Capability Development Approach Consultant

Position description

Position Title : Capability Development Approach Consultant
Duty Station : Home-based
Classification : Consultancy, Category B
Type of Appointment : Consultancy Contract
Desired Start Date : As soon as possible
Closing Date : 18 March 2026 (11:59 PM, Bangkok Time)
Reference Code : CFA19398/2026

Established in 1951, IOM is the leading inter-governmental organization in the field of migration and works closely with
governmental, intergovernmental and non-governmental partners. IOM is dedicated to promoting humane and
orderly migration for the benefit of all. It does so by providing services and advice to governments and migrants.

• ORGANISATIONAL CONTEXT AND SCOPE:
  The Bali Process on People Smuggling, Trafficking in Persons and Related Transnational Crime (Bali Process) is a nonbinding and state-driven process involving 49 members (countries and international agencies), including the United
  Nations High Commissioner for Refugees (UNHCR), the International Labour Organization (ILO), the International
  Organization for Migration (IOM) and the United Nations Office of Drugs and Crime (UNODC), as well as a number of
  observer countries and international agencies who participate in this voluntary forum.

More information about the Bali Process can be found at www.baliprocess.net

The RSO was established in 2012 to facilitate the operationalisation of the Regional Cooperation Framework (RCF)
to reduce irregular migration in the Asia and Pacific region. The RSO aims to support and strengthen practical
cooperation on refugee protection and international migration, including human trafficking and people smuggling,
and other components of migration management in the region. The RSO is co-managed by the Australian and
Indonesian Governments.

More information can be found at www.rso.baliprocess.net

To deliver on its mission, the RSO operates according to four core purposes that underpin how it provides support
to Bali Process Members and Working Groups. These core purposes are: (1) being responsive to Bali Process
Members and Working Groups by engaging with members to deliver activities that contribute towards Bali Process
commitments and sourcing specialist technical assistance; (2) operational capacity building through the
development and delivery of fit-for-purpose operational capacity-building activities relevant to the Bali Process
mandate; (3) capability development through policy and promotion of best practice by conducting research and
providing access to information and resources that support dialogue, policy development and improved responses
to people smuggling, trafficking in persons and related transnational crime using a victim-centered approach; and
(4) outreach, engagement and advocacy to promote the RSO’s work to external partners, publicly advocate on key
issues, and act as a connector for information sharing and dialogue among Bali Process members. These core
purposes, particularly the emphasis on operational capacity building and capability development, necessitate a
structured and systematic approach to the design and delivery of training and capacity building initiatives across
the region.

To ensure this structured and systematic approach to capacity building initiatives, the RSO requires a comprehensive
Capability Development Approach that provides clear frameworks, methodologies, and quality assurance mechanisms
for all RSO capability development activities. This approach will serve as the foundational document guiding the design, implementation, and evaluation of RSO capability development interventions across the region.
Given the above, the consultancy will involve the development of the Capability Development Approach. The
development process will involve conducting consultations with relevant stakeholders and the development of a
capability development framework, training design principles, an e-curriculum development approach, training
implementation methodology, an institutionalisation framework detailing a Train-the-Trainer approach and posttraining
action planning framework, and quality assurance and monitoring and evaluation guidelines. The consultant
will further support existing office efforts to draft and finalise a Theory of Change for the next work plan.

2. RESPONSIBILITIES AND ACCOUNTABILITIES
Reporting to the Monitoring, Evaluation, and Learning Program Manager, the consultant is expected to perform
the following tasks during the period covered under the consultancy contract. An indicative workplan has also
been included to provide indicative timelines for each output. Payment for the consultancy will be deliverable
based.
Category B Consultant: Tangible and measurable outputs of the work assignment

Output 1 – Stakeholder Consultation Report (including)
This output captures insights from key stakeholders to inform the development of the capability development
approach and identify current practices, gaps, and needs.
– Documentation of inputs from organisational staff, partner organisations, and government representatives
– Analysis of current capability development practices and gaps in the RSO
– Analysis of current learning resources, including user requirements and accessibility for the organisation’s
knowledge management platform
– Summary of consultation findings and recommendations

Output 2 – Draft Capability Development Approach Document (including)
This output presents the draft comprehensive framework and methodologies that will guide all capacity building
activities, including training design, delivery, and monitoring and evaluation mechanisms.
– Executive summary and strategic alignment with relevant regional cooperation strategies (e.g. 2023 Adelaide
Strategy for Cooperation)
– Multi-pillar capability development framework covering knowledge and network development, operational
capacity development, and institutional strengthening
– Targeted approach to capability development activities aligned with different stages of the migration
management cycle
– Detailed typology of RSO capacity building activities and interventions
– Training design principles, implementation methodology and delivery approaches, covering aspects such as
English language testing provisions and multi-language considerations, training participant selection criteria
and verification processes, and training scoping methodology for different types of interventions
– Training e-curriculum development approach and best practices
– Institutionalisation framework detailing Train-the-Trainer approach and implementation processes, posttraining
action planning framework, application and monitoring, and partnership integration strategies
– Quality assurance and monitoring and evaluation guidelines including standardised delivery methodologies,
survey response rate targets and engagement strategies, performance measurement systems with output,
outcome, and impact indicators, and continuous learning and adaptive programming approaches
– Alignment with RSO Alumni Network and Secondee Programme
– Support the lead consultant in finalising the RSO’s Theory of Change for the next workplan.

Output 3 – Finalised Capability Development Approach Document
This output represents the completed, validated approach document ready for organisational adoption and
implementation.
– Comprehensive document incorporating all stakeholder feedback and revisions
– Executive summary suitable for senior management and external stakeholders
– Implementation roadmap and next steps

Output 4: RSO Delivery Protocols and Practical Implementation Tool for Capacity Development Activities
This output operationalises the RSO Capability Development Approach into a practical tool consisting of standardised
delivery protocols for improved quality and consistent methodology in delivering capacity development activities by
programmatic teams.
– Development of a toolkit of programme delivery mechanisms and standards, establishing mandatory and
optional elements for the delivery of each capacity development activity type, including language and access
considerations to support effective nominations for participation by Member States
– Internal consultations to collect existing good practices and delivery components
– Establishment of internal guidance and training procedures to support effective and consistent implementation
– Definition of mandatory elements for activity delivery (e.g. certification and recognition protocols, alumni
network and secondee programme integration procedures, leadership development components,
relationship-building mechanisms, strategic communications components, etc.)
– Definition of optional enhancement elements (e.g. study or field visits, additional participant recognition
elements, etc.)

Indicative Workplan
Deliverables
1 – Stakeholder
Consultation Report

Key tasks
1. Conduct comprehensive stakeholder
consultations with RSO staff, partner
organisations, and government
representatives
2. Analyse current capability development
practices, identify gaps, and assess learning
resources and knowledge management
platform accessibility
3. Synthesise consultation findings into
actionable recommendations for the
capability development approach.

Indicative Number of Days 7

Indicative Delivery Date Week 2-3

Deliverables

2 – Draft Capability
Development Approach

Key tasks
1. Develop the multi-pillar capability
development framework with targeted
approaches for different stages of the
migration management cycle
2. Design comprehensive training
methodologies including design principles, ecurriculum
approach, implementation
methods, and Train-the-Trainer framework
3. Establish quality assurance and M&E
guidelines with performance measurement
systems and standardised delivery
methodologies.
4. Support the drafting and finalisation of the
RSO’s Theory of Change, ensuring that
guidelines and mechanisms outlined above
are aligned with it
Indicative Number of Days 14

Indicative Delivery Date Week 6-7
Payment upon completion of deliverables 1 and 2

Deliverables

3 –Finalised Capability
Development Approach

Key tasks

• Incorporate stakeholder feedback and
  finalise all revisions to the draft document
  2. Develop executive summary tailored for
  senior management and external
  stakeholders
  3. Create implementation roadmap with clear
  next steps for organisational adoption.

Indicative Number of Days 7

Indicative Delivery Date Week 9-10

Deliverables

4 – RSO Delivery
Protocols and Practical
Implementation Tool for
Capacity Development
Activities

Key tasks

• Develop comprehensive toolkit of
  programme delivery mechanisms and
  standards for each capacity development
  activity type
  2. Conduct internal consultations to identify
  and document existing good practices and
  delivery components
  3. Define and document mandatory elements
  (e.g., certification protocols, alumni
  integration) and optional enhancement
  elements (e.g., study visits) for activity
  delivery
  4. Establish internal guidance and training
  procedures to support effective and consistent
  implementation

Indicative Number of Days 7

Indicative Delivery Date Week 11-12

Payment upon completion of deliverables 3 and 4

Performance indicators for the evaluation of results

• Timely delivery of all specified outputs within agreed timeframes
  – Quality and comprehensiveness of the Capability Development Approach document as assessed by the supervisor
  the Monitoring, Evaluation, and Learning Program Manager.
  – Incorporation of stakeholder feedback and alignment with RSO strategic objectives
  – Practical applicability of approach for immediate implementation
  – Clear articulation of quality and monitoring and evaluation mechanisms
• REQUIRED QUALIFICATION AND EXPERIENCE
  Education:
  • Bachelor’s degree in education, adult training and development, or related field (minimum requirement)
  • Master’s degree in education, adult training and development, or related field (preferred)
  Experience:
  • Minimum 7 years of experience in capacity building and/or training design
  • Demonstrated experience in developing organisational training frameworks, policies, or strategic approaches
  • Proven track record in designing and implementing adult training programs or capacity development initiatives
  • Strong familiarity with program monitoring and evaluation and training quality assurance
  • Previous work with the RSO or similar regional mechanisms an advantage
  Skills:
  ● Excellent understanding of adult learning principles and training design
  ● Strong analytical and strategic thinking capabilities
  ● Excellent writing and communication skills with ability to produce clear, comprehensive documentation
  ● Experience in stakeholder consultation and engagement processes
  ● Familiarity with migration management, border security, or transnational crime issues
  ● Project management skills and ability to work independently
  Languages:
  • Excellent written and spoken English
  • Ability to communicate complex concepts clearly to diverse audiences
  • Additional regional languages (e.g., Bahasa Indonesia, Bahasa Malay, Thai, Vietnamese) is an advantage
  Travel required
  Should the Consultant be required to travel by the Organisation, the Consultant will be provided with
  transportation or reimbursed for the cost of their travel following advance agreement and in accordance
  with IOM’s travel policies, including IN/6. The Consultant will receive a Daily Subsistence Allowance (DSA)
  according to IOM’s established rates, during their stay in the place of duty while on TDY.
• DESIRABLE COMPENTENCIES
  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
• 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 actionoriented
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
action and delegated work.
• Communication: encourages and contributes to clear and open communication; explains complex matters in
an informative, inspiring and motivational way.

Other
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 and verification of residency,
visa and authorizations by the concerned Government, where applicable.

Salary and conditions information:
• The successful candidate will be engaged under an IOM contract working for the Regional Support Office and their
conditions of service will be governed by their contract. The successful candidate is responsible for determining
their taxation liabilities and for the payment of any taxes and/or duties, in accordance with local or other
applicable laws. The successful candidate is responsible for determining their own pension fund arrangements.
• The position duty station is home-based. No relocation assistance and working visa assistance will be provided by
the IOM.

Application instructions

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