Incentivize your posts. Only pay for results.

It is a program that pays screening, access-control, badging, and cargo officers for hitting defined operational targets, like every post covered at shift start, a roster with no lapsed certifications, or wait times inside target for a full shift. Jolly runs these as campaigns tied to your real schedule and roster data, so spend maps to output rather than a flat monthly bonus.

A bonus program usually pays a flat amount regardless of what actually happened on shift. Jolly ties the reward to a verified outcome, like a post covered on schedule or a certification renewed before it lapses, and reports what each campaign returned, so you can see which incentives are working and turn off the ones that are not.

No. Jolly never touches screening decisions, and campaigns are not built on search or detection outcomes. Every campaign targets coverage, pace, training currency, punctuality, and documented process, the operational levers an operator actually controls, not the judgment calls a screening officer makes under regulation. Pace is included on that list deliberately: a pace target is set on total lane throughput across a shift, never on skipping a step of the screening process to hit a number.

Jolly runs scheduling campaigns on the coverage data you already track, rewarding shift-bid slots filled, overnight posts staffed, and officers arriving at post before shift start. A late relieving officer leaves a post open, whether that is a screening lane, an access-control gate, or a cargo dock, so punctuality is a direct target, not an afterthought, and you only pay when coverage actually improves.

Jolly can incentivize recertification completed before it lapses across every officer on the roster, turning a compliance deadline that normally gets chased into a rewarded habit. You see certification currency by checkpoint or terminal, not just as a roster-wide average that hides where the gaps actually are.

Yes. Jolly can incentivize clean badging logs, completed access-control and perimeter checks, cargo screening documented to procedure, and audit-ready records directly, so those records stop being an administrative scramble before an inspection and start being something every officer has a reason to keep current all the time.

Jolly runs productivity campaigns on the wait-time and flow data your checkpoints already generate, rewarding lanes that stay inside target through a shift rather than just the average. Pace targets are set on total lane throughput across a shift, never on skipping a step of the screening process to hit a number. Rewarding the pace directly works better than a supervisor pushing it verbally, and you only pay when the target is actually met.

Turnover concentrates in the first weeks, right after a hire has cleared a background check and a training course but before they have earned a steady schedule. Jolly runs retention campaigns that pay through exactly that window, so a new officer has earnings to point at while the role gets easier, and you only pay when retention actually improves.

Yes. Every hire needs a cleared background check, a badge, and a completed training course before they can work a post, so a slow pipeline costs you coverage, not just a slow hire. Jolly reactivates officer referral programs and rewards a referral who clears the pipeline and stays, and you only pay when a role is actually filled.

Most likely, yes. Jolly’s Data Agent connects to the systems you already use, like your scheduling, badging and credentialing, and time-and-attendance tools, and reads live performance from them. Campaigns run on your real operational data, not on self-reported numbers.

Yes. Targets are set per checkpoint, gate, terminal, or cargo facility, so a high-volume hub and a smaller regional airport can run different campaigns at the same time. You see coverage and certification currency side by side and can tell which locations need attention.

Every campaign reports a Return on Point Spend: the output it produced against what you spent on it. You can compare posts covered on schedule, certifications renewed, or officers retained through their first recert cycle to the points paid out, and shut off anything that is not returning.

Yes, spend only goes out when a campaign target is actually verified against your data. An officer who misses a target simply does not earn that reward; their base pay and schedule are untouched, and the next campaign cycle gives them another target to hit.