Every license current. Every shift covered. Every differential paid.
Department rosters, SCFHS license tracking, on-call and shift differentials, and self-service that reaches staff on the ward. Built for healthcare operations in Saudi Arabia and the GCC.
Ask for the license-expiry and roster walkthrough: thirty minutes, your departments, your pay rules.
Sound familiar?
Not head-office problems. These are the ones that reach you from the ward, usually at the worst possible hour.
A night shift is one nurse short, and you find out when the charge nurse calls. On a ward, a gap is a patient-safety issue.
An SCFHS license expired quietly three weeks ago, and the practitioner kept working shifts that legally should not have happened.
On-call allowances, night differentials and overtime are worked out by hand from paper rosters every month.
You recruit the same ICU nurses as every other hospital in the city, and learn someone is leaving on the day they resign.
A practitioner with a lapsed license cannot legally work that shift.
Credentials expire quietly, and the discovery usually happens weeks late. One registry holds every credential for every clinician, and every date in it is watched.
- SCFHS registration, licenses, specialty certifications, BLS/ACLS and mandatory training on one record per practitioner.
- Mutaba'aa alerts the practitioner, the department head and HR before a license lapses, not after.
- Credential status visible when a shift is assigned, so nobody is rostered onto work they cannot legally perform.
- A current register you can hand to an MOH or accreditation reviewer without a two-week scramble.
SCFHS license
Registration number, classification, validity dates
Certifications
BLS, ACLS, specialty credentials, each with its own cycle
Mandatory training & CME
Hours required, hours completed, renewal due
Scope and department
Where this practitioner can be rostered, and by whom
How a license stops being something you have to remember
Every step below runs whether or not anyone is watching the spreadsheet. That is the entire point.
- 01
Everything on one record
SCFHS registration and classification, professional licenses, BLS/ACLS and CME hours.
- 02
Mutaba'aa watches the dates
Every credential carries its own expiry and its own renewal lead time, in Hijri and Gregorian.
- 03
Alerts before, not after
The practitioner, their department head and HR are notified while there is still time to renew.
- 04
Rostering knows
Credential status is visible where the shift is assigned, so an expiring license surfaces.
- 05
Evidence on demand
A current, exportable register of who holds what: the pack an MOH reviewer asks for.
Rules as policy, not as a note at the bottom of the schedule.
Each department plans its own roster, and the rules you already agreed are enforced by the system. Solvait does not decide your clinical staffing levels; you set them, and the roster holds the line.
- Coverage entered as policy: the roster warns when a shift falls below the ratio your department signed off on.
- Rest periods, consecutive-night limits and maximum hours checked against Saudi Labor Law as the roster is built.
- On-call rotations, swaps and cover requests handled in the system, with an approval trail.
- Published to staff mobile. The roster people actually check is the one on their phone.
Your policy
Coverage requirements, rest periods, skill mix and shift patterns, decided by your medical administration.
The roster
Enforces those rules on every shift, flags the breach before publication, and pushes the result to staff phones.
Solvait is an HR platform. Clinical staffing decisions are yours; the system makes sure the roster respects them.
From the shift worked to the line on the payslip
Manual differential pay is the single most disputed thing HR does every month. Rawatib computes it from the roster instead of rebuilding it from memory.
- 01
The roster is the source
Night shifts, on-call windows and callbacks are already recorded when the roster is published.
- 02
Attendance confirms it
Clock-in and clock-out from the ward and unplanned extensions land against the rostered shift.
- 03
Rawatib applies your policy
On-call allowances, differentials and overtime calculated from the rules your policy defines.
- 04
Payslip, GOSI and WPS in one run
The payslip itemises each differential with the shifts behind it. The same run produces GOSI and WPS.
Named agents doing named jobs.
Not 'AI-powered workforce management'. Four agents, each responsible for work someone in your HR office is doing by hand today.
Khidmat
Employee service on WhatsApp
Ward staff cannot leave the floor to visit an HR office, and most never sit at a desk. They message Khidmat in Arabic or English and get an answer between patients.
Mutaba'aa
Credential and expiry watch
The agent that owns every date: SCFHS licenses, certifications, mandatory training, Iqama and contract renewals. It escalates early enough that renewal is an admin task rather than a shift you have to refill.
Rawatib
Payroll
Runs the monthly cycle for a workforce where almost nobody is on a flat salary: differentials, on-call, overtime, GOSI and the WPS file, every element traceable back to the roster line that produced it.
Solvait Wise
Retention analytics
Flags turnover risk in the roles you cannot quickly refill (ICU and theatre nursing, scarce specialties) with 85% prediction accuracy, so a retention conversation happens before a resignation letter does.
One platform across the group, one structure per facility.
Hospital groups rarely run identical operations across sites. The platform is shared; the entities, rosters and local policies are not.
Group structure
- Hospitals and clinics in one tenant
- Per-facility entities and cost centres
- Roles and approvals follow the facility
Per-facility operations
- Rosters owned by each department
- Local policies, shared platform
- Facility-level leave and attendance rules
One credential registry
- Licenses valid across the group
- A practitioner covering two sites
- Group-wide expiry reporting
Group reporting
- Headcount and cost by facility
- Nitaqat and Saudization per entity
- Consolidated or drilled down to a ward
The compliance your medical administration is actually judged on
Handled by the platform, from the same data, in the same run.
SCFHS
Saudi Commission for Health Specialties registration, classification and license validity held per practitioner, with renewal tracked as a workflow rather than a reminder in someone’s calendar.
GOSI
Contributions calculated per employee from the same payroll run that pays the differentials, at the correct Saudi and non-Saudi rates.
WPS / Mudad
The wage protection file generated by the payroll run itself, in the format your bank expects, including a month where half the workforce earned variable pay.
Qiwa
Employment and contract records kept consistent with what Qiwa holds, so a mismatch never surfaces in the middle of a transaction.
Muqeem
Iqama status and expiry tracked for expatriate clinical and support staff, escalating early enough to renew without losing coverage.
Nitaqat
Saudization visible per facility and per job family, so you can see what a hire or an exit does to your band before you commit to it.
Hijri calendar
Leave entitlements, end-of-service and contract dates work in Hijri and Gregorian, because half the paperwork in a Saudi hospital does.
Saudi Labor Law
Rest periods, maximum working hours, overtime entitlement and end-of-service calculated to the law, not to a formula inherited from a previous system.
Healthcare on Solvait
We publish a client name only when that client has given us written permission to use it. CBAHI is the Saudi Central Board for Accreditation of Healthcare Institutions.
CBAHI, Medtown.
Further references can be arranged directly during evaluation.
Questions buyers actually ask
See it against your own rosters and license register.
Book thirty minutes and we will walk through license-expiry automation and a department roster using your structure, your pay rules and your renewal cycles.
