Project Context and Scope:
Established in 1951, IOM, the UN Migration Agency, works closely with governmental, intergovernmental and non-governmental partners. IOM established its office in Kazakhstan in 1997. Since then, the Organization has been promoting humane and orderly migration for the benefits of all, providing services and advice to the government as well as to migrants. As the Country Office with Coordinating Functions for Central Asia, the IOM mission in Kazakhstan helps to address specific sub-regional migration issues and emerging trends in Kazakhstan, Kyrgyzstan, Tajikistan and Uzbekistan, establishing priorities for project development in the country offices in the context of sub-regional strategies, policies and consultative processes.
Since January 2024, IOM has been implementing the regional project “Safe Migration of seasonal workers from Central Asia to the UK”, funded by Foreign, Commonwealth and Development Office (FCDO), which aims to contribute to the improvement of labour migration management in order to use the human mobility impact on development in countries of origin, as well as in countries of destination. Project participating countries: Kazakhstan, Kyrgyz Republic, Tajikistan and Uzbekistan.
Since 2020, the number of Kazakh nationals receiving the UK’s Seasonal Worker visas has grown significantly, exceeding 5,000 people in 2024. It is imperative that the migrants’ migration experiences are as positive as possible - from the recruitment process, to employment, to return - to mitigate the risks and maximize the benefits of this migration for the livelihoods and quality of life of migrants and their families.
In Kazakhstan, recruitment of migrant workers under the SWS is officially carried out by the UK-based SWS operators (private recruitment companies) and their sub-contractors (also private recruitment companies) licensed by the UK government. Misinformation and fraud have been rife as there has thus far been no legitimate and reliable information disseminated by the Government of Kazakhstan on the SWS and more specifically, recruitment. The formal engagement of the Government of Kazakhstan in the implementation of the Seasonal Worker Scheme (SWS) has recently commenced with the signing of a Memorandum of Understanding (MoU) aimed at strengthening coordination and transparency in the recruitment process. Prior to this, recruitment of seasonal workers was largely ad hoc and carried out by various private recruitment agencies. In the absence of officially endorsed and reliable information from the Government on the SWS—particularly regarding recruitment procedures, misinformation has been widespread, increasing the risk of exploitation and abuse among prospective migrants.
IOM will support governmental engagement in the seasonal worker scheme at the national level, ensuring that potential migrants receive accurate and reliable information about legal migration pathways, thereby reducing the risk of exploitation and trafficking. This initiative also helps regulate labor migration flows, protect workers' rights, and strengthen bilateral cooperation with the host country.
Organizational Department / Unit to which the Consultant is contributing: LMD, Supporting Safe and Orderly Migration from Kazakhstan, Kyrgyzstan, Tajikistan and Uzbekistan to the UK/ KG10P0554
Tangible and measurable outputs of the work assignment:
In coordination with the IOM Mission, the national consultant will contribute to the development and management of the work plan and budget (timeline, milestones, deliveries, deadlines, etc.) and the project’s monitoring framework and tools:
Monitor the project budget in line with the work plan and provide the project manager updates and monthly burn rates; Independently develop all necessary monitoring tools such as surveys, questionnaires, interview protocols, and other assessment instruments, ensuring their alignment with project objectives and monitoring framework; Monitor all the activities envisaged by the project in coordination with IOM and other project stakeholders in line with the results monitoring framework; Assist IOM in reviewing reports and monitoring tools to be provided by the project’s service providers and consultants; During the delivery and upon completion of the tasks, provide to IOM interim and final report on the assignment and its outcomes, offering observations on the impact of the assignment for the project it is supporting and any future assignments by IOM. Other assigned tasks;Timeline:
Deliverable 1: Submission of the Monitoring Plan, including coordination mechanisms with IOM and relevant stakeholders for data collection, feedback, reporting, and proposed monitoring tools, by 25 June 2025. Deliverable 2: Submission of the Monitoring Report – Interim Period, by 25 August 2025. Deliverable 3: Submission of the Monitoring Report – Interim Period, by 25 October 2025. Deliverable 4: Submission of the Monitoring Report – Interim Period, by 25 December 2025. Deliverable 5: Submission of the Monitoring Report – Interim Period, by 25 February 2026. Deliverable 6: Submission of the Final Monitoring Report, summarizing overall monitoring activities, key findings, lessons learned, and recommendations, by 23 March 2026. Higher education (Bachelor’s degree or higher) in Sociology, Anthropology, Economics, Development Studies or Migration Studies or related field from a recognized institution; Good knowledge of national and international legislation in the areas of migration and labour legislation, human rights protection, counter trafficking, family and criminal law; At least 3 years of working experience in migration and/or financial inclusion related fields; Prior experience of conducting research on labour migration; Prior experience in producing monitoring and evaluation reports; Extensive experience in communication with migrants and relevant government stakeholders; Demonstrated knowledge of international data and migration statistics standards and practices and ability to apply this knowledge to a new context; Knowledge of English, Kazakh and Russian; Ability to communicate efficiently and concisely, strong organizational skills, attention to the details, personal commitments, capacity to work effectively and harmoniously with colleagues from varied cultures and professional backgrounds;Travel required. Upon request 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 three 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. Notes 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, verification of residency, visa, and authorizations by the concerned Government, where applicable. 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. 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 online recruitment system. The online tool also allows candidates to track the status of their application. For further information and other job postings, you are welcome to visit our website: IOM Careers and Job Vacancies