Capability Development Approach Consultant

Description for Internal and External Candidates

Position Title : Capability Development Approach Consultant

Duty Station : Home-Based

Classification : Consultancy, Category B

Type of Appointment : Consultant 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.

ORGANIZATIONAL CONTEXT AND SCOPE:

The Bali Process on People Smuggling, Trafficking in Persons and Related Transnational Crime (Bali Process) is a non-binding 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 post-training 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.

Responsibilities

Category B Consultants: Tangible and measurable outputs of the work assignment

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.

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, post-training 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

Key tasks

Indicative Number of Days

Indicative Delivery Date

1 - Stakeholder Consultation Report

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

7

Week 2-3

2 - Draft Capability Development Approach

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, e-curriculum 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

14

Week 6-7

3 - Finalised Capability Development Approach

1. 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

7

Week 9-10

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

1. 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

7

Week 11-12

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

Qualifications

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) 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.

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.

How to apply:

Interested candidates are invited to submit their applications via IOM E-Recruitment System within the above said deadline referring to this advertisement. Please attach the following documents in your application.

• a cover letter, indicating the dates of availability;
• a curriculum vitae;
• a duly completed IOM Personal History Form which can be downloaded from https://thailand.iom.int/sites/g/files/tmzbdl1371/files/Vacancies/Form/iom-personal-history-form-270122.xls.

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.

For further information and other job postings, you are welcome to visit our website: IOM Careers and Job Vacancies