What’s a good ProPay Efficiency score?

ProPay Efficiency shows how close someone came to hitting their full bonus potential. But what counts as a “good” score?

The short answer: It depends.

This article will break down what your score means, what’s normal to expect, and how to coach your team using Efficiency as a guide—not a weapon.

What is ProPay Efficiency?

ProPay Efficiency = Actual Bonus ÷ Max Possible Bonus

Let’s say a crew could’ve earned $400 if they were on time, under budget, and did everything right. But they only earned $300. That’s 75% efficiency.

100% Efficiency = Full bonus earned
50% Efficiency = Half the bonus earned
0% Efficiency = No bonus earned

You’ll never see a score above 100%. There’s no such thing as “extra credit” in the system.

What does “good” actually mean?

There’s no universal benchmark across all industries, but here’s what we typically see:

Efficiency Score	What It Usually Means
85–100%	Top performer — likely under budget, on time, and consistent
60–84%	Solid — mostly efficient but with some missed bonus opportunities
40–59%	Needs coaching — probably losing money on overruns or errors
Below 40%	Big red flag — something’s broken: job setup, performance, or process

Note: Some industries like landscaping or recurring maintenance may naturally trend lower due to job structures. That doesn’t mean the worker’s underperforming; just that bonus inputs behave differently.

How to use Efficiency to coach (not punish)

This isn’t about calling someone out. It’s about figuring out why they’re not earning what they could be.

Here’s how to make it actionable:

For crews scoring under 60%:

Check if jobs are routinely over budget
Look at recurring issues (late starts, incomplete jobs, missed tasks)
Ask what’s getting in their way—they might not even realize they’re missing money

For crews in the 60–84% range:

Celebrate progress
Look for specific jobs that dropped the score
Talk through what would’ve unlocked the full bonus

For high performers (85–100%):

Acknowledge it publicly if appropriate
Ask what they’re doing differently and share it with the team
Use them to help coach others

ProTip: Trends > One-Offs

Don’t freak out over a single low score. Use Efficiency as a trendline, not a verdict.

One rough job = feedback
Several rough jobs = coaching opportunity
Declining scores over time = performance or process issue

Wrap-up

ProPay Efficiency gives you a clear, objective way to talk about performance without guessing.

You’re not telling someone they’re doing poorly, you’re showing them how to get paid more. That’s a win for them and a win for your business.