local stakeholders.

Indicators:

Documented and tested systems of improved service provision for unemployed persons and

jobseekers at least at 15 locations;Documented and tested procedures of improved communication and sendees for employers

at least at 15 locations;

Documentation and assessment of job fair results at least at 15 locations.

1.4 Strengthened capacities of the staff of employment services at all levels

Staff development programme is designed on the basis of training needs analysis (TNA) at

all levels.

The TNA uses a standard methodology, applicable for periodic reassessment of training

needs.

A curriculum for new entrants to the employment service is developed.

Staff training in the field of identified priorities is carried out and the feedback of

participants is analysed.

Indicators:

Staff development programme designed on base of training needs analysis (TNA) at all

levels;


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4. SCOPE OF THE WORK

4.1.1. Project description

In order to make the labour market work more effectively, the institutional capacities of labourmarket management needs to be improved. This includes adopting the agreed employment strategy,

programming active labour market measures in consultation with the Social and Economic Councils

at entity level, and improving employment service delivery at the local level. Previous projects (see

linked activities in 3.6) have assessed the core problems of the labour market in BiH and revealed

needs for the improvement in many areas, of which the strengthening of capacities of employment

service to implement active labour market policies shall be addressed in this component.

There is an urgent need to combat long-term unemployment, which has reached high incidence and

affects mainly unskilled and low skilled persons. This confirms the need to effectively implement

the Adult Learning strategy but also to expand and improve Active Labour Market measures,

including counselling and placement services.

This project shall also draw on synergies from the IPA 2007 projects which are addressing ActiveLabour Market Policy and capacity building of Social Partners, and will focus on further

strengthening the institutional capacity of the Employment Services.

The capacity building for labour market management will comprise tools and methodologies to

carry out labour market analysis and to identify flows and transitions in the labour market,

including cross border movements, approaches to identify key target groups for active labour

market measures and to improve matching of supply and demand. A sustainable system of

continuous capacity building of the staff of the Employment Agencies will be developed, based on

a prior qualification needs assessment.

Furthermore, the 14 Governments (state, 2 entities, Brcko district and 10 cantons) have adopted a

'10 Steps' budget planning and preparation framework which sets out a medium-term budget

process with clearly defined responsibilities for relevant participants and a harmonised budget

timetable. The '10 Steps' process requires each Budget User to submit detailed information at key

stages of the budget process. The Medium Term Expenditure Framework process at entity and state

level has improved steadily over the course of the last couple of years. New systems and

procedures have been developed to enhance the quality of the budget planning process and to

ensure that the high priority government programmes get adequate funding. Budget users at state,

entity, canton and District of Brcko government levels have received training in strategic planning,

programme budgeting and budget analysis. Therefore, the project will develop capacity at various

government levels for budgetary planning and put in place above described "Ten steps" budgetary

calendar.

4.1.2. Geographical area to be covered

Bosnia and Herzegovina

4.1.3. Target groups

Ministry of Civil Affairs of Bosnia and Herzegovina

Agency for Labour and Employment of Bosnia and Herzegovina

Ministry of Labour and Social Policy of FBiH


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Federal Employment Institute

Ministry of Labour and Veterans of Republika Srpska

Employment Service of Brcko District of Bosnia and Herzegovina

Bureau for Employment of Republika Srpska

10 cantonal employment services offices

6 regional offices for employment of Republika Srpska

74 municipal employment bureaus in Federation of BiH

63 municipal employment bureaus of Republika Srpska

4.2. Specific activities

Activities related to the Result 1.1

1.11Definition of a set of labour market indicators, based on existing data- bases and information

system; description of gaps (including gender gaps) and recommendations to improve the system ;

1.12Development of employment policy at all levels, with close consultations with social

partners;.

1.13Design of a performance monitoring system of labour market services established at all

government levels;

1.14Mapping and summarising the qualitative and quantitative results of Active Labour Market

Measures implemented to date and analysing lessons learnt;

1.15Development of an appropriate methodology for effective monitoring and evaluation of labour

market programmes at all government levels,


1.21Undertake an institutional mapping of all labour market programmes and functions

including recommendations for savings at a l l levels (state, entity, canton and Brcko District)

1.22Design and deliver training programme on strategic planning and programme budgeting policy

within relevant institutions responsible for LME programmes

1.23Draft Communication Plan for institutionalizing consultations between institutions

responsible for LME policy and state Fiscal Council


1.31Service provision for clients of the employment offices is analysed;

1.32Improved service layout models are designed and piloted;

1.33Common standards for information, registration and placement of jobseekers are developed

and documented;

1.34Targeted approaches for long-term unemployed persons and specific target groups are

developed:


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1.3.5 Communication and services to employers is analysed and an action plan for improvedservices developed.

\. !l\ IIU- l,'i..'K-:l I- Hi..- KV i.ll I i

1.41Development of a methodology for training needs analysis, TNA carried out at all governmentlevels;

1.42Preparation of staff development plans at all government levels;

1.43A pilot training is carried out, in l ine with the needs and priorities resulting from the TNA

(number of participants to be defined).

4.3. Project management

4.3.1. Responsible body

The Contracting Authority shall be the European Union and thus the Consultant is solelyresponsible to the Contracting Authority on a ll matters pertaining to the Contract and its Terms

and Conditions.

4.3.2. Management structure

The project will be managed by the EU Delegation to Bosnia and Herzegovina for operational,

financial and legal matters. All decisions affecting the strategic direction of the project shall be

taken after consultation with the project steering committee.

The project steering committee will be conceptualised in the project inception phase. It will consist

of representatives of the Ministry of Civil Affairs of Bosnia and Herzegovina, designated entities'

ministries responsible for labour and employment issues, and the EU Delegation to Bosnia andHerzegovina. The committee will meet on a regular basis to discuss progress and/or issues related

to the programme; minutes of these meetings will be taken and distributed to all attendees.

4.3.3. Facilities to be provided by the Contracting Authority and/or other parties

N/A

5. LOGISTICS AND TIMING

5.1. Location

Bosnia and Herzegovina. Therefore experts will be expected to spend minimum 80% of the

allocated time in the country of operation. Any work that will be required outside the country of

operation will require a written prior approval, on the case-by-case basis, by the EU Delegation.

5.2. Commencement date & Period of implementation

The date for commencing implementation shall be within 1 month of the signature of the contract

by both parties and shall be determined by an administrative order issued by the Project Manager,

The period of execution of the contract will be 24 months from this date. Please refer to Articles 4and 5 of the Special Conditions for the actual commencement date and period of execution.

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6. REQUIREMENTS

6.1. Personnel

6.1.1. Key experts

All experts who have a crucial role in implementing the contract are referred to as key experts. Theprofiles of the key experts for this contract are as follows:

The strength and suitability of the Consultants experts shall form the primary basis upon which

evaluation of the technical proposals shall be made. The Experts should have extensive practical

experience in development of labour markets measures and development of institutional capacities

of labour market management and employment services.

Good command of English [written and spoken], excellent leadership, communication and conflict

resolution skills are a pre-requisite for all candidates.

Good computer skills, including proficiency in word processing.

Definitions:

Experts under these Terms of Reference are classified as Key and Non Key Experts.

a) Key Experts

KE-1 /Expert for establishment and monitoring of programmes and services at the labour

market/Team Leader (minimum 440 working days)

KE-2 / Expert for development of strategic planning mechanisms and budget preparations in

institutions responsible for labour market policies (minimum 440 working days)

KE-3 / Expert for improvement of services at local employment bureaus (minimum 440 working

days)

KE-4 / Expert for development of employment policies (minimum 220 working days)

KE-5 / Capacity building of institutions for employment expert (minimum 440 days)

b) Non key experts:

Pool of non key experts - minimum 1,000 working days

The Team Leader shall be the Consultants representative in BiH and shall be responsible for

operational aspects of the Project implementation and performance on behalf of the Consultant,

Note that BiH recent experience substantially links inadequate leadership and management with

project failure and subsequent contractual corrections and difficulties.

Key expert 1: Team Leader/ Expert for establishment and monitoring of programmes and

services at the labour market (Min. of 440 working days)

The Team Leader will have overall responsibility for the smooth running and timely

implementation of the project and the efficient use of project funds. The Team Leader will be

responsible for the field management of the team of experts, The Team Leader should have the

possibility, in consultation with the Consultant's Project Director (to be covered under

backstopping), to mobilise backstopping expertise to address unforeseen problems and technicalissues.


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The Team Leader will be resident in Sarajevo, The Team Leader must have the followingbackground/experience:

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- Minimum MBA or other MA in economics or business or related subject or equivalent

minimum 5 years of specific professional experience above the specific professional

experience fixed below.

General professional experience

- A proven track record of preferably 15 years, but minimum 10 years of working

experience with major international development agencies and organizations which

design and implement similar development projects and including EU funded

projects, and international co-operation programmes;

-Preferably ten (10) but minimum seven (7) years of professional experience with

economic, job generation and labour market programmes' design and implementation.

-Preferably 7, but minimum of 5 years of experience as a team leader in international

projects.

Key expert 2. Expert for development of strategic planning mechanisms and budget

preparations in institutions responsible for free market policies (Min. 440 working days)

Qualifications and skills

- University degree in Economy or Business Administration or equivalent minimum 5

years of specific professional experience above the specific professional experience

fixed below.

General Professional experience

- A proven track record of 10 years, preferably, but minimum 7years of experience in

working with/in public sector.

Specific Professional experience

-Preferably 10 but minimum 7 years of proven experience in preparation and

development of strategic planning documents and preparation of budgeting policies of

public institutions.

-Experience in southeast Europe or transitional countries an advantage

Key expert 3: Expert for improvement of services at local employment bureaus (Min, 440 working

days)


- University degree in social sciences or equivalent minimum 5 years of specific

professional experience above the specific professional experience fixed below,


- Preferably 10 years, but minimum 7 years of general professional experience.


-Preferably 10, but minimum 7 years of experience in capacity building for employment

services delivery.

-Experience in the design, organisation and monitoring of training or human resourcedevelopment activities in large complex organisations,

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- Experience in southeast Europe or transitional countries an advantage

Key expert 4; Expert for development of employment policies (Min. 220 working days)

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- University degree in Economics, or equivalent minimum 5 years of specific

professional experience above the specific professional experience fixed below.


- A proven track record of preferably 10, but minimum 7 years of working experience.

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-Preferably 10, but minimum 7 years of experience in development of labour market

policy or implementation of labour market policies.

-Experience in southeast Europe or transitional countries and advantage.

Key expert 5: Expert for capacity building of institutions foremployment (Min. 440 workingdays)


- University degree in social sciences or equivalent minimum 5 years of specific

professional experience above the specific professional experience fixed below.


- Preferably 10, but minimum often (7) years of general professional experience.


-Preferably 10, but minimum of seven (7) years of specific experience in capacity

building of institutions responsible for employment-Experience in southeast Europe or transitional countries an advantage.

6.1.2. Other experts

CVs for experts other than the key experts are not examined prior to the signature of the contract.

They should not have been included in tenders.

All non-key experts should have qualifications and previous professional experience in the field of

labour and employment, capacity bidlding training delivery, human resource development, policy

analysis, public relations and media, or related (DTP, designer, webmaster, etc.)

The Consultant shall select and hire other experts as required according to the profiles identified inthe Organisation & Methodology. These profiles must indicate whether they are to be regarded as

senior/junior so that it is clear which fee rate in the budget breakdown will apply to each profile.

All experts must be independent and free from conflicts of interest in the responsibilities accorded

to them.

All non-key experts shall be formally approved by the Contracting Authority during the project

implementation.

The selection procedures used by the Consultant to select these other experts shall be transparent,

and shall be based on pre-defined criteria, including professional qualifications, language skills and

work experience. The findings of the selection panel shall be recorded. The selection of experts

shall be subject to approval by the Contracting Authority.

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"Note that civil servants and other staff of the public administration of the beneficiary country cannotbe recruited as experts, unless prior written approval has been obtained from the EuropeanCommission",

For all civil servants and other agents that are identified and proposed in the offer, a formal requestfor approval must be included in the offer with the solemn declaration of the proposed expertsthat they will resign from their position once the contract is awarded and that they have no

conflict of interest in the sense that they have not been involved in whatever stage during thepreparation for the current project and tender.

The Tender Evaluation Committee will consider the requests for approval, may require additionalinformation from the Bidder and shall lay down its findings in the Evaluation Report. Thefindings will however not influence the evaluation process at this stage.

The Contracting Authority will consider the findings and has the right to reject the proposedwinning bidder on the basis of the findings related to one or more civil servants proposed

for engagement.

For civil servants and other agents proposed during project implementation, a similar request forapproval must be submitted to the Delegation with the same evidence.

6.1.3. Support staff & backstopping

The Contractor will provide backstopping services from its home-office for the duration of the

project. Backstopping shall include:

ensuring that the Project meets and satisfies the expectations of the Contracting Party and

takes immediate corrective and sustainable action should this not be the case;

co-ordination from the Consultant's headquarters of the overall project activities;

timely management of a multidisciplinary project team;

ensuring co-ordination between the Project, the EU Delegation to Bosnia and Herzegovina;

ensuring proper backstopping support;

ensuring proper administrative control of the Project's expenses, the preparation of

invoices with supporting documentation, and the timely delivery of reports.

The costs for support staff must be included in the fee rates of the experts.

6.2. Office accommodation

The contractor shall provide adequate office space to run the contract in Bosnia and Herzegovina.

6.3. Facilities to be provided by the Consultant

The Consultant shall ensure that experts are adequately supported and equipped. In particular it

shall ensure that there is sufficient administrative, secretarial and interpreting provision to enable

experts to concentrate on their primary responsibilities. It must also transfer funds as necessary to

support its activities under the contract and to ensure that its employees are paid regularly and in a

timely fashion. These costs cannot be supported by the Incidental Expenditure.

6.4. Equipment

No equipment is to be purchased on behalf of the Contracting Authority / beneficiary country as

part of this service contract or transferred to the Contracting Authority / beneficiary country at the

end of this contract. Any equipment related to this contract which is to be acquired by thebeneficiary country must be purchased by means of a separate supply tender procedure,

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There must be a final report, a final invoice and the financial report accompanied by an expenditureverification report at the end of the period of execution. The draft final report must be submitted at

least one month before the end of the period of execution of the contract. Note that these interim

and final reports are additional to any required in Sections 2.3 and 4.2 of these Terms of Reference.

Each report shall consist of a narrative section and a financial section. The financial section must

contain details of the time inputs of the experts, of the incidental expenditure and of the provision

for expenditure verification.

Note; standard templates and guidelines for reporting (inception report, interim reports, final report)

can be obtained from the EU Delegation and must be used.

7.2. Submission & approval of progress reports

3 copies of the progress reports referred to above must be submitted to the Project Manager

identified in the contract. The progress reports must be written in English. The Project Manager is

responsible for approving the progress reports.

8. MONITORING AND EVALUATION

8.1. Definition of indicators

The project will be monitored and supervised by the Delegation of the European Union in Sarajevo.

The EU Delegation will monitor the implementation of the assistance on the basis of project visits,

meetings with the beneficiary institutions and regular reports provided by the Contractor

implementing the project.

An independent Monitoring Unit has been established by the Commission Services, which assists

the EU Delegation to monitor and assess on-going and past projects in terms of the quality of

services provided, outputs delivered and the achievement of project objectives.

The project shall be required to assist the Monitors with the provision of information and the

Contractor is advised to ensure that their management reporting will include the information

necessary for the monitors.

In order to facilitate good project management and monitoring/evaluation activities, the Contractor,

in collaboration with the Commission Services and the beneficiaries, will define a detailed set of

indicators of achievement of project objectives during the Inception Phase.

8.2. Special requirements

Archiving For the purposes of archiving and to facilitate potential future projects/evaluations, the

Contractor shall at the end of the project collate onto a CD Rom, all project documentation, ToR,

Bid Submission, Inception report, contractual amendments, documented outputs, and other such

material. 5 copies shall be provided with the submission of the final report.

The project will endeavour to further enhance the positive image of the EU in the context of its

work. At appropriate milestones during the programme and after appropriate events press releases

will be issued, in co-operation with the EU Delegation in Sarajevo. Appropriate visibility will be

assured at all times within the EU guidelines for communication activities.

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