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What's a Pro-Goal vs a ProPay?

Two different bonus mechanisms in Protiv. Use them for different things.

Purpose

Protiv has two ways to pay bonuses: ProPays and Pro-Goals. They look similar but they work very differently.

This article explains what each one is, when to use which, and how they fit together.

When To Use This

Use this when:

  • You're setting up your bonus program and choosing between mechanisms
  • A manager asks "should this be a ProPay or a Pro-Goal?"
  • You want to understand the difference before reading deeper articles

The One-Line Difference

  • ProPay — Bonus tied to a single job's labor budget. Earn by coming in under budget.
  • Pro-Goal — Bonus tied to a goal hit over time. Earn by reaching a target.

ProPays reward efficiency on individual jobs. Pro-Goals reward longer-running performance.

Side by Side

When to Use a ProPay

Use a ProPay when:

  • The work is a discrete job or milestone
  • You can budget the labor up front
  • The bonus should pay out shortly after the job finishes
  • You want crews thinking about today's job, not next quarter's metric

Most of your bonus volume should be ProPays. They drive day-to-day behavior.

When to Use a Pro-Goal

Use a Pro-Goal when:

  • The thing you're rewarding spans many jobs
  • The target is a metric, not a budget (e.g. "zero safety incidents this quarter")
  • You want to reward sustained performance, not single jobs
  • You need tiered rewards (e.g. 90% achievement = $X, 100% = $Y)

Pro-Goals are great for:

  • Safety quarter-over-quarter
  • Customer satisfaction scores
  • On-time completion rates
  • Retention milestones
  • Quality scores by branch

Pro-Goal Tiered Rewards

Pro-Goals can pay out in tiers based on how close someone gets to the target. Three threshold types:

  • Between — "Earn $X if achievement is between 80% and 99%"
  • Greater than or equal — "Earn $X if achievement is ≥ 100%"
  • Less than or equal — "Earn $X if achievement is ≤ 5% (e.g. for incident rates where lower is better)"

How Pro-Goals Are Scoped

A Pro-Goal can target:

  • A specific branch
  • A specific division
  • A specific route
  • A specific individual (an Identity in Protiv)

This means you can run different goals for different parts of your business simultaneously.

Can They Stack?

Yes. A worker can earn:

  • A ProPay bonus for finishing a job under budget
  • AND a Pro-Goal bonus for hitting a quarterly safety target
  • AND another Pro-Goal bonus for hitting a customer satisfaction target

All in the same pay period.

The only thing to watch: avoid double-rewarding the same behavior. If you have a ProPay that already rewards quality, don't also have a Pro-Goal that rewards the same quality metric.

Common Mistakes & How To Fix Them

  • "We're using Pro-Goals for everything and it's a mess" Pro-Goals are meant for sustained performance, not daily work. If most of your bonuses are Pro-Goals, you probably want ProPays.

  • "ProPays are running but no one is hitting Pro-Goal targets" Your tier thresholds may be too aggressive. Look at last quarter's actual performance and set tiers around that, not above.

  • "We launched 10 Pro-Goals and no one knows what's going on" Start with one or two Pro-Goals. Get them right. Add more once people understand them.

  • How is a ProPay calculated? (Hours budget type)
  • How do I create a Pro-Goal template?
  • What are disqualifiers and penalties?
  • How do tiered individual rewards work?