Skills and Employment Programme - Bangladesh

TERMS OF REFERENCE
Title

Training Coordinator (TC)

Objective

Meeting the SEP-B Output 1 targets (Support to Private Training Providers) as laid
down in the inception report and subsequent planning documents.

Period

1 February 2015 till 31 March 2019 (4 years and 2 months)

Location

Dhaka with regular field work at countrywide locations of (potential) partner

organisations and other stakeholders of SEP-B

Reports to

Skills and Employment Director

Background of SEP-B
The Skills and Employment Programme of Bangladesh (SEP-B) is a DFID and SDC funded
programme that stimulates the private sector to deliver vocational skills training sustainably and at
scale. This 5-year programme that started on 1 April 2014 and with a total budget of 21.63 million
(approx. BDT 2.6 billion) is implemented by GRM International, in consortium with Swisscontact and
the British Council.
The programme adheres to the TVET reform agenda of Bangladesh in coordination with the Ministry
of Education. Its focus is on the Ready Made Garments and the Construction sectors, to establish
integrated, market driven, skills training models that incentivizes higher productivity, efficiency and
investment among trainees, private training providers, and employers.
SEP-B interventions are structured around three components:
1. Supporting Private Training Providers (PTPs) to offer affordable quality training that enhances
employability.
2. Supporting private sector industries to develop and operate industry-led training facilities.
3. Contributing to policies and developing skill training packages that meet the occupational
training standards of the industry and can be used by above mentioned training systems.
Gender equality and reaching disadvantaged people, including poor and marginalized groups, is
stimulated across all interventions.
Rationale for the position
Above-mentioned intervention components 1 and 3 are anchored in TVET development approaches,
and built on existing TVET structures in Bangladesh. These two components are implemented by a
team of three Training Coordinators/Training Managers who are supported by a team of eight Project
Officers and managed by the Skills and Employment Director.
The Training Coordinator (TC) takes a leading role for the development and implementation of a
segment of SEP-Bs Output 1 (support to private training providers) , whether sector specific, and/or
geographic specific, and/or task specific.
Within the implementing consortium, Swisscontact will contract the TC.
Responsibilities, duties and tasks
The TC will contribute to meeting the targets of SEP-B Output 1 (Support to PTPs) as these are
formulated in SEP-Bs Inception Report. During the scope of programme implementation, these
targets can be revised when mutually agreed between DFID and GRM International. The annual SEPB log frame targets and the related annual SEP-B work plan are the basis for detailed targets and
work plans within the scope of Output 1. The TC will cooperate closely with other Training
Coordinators and Training Managers of SEP-B and jointly agree on division of responsibilities, duties
and tasks that relate to Output 1.

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Specific duties and tasks of the TC include the following:

1. Selection and contracting of PTPs
In consistency with the Grants Manual of SEP-B contribute to the process of selection of PTPs.
This includes intensive interaction with short-listed PTPs throughout the process of PTP selection
and the assessment of selected PTP capacity and identifying of capacity building needs to
implement agreed training packages. The TC will facilitate the assessment of technical and
financial proposals of bidding PTPs.
2. Capacity Building of PTPs
The capacity building support of SEP-B to PTPs will be formulated in the individual grant
agreements. The TC is chief responsible that such capacity building for assigned PTPs and/or
type of technical assistance is provided by SEP-B, including the facilitation of consultancy support
from either internal or external resources. Capacity building also includes the access by the PTPs
to all aspects of training packages that will be applied, and would be provided by SEP-B either
directly or indirectly. This will include curriculum, training manuals, skills standards, assessment
tools, and the skills passport that will be developed with the support of SEP-B.
3. Skills development and employability activities by PTPs
At the core of each grant agreement with PTPs are their activities to implement training packages
according to the standards as agreed between SEP-B and the PTPs and to support graduates in
their employability. The TC is chief responsible in facilitating support to assigned PTPs in
undertaking these tasks adequately, which may include the following:

Manage and supervise Project Officers who will assist the TC in SEP-Bs support to PTPs at
their facilities and beyond.
Ensure that the assigned PTPs apply all elements of the training packages that are made
available as part of SEP-Bs capacity building and as will be formulated in the grant
agreements.
Ensure that assigned PTPs apply an adequate training management system, including a
planning, monitoring and results measurement systems which is to be aligned with SEP-Bs
MRM system.
Facilitate the adequate application of SEP-Bs Payment for Results (P4R) system for
assigned PTPs, in close cooperation with the Grants Manager and meeting all processes as
laid down in SEP-Bs Grants Manual.

4. Research and Development

Throughout programme implementation, SEP-B will be engaged in various research activities that
contribute to the further development and implementation of the programme. The SEP-B annual
work plan will be leading in identifying such activities; The TC may be assigned in taking the lead
where this relates to Output 1. In the event when external consultants will be assigned, the TC will
facilitate recruitment, within the guidelines of the SEP-B operations manual. Among others,
research assignments may include:

Assessment of existing training materials for various occupations that are targeted by SEP-B.
Development of competency based training (CBT) curriculum, including competency profile;
the development of assessment tools; the development of a pool of assessors; the alignment
of competency standards based on National Technical Vocational Qualification Framework
(NTVQF).
Assessment of graduates through Recognition of Prior Learning (RPL)
Development and roll-out of a system called Skills Passport.

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5. Coordination with the project stakeholders

Establish effective liaison with Bangladesh Technical Education Board (BTEB) and Industry
Skills Council (ISCs), RMG and Construction Sectors, in order to respond to competency
standards development, course accreditation and skills test needs of the beneficiaries.
Liaise between training providers, BTEB and beneficiaries to provide access to Skills Test
through RPL system based on the national skills development policy.
Collaborate with the training providers and employers setting up the employment support
services for the beneficiaries.
Collaborate with the Bangladesh Association of Construction Industry (BACI), Bangladesh
Knitwear Manufacturers and Exporters Association (BKMEA) and Bangladesh Garment
Manufacturers and Exporters Association (BGMEA) and other partners to provide skills
development training which leads to employment and increased income of the target group
from disadvantaged and discriminated communities.
Monitor and coordinate research and tasks carried out by Project Officers and external
collaborators.
6. Gender and social inclusion
The TC is responsible for the application of SEP-Bs strategy on promoting gender and social
inclusion within the scope of assigned work of Output 1. In this, the TC will closely cooperate with
the SEP-B Gender and Social Inclusion Officer.
7. Branding and communication
SEP-B developed its branding and communication strategy and employs a full-time
Communication Officer. This strategy is also relevant to the promotion, implementation and
reporting results of Output 1. The TC will apply the strategy in consultation with the SEP-B
Communication Officer.
8. Monitoring, Results Measurement and Reporting
Monitoring and Results Measurement (MRM), including planning and reporting, is guided by the
MRM Manager of SEP-B, and procedures are defined in the MRM manual of SEP-B.
Responsibility for implementation of these procedures relevant to assigned PTPs is with the TC.
This includes facilitation of data collection (baseline and results) with support from SEP-B Project
Officers and partner organisations, and overseeing that the quality of data is assured. The latter
may require regular field visits. The TC is also responsible for providing information to the Skills
and Employment Director for quarterly and annual progress reporting relevant to achievements
within the scope of assigned PTPs. When required, the MRM Manager and/or MRM Officers can
be requested for support.
9. Other
During the scope of implementation of SEP-B additional tasks may emerge for which the
programme takes responsibility; In the event that the TC is considered most suitable among the
entire programme staff for taking up these tasks, and if workload permits, the Team Leader or
Skills and Employment Director may assign these additional tasks.
Time schedule
The TC is a full time position throughout the implementation phase of the programme, planned until
31 March 2019, and includes 220 working days per calendar year.
The TC will follow the work schedule as laid down in the SEP-B operations manual, based on a 5-day
workweek, but considering irregular work when required.

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Key Performance Indicators

Meeting output-level targets relevant to assigned tasks and responsibilities and as formulated
in subsequent annual plans of operation. This will include number of people trained by
assigned PTPs.
Contributing proportionally to the overall targeted SEP-B outcome, in which trained people
from assigned PTPs are linked to semi-skilled or skilled jobs in the RMG and construction
sectors.
Full compliance with the SEP-B strategies on
1. Gender and Social Inclusion Strategy;
2. Communication.
Full compliance with all planning, monitoring, results measurement and reporting tasks
Full compliance with the guidelines of the SEP-B operational manual.
Must be willing to frequently travel countrywide.

Profile of the TC
The TC meets all of the following six qualifications:
1. A completed Masters Degree in human resource development or technical studies
(Engineering/Construction/RMG/Technology).
2. At least 10 years experience delivering skills training programmes or other relevant
experience, including at least 3 years experience working in international donor funded
development programmes.
3. Excellent communication in English and Bangla and excellent reporting skills in English.
4. Excellent proficiency in MS Office (particularly Word and Excel).
5. Strong analytical and organisational skills.
6. Must be willing to frequently travel countrywide.
Additionally, the following experiences or expertise are preferred:

Working with or in the RMG and/or construction sector.

Familiar with planning and monitoring systems.

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