Our Approach
Our Approach to Deminers’ Transition
The staff transition process is structured around three main phases, designed to be implemented prior to and during the gradual staff demobilisation process, until the completion of clearance and phase out.
The Phase 1 interventions are implemented in parallel with clearance operations, during the stand-down period, after working hours and/or during the rainy season when clearance cannot take place. The Phase 1 serves two purposes: (1) enhancing staff readiness by bridging their employability skills gaps and (2) keeping their morale and motivation up so we can retain them until the demobilisation process starts.
While equipping all the workforce with essential skills adapted to their needs, a redundancy programme with a small number of staff will be piloted prior to the set deadline for clearance completion (Phase 2), with the aim of improving their technical and/or vocational capacities to effectively transition into alternative in demand occupations.
The Phase 3 consists of scaling up the redundancy programme by incorporating the lessons learned of the Phase 2 and using a batch system with 200 to 300 staff to be made redundant per year (based on clearance needs). The maximum duration of support and follow-up done by partners and/or service providers will be defined at the end of the pilot phase and reviewed in case of external constraints (e.g. available budget, labor market conditions, etc.).
A gradual and well-coordinated staff demobilisation will be essential to (1) avoid competition among staff (both within the same organization and across the mine action sector) for accessing alternative economic activities, and (2) prevent over-mobilizing the same partners and service providers to support staff transition within a limited timeframe, which could undermine the quality of the assistance.
A defined set of post-demining transition options, including a specific list of in-demand occupations, eligible courses, and support activities, will be finalized before Phase 2 begins to support the orientation and career guidance program. Contractual agreements with relevant service providers and external stakeholders will accompany these options, ensuring a streamlined transition process for affected employees across the sector. Additionally, a referral system will be implemented to assist individuals who do not fit within the predefined support categories.
Currently, the following in-demand occupations have been identified, with the list regularly updated:
Please download the following document providing key steps, insights, and recommendations for mine action operators in other countries interested in launching similar programs for their deminers: