81267542 — Employment in Jordan 2030

Kurze Beschreibung

For the last 10 years, Jordan's economy has failed to modernise, generate internal momentum or deliver any significant level of growth. Over this period, the country's GDP has grown by only 2-2.5 per cent per year (most recently by 2 per cent in 2018). GDP growth has halved compared with the ‘golden years’ between 2003 and 2009. Economically, Jordan is heavily dependent on the outside world. Give the region's many political flashpoints, this has weakened the country's economy and depressed the labour market. Among the other challenges it needs to address are its relatively high production costs compared with other countries in the region (e.g. wages, energy and transport), the failure of the economy to modernise and a lack of investment in promising new sectors that could generate innovative products, services and sustainable job opportunities.
At the same time, the country's population has grown rapidly (from 5.1 million in 2004 to 10.4 million in 2019). The population is growing at around 2 per cent a year, and average life expectancy is around 73 (2017). In recent years, this population growth has been driven in part by the arrival of refugees from Syria. Unemployment is approaching 20 per cent. The rate among young people has been over 30 per cent for years. Under-employment and poor working conditions are also common. The low-wage sector (e.g. temporary industrial workers, textiles industry, vegetable farming, domestic workers) is regarded as unattractive by most Jordanians. Overall, there are not enough high-quality jobs in well-paid and fast growing sectors of the economy.
Women are at a particular disadvantage. Sociocultural norms and the resulting gender inequalities make it very difficult to boost the level of economic participation among women.
The government has established employment promotion as a high priority. At present, however, its focus is on rapid employment promotion measures, especially in the low-wage sector. The medium-term and long-term consequences of a lack of sustainable jobs are largely ignored by the government, the private sector and society. As a result, not enough is being invested in measures to create and promote sustainable jobs. At present, Jordan's employment policies are not designed to promote sustainable forms of employment that reflect the country's socio-economic conditions and its potential.
Within German Development Cooperation in Jordan the module ‘Employment in Jordan 2030’ is expected to provide the conceptual framework for all projects with linkages to employment promotion. It complements the work of other employment modules by providing a long-term macroeconomic perspective on labour and economic policies, for example using forecasts of long-term labour market developments and policy recommendations.
Tasks of the contractor:
The contractor is requested to mainly deliver short-term expertise and therefore, to contribute to all indicators of the project. The contractor shall complete these tasks with a team of one coordinator and two pools of short-term experts.

Beschreibung der Beschaffung

For the last 10 years, Jordan's economy has failed to modernise, generate internal momentum or deliver any significant level of growth. Over this period, the country's GDP has grown by only 2-2.5 % per year. Economically, Jordan is dependent on the outside world. Give the region's many political flashpoints, this has weakened the country's economy and depressed the labour market. Among other challenges, it needs to address its relatively high production costs, the failure of the economy to modernise and a lack of investment in promising new sectors that could generate innovative products, services and sustainable job opportunities.
At the same time, the country's population has grown rapidly. The population is growing at around 2 % a year, average life expectancy is around 73 (2017). In recent years, this population growth has been driven partly by the arrival of refugees from Syria. Unemployment is approaching 20 %. The rate among young people has been over 30 % for years. Under-employment and poor working conditions are common. The low-wage sector is regarded as unattractive by most Jordanians. Overall, there are not enough high-quality jobs in well-paid and fast growing sectors. Women are at a particular disadvantage. Sociocultural norms and the resulting gender inequalities make it very difficult to boost the level of economic participation among women. The government has established employment promotion as a high priority. At present, however, its focus is on rapid employment promotion measures, especially in the low-wage sector. The medium-term and long-term consequences are largely ignored by the government, the private sector and society. As a result, not enough is being invested in measures to create and promote sustainable jobs. Jordan's employment policies are not designed to promote sustainable forms of employment that reflect the country's socio-economic conditions and its potential.
Within German Development Cooperation the module ‘Employment in Jordan 2030’ is expected to provide the conceptual framework for all projects with linkages to employment promotion. It complements the work of other employment modules by providing a long-term macroeconomic perspective on labour and economic policies.
Output 1: is designed to strengthen the capacity of the Ministry of Labour to develop a more forward-looking employment policy. The corresponding results hypothesis is that this enhanced capacity will allow MoL to align future employment policies to the country's development potential. In the areas of data analysis and policy development, for example, capacity improvements will help to produce an employment strategy and labour-market policies that are more effectively tailored to rapidly growing sectors and relevant occupational profiles. Furthermore, by strengthening MoL's capacity to regulate work and working conditions, the module will help to establish a more enabling environment and provide incentives for companies to create sustainable jobs. MoL's enhanced capacity will also allow it to develop employment policies that help create more attractive jobs in sectors previously avoided by Jordanian job-seekers. Finally, measures to update current labour-market support mechanisms will help to create a more efficient and therefore more targeted employment policy. The aim of these organisational changes is to simplify the process for job-seekers, increase labour-market transparency and improve access to the labour market for women.
Output 2: involves improving cooperation in the area of employment policy between all key government partners, chambers of commerce, business associations and social actors. The results hypothesis is that improved cooperation will allow the interests and needs of the economy and society to be channelled more systematically into the development and implementation of employment policy. Through a process of dialogue and consultation, the partners will jointly develop products and recommendations that can be incorporated into employment policy. These will include projections examining the future of work, growth sectors and economic trends that offer the prospect of sustainable, high-quality jobs, and the corresponding investments and changes in national policy that will be required. Observations, recommendations and dialogue can help to identify which job profiles are likely to be in demand. This information can then be used to develop appropriate vocational training courses. Together, these products and improvements in the capacity of the private sector, the state and society to engage in dialogue will help to ensure that future employment policy is based on actual needs.
Output 3: aims to improve the conditions for scaling up approaches designed to promote sustainable employment. The underlying results hypothesis is that Jordan's employment policy can harness the country's development potential more effectively if MoL is able to identify scalable approaches to promoting sustainable employment. Selected approaches can be integrated into MoL's portfolio of labour market support services and can then be scaled up (vertical upscaling). All such approaches will be selected by MoL in close consultation with economic and social actors. This will ensure that they reflect socio-economic needs and increase the willingness of private-sector and social actors to implement the approaches jointly with MoL (horizontal upscaling).
The tendered activities will contribute all outputs and indicators through short-term expertise. Within Output 1 the contractor is specifically expected to actively work on the achievement of Indicator 1.1. Within Output 2, the contractor is expected to fully achieve Indicator 2.1.

Beschreibung der Verlängerungen

It is possible to continue key elements of the service specified in the tender as part of a follow-on measure within the context of the basic project. For details, please see the terms of references.

Objektive Kriterien für die Auswahl der begrenzten Anzahl von Bewerbern

A selection will be made under all eligible participants based on the following criteria:
Technical experience (50 %), subcriteria:
— active labour market instruments 10 %;
— labour market information systems 10 %;
— gender-sensitive labour market policies 10 %;
— youth employment promotion 10 %;
— public-private dialogue 10 %.
Regional experice in the MENA region (30 %);
Experience of development projects (at least 50 % ODA-financed) (20 %).

Beschreibung der Optionen

GIZ may optionally commission contract amendments and/or increases based on the criteria in the tender documents to the successful bidder of this tender. For details, please see the terms of reference.

Liste und kurze Beschreibung der Bedingungen

1) Trading name and address, commercial register number. Submission of extracts from the commercial register and evidence of creditworthiness is required;
2) Eligibility declaration that no grounds for exclusion in Section 123, 124 of the German Act Against Restraints of Competition (GWB) apply;
3) Eligibility declaration subcontractors if applicable;
4) Association clause if applicable.

Bedingungen für die Teilnahme (technische und berufliche Fähigkeiten)

At least 3 references projects in the technical field of labour market policy and at least 3 references projects in the MENA region in the last 3 years. The technical assessment is only based on reference projects with a minimum commission value of EUR 200 000.00.

Genaue Informationen über Fristen für Überprüfungsverfahren

According to Article 160, Section 3 of the German Act Against Restraint of Competition (GWB), application for review is not permissible insofar as
1) The applicant has identified the claimed infringement of the procurement rules before submitting the application for review and has not submitted a complaint to the contracting authority within a period of 10 calendar days; the expiry of the period pursuant to Article 134, Section 2 remains unaffected;
2) Complaints of infringements of procurement rules that are evident in the tender notice are not submitted to the contracting authority at the latest by the expiry of the deadline for the application or by the deadline for the submission of bids, specified in the tender notice;
3) Complaints of infringements of procurement rules that first become evident in the tender documents are not submitted to the contracting authority at the latest by the expiry of the deadline for application or by the deadline for the submission of bids;
4) More than 15 calendar days have expired since receipt of notification from the contracting authority that it is unwilling to redress the complaint.
Sentence 1 does not apply in the case of an application to determine the invalidity of the contract in accordance with Article 135, Section 1 (2). Article 134, Section 1, Sentence 2 remains unaffected.