Game Changers Consulting PLC
| Location | Addis Ababa, Ethiopia |
| Phone | +251 118 45 83 51 |
| Mobile | +251 934 65 74 21 |
Game Changers Consulting PLC
About Game Changers Consulting PLC
Game Changers Consulting PLC is a legally registered Ethiopian business & development Consulting firm established in 2021 to provide organizational management consultancy, business management consultancy, research, and training services. Game Changers Consulting PLC is a multiple specialty firms ranging from capacity building of the workforce to research and development. It uses comprehensive approaches in solving organizational, team, and individual level challenges that help them move towards achieving their vision and strategic objectives. It is established to provide effective prompt and concise professional advice, practical solutions, and guidance to governmental, non-government, and private organizations in achieving their objective specifically with reference to the terms of each engagement. We effectively and efficiently organize training, workshops, events, coaching sessions, and mentoring support, as required, to the benefit of our clients for the successful operation of their organization. In addition; the firm has been established with the aim of supporting the development of quality market-relevant TVET skills training, life skills training, entrepreneurship skills training, and vision development skills training that improves the livelihoods of economically poor and socially disadvantaged youth and women to diversify their income opportunities in a diversified value chain development. To achieve its job creation objectives; the consultancy firm has been executing its innovative and proven implementation strategies such as:
(1). Improving the capacity of public and private TVET training providers and potential employers (key market players) on demand-driven/market-relevant employability skills training modality, curriculum framework development and adaptation, training module development and adaptation, Active Teaching Strategies and Learning Methodologies (ATLM), innovative labor market assessment and survey modalities, facilitation of quality cooperative training/apprenticeship and work-based learning (on-job training) that highly contributes for the provision of quality market-relevant skills training for job seekers that enables them to directly meet the needs of the real world of work/labor market.
(2). Strengthening the capacity of a cluster of MSMEs, large companies, and private business firms, to boost their employment capacities of new intranets into the labour market.
(3). Strengthen the functional linkages of public and private partnerships (PPP) that help to create an enabling environment for job seekers through the promotion of creating functional linkages between supply and demand with key market players of the private sector (MSMEs and bigger companies). (4). Promotion of value chain development of sectors and facilitation of market chain services. We uniquely provide onsite coaching after each capacity-building session.
Game Changers Consulting PLC is composed of expert consultants offering a wide range of services including conducting research, various types of census, short and long-term leadership, management and governance training, short-term training, organizing seminars, preparing strategic & business plans, and feasibility studies. It is a firm specializing in partnerships for better future development approaches. Game Changers Consulting PLC focuses on evidence-based interventions through research, survey, baseline assessment, program evaluation, and capacity building, focusing on business and development sectors. Game Changers Consulting PLC has the size, know-how, technology, human resources, and infrastructure to meet all the challenges providing total quality solutions to private and public establishments. Game Changers Consulting PLC is a firm constantly investing to improve its state-of-the-art knowledge not only in the domains of its core expertise but also in advanced technological areas that would potentially create new business activities, enhancing its service offering.
Our Vision
Game Changers Consulting PLC envisions being the leading international consulting company that helps organizations, companies, institutions, teams, and individuals to apply innovative solutions and marketing as a way of life and the client's first choice provider of quality, service & value in the overall business environment.
Our Mission
To provide its services for organizations, companies, institutions, teams and individuals with holistic, collaborative, and sustainable business model approaches.
Our Core Values
The core values that inspire Game Changers Consulting PLC and guide its operations are:
Pursuit of Excellence: We continually strive to exceed the expectations of our clients.
Gender Equality: We are committed to promoting gender equality and women's and girls' empowerment.
Inclusivity: We always consider all perspectives equally and honestly.
Innovation: Our larger value is making a difference, and doing development differently. Game Changers consulting attaches great importance to innovative ideas and practices. It pursues continuous improvements, listening and understanding the needs of its target groups, being informed and seeking out new ideas, and looking for ways to improve operational performance.
Integrity: Game Changers consulting is always honoring the best in us and others.
Accountability: Game Changers Consulting acknowledges and assumes responsibility for all its actions, services, decisions, and policies.
Transparency: Game Changers Consulting has a strong faith in maintaining transparency in its operation and utilization of resources. It will continue to be open in its relationship with all its clients and stakeholders.
Partnership and Networking: We consider partnership and network building as one of our key organization principles; we are, therefore, committed to developing, maintaining and nurturing partnerships, including alliances and linkages- with institutions and individuals.
Ease of Communication: Game Changers Consulting attaches high value to open communication by encouraging the free exchange of opinions and views. It acknowledges change happens through the connections, creativity, contributions, and collaboration of internal & external stakeholders.
Passion: Our energy and enthusiasm are contagious. We are inspired to make a lasting impact.
Our Services
Game Changers Consulting PLC has been providing its holistic services with four major categories; (1) Consultancy Service, (2) Training Service, (3) Vocational Skills Training and Entrepreneurship Development Service, and (4) Research Mentorship and Coaching Services.
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1. Consulting Services;
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2. Training Services;
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3. Vocational Skills Training and Entrepreneurship Development Services;
“Skills development is a key to employment, income generation, and livelihood diversification of women and Youth”
Game Changers Consulting PLC has its own market-relevant vocational skills training and entrepreneurship development centers. It is established with the aim of providing tailor-made, quality market-relevant vocational skills training and entrepreneurship development services to unemployed women and youth. The special feature of Game Changers' vocational skills training approach is “Integrating the technical skills training with vision development, Life skills, and Business skills training”. To ensure the sustainability of the training center, production units are established to generate income that can fuel the training center and ensure the continuation of providing market-relevant quality vocational skills training.
I. Overall objective of this program;
To contribute to creating employment opportunities and livelihood diversification for economically poor and socially disadvantaged women and youth in Ethiopia
II. Specific Objectives of this program:
- To create inclusive market-relevant quality vocational skills training opportunities for economically poor and socially disadvantaged women and youth.
- To improve access for economically poor and socially disadvantaged women and youth to market relevant quality vocational skills training.
- To facilitate the employment opportunity and economic diversification of unemployed women and youth
Vocational Skills Training and Entrepreneurship Development Program Packages;
Game Changers market relevant quality vocational skills training and entrepreneurship development program offers a package of services including vocational skills training, vision development training, life skills training, business skills training, apprenticeship/cooperative training, workplace internships, job-matching/linkage assistance, and on-job coaching. The training is tailored towards wage employment and self-employment and can be linked to the provision of business development services (BDS), market chain facilitation, business-to-business (B2B) linkage, and access to micro-credit support. In general, the employability skills training package provided by Game Changers vocational skills training centers is mentioned as follows:
- Conduct Labour market assessment and analysis
- Provide market-relevant quality vocational skills training, Vision development, life skills, and business skills training to women and youth
- Facilitate quality apprenticeship/cooperative training program with frequent support, follow-up, and coaching.
- Facilitating and promoting Business to Business (B2B) linkage between supply and demand value chains in the nearby businesses.
- Strengthening the capacity of a cluster of SMEs/companies/private enterprises/business firms, to boost their employment capacities of new intranets into the labour market.
- Promotion of value chain development of products/sectors and facilitation of market chain services
- Promotion of decent work agenda through awareness raising
- Facilitate job placement and linkage for target groups
- Providing Work Engagement and Retention (WEAR) Training for factory and company workers
- Provide career pathway orientation for beneficiaries and potential employers
- Strengthening one-stop service centers (OSSs)
- Facilitating Access to Finance (A2F)
4. Research Mentorship and Coaching Program;
“We are striving to produce qualified researchers not only researchers”
The Research Mentorship and Coaching program of the consultancy firm has been designed to enhance higher institute students, practitioners, and other researchers’ skills, experience, and perspectives, by providing professional guidance in a way to enable them to produce high-impact and innovative research. Therefore, the consultancy firm will do things differently to produce highly qualified researchers through its mentorship and coaching program with full dedication.
A package of Services provided under this program;
- Mentorship and coaching for Undergraduate student research works
- Mentorship and coaching for Postgraduate student research work
- Mentorship and coaching for Practitioner research works
- Consultation, mentorship, and coaching for any research works
Our Mentors and Coaches;
- Qualified Researchers, Practitioners, Statisticians, and Senior Reviewers/document editors
Our Mentorship and coaching modalities;
- Face-to-face mentorship and coaching for groups/teams and one-on-one
- Virtual/online mentorship and coaching for groups/teams and one-on-one
Organizational Structure;
We have been operating our organizational functions with full-time employees and with an ideal mix of seasoned experts in the area of fundraising and marketing, training and development, research and development, monitoring and evaluation alongside well-endowed energetic young professionals and a large pool of affiliated consultants.
Our Teams
Game Changers Consulting PLC formulated an exceptional team, with very high academic and technical qualifications to accomplish its day-to-day functions. Currently, the organizational function of the firm has been operating with diverse academic and professional backgrounds of well-endowed energetic young professionals and a large pool of affiliated consultants. The team is composed of expert consultants offering a wide range of services including conducting research, various types of census, short and long-term leadership, management and governance training, Short term training, organizing seminars, preparing strategic & business plans, and feasibility studies. More specifically; Game Changers Consulting PLC has five program divisions with highly qualified experts namely; Fundraising and Marketing experts, Training and Development experts, Research and Development Experts, Statisticians, and M & E Experts.
Our Partners and Customers
Game Changers Consulting PLC works with governments, private sectors, non-profit agencies (Foundations, CSOs, and NGOs), local and international development, and humanitarian agencies to help and understand constraints to doing business and formulates suitable policies and incentives to spur private sector-led growth and development. It is a firm specializing in partnerships for better future development approaches.
Our Achievements
Some of the recent assignments successfully completed by Game Changers Consulting PLC are mentioned as follows:
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S. No |
Title of the Assignments |
Client |
Year |
Status |
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1 |
Title: Facilitation of Employment Linkage for People with Disability (PWD) Job Seekers. Game Changers Consulting PLC in collaboration with the FC-BRIDGES program has signed an agreement to implement a project on PWD employability and mindset training and facilitation of jobs. The purpose of this intervention is to deliver mindset and soft skills training for 4,000 PWDs and facilitates employment linkage for at least 1,500 job seekers who are PWDs in different sectors and industries of the economy in Addis Ababa, Amhara, and Oromia regions within the time frame of “February 2023 to February 2024”. The intervention implementing partners will ensure the PWD job seekers' employment through continuous engagement with employers to identify their labor needs and match accordingly with the available supply of trained job seekers. Major activities of this intervention are:
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FC - BRIDGES Program +251912125600 Melaknesh Ayele |
2023 - 2024 |
Ongoing |
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2 |
Title: Rapid Assessment on Employment for Persons with Disabilities (PWD) in Addis Ababa. Game Changers Consulting PLC has conducted a Rapid Assessment of Employment for Persons with Disabilities (PWD) in Addis Ababa. The purpose of this rapid assessment is to assess and identify the supply and demand ecosystem of the labor market in relation to PWDs' employment context with the aim to ensure the employment opportunity of PWD job seekers in different sectors and industries of the economy. Furthermore, the assessment findings will also inform the efforts of the project implementing partner in facilitating jobs for persons with disability job seekers. In line with this, the rapid assessment was designed to address the following interlinked analyses;
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FC - BRIDGES Program +251912125600 Melaknesh Ayele |
2023 |
Successfully completed |
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3 |
Title: Develop Training Material on Good Agronomy Practices and Postharvest Handling, Quality Improvements, and Business Skills, Facilitate TOT Training, prepare business plans for outgrower farmer groups, and provide mentoring and coaching support to farmer groups. Game Changers Consulting PLC has entered a consultancy service agreement with Gena Trading PLC to provide consultancy services in developing training material on good agronomy practices and postharvest handling, quality improvements, and business skills, facilitate TOT training, prepare business plans for outgrower farmer groups, and provide mentoring and coaching support to farmer groups. The general objective of this consultancy service is to capacitate model farmers, enterprises/cooperatives, development agents, and Woreda agriculture experts through developing training manuals, facilitating training, preparing business plans, and providing coaching and mentoring support to outgrower farmer groups. Based on the above general objective, the specific objective of this assignment is:
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Gena Trading PLC +2519 46682880 Genzeb Akele |
2023 |
Ongoing |
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4 |
Title: comprehensive labor market and Vocational Skills Training Assessment. Game Changers Consulting PLC in collaboration with Ethiopian Center for Development (ECD) has conducted a comprehensive labor market assessment (LMA) across ECD’s DANIDA Urban Refugee Project target locations in Addis Ababa city administration; Yaka, Bole, and Nifas silk lafto sub-city. The goal of the project is to ensure that the most vulnerable urban refugees in Addis Ababa have their critical needs met, resilience build, and grow up in safe communities to resist the continuous shocks of conflict, displacement, and climate change. The purpose of the LMA is to assess and analyze the labor market needs and to identify the potential economy sectors that have higher demand, and skills and qualifications needed by the labor market and local business firms. The assessment has the following specific objectives:
Therefore, the result of LMA is to help customers make informed plans, choices, and decisions for a variety of purposes, including business investment decision-making, career planning, and preparation, education and training offerings, job search opportunities, hiring, and public or private workforce investments. Specifically, the t findings of the LMA provide up-to-date data on the current labor market needs and inform the efforts of the project partner in developing a competency-based vocational training curriculum and aid in the future programmatic decisions of the project implementer (ECD). |
Ethiopian Center For Development (ECD) +251912052757 Etsegenet Kebede |
2022 |
Successfully completed |
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5 |
Title: End line Evaluation of the project “Strengthening Pastoralists’ Livelihood, Resilience and Adaptation to Villagization in Gelealo, Aysaita and Gewane Districts, Afar Regional State, Ethiopia, in the period from March 25, 2020, to September 24, 2022”. Game Changers Consulting PLC has conducted a terminal evaluation of the project entitled “Strengthening Pastoralists’ Livelihood, Resilience & Adaptation to Villagization in Aysaita, Gelealo & Gewane Districts” implemented with the financial support of the European Union under the Civil Society Fund III (CSF-III). The overall objective of the project was to contribute to sustainable livelihoods and adaptation to villagization for pastoralist communities in the project area. The project has been implemented jointly by Kelem Ethiopia (Coordinator), Development Expert Center (DEC), and Edukans Foundation (EF). The project was implemented between March 25, 2020, to September 24, 2022 (including the six-month no-cost extension phase) in three districts of the Afar region; Gelealo, Aysaita, and Gewane Districts, with a total budget of € 526,314.57. The overall objective of the end-of-project evaluation is to make an overall independent evaluation of the project performance in relation to its overall objectives and expected results as defined in the project document focusing on the following standard measurement criteria such as coherence, efficiency, effectiveness, relevance, impact, and sustainability. The evaluation has the following specific objectives;
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Kelem Ethiopia +251911005795 Jemal Abdu |
2022 |
Successfully completed |
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6 |
Title: Deliver soft skills and employability skills training to 3000 jobseekers and facilitate their employment linkage. Game Changers Consulting PLC in collaboration with the FC-BRIDGES program has implemented workforce development intervention in the Amhara region. The purpose of the intervention was to deliver soft skills training to 3000 Jobseekers and facilitate their employment in different sectors and industries of the economy. The training targeted both the skilled and unskilled segments of the job-seeking population in the Amhara region. Specific objectives of the intervention are: ? To address shortcomings in the area of soft skills within the workforce. (Both skilled and unskilled segments of the workforce) ? To empower Jobseekers to develop their full capacities and to seize employment and social opportunities of their own will. ? To provide soft skills and employability skills training to 3000 job seekers in Amhara Region ? To create Jobs for 3000 Jobseekers who received the soft skills and employability skills training ? To match the labor demands of employers with the timely supply of a trained workforce ? Gauge the existing employment opportunities in the Amhara Region for further scale-up of the intervention |
FC - BRIDGES Program +251912125600 Melaknesh Ayele |
2023 - 2023 |
Successfully completed |
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7 |
Title: Baseline rapid assessment of socio-economic conditions of the target group from the Gender Transformative Approach (GTA) perspective. Game Changers Consulting PLC in Collaboration with New Life Teen Challenge Development and Relief Program (NLTCDRP) has conducted the “Baseline Rapid assessment of socio-economic conditions of the target group from a Gender Transformative Approach (GTA) perspective” which will help the execution of the project called “Reducing Poverty and Increasing Voice among Vulnerable Women”. The general objective of this study is to assess the socioeconomic conditions of the targets (Women with a disability, women with homelessness, Women headed families, and women sex workers) from Feminist Approach (FA) & Gender Transformative Approach (GTA) perspective. Therefore, this rapid assessment study was conducted for the following main purposes: @ To collect information on Socio-economic aspect of the target groups that help to better define the context in which the project is going to be implemented (by complementing and integrating already existing information); @ To provide relevant basis and guidelines to the project planning and implementation and to the overall M&E system @ The socio-economic assessment study is part of the evaluation process intended to assess and understand the situation at the beginning of the proposed project that will help assess project effectiveness and impact. The project is implemented in Addis Ababa city; Kirkos sub city of woreda 02 and 09. From these two woredas, 50 vulnerable women whose age ranges between 18-40 including Female Sex Workers, Women Headed Families, Women with disabilities, and Women with homelessness are part of this assessment. |
New Life Teen Challenge Development and Relief Program +251911209716 |
2021 |
Successfully completed |
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8 |
Title: Facilitating Business to Business (B2B) linkage between MSMEs/SMEs and large manufacturing Industries engaged in the Textile and Garment Value chains in Amhara region Bahir Dar city. Game Changers Consulting PLC has signed a contract agreement with FC- Bridges Program to Provide Life Skills Training, Business Skills Training, Mindset Training, and Work engagement & Retention (WEAR) training for 3000 factory workers in the Garment and Apparel Sector in Bahir Dar City. The agreement also has an objective of facilitating Business to Business (B2B) Linkage between MSMEs/SMEs and large manufacturing Industries engaged in the Textile and Garment Value chains in Bahir Dar City. Under this assignment; Game Changers Consulting PLC has also been responsible for the sourcing, placement, and reporting of an apprenticeship program that will be launched for students and youths engaged in the garment and apparel sector. The capacitated factory will be the host of the students and the service provider will be responsible to prepare a schedule for the students and follow up their training at the factory. Throughout the journey of undertaking this assignment, the scope of this assignment is mentioned as follows: @ Facilitation of Business to Business (B2B) Linkage @ Provide Soft skill training for new factory workers of the enterprise for 2000 workers @ Soft skill training to existing workers of the enterprise for 1000 workers @ Facilitation of Apprenticeship program for 500 students/graduates |
FC/ BRIDGES Program +251912747055 (Semir Mohamed) |
2022 – 2023 |
Ongoing |
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9 |
Title: Conduct Assessment on the Needs of Urban Refugee Children and Identify the Right Sectors for Referral. Game Changers Consulting PLC in collaboration with Ethiopian Centre for Development (ECD) has conducted an assessment of the needs of urban refugee children and identified the right sectors for referral across project target locations in Addis Ababa with the aim to establish and strengthen child protection referral pathways for refugee children in Addis Ababa. Furthermore, the assessment findings will provide a basis for delineating referral pathways for migrant and refugee children in Addis Ababa across key locations where the majority of these children are residing or transiting and aid in the future programmatic decisions of the project implementer (ECD). In line with this, the assessment contains the following interlinked analyses: @ To assess and identify the protection needs of urban refugee children @ To conduct mapping of child protection services and setting up child protection referral pathways which will chart multispectral supports, services, and connections between them @ To assess the challenges and barriers associated with ensuring the protection needs of urban refugee children @ To suggest possible ways forward to ensure children’s protection needs are taken into consideration in all interventions |
Ethiopian Center For Development (ECD) +251912052757 Etsegenet Kebede |
2023 |
Successfully completed |
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10 |
Title: Development of Five 5-year organizational strategic plan which sets the long-term direction for the implementation of its interventions for Mother and Child Rehabilitation Center (MCRC), Ethiopia. Game Changers Consulting PLC has been developing a five years organizational strategic plan for Mother and Children Rehabilitation Center (MCRC). The overall objective of this assignment is to develop a five-year strategic plan (2022 - 2026) for MCRC which sets the long-term direction for the implementation of its interventions. More specifically, this consultancy service tries to: – @ Review the mission, vision, values, and objectives of MCRC, @ Undertake stakeholder mapping and analysis, @ Undertake a situation analysis of MCRC operations to date and develop a SWOT analysis of the organization, @ Identify focus areas and develop strategic objectives and key result areas for the same, @ Review the institutional capacity, organizational set-up, financial and administrative systems of the MCRC, @ Develop a Results and Resources Framework for the plan period, and @ Prepare the final paper of the five-year strategic plan. |
Mother and Child Rehabilitation Center (MCRC), Ethiopia +251913622037 |
2022 |
Successfully completed |
|
11 |
Title: Coordinate a career development program in partnership with manufacturing companies and training provider TVETs. Game Changers Consulting PLC in collaboration with Firs Consult PLC has been implementing the operators’ development program across manufacturing companies under BRIDGES Program which is a project Funded by MASTER CARD FOUNDATION. The purpose of this assignment is to coordinate a career development program in partnership with manufacturing companies and training providing TVETs. Under this assignment, Game Changers Consulting PLC is responsible to facilitate technical and soft skills as well as leadership training to participating manufacturing companies based on the need assessment result. The assignment will also include conducting capacity assessments on public TVET colleges to provide training to companies in various industries. Through undertaking of the assignment, the scope of the assignment is mentioned as follows: @ Conduct needs assessment on 50 large manufacturing companies in partnership with TVETs, @ Conduct capacity assessment on 10 public TVET colleges to provide training services to industries, @ Develop worker's career roadmap for 30 partnering manufacturing companies, @ Facilitate the provision of 1300 soft/life skills training using existing manual @ Facilitate technical training for 650 operators, @ Establish and maintain relationships with manufacturing companies, |
FC/ BRIDGES Program +251913032756 (Woldemichael Solomon) |
2021 - 2022 |
Successfully completed |
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12 |
Title: “Identification of out-of-school children with disabilities in Wolaita Soddo town of SNNPR and Adama city of Oromia, Ethiopia using the key informant method (KIM). Game Changers Consulting PLC in Collaboration with the Ethiopian National Association of the Blind (ENAB) has been conducting “Identification of out-of-school children with disabilities in Wolaita Soddo town of SNNPR and Adama city of Oromia, Ethiopia using the key informant method (KIM). The overall objective of the assignment is to conduct identification, screening, referral, and enrolment of out-of-school children with disabilities in target communities, as well as screening and referral of children in target schools suspected to have disabilities. The assignment has the following major activities: @ Establish a local advisory group comprising appropriate stakeholders in children with a disability like Policy Makers (Representative of Gov’t line offices), Service Providers, Disabled People’s Organizations (DPOs), NGOs, and others. @ Conduct KIM planning consultative meeting in collaboration with advisory groups that helps to understand the general context and situation of the study site. @ Conduct Mapping of Available service providers in the target communities; make sure the minimum level service providers are available in the target communities/ nearby places before the actual KIM study is started. @ Identify out-of-school children with disabilities in the target communities @ Screening of children with disabilities identified in the target communities and target schools in collaboration with available service providers (Hospitals, health centers, and schools) @ Conduct Referral linkage of children with disabilities identified in the target communities and in the target schools @ Support the enrolment, bringing back to school, and inclusion of children with disabilities identified in the target communities in the school system. @ Establish and strengthen a good collaboration/partnership between the target communities, target schools, disabled person organizations (DPO), policymakers, and available service providers, using the School Inclusion Teams (SIT); @ Improve Enabling Education Network (EENET) identification and screening modules with KIM model inputs. @ Compile and record challenges faced and lessons learned during the implementation of KIM in the target communities. @ Producing, circulating, and dissemination of KIM study finding reports |
ETHIOPIAN NATIONAL ASSOCIATION OF THE BLIND (ENAB) +251911051506 +251964026709 |
2021 |
Successfully completed |
|
13 |
Title: Development and Localization of Business Skills Training and Business Development Support (BDS) module for New Life Teen Challenge Development and Relief Program (NLTCDRP). Game Changers Consulting PLC has developed the Business Skills Training manual and Business Development Support (BDS) module for NLTCDRP project target groups called “Reducing Poverty and Increasing Voice among Vulnerable Women”. |
New Life Teen Challenge Development and Relief Program +251911209716 |
2021 |
Successfully completed |
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14 |
Title: End-line evaluation of Fit 4 Better Life (F4BL) project which is implemented in the Afar region. Game Changers Consulting PLC in collaboration with Development Expertise Center (DEC) has conducted a project end-line evaluation in Afar, Aysaita. The overall objective and function of this consultancy assignment is to conduct a Final Evaluation of the Fit 4 Better Life Project Ayssaita Community Development Programme Phase I (January 2017 – December 2021). The evaluation focused on the performance and achievements of the project focusing on the following standard measurement criteria such as efficiency, effectiveness, relevance, impact, and sustainability. Through undertaking the evaluation process, the evaluation team will pay particular attention to the following specific objectives.@ Review and analyze the quality and relevancy of the design and the relevance, effectiveness, efficiency, impact, and sustainability of the project @ Examine and document the key lessons learned from the implementation of the project and how these can be used to improve future projects. @ determining what to be done in the future in the area and drawing lessons for the development endeavor of DEC and local government @ Identify and analyze any unintended outcomes (both positive and negative) arising out of implementing the project @ Review the project’s role in addressing marginalized groups, gender equity, and the fairness of benefits among the various community groups |
Development Expertise Center (DEC) +251911747838 |
2022 |
Successfully completed |
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15 |
Title: Development and preparation of 5 years Revenue Enhancement Plan for Addis Ababa City administration for the Years 2015-2019 E.C. Game Changers Consulting PLC in collaboration with the Addis Ababa City Administration Bureau of Finance has developed Revenue Enhancement Plan (REP). It is the five-year revenue enhancement plan for the city administration of Addis Ababa from 2015 EFY – 2019 EFY. The REP is a road map and guiding tool that a city administration is committed to enhancing the revenue sources that are legally and administratively available through exerting a commitment to put in place a wide-ranging series of improvements to its policies, procedures, staffing, and organizational structure. The goal of the revenue enhancement plan is to ensure diverse and increasing financial resources, and efficient and accountable agencies to support the sustained growth of Addis Ababa to become a city with infrastructure and service delivery equivalent to those in cities of middle-income countries. To realize the REP goal, six objectives have been developed. These are: @ To ensure that appropriately skilled staffing, modern equipment, technology, and business practices, and institutional arrangements are in place for effective revenue management. @ To create conditions and an enabling environment to encourage public-private partnerships, and the participation of capital market and banking institutions, federal government, and communities in financing infrastructure and services. @ To expand the city revenue base, tax rates, tariffs, charges, and fees; improve tax assessment and enforcement to maximize own-source revenues. @ To engage taxpayers, business people, and customers in decision-making on revenue enhancement and budgeting, and to participate in tax administration. @ To ensure that accurate financial and other data is available in a timely and integrated manner and appropriate analysis and monitoring is undertaken for effective revenue management. @ To rationalize city investments, its use of assets and subsidies, and maximize returns. |
Addis Ababa City Administration Bureau of Finance +251911009834 |
2022 |
Successfully completed |
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16 |
Title: Provide Life Skills and Employability Skills Training for 200 Urban Eritrean Refugees and Host Communities in Addis Ababa. Game Changers Consulting PLC has been provided 11 days of life skills and employability skills training for 200 Urban Eritrean Refugees and Host Community target groups of ECDs - DANIDA Urban Refugee Project in Addis Ababa city. The goal of this life skills and employability skills training is to equip jobseekers with a feeling of self-worth and confidence as well as interpersonal knowledge and skills in order to function more professionally in their future job environment. The training is intended to address the “Soft” elements or qualitative imbalance of jobseekers joining the labor market / industrial setup. In addition, the training seeks to promote the life skills of job seekers which are required to deal with the demands and challenges of everyday life. This life skills training is essential for the employability of the jobseekers and it has a preventive goal to enhance the resilience of the jobseekers in everyday situations at work, and in private life. The overall objective of the training is to give each trainee a realistic perspective of personal value, to motivate them in life, to help formulate problem-solving skills, to guide trainees in making appropriate, informed, and responsible decisions, to create a desire to fulfill individual goals, and to educate trainees about unproductive thinking, self-defeating emotional impulses, and self-defeating behaviors. The specific objectives of the training are; @ To equip trainees with strong conceptual and practical valuing of life and self-concern @ Develop effective presentation skills of trainees. @ Conduct effective business correspondence and prepare business reports which produce results. @ Becoming self-confident individuals by mastering interpersonal skills, team management skills, and leadership skills. |
Ethiopian Center For Development (ECD) +251912052757 Etsegenet Kebede |
2022 |
Successfully completed |
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17 |
Title: Providing Employability Skills and Entrepreneurship Skills Training for Graduating class university students and voluntary service providers in selected universities of Ethiopia. Game Changers Consulting PLC in collaboration with the Ministry of Peace and Glocal Management Partners PLC has provided Entrepreneurship and Employability Skill Training for Graduating class and selected university students from September 20 – 24, 2021 @ Jimma College of Technology Institute, Jimma. |
Ministry of Peace and Glocal Management Consultancy firm. +251911223473 |
2021 |
Successfully completed |
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18 |
Title: Operator's development intervention in Adds Ababa, Amhara, and Oromia Regions. Game Changers Consulting PLC in collaboration with First Consult PLC has signed a project implementation agreement to provide technical and soft skills training to factory workers, matchmaking between large enterprises and TVETs, enrolling TVET graduates in internships, and provide business development services (BDS) and technical support for selected public TVET colleges to operationalize their income generating activities (IGAs)to boost the capacity of public TVETs, the competitiveness of large enterprises as well as the skills of TVET graduates. And also providing tailored technical and soft skills training to factory workers based on the need assessment result of large manufacturing companies can be an input to increase their production and retention rate. To this end, the purpose of this intervention is to conduct a needs assessment on manufacturing companies, conduct a capacity assessment on public TVETs to address manufacturing companies' training needs, support management and BDS for public TVET production/IGA units, matchmaking between public TVETs and manufacturing enterprises on selected training topics and facilitate hard and soft skills training to factory workers as well as support in developing a career pathway for operators. The intervention will be implemented in Addis Ababa, Amhara, and Oromia Regions within the time frame of “December 2022 to December 2023”. |
First Consult PLC +251913032756 |
2023 - 2024 |
Ongoing |
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19 |
Title: Work Engagement and Retention (WEAR) Training for Horizon Addis Tyre Factory Workers. Game Changers Consulting PLC in collaboration with Horizon Addis Tyre Factory has been provided Work Engagement and Retention (WEAR) Training for 610 factory workers in Addis Ababa. The content of the training is mainly focused on: (1) Overcoming Emotions; (2) Goal setting; (3) Developing good habits; (4) Good Reputation; (5) Financial Management; (6) Waste Management and Cost minimization in the factory. The training was very successful in accomplishing its expected goals. |
Horizon Addis Tyre Factory +251988744690 Getachew |
2023 |
Successfully completed |
|
20 |
Title: Development of Career pathways development guide. Game Changers Consulting PLC in collaboration with the FC-BRIDGES program has organized a half-day Career Pathways development guide validation workshop @Addis Ababa, Elilley International Hotel on 25th of May, 2023. The aim of the workshop is to validate the career pathways development guide which is designed to create both avenues of advancement for current workers, jobseekers, and future labor market entrants and a supply of qualified workers for potential employers. To harness human potential towards greater prosperity and inclusion, employers need to create effective systems for upgrading individual skills and capabilities in line with emerging skills demand in essence, expanding access and delivery of mid-career reskilling and upskilling through private and public sector investment and ensuring that such efforts by workers are rewarded with adequate job opportunities. To this effect, aligning the employee career goals with the strategic goals of the organization not only helps the organization achieve its goals but also helps the organization to differentiate itself from labor market competitors, retain key workers, keep younger workers, and reduce turnover after an economic downturn. |
First Consult PLC +251913032756 |
2023 |
Successfully completed |
|
21 |
Title: Development of Cooperative Training Implementation Guide for TVETs. This cooperative training implementation guide is developed by an independent consultancy firm called Game Changers Consulting PLC in collaboration with First Consult – BRIDGES Program. Game Changers Consulting PLC in collaboration with the FC-BRIDGES program has organized a half-day cooperative training implementation guide validation workshop @Addis Ababa, Elilley International Hotel on 25th of April, 2023. The aim of the workshop is to validate the cooperative training implementation guide which is designed to implement high-quality and effective cooperative training with similar approaches and formats in each TVET institution for regular and short-term training programs. The purpose of this guide is to explain the cooperative training approach and related implementation phases necessary to successfully implement Cooperative Training (CT) through Technical and Vocational Education and Training (TVET) institutions in Ethiopia. It is intended to provide guidance on how substantial participation of the private and business sector in the implementation of the TVET program can be achieved. It provides a clear guide on how cooperative training shall be prepared and organized to ensure that TVET trainees will gain sufficient practical competencies and workplace experience and thereby significantly increase their employability. |
First Consult PLC +251913032756 |
2023 |
Successfully completed |
|
22 |
Title: Work Engagement and Retention (WEAR) Training for Hilina Enriched Food Complex PLC Workers. Game Changers Consulting PLC in collaboration with Hilina enriched food complex PLC has been provided a one-day Work Engagement and Retention (WEAR) Training for 87 factory workers (41 Female and 46 male) @Tafo, Oromia Regional state. The content of the training is mainly focused on: (1) Overcoming Emotions; (2) Setting Goals; (3) Developing good habits; (4) Good Reputation; (5) Financial Management. |
Hilina Enriched Food Complex PLC +251944036587 Demelash |
2022 |
Successfully completed |
|
23 |
Procurement Manual development and training of staff members |
Horizon of Development Actors (HDA) info@hdaethiopia.org |
2021 |
Successfully completed |
|
24 |
Strategic Plan Development and Resource Mobilization Guideline Development |
Horizon of Development Actors (HDA) info@hdaethiopia.org |
2021 |
Successfully completed |
|
25 |
Synthesize the existing National Assessments of the Legal Environment for Civil Society Actors including Philanthropic Support Organizations |
Adequate Trading Company +251911014944 |
2021 |
Successfully completed |
|
26 |
Title: Vocational skills training and entrepreneurship development center. Game Changers Consulting PLC has established its own vocational skills training and production center in Addis Ababa and Bahir Dar City. The vocational skills training and production center is established with the aim of providing tailor-made, quality market-relevant vocational skills training for unemployed women and youth. The special feature of Game Changers' vocational skills training approach is “Integrating the technical skills training with vision development, Life skills, and Business skills training” so that the trained graduates can get employment opportunities after they leave the training institution. Game Changers market relevant quality vocational skills training and entrepreneurship development program offers a package of services including vocational skills training, vision development training, life skills training, business skills training, apprenticeship/cooperative training, workplace internships, job-matching/linkage assistance, and job coaching. “Skills development is a key to employment, income generation, and livelihood diversification of women and Youth” |
2022 |
Successfully completed |
Game Changers piloted and tested tools and approaches
Game Changers Consulting PLC has piloted and tested tools and approaches in the area of employability skills development, workforce development, and job creation, women and youth livelihood diversification and economic empowerment, establishment and promotion of MSEs/MSMEs, Labour market assessment, business development support (BDS), promotion of business to business (B2B) linkages, Access to Finance (A2F), on-job coaching and mentorship services, TVET and key market players capacity building, and strengthening public-private partnership (PPP). Using these tools and approaches, it has achieved remarkable results and continued to leverage these innovative, comprehensive, and full-flagged proven tools and approaches to address the current wage and self-employment challenges of unemployed young women and men in Ethiopia. These are;
Labor market assessment: The goal of this tool is to define and analyze the labor market needs and to identify the economy sectors that have higher demand and skills and qualifications needed by the labor market and local business firms.“Explore business & job opportunities (the market)”. Find out the local business opportunities, find out which industries are hiring, and which products and services are needed by the community. Thus, the result of LMA is to help customers make informed plans, choices, and decisions for a variety of purposes, including business investment decision-making, career planning, and preparation, education and training offerings, job search opportunities, hiring, and public or private workforce investment).
Training module development and contextualization: the key to success is to develop the training module in close collaboration with the labor market that comprehensively addresses the needs of the labor market in the area of needed skills which are called professional skills/technical skills, life skills, and business skills. To ensure the quality of the training, the training module should be translated into local languages in line with the targeted districts/ regions.
Vision development skills training: The Goal of this vision development skills training is to elicit the motivation of women and youth on the development process of their future visions, goals, and plans and increase their commitments on the journey to success. It is part of a pre-training approach that can be delivered prior to the actual employability skill training that helps to identify the motivation of trainees for employability skills training and assess their readiness for self-development, and at the end, it helps to select the interested and potential target groups.
Life Skills and Employability Skills Training: The goal of this life skills and employability skills training is to equip jobseekers with a feeling of self-worth and confidence as well as interpersonal knowledge and skills in order to function more professionally in their future job environment. The training is intended to address the “Soft” elements or qualitative imbalance of jobseekers joining the labor market / industrial setup. In addition, the training seeks to promote the life skills of job seekers which are required to deal with the demands and challenges of everyday life. This life skills training is essential for the employability of the jobseekers and it has a preventive goal to enhance the resilience of the jobseekers in everyday situations at work, and in private life. In addition, the training aims to give each trainee a realistic perspective of personal value, to motivate them in life, to help formulate problem-solving skills, to guide trainees in making appropriate, informed, and responsible decisions, to create a desire to fulfill individual goals, and to educate trainees about unproductive thinking, self-defeating emotional impulses, and self-defeating behaviors.
Business skills training and Business development support (BDS): The goal of this business development service is to improve entrepreneurial competencies and business development skills of target groups, existing SMEs/MSMEs, cooperatives, and private business firms. And also it provides market-oriented, comprehensive, tailored, and real-time services to women and youth entrepreneurs. Business Development Services (BDS) are “services that improve the performance of the enterprise, its access to markets, and its ability to compete. It includes an array of business services such as training, consultancy, marketing, information, technology development and transfer, business linkage promotion, etc., both strategic medium to long-term issues that improve performance and operational day-to-day issues. BDS plays a very important form of support for the development of MSMEs by providing a range of business advice, information, and support to the sector, as well as stimulating sustainable MSME development by improving the general business environment. They are generally viewed as a mechanism for addressing market failures which are particularly evident in transition economies, such as lack of information (market opportunities, rules, and regulations, access to credit, quality standards for export, etc.) which can act as a barrier to faster economic development and growth in a particular geographical area. Although this Primer refers primarily to BSCs, the framework to be presented applies to all the other mechanisms for implementing BDS. BDS is effectively a range of services designed to assist MSME entrepreneurs to operate efficiently and grow their businesses with the aim of contributing to economic growth, employment generation, and poverty alleviation.
Business to Business (B2B) linkage: Business-to-business (B2B) linkages are transactions between buyer companies and supplier companies. B2B linkages help to match suppliers with buyers for their products and/or services. A successful local B2B linkage is a win-win partnership for both buyers and suppliers. For buyers, they offer the opportunity to localize aspects of their supply chains, potentially reduce costs and/or lead time, and increase their integration into local communities. Suppliers, expand market access, increase revenue streams, and create potential for local employment opportunities. To this end, we have ample experience in promoting the establishment of mutually interdependent coops by interlinking different workable value chains and one member of cooperatives will provide input to the other cooperatives, based on competitive prices and an interlinked business model. This new business model creates a competitive (win-win) advantage for cooperatives established from different value chains b/c the supply and the demand are interlinked together. Game Changers Consulting PLC has been facilitating the business-to-business (B2B) linkage of SMEs/MSMEs in the five tested and proven modalities that promote win-win and competitive business advantages between SMEs/MSMEs;
(1) Facilitating linkage on input supply between MSMEs; which improves access to the supply of adequate raw materials with competitive price and on-time delivery within close proximity facilitates of MSMEs production area.
(2) Facilitating linkage on production servicing facilities between MSMEs; allows MSMEs who may not be able to fulfill large investments in infrastructure and other production-servicing facilities can get access to production service facilities with competitive prices in a sustainable way through a win-win business modality.
(3) Facilitating linkage on subcontracting/outsourcing of specific products between MSMEs; which MSMEs can receive production orders from another firm and work closely on detailed specifications for a product, especially in cases where the firms are producing the same goods/products with competitive price advantage of the two firms.
(4) Facilitating linkage on technical skills transferring & information sharing between MSMEs; which improves the technical skills and managerial skills of MSMEs through work-based learning and on-job training approaches from another firm in the lower transaction costs as trust builds up and/or through the ease of transaction that comes from ‘geographical proximity’.
(5) Facilitating linkages on market outlet facilitation & ready-made product exchange between MSMEs; which creates a sustainable product exchange/market outlet facilitation between producers, whole-sellers, and retailers with comparative advantage.
Market-relevant Employability Skills Training approach: It is a unique, innovative, and tested approach used to provide market-relevant employability skills training and reduce the mismatch between the training provider (labor supply) and the labor market (world of work). The principle of this approach is “Linking Skills to the labor market” and it is a journey from skills training to the labor market with a holistic and full package. The rationality behind the introduction of this approach is, providing skills training for youth and women is not enough b/c:
(1) youth unemployment even among trained youth is very high in many countries including Ethiopia and
(2) At the same time businesses often have a difficult time finding skilled staff who fulfills their requirement in the workplace. Therefore; in this innovative approach the mismatch issues will be solved by connecting companies, MSMEs, TVETS, and government officials to jointly define the type of skills and competency needed for vacant jobs, building a long-lasting network to keep refining training for labor market changes in the long run.
Work-based learning / on-Job training approach: On-job skill training/Work-based learning is an approach that simulates the workplace so that women and youth gain real-world, hands-on skills. Learning by doing and using are the principal drivers of incremental innovation. In almost all fields of production of goods and services, the repetition of production tasks leads to a gradual improvement in the efficiency of production processes and product/service design and performance. The importance of such ‘learning by doing’ processes has long been recognized, as has the central place of direct production workers in innovation as sources of work-based learning.
Apprenticeship / Cooperative training: The goal of an apprenticeship program is to improve the employability skills of women and youth. It should be provided with frequent support and follow-up in close collaboration with the world of work by making different consent of mutual advantages of the training provider and companies/ SMEs (potential employers). Apprenticeships are a proven way to build bridges between the worlds of education, training, and work. Apprenticeship can accommodate a wide range of abilities and aptitudes because it reflects the equally wide range of skills required in a modern economy. As was indicated earlier, the best way to acquire core employability skills is on the job. Given that apprenticeship systems combine in-class and workplace training it is ideal for transmitting these skills. A youth apprenticeship combines on-the-job training (provided by an employer in a business, industry, or related organization considered essential to the economy of a local area, region, or state) with job-related academic instruction in a curriculum aligned with national skills standards for a specific career pathway. Ideally, youth apprenticeships develop and grow as technologies advance and technical training requirements evolve. to improve the employability skills of women and youth; we have been provided apprenticeship training with frequent support and follow-up in close collaboration with the world of work by making different consent of mutual advantages of the training provider and companies/ SMEs (potential employers). Apprenticeships are a proven way to build bridges between the worlds of education, training, and work. Apprenticeship can accommodate a wide range of abilities and aptitudes because it reflects the equally wide range of skills required in a modern economy. As was indicated earlier, the best way to acquire core employability skills is on the job. Given that apprenticeship systems combine in-class and workplace training it is ideal for transmitting these skills.
Value chain development: we have ample experience in workable value chain development by interlinking highly productive value chains (field of work) which will help to increase the livelihood diversification and resilience building of vulnerable communities, youth groups, and women.
Decent Work Approach: This is a new approach that helps to increase the awareness of Decent Work and sector-specific OHS, selected Company/SME managers were trained on labor law, OHS, and gender-related work issues. In addition, attention is paid to aspects of respect for fundamental labor rights and to the right of association and collective bargaining, social protection, pensions, health care in income protection and preservation of health, and social dialogue as instruments for regulating the specific interests of the main actors in the world of work and to the research of the possible convergences.
Market systems development (MSD): This approach can foster innovation, and private sector engagement that instills systemic, sustainable, and broad-based change. It also helps to create a collaborative environment, incentivize private sector engagement, and leverage resources.
Promotion of improved agribusiness technologies: This can promote the introduction of climate-adapted high-yield improved seeds on the highly productive value chains, which will be used to improve the productivity of agribusiness sectors.
Coaching and Mentorship services: The goal of these coaching and mentorship services are to improve the performance of MSMEs/MSEs through frequent coaching and follow-up for the purpose of providing need-based and timely support. On-job coaching and mentorship is the most effective tool for capacity development, provided they effectively target bridging of the knowledge gap among the ‘executors of works’.
Access to Finance (A2F): The goal of the A2F service is to improve beneficiaries’ financial literacy and improve their access to financial services. In particular, the A2F component has provided financial literary training, facilitating linkage between MSMEs and financial institutions (in particular microfinance institutions) and de-risking and unlocking financial products by providing support to various financial institutions.
Workforce Development and job creation: We have identified job seeker youths from the community based on the demand of employers and market opportunities then provide life and employability skills training and linked to job.
Career Pathways Development: A Way to Make the Pieces Fit. “Career pathways” is our term for a series of connected education and training programs and support services that enable individuals to secure employment within a specific industry or occupational sector, and to advance over time to successively higher levels of education and employment in that sector. Each step on a career pathway is designed explicitly to prepare for the next level of employment and education. Career pathways target jobs in industries of importance to local economies. Their purpose is to create both avenues of advancement for current workers, jobseekers, and future labor market entrants and a supply of qualified workers for local employers. As such, they also help to strengthen the “supply chains” that produce and keep up-to-date a national knowledge workforce. Career pathways, however, cannot be purchased off the shelf. The specific form and content of a career pathway will depend on the particular industries targeted, the requirements of employment and advancement in the target sectors, and existing programs and resources for preparing workers for employment in those sectors. Building a career pathway is a process of adapting existing programs and services, and adding new ones to enable individuals to advance to successively higher levels of education and employment in the target sectors. Where it is most effective, the career pathways process helps to transform institutions and organizations involved in education, employment, and social services. The process strengthens cooperation between these actors in ways that improve their individual and collective capacities to respond to the needs of local communities and employers. The career pathways approach helps TVET colleges better align their various mission areas of workforce development, academic credentialing, and transfer preparation and remediation. At each point along career pathways, the objective is not only to prepare youths and adults for the next levels of education and employment but to motivate them to advance by exposing them to the opportunities available.
Career Development: Career Development is a lifelong process of self-exploration and awareness, continual acquisition of knowledge about the ever-changing world of work, and decision-making. Therefore, career development can be defined as all student's personal efforts aimed at implementing career plans through education, training, job search and acquisition as well as work experience. Students and Industries are the bodies that engage in the career development process in addition to University's responsibility in preparing graduates for employers.
Employment readiness training: "Employment readiness” involves achieving three interrelated goals:
(i). Being self-sufficient on four Employability Factors that prepare you to manage your work life:
a. Career decision-making, or knowing what type of work suits you
b. Skills enhancement, or having the skills and education for the work you want
c. Job search, or having the skills to find work
d. Ongoing career management, or being able to manage career changes
(ii). Being strong on five Soft Skills that help you manage challenges and perform effectively in your work life:
a. Self-efficacy, or a sense of being able to perform well
b. Outcome expectancy, or whether or not you expect to succeed and are willing to take responsibility for creating that success
c. Social supports, or your network and ability to get help
d. Work history, or your feeling that you have performed well in previous work contexts, paid or unpaid
e. Job maintenance, or having the skills to keep work once found
(iii). Understanding the particular stresses or challenges you face:
a. Personal challenges, which you can usually address yourself,
b. Environmental challenges, which you can manage with help
c. Systemic challenges, which have to be addressed on a community basis
Active Teaching Strategies and Learning Methodology (ATLM): The Goal of the active teaching-learning methodology is to build the capacity of Teachers/ Trainers to make their teaching/training sessions more active and fun, for more effective learning in general education and skills education and as a result the trainer can practice this methodology in their TVET classroom and they assure the quality of market-relevant vocational skills training.
Income Generating Activity (IGA) for TVET Colleges: Training in Selection, Planning, and Management (SPM) of Income Generating Activities (IGAs) is a customized training session for TVET management and trainers primarily aimed at operationalization of IGA units in the TVET College and diversifying their incomes in a sustainable way. In doing so, the TVET management and trainers need the knowledge and skills to assess the appropriateness of several potential IGA sources, comparing each to their specific knowledge, skills, experience and resources. Thus, the training equips the TVET management and trainers to choose the IGA that is most suitable, given their institutional circumstances. The IGA-SPM training consists of six major sessions to be delivered in three days of training. The specific objective of the training is to assist the TVET management and trainers to:
(1). Identify and Select IGA sources that are suitable for their institutional circumstances, after careful consideration of the technical, marketing, social and financial aspects of a number of alternative IGAs;
(2) Plan for the successful launch of the IGAs after the selection has been made; and
(2) Manage the IGAs effectively, so that the income earned from the IGA matches expectations, and the risk is kept within manageable limits.
Our Publications and Research Works
Game Changers Consulting PLC has a well-organized consultancy team that constituted multidiscipline professionals with cumulative experience in undertaking research works including baseline surveys, mid-term and end-line evaluations, outcome harvesting, best practice documentation, and labor market assessment. And also the consultancy firm has a long-term example experience in capacity-building organizations, creating new economic opportunities for women and youth by building skills, changing norms, and supporting access to financial resources to enable early-stage entrepreneurs to start or grow their businesses. Some of the research works undertaken by Game Changers Consulting PLC are mentioned as follows:
1. Title: Development of Career pathways development guide.
Client: FC-BRIDGES Program
Year: 2023
This career pathways development guide is developed by an independent consultancy firm Game Changers Consulting PLC in collaboration with First Consult – BRIDGES Program. BRIDGES is a five-year program (2019-2024) that aims to create employment opportunities for young women and men by unlocking the job creation potential of industrial parks, large enterprises as well as micro, small and medium enterprises. With Ethiopia's labor force expanding by two million each year, BRIDGES seeks to contribute toward the country's efforts to create productive and decent jobs for the youth by direct job creation within factories, as well as promoting employment opportunities in micro, small, and medium enterprises (MSMEs). The result of these efforts will be the creation of jobs for more than 500,000 young people.
This guide outlines a step-by-step approach to building industry-driven career pathway programs that align education and training programs with the local economy's needs to ensure that existing workers, students, and job seekers are prepared with the right skills and experiences to get jobs in the driving sectors of their local economies. In addition, this guide is developed to support education and training providers, business leaders, managers, and HR personnel to implement the Career Pathway program within their organization. It is intended to be a tool for employees to navigate their career options, as well as plan and grow their careers. To this effect; the goal of the career pathways program is to create both avenues of advancement for current workers, jobseekers, and future labor market entrants and a supply of qualified workers.
This guide is organized into three sections. Following an introductory section, Section Two describes the steps of building a career pathways program. This process is broken down into eight steps:
(1) Establish career pathways partnership,
(2) Gap Analysis,
(3) Develop job profiles and create a career pathway map,
(4) Build career pathway programs,
(5) Capacity building of relevant partners,
(6) Implementation,
(7) Continuous improvement and
(8) Expansion. Section Three describes the organizational level career pathways development process and Section Four states possible recommendations for different actors who can play in helping to cultivate pathways partnerships nationwide.
The primary audience for this guide is public and private education and training providers, relevant industry stakeholders, and labor organizations who are jointly responsible for developing and implementing a high-quality education, training, and workforce development program that effectively meets the skill needs of workers and employers in the industry set-up. If properly implemented, the steps in this guide should result in the following outcomes:
- An accurate, up-to-date understanding of the most critical occupations in a target industry;
- A career pathway map that shows students and job seekers employment opportunities in the targeted industry sector; their basic requirements; expectations; and wages at entry-, mid-, and advanced-levels;
- In-depth information about the knowledge, skills, and abilities of those occupations that education and training programs can use to update or create accurate programming and credentials;
- A shared action plan for education and training providers to close gaps, reduce duplication and build a seamless career pathway program; and
- An engaged group of industry partners is willing to deepen their involvement in their sector partnership and with their education and training partners.
2. Title: Conduct Assessment on the Needs of Urban Refugee Children and Identify the Right Sectors for Referral.
Client: Ethiopian Center for Development (ECD)
Year: 2023
Game Changers Consulting PLC in collaboration with Ethiopian Centre for Development (ECD) has conducted an assessment of the needs of urban refugee children and identified the right sectors for referral across project target locations in Addis Ababa with the aim to establish and strengthen child protection referral pathways for refugee children in Addis Ababa. Furthermore, the assessment findings will provide a basis for delineating referral pathways for migrant and refugee children in Addis Ababa across key locations where the majority of these children are residing or transiting and aid in the future programmatic decisions of the project implementer (ECD). In line with this, the assessment contains the following interlinked analyses:
- To assess and identify the protection needs of urban refugee children
- To conduct mapping of child protection services and setting up child protection referral pathways which will chart multispectral supports, services, and connections between them
- To assess the challenges and barriers associated with ensuring the protection needs of urban refugee children
- To suggest possible ways forward to ensure children’s protection needs are taken into consideration in all interventions
Ethiopian Centre for Development (ECD) is implementing a 5 years project entitled “DANIDA Urban Refugee Project in Addis Ababa” which started in October 2022. The project aims to ensure that the most vulnerable urban refugees in Addis Ababa have their critical needs met, resilience build, and grow up in safe communities to resist the continuous shocks of conflict, displacement, and climate change. The project is financed by the Plan International Ethiopia (PIE) and is being implemented in the Addis Ababa City Administration of three sub-cities: Yeka, Bole, and Nifaselk Lafto Sub-Cities. As a part of its project design, ECD has been commissioned to conduct an assessment of the needs of urban refugee children and identify the right sectors for referral across project target locations in Addis Ababa with the aim to establish and strengthen child protection referral pathways for refugee children in Addis Ababa.
3. Title: Development of Cooperative Training Implementation Guide for TVET Institutions.
Client: FC-BRIDGES Program
Year: 2023
This cooperative training implementation guide is developed by an independent consultancy firm called Game Changers Consulting PLC in collaboration with First Consult – BRIDGES Program. BRIDGES is a five-year program (2019-2024) that aims to create employment opportunities for young women and men by unlocking the job creation potential of industrial parks, large enterprises as well as micro, small, and medium enterprises. With Ethiopia's labor force expanding by two million each year, BRIDGES seeks to contribute toward the country's efforts to create productive and decent jobs for the youth by direct job creation within factories, as well as promoting employment opportunities in micro, small, and medium enterprises (MSMEs). The result of these efforts will be the creation of jobs for more than 500,000 young people.
It is the aim of this guide to explain the cooperative training approach and related implementation phases necessary to successfully implement Cooperative Training (CT) through Technical and Vocational Education and Training (TVET) institutions in Ethiopia. It is intended to provide guidance on how substantial participation of the private and business sector in the implementation of TVET can be achieved.
Technical and vocational education and training or TVET is designed to be delivered through work-based learning, often referred to as ‘cooperative training’. Obviously, this arrangement demands the collaborative efforts of companies, enterprises, and relevant institutions. Cooperative training is a model of training by the cooperation of enterprises/industries and TVET institutions whereby trainees spend much of their time in the enterprises/industries to acquire industrial knowledge, skills, experiences, and attitudes of the industrial environment and the remaining time in TVET institutions to acquire basic skills and theoretical concepts.
The objectives of cooperative training are to educate and train effectively and cost-efficiently a workforce that possesses the competencies needed in the labor market; to bring stakeholders together to work on the provision of suitably qualified manpower. To achieve these objectives it is necessary to encourage enterprises to participate in the training process voluntarily and regularly in their own interest, to gain a qualified workforce at their own expense, and to motivate participating enterprises to assign experienced trainers to plan and supervise training in order to maintain and increase their competitiveness and performance in an ever-changing market. Cooperative training familiarizes TVET trainees with the actual working atmosphere and enables them to develop the required skills and competencies that are demanded by enterprises. In other words, it increases the employability of the trainees after completion of the necessary technical and vocational training appropriately. Within this context, cooperative training methods are seen as tools that enable occupation-related knowledge and skill to be passed and ensure that apprentices learn about the way that industries work structured. To make a smooth transition from school to work TVET cooperative system must establish deep-seated links with stakeholders. This cooperative training implementation guide is developed to solve the two common problems of the existing cooperative training implementation shortcomings:
(1) Lack of awareness of private sector stakeholders which results in; wrongly assigned apprentices, unfair grading, inability to mentor the apprentices, lack of feedback, insufficient training of the apprentices, hesitation to admit apprentices, refusal to sign an MoU, failure to prepare common training plans with TVET colleges, challenges to balance training and production time, absence of facilities and lack of well-designed cooperative training programs;
and (2). The limited commitment of TVET institutions which resulted in; a lack of follow-up, problems of linkages with multi-hosting partners, a high number of apprentices requiring apprenticeship training, limited infrastructure, and trained/motivated personnel, apprentices’ lack of interest, trainees’ misbehavior and limited means of communication with the enterprises. Therefore; this cooperative training implementation guide is designed to implement high-quality and effective cooperative training with similar approaches and formats, such as MoU between enterprises and TVET Institutes, training plans and evaluation methods for regular and short-term training programs. This makes clear what to train, how to train, and evaluate the trainees by the industry/enterprises. Moreover, the trainees easily associate the training with real-world work and improve the collaboration between the TVET institutions and the industries/enterprises to improve the quality of cooperative training.
In summary; this cooperative training implementation guide is organized with two major parts, i.e., part 1 deals with an overview of the conceptual basis of Ethiopian TVET strategy, cooperative training systems, common challenges and problems of cooperative training implementation in Ethiopia, benefits of cooperative training approach, clear roles and responsibilities of key actors, the main intention of cooperative training and guiding principles are described. In part 2, the cooperative training (CT) implementation phases (CT preparation, CT implementation, CT assessment, and evaluation), which are necessary to implement Cooperative Training within the TVET institutions are explained. It provides a clear guide on how Cooperative Training shall be prepared and organized to ensure that TVET trainees will gain sufficient practical competencies and workplace experience and thereby significantly increase their employability. The guide also presents lessons learned and best practices of different countries in the annex section of this document.
4. Title: END-LINE EVALUATION OF THE PROJECT ENTITLED “FIT 4 BETTER LIFE PHASE I PROJECT AYSSAITA COMMUNITY DEVELOPMENT PROGRAMME” IMPLEMENTED IN AYSSAITA DISTRICT, AFAR REGION (JANUARY 2017 – DECEMBER 2021).
Client: Development Expertise Center (DEC)
Year: 2022
Game Changers Consulting PLC in collaboration with Development Expertise Center (DEC) has conducted a project end-line evaluation in Afar, Aysaita. Fit 4 Better Life (F4BL) Project Ayssaita Community Development Program was implemented in Afar National Regional State of Ayssaita District, from January 2017 – December 2021 that has been funded by Kinder Not Hilfe (KNH). The overall objective of the project was to contribute to the well-being of children by creating a conducive environment for their growth and development. Development Expertise Center (DEC), the implementer of this project, is a National Civil Society Organization founded in 2007 with the objective of contributing towards national development efforts through integrated, decentralized and sustainable program interventions. It has been re-registered in May 2019 as per the new civil society organization Proclamation by the Ethiopian government bearing a registration number of 0009. DEC has a long-term experience in gender equality and women’s empowerment, child development, Advocacy on local accountability, and protection of environments and natural resources. DEC has implemented this child development, protection, and education project in the Afar region of Ayssaita District in collaboration with the local government and the community as part of its development endeavors. As per the lifespan of the project, the first phase of this project has been completed in December 2021. DEC was interested to conduct a final evaluation of the project by external evaluators to assess its project achievement and performance against the target/plan. Game Changers Consulting PLC was selected to conduct this final evaluation assignment. A descriptive study design was employed using both qualitative and quantitative data collection methods and analysis. The qualitative and quantitative data were generated from primary and secondary sources and collected through key informant interviews (KII), focus group discussion (FGD), physical observation and field visits, and desk review methods respectively. Moreover, the evaluation consulted the OECD’s DAC-evaluation framework to view the efficiency, relevance, effectiveness, equitability, and sustainability of the F4BL project. The evaluation found that the project achieved remarkable results in improving the targeted children’s well-being and positively impacted the education interventions significantly improved children's enrolment rate, access to quality education, reduced dropouts as well as attrition rates, and improved gender equity (girls’ enrolment). The changes brought in terms of education quality (through capacitating school facilitators, teachers, school managements, PTSA members, and provision of school materials), Access to early learning education (with mobile school and kindergarten approach), enhancing parents’ role in holistic child development, and achievement on the building of resilience community through the promotion of each project implementing areas and results obtained thereof are encouraging. Percent of primary schools that implemented the five pillars of quality education achieved 125% of the target and about 119% of children improved their educational performance by constructing, furnishing, and equipping 10 primary schools. Furthermore, the F4BL project has built Communities Resilience Capacity of a pastoralist community to increase their preparedness for different natural and manmade risks and shocks via establishing community-managed disaster risk reeducation (CMDRR) and early warning information sharing groups and providing skill training on income diversification and on-farm and off-farm participation as an alternative income source for having a better life for children’s. Although DEC via its F4BL project invested a lot in improving the quality of education and access in Ayssaita, more effort is required to enhance the project initiatives within the district, in the regions as well as in other regions with similar pastoralist settings.
5. Title: “Identification of out-of-school children with disabilities in Wolaita Soddo town of SNNPR and Adama city of Oromia, Ethiopia using the key informant method (KIM).
Client: ETHIOPIAN NATIONAL ASSOCIATION OF THE BLIND (ENAB)
Year: 2021
Game Changers Consulting PLC in Collaboration with the Ethiopian National Association of the Blind (ENAB) has been conducting “Identification of out-of-school children with disabilities in Wolaita Soddo town of SNNPR and Adama city of Oromia, Ethiopia using the key informant method (KIM). The overall objective of the assignment is to conduct identification, screening, referral, and enrolment of out-of-school children with disabilities in target communities, as well as screening and referral of children in target schools suspected to have disabilities. The Key Informant Method (KIM) has been used and validated by a number of organizations, including the International Centre for Evidence in Disability (ICED), to estimate the prevalence of specific impairments and health conditions in children. The identification of children with disabilities has been conducted using Key Informant Method (KIM). KIM is an approach to identifying children with disabilities in the community through trained community volunteers, known as Key Informants (KIs). 16 Key informants were trained in Adama Town. After their training, the KIs were given 2 weeks (Fifteen working days) to identify children with specific impairments in the target community. All children identified were listed on a standardized registry form/data collection tool. The identification process was made by means of Home-to-Home visits to families in the target communities. These families were suspected to have children with disabilities not attending school. The KIs used both the Washington Group Short Set Questions (WGSS) and the Child Functioning Module questions from UNICEF. These are the WGSS adapted to children to identify whether the child probably has a disability, and if so, which disability the child is most likely to have.
In total, 125 children were listed by KIs as potentially having an impairment/disability from the target communities, of whom 13 children (10.4%) are having a vision/seeing impairment, 9 children (7.2%) are having a hearing impairment, 15 children (12%) are having walking/mobility impairment, 7 children’s (5.6%) are having remembering/concentrating impairment, and 81 children’s (64.8%) are having multiple impairments. As can be seen from Figure 1; most children identified by KIs are having multiple impairments, followed by walking/mobility and vision/seeing impairments. Almost more than half of identified children with a disability had multiple impairments.
This study is the second use of the KIM in Adama town to identify the prevalence of childhood disability. The KIM enabled the identification of the large number of children with disabilities in Adama town, many of whom have unmet needs for education, health, and other services.
- Increased investment in health, rehabilitation, and other services (e.g. inclusive education) is required to support the functioning, well-being, and participation of children with disabilities.
- A high number of children with severe, moderate, and mild impairments are identified by KIs and they are in need of basic and rehabilitative services.
- Referral service mapping and costing for available and missing services.
- Planning of appropriate rehabilitative services to meet the needs of children with disabilities
- Need to account for multiple impairments/referrals, and ensure sustainability of funding of rehab services
- Key Informants showed interest in maintaining a long-term role as community disability advocates
- Key Recommendations;
- KIM can be used as a planning tool both to identify beneficiaries for a specific project and at the regional and national levels to estimate numbers and plan services for children with disabilities
- KIM can be used in partnership with service providers to map referral pathways and estimate capacity and gaps within the system
- KIM can be used to identify the extensive barriers to education and rehabilitative service uptake that exist, and further work is needed in how to eliminate these in partnership with stakeholders
- Integration of community voluntaries and community-based rehabilitative workers into the KIM could improve sustainability, capitalize on existing networks and maximize KI motivation
- KIM can be further developed to become a holistic tool for evidence-based advocacy for CSOs and other International NGOs through fully captioning the whole spectrum of child disability according to the ICF.
6. Title: End line Evaluation of the project “Strengthening Pastoralists’ Livelihood, Resilience and Adaptation to Villagization in Gelealo, Aysaita and Gewane Districts, Afar Regional State, Ethiopia, in the period from March 25, 2020, to September 24, 2022”.
Client: Kelem Ethiopia
Year: 2022
Game Changers Consulting PLC has conducted a terminal evaluation of the project entitled “Strengthening Pastoralists’ Livelihood, Resilience & Adaptation to Villagization in Aysaita, Gelealo & Gewane Districts” implemented with the financial support of the European Union under the Civil Society Fund III (CSF-III).
This document is an end-of-project evaluation report for the “Strengthening Pastoralists’ Livelihood, Resilience & Adaptation to Villagization in Aysaita, Gelealo & Gewane Districts” project implemented with the financial support of the European Union under the Civil Society Fund III. The overall objective of the project is to contribute to sustainable livelihoods and adaptation to villagization for pastoralist communities in the project area. The project has been implemented jointly by Kelem Ethiopia (Coordinator), Development Expert Center (DEC), and Edukans Foundation (EF). The project was implemented between March 25, 2020, to September 24, 2022 (including the six-month no-cost extension phase) in three districts of the Afar region; Gelealo, Aysaita, and Gewane Districts, with a total budget of € 526,314.57.
The overall objective of the end of project evaluation is to make an overall independent evaluation of the project performance in relation to its overall objectives and expected results as defined in the project document focusing on the following standard measurement criteria such as efficiency, effectiveness, relevance, impact, and sustainability. This report is produced based on firsthand information collected from the three project implementation districts and on other pertinent primary and secondary data collected from different sources by employing qualitative and quantitative approaches during the period from October 30, 2022, to December 15, 2022.
7. Title: Comprehensive labor market and Vocational Skills Training Assessment.
Client: Ethiopian Center For Development (ECD)
Year: 2022
Game Changers Consulting PLC in collaboration with Ethiopian Centre for Development (ECD) has been coordinating and carrying out the assessment of marketable vocational skills training in Addis Ababa. The overall purpose of this assessment is to conduct a comprehensive labor market assessment (LMA) across ECD’s DANIDA Urban Refugee Project target locations in Addis Ababa city administration; Yaka, Bole, and Nifas Silk lafto sub-city with the aim to assess the labor market context and provide up-to-date data on the labor market, market-driven practical recommendations to inform the project interventions on economic development and livelihood through employability training, access to Business development and employment services which will enable and prepare vulnerable women and youths who are host community and Urban refugees (between 18 to 34 years of age) living in Addis Ababa cities proactively position themselves for employment and to participate in income-generating activities. Furthermore, the assessment findings will also inform the efforts of the project partner in developing a competency-based vocational training curriculum and aid in the future programmatic decisions of the project implementer (ECD). The assessment has the following specific objectives:
- Collect and analyze the socio-economic profile of the expected target participants of the project.
- Assess the current labor market demand, and identify the existing and potential employment sectors and their employment trends where quality, sustained, and dignified employment can be created in support of the local economy.
- Assess and identify existing and potential marketable training opportunities for urban refugees and vulnerable host communities in Addis Ababa tailored to the local market conditions.
- Identify and select the most viable value chains/ sectors that could help project participants, with a particular focus on women and youth to generate income and access to local formal wage and self-employment job markets.
- Determine constraints and barriers faced by vulnerable women and youth in the labor market.
The scope of the study covered the three targeted Sub-Cities in Addis Ababa City Administration where the ECD project will be implemented: Yeka, Bole, and Nifaselk Lafto Sub-Cities. A detailed analysis of the existing and potential employment opportunities, potential marketable training opportunities for vocational skills training, and the most viable value chains/sectors that could help the target groups can access local formal wage and self-employment job markets in the three target sub-cities were assessed and analyzed. The quality, availability, and accessibility of jobs in the employment sectors were analyzed. Constraints and barriers faced by vulnerable women and youth in the labor market were identified and analyzed. Service providers were interviewed and information on their opinions with regard to the quality of training offered by the public and private vocational skills training institutions /centers were collected.
The outcomes of the assessment are expected to form the basis for the implementation of ECD’s DANIDA Urban Refugee Project in Addis Ababa and future advancements in relevant market demand skill training delivery. And also the outcome of the assessment will serve as a foundation for future programming in various interventions and help people understand crucial aspects of the larger labor market, such as skill areas and market demand, as well as the types of jobs and employment prospects accessible. Finally, connecting job searchers with the world of employment requires an awareness of the labor market and business opportunities.
The assessment used a mixed methods approach. Both qualitative and quantitative data were collected using primary and secondary data collection techniques. Relevant data were obtained from Urban Eritrean refugees and host communities living in Addis Ababa, potential employers and businesses sectors, gov’t stakeholders/ support services providers, and public and private TVET colleges using various data collection techniques such as focus group discussion (FDG), key informant interviews (KIIs), market observations and field surveys, structured questionnaires, and secondary document review were used to collect the data, which was then analyzed using descriptive statistical tools.
Data collection for this assessment took place between 14th November and 25th November 2022 covering the three targeted Sub-Cities in Addis Ababa where the ECD’s project will be implemented: Yeka, Bole, and Nifaselk Lafto Sub-Cities. Overall, 6 focus group discussions (FGDs) and 105 Key Informant Interviews (KIIs) with urban Eritrean refugees and host communities living in Addis Ababa, 20 key informant interviews (KIIs) with potential employers and businesses sectors, 9 KIIs with gov’t stakeholders/ support services providers, 11 KIIs with public and private TVET colleges and 20 market survey with potential value chains/sectors were conducted. Game Changers Consulting PLC in collaboration with Ethiopian Centre for Development (ECD) has been coordinating and carrying out the assessment of marketable vocational skills training.
A purposive sampling technique was employed to select interviewees and focus group discussants. Even though there are urban refugees who live in Addis Ababa, this research purposively selects Eritrean Urban refugees. In order to access the subject of the research, such as focus Group discussants and interviewees, the researcher used ARRA offices to get directly interviewees and discussants while they were getting the service.
8. Title: Gap Assessment of Large Manufacturing Companies in Addis Ababa, Debre Berhan, Adama, and Bishoftu Cities in Ethiopia.
Client: First Consult
Year: 2022
The primary obstacles of large manufacturing companies are technical and soft skills gaps of their workers within the company which hinder effectiveness and productivity. According to the training need assessment, all large manufacturing companies need external soft skills and technical training to improve their employees’ capacity and to enhance the productivity of the companies. By taking this into account Game Changers Consulting PLC conducted a training need assessment on 30 large manufacturing companies in Addis Ababa, Debre Berhan, Adama, and Bishoftu cities in Ethiopia to effectively address the training gaps in large manufacturing companies. Various aspects of training gaps are proposed to be covered by the training program which includes time management, goal setting, vision development, developing good habits, work ethics, and financial management. To validate the proposed training gaps, the training need assessment has been conducted. The primary focus of this training need assessment has been to assess/determine the capability gaps of operators and HR personnel and it helped us to identify training needs in accordance with proposed training contents.
9. Title: Development of Five 5-year organizational strategic Plan which sets the long-term direction for the implementation of its interventions for Mother and Child Rehabilitation Center (MCRC), Ethiopia.
Client: Mother and Child Rehabilitation Center (MCRC)
Year: 2022
Game Changers Consulting PLC has developed a five years organizational strategic plan for Mother and Children Rehabilitation Center (MCRC). The overall objective of this assignment is to develop a five-year strategic plan (2022 - 2026) for MCRC which sets the long-term direction for the implementation of its interventions. More specifically, this consultancy service tries to:
- Review the mission, vision, values, and objectives of MCRC,
- Undertake stakeholder mapping and analysis,
- Undertake a situation analysis of MCRC operations to date and develop a SWOT analysis of the organization,
- Identify focus areas and develop strategic objectives and key result areas for the same,
- Review the institutional capacity, organizational set-up, financial and administrative systems of the MCRC,
- Develop a Results and Resources Framework for the plan period, and Prepare the final paper of the five-year strategic plan.
This strategic plan document is a result of a series of discussions and consultations from the grassroots to the highest levels. The Plan comes at a critical moment in terms of the history and future of the MCRC response, when the imperative for action has never been stronger. The emergence of new national and global commitments has helped to advance the MCRC agenda in the coming five years. With the newly introduced ten years national economic development plan and recently implemented Growth and Transformation Plan (GTP-II) for sustainable development, it is time to build on the momentum and put the technical foundations for the organization in place. This strategic plan is necessary to determine the direction of MCRC. It helps focuses efforts and ensures that everyone in the MCRC is working towards a common goal. Additionally, this strategic plan is to help MCRC manage and reduce organizational risks. Strategic planning is the ongoing organizational process of using available knowledge to document the big picture of why the organization exists, what the organization is doing, and the organization’s intended direction. This process is used to prioritize efforts, effectively allocate resources, align stakeholders and employees on the organization’s goals, and ensure data and sound reasoning back those goals.
The strategic plan should answer four strategic questions such as, where we are now, where we want to go, how we will get there, and how we know we have arrived. Having a strategic plan in place can enable one to track progress toward goals. When each department and team understands MCRCs' larger strategy, their progress can directly impact its success, creating a top-down approach to tracking key performance indicators (KPIs). The coming five years provide an important opportunity to scale up action on MCRC programs. Seizing the moment it can empower people socially and economically to live healthy and dignified lives, and at the same time reduce poverty and stimulate economic growth and environmental sustainability. In these years, our success will be dependent on understanding and responding to the complexities of a vastly changed context: the shifting geography of poverty, growing inequality, changing political dynamics, escalating humanitarian emergencies, climate change, and economic development. The Plan will be regularly monitored and evaluated (annually, mid-term, and terminal/final year). The strategic plan will be evaluated through the direct involvement of the key stakeholders of MCRC. This developed strategic plan document is mainly covered programmatic and strategic issues which will be followed and implemented by MCRC with other key development partners who work in the MCRC working area for the coming five years between 2023 to 2027.
10. Title: Baseline rapid assessment of socio-economic conditions of the target group from the Gender Transformative Approach (GTA) perspective.
Client: New Life Teen Challenge Development and Relief Program (NLTCDRP)
Year: 2021
Game Changers Consulting PLC in Collaboration with New Life Teen Challenge Development and Relief Program (NLTCDRP) has conducted the “Baseline Rapid assessment of socio-economic conditions of the target group from a Gender Transformative Approach (GTA) perspective” which will help the execution of the project called “Reducing Poverty and Increasing Voice among Vulnerable Women”. The general objective of this survey is to assess the socio-economic conditions of the targets (Women with a disability, women with homelessness, Women headed families, and women sex workers) from Feminist Approach (FA) & Gender Transformative Approach (GTA) perspective. Therefore, this rapid assessment study was conducted for the following main purposes:
- To collect information on Socio-economic aspect of the target groups that help to better define the context in which the project is going to be implemented (by complementing and integrating already existing information);
- To provide relevant basis and guidelines to the project planning and implementation and to the overall M&E system
The socio-economic assessment study is part of the evaluation process intended to assess and understand the situation at the beginning of the proposed project that will help assess project effectiveness and impact. The project is implemented in Addis Ababa city; Kirkos sub city of woreda 02 and 09. From these two woredas, 50 vulnerable women whose age ranges between 18-40 including Female Sex Workers, Women Headed Families, Women with disabilities, and Women with homelessness are part of this assessment.
This report describes the process and results of the “Rapid assessment of socio-economic conditions of the target group from Gender Transformative Approach perspective” which will help the execution of the project called “Reducing Poverty and Increasing Voice among Vulnerable Women”. This project is a two-year program (September 1, 2021–August 31, 2023) developed by New Life Teen Challenge Development and Relief Program (NLTCDRP), and the project is financed by Plan International Ethiopia through the partnership agreement entitled with “Women’s Voice and Leadership” which focuses on “enhancing organizational capacity and leadership of women’s organizations” and “enhancing the capacity of women’s organization to mobilize resources. The goal of the project is “to strengthen the achievement of empowerment and livelihood through economic support, leadership, and accountable governance for women and girls.” The general objective of the project is “to contribute to vulnerable women’s economic empowerment through the promotion of leadership, participation and decision-making”. This general objective will be achieved through the execution of three Specific objectives:
(1) Increase access to financial resources and economic opportunities for 50 vulnerable women through vocational training and small-scale enterprise by the year 2023.
(2) Increase entrepreneurial leadership and business development skills and capacity for 100 vulnerable women by the year 2023.
(3) Increase the active participation and decision-making power of 100 vulnerable women on their social and economic issues by the year 2023. More specifically; the proposed project is tailored on addressing vulnerable women’s economic empowerment and leadership and decision-making of Woreda 02 and 09 of Kirkos Sub-City, women’s rights and control over economic and social gains are given appropriate attention. Not only that simply elevating women’s economic status does not in itself constitute empowerment, leadership is both concerned with the building of personal capacities and confidence, and with building the capacity to mobilize others. Women’s equal participation and leadership in decision-making processes at the family, community, and institutional level is therefore fundamental to attempts to eliminate gender-based poverty in the project implementation areas of Woreda 02 and 09 of Kirkos Sub-City. The project targeted to benefit 100 vulnerable women whose age ranges between 18-40 that include Female Sex Workers (25), Women Headed families (25), Women with Disability (25), and Women with homelessness (25) are part of the project.
This rapid assessment report presents the current socio-economic context and condition of the target groups from the feminist approach (FA) & gender transformative approach (GTA) perspective. The result will be utilized for impact assessment & project review.
11. Title: Rapid Assessment on Employment for Persons with Disabilities (PWD) in Addis Ababa.
Client: FC - BRIDGES Program
Year: 2023
This rapid assessment report is produced by an independent consultancy firm called Game Changers Consulting PLC in collaboration with First Consult as part of the BRIDGES Program intervention. BRIDGES is a five-year program (2019-2024) that aims to create employment opportunities for young women and men by unlocking the job creation potential of industrial parks, large enterprises as well micro, small, and medium enterprises. With Ethiopia's labor force expanding by two million each year, BRIDGES seeks to contribute toward the country's efforts to create productive and decent jobs for the youth by direct job creation within factories, as well as promoting employment opportunities in micro, small, and medium enterprises (MSMEs). The result of these efforts will be the creation of jobs for more than 500,000 young people.
First Consult -BRIDGES program and Game Changers Consulting PLC have signed a contract agreement to implement a project on PWD employability and mindset training and facilitation of jobs. The purpose of this intervention is to deliver mindset and soft skills training for 4,000 PWDs and facilitates employment linkage for at least 1,500 job seekers who are PWDs in different sectors and industries of the economy in Addis Ababa, Amhara, and Oromia regions. As a part of this intervention, a rapid assessment of employment for Persons with Disabilities (PWD) in Addis Ababa has been conducted.
The purpose of this rapid assessment is to assess and identify the supply and demand ecosystem of the labor market in relation to PWDs' employment context with the aim to ensure the employment opportunity of PWD job seekers in different sectors and industries of the economy. It is understood that rapid assessment is critical to ensure the program interventions are strategic and provide the most optimal way to address unemployment challenges facing persons with disabilities. Furthermore, the assessment findings will also inform the efforts of the project implementing partner in facilitating jobs for persons with disability job seekers.
The overall objective of this rapid assessment is to assess and identify the supply and demand ecosystem of the labor market in relation to PWDs' employment context. The rapid assessment has the following specific objectives:
- Assess the socio-economic conditions of PWD job seekers and identify their training needs to be enhanced
- Assess the current labor market demand, and identify the existing and potential employers for PWD, their experiences, practices, and attitudes towards employing PWDs.
- Identify and select the most viable and growing value chains/ sectors that could help PWD jobseekers can access wage and self-employment job markets.
- Assess and identify major barriers and constraints of PWD to get employment opportunities in the labor market.
Geographically this rapid assessment was conducted by the Addis Ababa city administration. A detailed analysis of PWD jobseeker's socio-economic context and their training needs, employment opportunities for PWD in the current labor market, major barriers and constraints of PWD that blocks to get employment opportunity, and the most viable and growing value chains/sectors that could help the PWD jobseekers can access to formal wage and self-employment opportunity in the city administration were assessed and analyzed.
12. Title: Development and preparation of 5 years Revenue Enhancement Plan for Addis Ababa City administration for the Years 2015-2019 E.C.
Client: Addis Ababa City Administration Bureau of Finance
Year: 2022
Game Changers Consulting PLC in collaboration with the Addis Ababa City Administration Bureau of Finance has developed Revenue Enhancement Plan (REP). It is the five-year revenue enhancement plan for the city administration of Addis Ababa from 2015 EFY – 2019 EFY. The REP is a road map and guiding tool that a city administration is committed to enhancing the revenue sources that are legally and administratively available through exerting a commitment to put in place a wide-ranging series of improvements to its policies, procedures, staffing, and organizational structure. The goal of the revenue enhancement plan is to ensure diverse and increasing financial resources, and efficient and accountable agencies to support the sustained growth of Addis Ababa to become a city with infrastructure and service delivery equivalent to those in cities of middle-income countries. To realize the REP goal, six objectives have been developed. These are:
- To ensure that appropriately skilled staffing, modern equipment, technology, business practices, and institutional arrangements are in place for effective revenue management.
- To create conditions and an enabling environment to encourage public-private partnerships, and the participation of capital market and banking institutions, federal government, and communities in financing infrastructure and services.
- To expand the city revenue base, tax rates, tariffs, charges, and fees; improve tax assessment and enforcement to maximize own-source revenues.
- To engage taxpayers, business people, and customers in decision-making on revenue enhancement and budgeting, and to participate in tax administration.
- To ensure that accurate financial and other data is available in a timely and integrated manner and appropriate analysis and monitoring is undertaken for effective revenue management.
- To rationalize city investments, its use of assets and subsidies, and maximize returns.
13. Title: 10 Selected Public TVET Colleges Gap Assessment.
Client: First Consult PLC
Year: 2023
The overall purpose of the TVET gap assessment is to identify the capacity gaps of public TVET colleges & functional linkages with large manufacturing industries and other business sectors and identify its influences on the effectiveness of the TVET program. The assessment has the following specific objectives:
- To identify how TVETs are developed training programs & curriculum frameworks and what was the role of manufacturing companies in this regard.
- To assess the current competency status of TVET trainers and management in accordance with the labor market needs.
- To examine the capacity of TVETs in terms of infrastructure and equipment in relation to large manufacturing companies' technical training needs
- To assess the linkage between the large manufacturing companies and public TVET colleges.
Geographically the TVET gap assessment covered three regions namely Addis Ababa, Amhara, and Oromia Regions where the FC/BRIDHES Program has been implemented. The outcomes of the assessment are expected to form the basis for the implementation of the FC/BRIDHES Program in Addis Ababa, Amhara, and Oromia Regions and future advancements in relevant market demand skill training delivery. And also the outcome of the assessment will serve as a foundation for future programming in various interventions and help people understand crucial aspects of the larger labor market, such as skill areas and market demand, as well as the capacity of public TVETs in accordance with the training needs of large manufacturing companies.
The assessment used a mixed methods approach. Both qualitative and quantitative data were collected using primary and secondary data collection techniques. Relevant data were obtained from target public TVET college deans and vice deans in Addis Ababa, Amhara, and Oromia Regions using various data collection techniques such as focus group discussion (FDG), key informant interviews (KIIs), structured questionnaires, and secondary document review. The collected data was analyzed using descriptive statistical tools.
Conclusion of major findings;
- According to the findings of the TVET gap assessment among the factors that have influenced the effectiveness of competency-based TVET training is the failure to design competency-based TVET curriculum materials according to the principles of designing competency-based curriculum. It is also concluded that the basic principles of implementing a competency-based curriculum are poorly exercised during the training. It is revealed that competencies are not properly identified to the trainees during training.
- There is a shortage of training materials for practical skills training in public TVET colleges. Due to this reason, there is a huge mismatch between labor market needs and training providers (TVET Colleges).
- The soft skills and entrepreneurship skills training are poorly practiced during the training.
- Industry partnerships between TVET institutions and industry create employment opportunities for TVET graduates and an eventual partnership platform can be developed. Potential members of the TVET-Industry partnership platform may include representatives of industry (potential employers), deans of TVETs, heads of the Job Placement Centre (JPC), chairs of the MSME Council, and youth representatives – preferably from unemployed TVET graduates.
- Upgrading technical, entrepreneurial, and managerial skills using the TVET education system will increase the soft and hard skills lacking in Ethiopia’s industrial development, and promote job creation and enterprise competitiveness. The industry extension packages designed to promote enterprise productivity and profitability should be mainly carried out by TVET institutes.
The following are the key recommendations forwarded from the TVET gap assessment finding results.
- The training curriculum and modules should be revised to make sure that the skills needed by the companies/employers are properly included both in short-term and formal level-based training.
- Adequate funding of TVET and industrial training programs should be provided by the government and NGOs and other stakeholders support.
- Teacher capacity-building activities shall be given emphasis to make sure the missing skills of graduates could be potential because of less competent trainers. Besides teachers’ capacity enhancement in knowledge, skills, and pedagogical areas, other factors of TVET quality such as workshops, management, etc. shall be given emphasis.
- Workplace training and cooperative training should be strengthened. Companies should consider the apprentices and cooperative training trainees as their workers and shall commit to making sure they get proper workplace training.
- Entrepreneurship and soft training competencies such as teamwork, creativity, work ethics, communication, etc training shall be strengthened.
- The TVET training program including the Curriculum framework and training modules should be prepared in close collaboration with TVET training and key market players (potential employers)
- The structural Linkage of TVET training institutions and Potential employers should be strengthened through the promotion of the public-private partnership modality
- The Mismatch between TVET training providers (Supply) and employers (Demand) should be reduced through the promotion of a market-relevant TVET skills training approach.
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