Technical Proposal to Undertake Labor Market Survey for the Green Energy TVET

Project in Adama City Administration of Oromia Region and Mekelle City Administration
of Tigray Region

Submitted by:

Submitted to: Adventist Development and Relief Agency [ADRA]-Ethiopia

February 2019
Addis Ababa
General Context
Green energy is all the sorts of energy that is an outcome of the exploitation of the natural
resources of the environment such as the sun power, the wind power, the sea power, biomass and
geothermal energy. “Green jobs” can be defined as jobs in businesses that produce goods or
provide services that benefit the environment or conserve natural resources. Green goods and
services fall into one or more of five groups: energy from renewable sources, energy efficiency,
pollution reduction and removal, natural resources conservation, and environmental compliance,
training, and public awareness. The development of renewable energy charges is going to have
an impact on the diminution of carbon dioxide emissions that leads to the greenhouse effect on
the first place and in time it is going to create new employment, since this renewable energy
trend will lead to the creation of new companies that would either produce products such as wind
turbines, photovoltaic panels etc. or provide services. Another field that is going to be favoured
is the technical industries that are going to hire engineers and other personnel for the system
design, the installation and maintenance. Thirdly, companies that are going to supply spare parts
of these systems will be also kept quite busy.
Even though the main purpose for the stimulus of the implementation of Renewable Energy has
been to reduce the environmental impacts of energy consumption, renewables provide many
other benefits in the social and economic fields. Among other socioeconomic impacts such as
energy security, economic growth, territorial cohesion, it is the employment generation which
seems to gather most of the interest from various stakeholders.
In order to achieve the national Green Growth Strategy, skills demands of the respective sectors
have to be analyzed, and green skills have to be trained either in an integrated way through
additional modules or in specialized occupations. Vocational colleges (particularly the centers of
excellence for TVET) can become role models for eco-friendliness and play an active role in
awareness- raising campaigns (e.g. in communities and small and medium-sized enterprises -
SMEs).
Training in Renewable Energy has quickly increased over the past few years. However, employers
still face difficulties finding qualified people to fill some jobs opening. Besides, several former
projects mainly focused on only a short term training of trainers implemented by teaching
methodologies and some disciplines such as carpentry, tailoring, and electrical installation.
Therefore, Vocational Education and Training (VET) can be a good response to the skill gaps, since it
would help workers coming from other fields to specialize in the sector, building on skills they
already acquired from previous experience.
The importance of developing human resources for sustainable development through technical
and vocational education and training is undisputed. Education in general and TVET in particular
are ascribed a significant role in this transformation process towards sustainable development.
It’s the skilled workforce who deals with energy and resources at their workplaces efficiently and
prevents environmental risks and damages - or not. It’s also the skilled workforce who is needed
in order to manufacture or apply environmentally friendly technologies properly. On the other
hand, shortages in skilled labor could hinder the transition to a green economy.
It should not only provide adequate basic, transversal, and vocational skills that fit the needs of
employers, but also equip learners to engage in Long Life Learning (LLL), and to manage
transitions from education to employment as well as from one job to another or from
unemployment to employment.
Project background
ADRA-Ethiopia have designed a project entitled ‘Improving livelihoods and creation of
employment opportunities for disadvantaged young people in the regions of Oromia and Tigray
through integration of innovative green energy vocational training within the existing TVET
institutions-Green Energy TVET project’ to support the government effort in the TVET sector
focusing on youth job creation in the renewable energy sector.
The overall objective of this BMZ [Federal Ministry for Economic Cooperation and
Development] funded ‘Green Energy TVET Project’ is to support the establishment of technical
and vocational education and training in the field of renewable energy, thereby facilitating
employment promotion of young people in Oromia and Tigray regions.
This project has a huge potential regarding meeting the goals of the Green Economy Strategy of
the country at large and the youth unemployment in particular. The growing renewable energy
sector needs skilled workers to create new occupations and jobs. However, the required TVET
for this sector does not really exist and concerted efforts are required, so that vocational training
institutes under this project are able to extend their offer in employable green skills in order to
meet green jobs requirements from the labor market. The project will make a concerted effort to
address the issues in the triangle of youth unemployment, TVET and renewable energy.
The project’s objective is improving livelihoods and creation of employment opportunities for
disadvantaged young people in the regions of Oromia and Tigray through integration of
innovative green energy vocational training within the existing TVET institutions thereby
contributing to employment promotion in line with localized SDG 8.
The total project target beneficiaries are 2,200 unemployed and unskilled youth, of which 30%
are girls\women. The project aims to impart training at the level of 3-6 months training and also
at the TVET level I-V. Upon completion of skills training, the project will ensure 80%
employment of Green Energy TVET graduates.
Objectives of the survey
The labor market analysis study has the following set of specific objectives.
1. To identify what type of jobs are available in the market that can be filled by future Green
Energy TVET graduates, with a special focus on highly demanded skills.
2.To provide an authoritative overview of current labour market trends\demands and snapshots
of Green Energy businesses ‘opinions on training and strategic skill needs as well as an overall
assessment of economic, social and technical drivers of green energy market growth.
3. To provide detailed information, recommendations for the training modality.
4. To provide inputs that will help the preparation and development of the occupational standard.
5. An assessment of immediate priority green energy skills needs in the priority economic sectors
categorized in to skill types and levels.
6. To assess the capacity of public and private TVET service providers in relation to the
provision of identified market-demanded green energy courses.
7. Identification of other economically significant green energy sectors where skills deficiencies
might constrain future employment and economic growth.
7. To identify factors that will strengthen the relationship between Green Energy TVET
providers and the private sector
Geographic scope
The geographical locations of the study is Adama City Administration of Oromia Region and
Mekele City Administration of Tigray Region and their adjacent areas [at least three major
surrounding big cities in each region]
Scope of Work
The study is expected to identify employment opportunities [wage labor and \or self-
employment] in both formal and informal sectors\enterprises in the area of Green Energy
[installation, maintenance, repair and sales of renewable energy technologies, e.g. solar, wind,
biogas, energy efficient stoves, etc.].
Expectation from the study
 Findings from the market survey should support to identify the most important Green
Energy jobs that government\enterprises wish to recruit staff and \ or to train for their
current employees as well as their current policy and working environment toward a decent
working environment in the area of renewable energy
 The study is expected to identify partnership opportunities with private sector actors who
can provide quality internship or on-the-job training including employment opportunities for
the Green Energy TVET students\graduates
 The study is expected to get different private companies’ analysis and company profiles
including level of education, skills and employment\job preference for each category of job
profile, from the job market and employer’s perspectives
 Findings from the study will further help to identify the gaps in existing technical vocational
training courses and job placement for youth in Oromia and Tigray, as well as to identify
future trends
 The results from the survey will feed to guide the development of the curriculum of the job-
oriented vocational training programme
 The study result is also expected to show the real job market need or gaps on the Renewable
Energy TVET program and should recommend the education and training modalities in
relation to the identified gaps. The federal and regional TVET Agencies should be deeply
involved in the whole process of the study.
 The result of the survey is expected to become a basis for development of relevant provision
of market-demanded green energy skills training.
Study Methodology
The consultant decided not to apply traditional labor market assessment which is based on
detailed occupational mapping. Thus, adapted a methodology developed for the World Bank that
was designed to conduct a rapid assessment with limited resources by working backwards from
market demand.
The following steps will be undertaken to realize this methodology.
1. Economic Context:
The consultant examines which sectors currently absorb labor and which are likely to see
increases in employment in the future using strategies like data dashboard, sector selection,
product/service space analysis, and value chain mapping.
2. Mapping of Stakeholders and workforce development programs:
The consultant continues to conduct mapping of stakeholders and workforce development
programs which provides an overview of workforce development programs supported by the
government and development partners and maps workforce development stakeholders in the
locality/region and how they interact. This disentangles workforce system in the area including
key stakeholders from the public and private sectors, education system, and youth and civil
society organizations.
3. Demand focused Analysis: Sector Selection and Value Chain Mapping
3.1. Sector Selection:
Select green energy sectors likely to generate jobs in the near future through a three-stage
process consisting of sector identification, triage and assessment in which the consultant
evaluates sector growth, performance and implications for employment. Then the consultant
develops a customized scoring matrix used to rank green energy sectors (criteria include past
performance, likely future performance, geographic relevance and potential impact of green
energy TVET education on the sector). This provides a ranked list of green energy sectors likely
to generate employment growth, creating a roadmap for final sector selection.
The consultant then proceeds to undertake employment & green energy sector analysis of labor
demand which includes a review of economic drivers shaping employment opportunities in the
target area. Based on this analysis, it presents a shortlist of green energy sectors that have the
highest assessed potential for generating employment (including entrepreneurship and in micro,
small, and medium enterprises (MSMEs as per the sector selection criteria.
3.2. Value Chain Mapping with Workforce Overlay:
The consultant develops value chains that include an analysis of end market demand, green
energy sectors/firms relationships and constraints to growth. This maps map the core processes
in the value chain, identify and map the main actors in the process, map flows of products or
services, map relationships and linkages between value chain actors, and signal employment
entry points, as identified by employers, and based on observed practice with respect to
educational requirements and gender.
Using key informant interviews, the consultant further asks employers and experts and gathers
open-ended questions about their skills needs and priorities, hiring needs and required education
levels, on the nature and quantity of positions and occupations, functions to be performed,
entrepreneurship opportunities and employer opinions, how the sector/firm structure and value
chain relationships within these green energy sectors influence skills demand, as well as the
types of employment opportunities available now and in the future as the sector grows and
evolves. Using this information, the consultant will expected to develop value chain maps
depicting green energy sector structure and channels, information about the demand for skills as
an “overlay” to the map, and parallel (or “sister”) diagram to the value chain map that shows the
local education and training offering aligned with skills demand. The workforce overlay on a
value chain map helps identify where training and skills development are needed and how they
can be delivered—such as through general education, technical education, vocational training, or
on-the-job learning. It can also help identify career pathways for employees within a green
energy sector.
In this value chain mapping, the consultant adopts private green energy business/employer
survey tool to understand the labor market from the view of the private green energy sector
(potential employers) gather information such as local businesses’ perceptions of job seekers (for
example: youth, if youth are the focus of your program); measure of levels of activity and overall
employment levels as well as the occupational structure within industries. They are also used to
assess employers’ opinions and perceptions about current skill deficiencies and anticipated future
changes, employment landscape including information on skills (hard/technical, transferable
skills such as effective communication, soft skills like accounting, vocational skills) in demand
by potential employers, opportunities for mentorships, apprenticeships, and job placements; and
information on hiring trends, and information on self-employment, such as the constraints to
starting and managing a business and identification of high potential growth sectors for aspiring
entrepreneurs. This also makes private green energy sector mapping targeting
local/regional/national firms where we believe current and future employment opportunities
exist, as well as informal sectors and enterprises that exhibit livelihoods potential by the sector
selection step above, internal inventory to determine the nature and status of relationships and
contacts already established through different programs. Firms identified as potential
engagement partners will be targeted to receive a survey interviews by the consultant.
Finally, it makes a light touch market observation to understand local labor market including
basic labor supply and labor demand as well identify challenges, observe and capture
information such as presence of women employees in the marketplace, busiest times for market
activity and hence high demand for labor.
4. Supply-Focused Analysis:
The consultant also makes a stock-taking of labor supply by target group focusing to the overall
stock of skills and how those relate to employer demand for skills, educational attainment stocks
and flows and education system quality.
In this labor supply analysis, the consultant adopts employee/Candidate Survey Tool in which
former TVET graduates (assumed as proxies of the employees) will be assessed on issues like
job seekers’ perceptions of their current skills and opportunities and challenges for economic
engagement, any gaps in perception between the employees/candidate and the larger labor
market, perceptions of a TVET graduate as employee, their attitudes towards employment,
analyzing skills mismatch at individual level, reflecting misemployment (across sectors)and so
forth.
The consultant will also assess potential TVET providers and professional training institutions to
find out their capacity and capability to offer quality skills training and professional courses
demanded in the market, and relevant education and training programmes currently available on
the market in the area of renewable energy.
Data collection tools
The consultant gathers both quantitative and qualitative data information from primary and
secondary sources in the following manner.
Desk review: The consultant applies two combined ways for investigation of desktop
documents. The first is Data Dashboard Strategy in which databases, reports and researches of
relevant issues accessed from UN-based organizations like World Bank, UNICEF, UNDP, and
other portals longitudinal survey results.
The second way is through in-depth examination and review of government policies and
strategies, TVET policy of Ethiopia, the new Ethiopian Education Road-map, the Project
document [Proposal], feasibility study, assessments and previous labour market study reports [if
any]
Delphi Survey
Cognizant that this programme is the first and new in its type, the consultant has been obliged to
apply Delphi-Survey technique in addition to the tools that ADRA-Ethiopia proposed.
Accordingly, the consultant decided to develop a well-designed questionnaire and send the
questionnaires to the right experts (experts who have knowledge of innovative and best practices
of green energy and its employment benefits like countries Germany, Singapore who follow
centrally managed strategic labor planning through good private-public partnerships).for selected
organizations assuming that they have professionals with exposure to best practices of other
countries. Therefore, Delphi survey will be administered on GIZ EnDev, selected private and
public green energy sectors\institutions, nearby universities. Accordingly, the consultant will
undertake ten Delphi survey in each City Administration.
Key Informant Interviews [KIIs]: the consultant will design semi-structured KII-protocol
specific to a particular respondent and conduct interviews with private short-term training
providers [Don Bosco, , Ministry of Water, Mines and Energy, available and relevant TVET
centers],regional or national level youth and sports, labor and social affairs, former green energy
training graduates, ADRA-Ethiopia technical staff members. The consultant decided to
undertake fifteen key informant\in-depth interviews in each City Administration.
Transect walks: The consultant also undertakes transect walks to selected TVET training
service providers\centers in the nearby areas to assess their capacity focused to infrastructure
[training classrooms, machines, suitability of center location, etc.], instructors [experience, level
of education, trained or untrained, etc.], management [] structure, capacity of board of directors,
TVET manager, and subordinate staffs,], and working relation with TVET Agency and other
relevant stakeholders.
The whole process is detailed in the following table.
Name of City High-level No. of No- of KIIs Transect Walk
Review Delphi
Meeting Survey
Adama-Oromia 1 6 9 2
Shashemene 2 3 1
Assela 2 3 1
Mekele-Tigray 1 6 9 2
Adigrat-Tigray 2 3 1
Maichew-Tigray 2 3 1
Totals 2 20 30 8

Key deliverables
The consultant is expected to provide the following outputs as deliverables.
 Inception report which details the whole methodology grid with the main research methods,
sampling framework, sources of data, procedures for data collection and analysis, and draft
table of contents for the study report which is further reviewed and refined by ADRA
technical staff.
 Draft report incorporating findings, SWOT analysis, suggestions and recommendations from
the reference group
 Final study report both in ppt and doc.
 Power point presentation to ADRA-Ethiopia and relevant stakeholders for validation
 Study instruments\tools
 Labor market study dataset in raw and cleaned form in SPSS sheet
Structure of the report
As stipulated in the terms of reference, the final labor market analysis report will contain the
following.
 Executive summary presenting the major findings and recommendations
 A short description of the methodology used
 A short description of the study context and process including its constraints and challenges
 Detailed findings of the study
 Analysis of the findings
 Conclusions and recommendations for ADRA and other users
 Stylized and concise Management Response [added by the consultant]
 Programme Impact Pathways [added by the consultant]
  Annexes of ToR for the assessment, key questions for assessments, methodology grid and
questionnaires and list of reference documents
Work schedule
The consultant proposed the following time periods and expected level of effort to accomplish the
assignment.
S\N Activity No. of days Delivery
1 Inception report with tools, key contacts and 5 Approved inception report
sampling strategy
2 Briefing and assign responsibility at 1 Well-informed survey team
consultant office [tools, objectives, ethical
guidelines and expectations]
3 Logistical preparation both at consultant and 1
ADRA-Ethiopia
4 Deployment of survey researchers for field- 10 Raw Data collected,
work who can perfectly command local
language and culture plus good exposure to
the target cities
5 Stakeholders restitution meetings for Stakeholders\respondents
confirmatory or review of results at Adama consensus on the survey
and Mekele cities results
6 Debriefing of the survey with ADRA-Ethiopia 1 Consensus on survey
head office results
7 Data entry and cleaning to SPSS 3 cleaned and collated in
appropriate software
application package, SPSS
8 Data analysis and report write-up 10 First draft report
9 Final report [incorporating comments] 2 Final report
10 Total number of days
33 days

Survey administration and team composition

The consultant will use two reference groups. The survey team will be mainly engaged on key informant
interview and transect physical observations, and regional\local level Delphi surveys. For this
component, two highly experienced and who can command local languages will be deployed to Mekele
cluster, and two researchers of same manner will be deployed to Adama cluster. The field survey team
are all equipped with personal laptops installed with SPSS software.
The consultant firm will again assign two high level researchers to undertake data dashboard and
desktop reviews and partially manage national level Delphi surveys.
 Financial Proposal
The consulting firm proposed 284, 000.00 [two hundred eighty four thousand] Ethiopian Birr
[ETB] including all government taxes and deductions. This is also subjected to further negotiations.

S\N Cost heads Unit Quantity Unit cost Total cost

1 Inception report, 2 Days 5 2,000.00 20,000.00
consultants
2 Desk review and data Days 5 2,000.00 20,000.00
dashboard customization, 2
consultants
3 Field-work, four Days 10 4,000.00 160,000.00
consultants, fee plus
accommodation
4 Transport for the field Lump sum 20,000.00
work, 2 land cruisers
5 Analysis and report write- Days 15 2,000.00 60,000.00
up, refining, composing
management response and
programme impact
pathways, 2 consultants
6 Stationery and Lump sum 4,000.00
communication
284,000.00
Total Price requested including all government taxes and deductions