Incentivize your collision teams. Only pay for results.

A collision repair incentive program pays techs, painters and estimators in points for hitting targets your shop already tracks. Two examples are a car delivered inside its cycle-time target and a month with no redos. Jolly runs these programs as campaigns on live data from your shop management system. You only pay when a target is hit.

Because flat rate only pays for the hours a tech flags on their own repairs. It doesn’t pay them for the car leaving on time, or for documenting a scan. Jolly’s campaigns pay for those, on top of flat rate and never in place of it.

Each Jolly campaign pays points on one target. A location bonus often pays on several numbers at once, over a month or a quarter. A campaign reports its Return on Point Spend: the incremental profit from its one target, divided by the cost of the points it paid. Your pay plans stay as they are. The campaigns run alongside them.

Run a team campaign on keys-to-keys cycle time. When a location’s average cycle time for the month comes in under the target, everyone at that location earns. That includes estimators, parts staff, body techs, painters and porters. A car can stall at any hand-off between body, paint and reassembly. With the whole team paid on one number, a painter gains when a body tech finishes on time. You choose whether days on parts hold or days waiting for insurer approval count against the target.

Yes. Jolly pays when a repair passes your final quality check the first time and doesn’t come back within the period you set. On flat rate, a comeback can cost the tech unpaid hours. A clean first pass earns them nothing extra. With points paid on a clean first pass, a tech who checks the repair before it leaves their stall earns more.

Yes, on the scorecard numbers your teams move, like cycle time, CSI and re-inspection results. Each number gets its own monthly target. A location’s team earns each time it beats one. Better scorecard results can help your locations get more assignments from the insurers you work with.

Pay techs at the tenure milestones you set, like month three, six and twelve. Jolly’s retention campaigns dispatch points to each tech who reaches a milestone. A tech who leaves before the next one earns nothing more.

Yes. Your techs know the good body techs and painters in your market. Jolly pays a tech when someone they referred is hired and stays past the milestone you set. If the person isn’t hired, or leaves before that milestone, no points are paid.

Yes. Jolly pays techs for finishing assigned I-CAR and OEM courses before the deadline. It also pays the techs who run pre- and post-repair scans and ADAS calibrations for documenting each one on the repair order. OEM certification audits and direct repair programs check both the training records and the scan records.

Pay techs for attendance streaks. When a tech misses a day, the cars assigned to them wait. Jolly’s scheduling campaigns can also pay techs for covering the Saturdays or extra hours you post when a winter storm leaves a backlog.

Most likely, yes. Jolly’s Data Agent connects to your shop management system, your estimating platform, and your payroll and HR systems. Campaigns pay on the repair orders, scan records and hours those systems already hold.

Yes. You set targets for each location. A high-volume shop and a smaller one can run different campaigns at the same time. You see every location’s campaign results and Return on Point Spend side by side.

Jolly reads your shop’s repair data and sends points automatically when a tech hits a target. Other points programs aren’t tied to the work, or they wait for a manager to send points by hand. Jolly is a benefit for your techs and for your business. It runs alongside the benefits you already offer.

Every campaign reports its Return on Point Spend (ROPS): the incremental profit it produced divided by the cost of the points it paid out. You can switch off any campaign that falls short of the return you set for it.

Yes. Points only go out when a tech or a team hits a defined target. They’re dispatched automatically, and a missed target pays nothing.

Nothing is deducted. Incentives are always upside. A tech who misses a target keeps their full flat-rate or hourly pay.