Why this matters for Riyadh providers
Orthopedics, sports medicine and ICU step-down units depend on predictable rehab capacity. Recruitment fails when job titles don’t match SCFHS categories, when DataFlow is sequenced poorly, or when offers ignore rota hygiene. This playbook keeps the pipeline fast and clinically safe.
1) Role mapping (no ambiguity)
Title & grade: map to SCFHS category (e.g., Physiotherapist/Physiotherapy Specialist).
Unit fit: orthopedics (acute/post-op), sports, neuro/ICU step-down, outpatient rehab.
Scope clarity:
Core (Day 1): post-op early mobility, gait re-education, post-fracture protocols, ventilated-patient positioning liaison.
Advanced (post sign-off): high-risk neuro, complex vestibular, return-to-sport stages with named proctors (N cases).
Out of scope: tasks outside privileges; medication administration; independent sedation areas, etc.
2) Compliance path that doesn’t stall
Mumaris+ account with passport-exact name (all middle names).
DataFlow/PSV: education, licence/registration, employment letters — legalised → then translated → one colour PDF per item.
Good Standing within the accepted recency window (signals, not promises).
Prometric where the pathway requires it; book early in busy seasons.
Keep receipts/Case IDs; diary +7/+14 checks for any “insufficiency” requests.
3) Clinical panel that tests governance, not memory
Use scenarios that reveal behaviours:
SBAR with numbers (e.g., RR >24, MAP <65, SpO₂ <92% for 5 min → escalate).
Medication safety interface (IDC awareness for insulin/anticoagulants when coordinating with nursing).
Infection control across plinths/straps/equipment; IFUs respected.
VIP workflow: neutral language in public areas; chaperone etiquette; no clinical content on personal apps.
Portfolio request: case-log denominators (12–24 months), device competencies, incident-learning example, life-support cards (BLS; ACLS if required by unit).
4) Offer architecture that moves relocations
Total compensation (base + housing/allowance + flights + licensing/PSV support + CPD).
Rota hygiene: four-week visibility, ≤3 consecutive nights (if applicable), post-call protected, 20–30 min handover blocks.
On-call/OT rules in writing; clinic list caps by safety.
CPD & progression: pathway to advanced competencies with named proctors and timeline.
5) Onboarding Day 0–60 (owned with MST)
Day 0 access: EMR, lockers, devices, stock lists; supernumerary shifts Week 1.
Mentorship: contacts on Day 3/10 logged.
Privileges: core scope submitted by Week 2; advanced privileges start with proctoring plan.
Insurance: employer schedule lists hospital/clinic settings (add domiciliary rider only if home-care is in scope).
Micro-audits: room-turnover bundle and SBAR quality checks from Week 2.
6) Retention metrics leaders should track
90-day retention (signal of onboarding quality).
12/18-month retention (culture fit + leadership).
Agency/locum % (cost and continuity).
Rota Hygiene Index (visibility, nights ≤3, post-call, handover).
Micro-audits closed (≥1 change adopted/fortnight).
Red flags—and calm fixes
Title ≠ SCFHS category → remap before advertising.
Great CV, thin logs → accept with competency log + supervised plan or pause.
All-in salary with no components → publish TCO breakdown (housing, flights, licensing, CPD).
VIP home requests without coverage → add insurance rider + privilege wording first, or move care to clinic.
Copy-paste checklists
Employer brief (15 minutes)
SCFHS category set; unit and scope written (core/advanced/out-of-scope)
TCO components drafted; rota hygiene rules listed
Panel questions finalised (SBAR+numbers, infection control, VIP etiquette)
Onboarding gates assigned to owners with dates
Candidate pack requested by MST
Case-log denominators (12–24 months) and device competencies
Incident-learning example (≤1 slide)
DataFlow receipts/Case IDs; Good Standing within window
Life-support cards (and any specialty certificates)
Day 0–60 tracker
Supernumerary shifts complete
Core privileges approved; advanced proctoring live
Two micro-audits done; one change adopted
Short FAQs
Do we need Prometric for every physio hire?
Pathway/grade dependent; we’ll confirm on the compliance call.
Can we recruit for hospital and outpatient rehab simultaneously?
Yes—parallel funnels; panel scenarios differ by unit.
How fast can a hire start?
Signals, not promises—timeline depends on document quality and season. Our gating keeps each step moving.