pay for performance app

I was going through this exact question back in January. I'm a big fan of Mike Andes' book/method but was getting swamped with the record keeping. I couldn't find anything already made, but Jobber has a pretty comprehensively documented API, and I was able to automate P4P calculations with Zapier very much in line with Mike Andes' method and have summaries drafted into spreadsheets. Job budgets are automatically calculated (with exceptions thrown for line items that I know are too complicated for the math to be done automatically), and when technicians finish them, the budget is shared between the technicians on site. 

I can probably share some of the d33ts sometime if people want them.

I am interested in more info, hoping Jobber does this as well!

I noticed yesterday on JOBBER a new function for clients to mention a team members name for the team member to get a bonus! I am trying that and checking out more details also!

I am looking to go fully commission at some point.  I am hoping that jobber can get a report showing each tech and what we billed out for them.  The sales report only shows won jobs..  but we want billed/ paid jobs.

This is pretty common in the cleaning industry. I've had to make google sheet that combines the different reports jobber provides and generates a sheet for each employee with their jobs and percentages. That sound similar to what Rachel has.

I'm currently working on doing the same thing through the jobber api so it doesn't depend on having to export the reports. I'll share once it's done.

Depending on what rules you use to determine the shares, it's not too hard to make a custom solution.

Bonus Up has been great for our exterior cleaning company.

For your type of business, what are the top Key Performance Indicators (KPIs) you would hope to see for your particular industry? 

For cleaning and maintenance, I need to manage a few key factors:

1. quantity of visits completed per month
2. breakage
3. reviews received
4. new requests for specific employee
5. average ticket value

I specifically want these KPIs to reward and incentivize my employees for retention and relationship. 

Specifically, what KPIs would other companies value over these?

We just started using Bonusly.. It doesn't integrate with Jobber but it does with Quickbooks. You can control awards, incentives.. Its $3/ per employee per month and we select the pay-as-redeemed- option. Basically you can create any type of award or incentive. We incentive our technicians for speed and accuracy, positive customer-feedback (google reviews) that mention the techs name, cross-selling other services, and attendance record quarterly. With Bonusly, you create a point system and what those points are worth. We have our techs keep track of the what they cross-sell in order to get incentive and recognized for it, they log into Bonusly at the end of the day and enter the recognition name #cross-sell and required to upload the workorder and the system dumps the points into their wallet for the specific amount of points they earn for cross-selling. For every 10 points can equal $ 1, 3, or 5 dollars. We get to decide how much 10 points is worth. So 500 points is $50 they can deem this is set up initially when you set up the account. You can set up one off or quarterly performance bonuses which is why we like this software. 

They add up, techs can save up and redeem Visa debit gift cards, cards to over 100 stores. We don't pay until the employee redeems the reward. If the technician has $50-$500 dollars worth of points they turn them into cash redeeming virtual or physical gift cards, then we get charged once they redeem. Our accountant says this is a  "fringe benefit". Meaning we can reward the employee in cash value without having to pay payroll taxes and neither does the employee. It's a true 1 for 1 payout, and it's a standard operating expense under an employee benefit/perk. 

If you go to Bonuslys website, they push their middle tier option which includes peer-to peer appreciation at $5/month and $60 per subscriber per year, which is more expensive and as a service provider nothing our team cares to use. So you have to specifically ask for the "pay as redeemed option" and no peer-to peer feature to eliminate the $60 year per subscriber, and also lowers the employee cost monthly from $5 to $3.

There are a few options out there but depending on what you're trying to achieve, a simple spread sheet might be best. OH and it's also FREE!! We offer our team a bonus if the labor and material are below a certain margin (labor <31% and Materials<15%). We pull this data from the job costing card and input it into the spreadsheet.

Note: We are about to add this to our forms page that will allow our techs (painters) the responsibility to fill them out. If data is not filled out then they will not qualify for bonus. 

Once recorded to the jobber forms, Jobber automatically sends that over and through zaps, we have it automatically read the data and fill out our internal tracker. Since starting we have been able to increase pays by 67% through our guys initiative to keep productivity efficient and materials tight. We bonus out once a month and our guys love it. If you would like to know more about what we do I would be happy to share or show you!

Inside the market place there is a P4P style app called bonus up. I don’t use it but it does look intriguing