Incentivize your examiners. Only pay for results.

It is a program that pays examiners for hitting defined targets, like a claim closed correctly on first pass, a regulatory turnaround deadline met, or a catastrophe surge shift covered. Jolly runs these as campaigns tied to the data your claims system already reports, so spend maps to claims actually resolved rather than to a flat salary band.

A quarterly bonus pays months after the decisions that earned it, on a number an examiner cannot watch move. Jolly rewards the weekly behaviors that produce the cycle time, like claims closed at first pass and files documented completely, and reports what each campaign returned so you can see what is working.

It would, which is why Jolly does not pay on claims per day. Productivity campaigns pay on claims closed at first pass that also cleared the audit sample, so a fast decision that gets reworked or overturned earns nothing. On an adjudication queue that pairing is the design, not a safeguard bolted on.

Rework is almost always a first-pass documentation gap, so the campaign sits there. Jolly rewards claims that close complete the first time and files that pass audit, which gives an examiner a reason to spend the extra minutes on the document that would otherwise send the claim back around.

Yes. Prompt-pay and state turnaround requirements are hard deadlines on countable events, which makes them clean campaigns. Jolly rewards deadlines met and complete file documentation, so the clock becomes something the floor earns on rather than something compliance chases after the fact.

Edge-case judgment is the asset on a claims floor and it takes years to build. Jolly runs retention campaigns tied to tenure milestones and line-of-business certifications, so depth carries visible upside rather than only showing up in a review. You only pay when retention actually improves.

Jolly runs scheduling campaigns that reward examiners for picking up the shifts a surge actually needs, including weekends and extended coverage during a catastrophe response. You only pay when the shift is covered, so the spend maps to coverage rather than to a standing overtime allowance.

Experienced examiners are scarce, and your own examiners usually know who can hold accuracy on a complex queue. Jolly rewards them when a referral is hired and stays past ramp, not just when a name is submitted, so you only pay when a seat is actually filled and held.

Yes. Targets are set per line of business and per site, so an auto queue, a property queue, and a TPA partner site can run different campaigns at the same time under one program. You see performance side by side and can tell which queues are hitting turnaround and which need attention.

Most likely, yes. Jolly's Data Agent connects to the systems you already run, including claims administration platforms, document management, quality and audit tools, and workforce management, and reads live performance from them. Campaigns run on your real claims data, not on self-reported numbers.

Yes. Each campaign has defined targets. When an examiner hits theirs, points dispatch automatically. When they do not, nothing is paid, so your spend always maps to a claim actually closed correctly or a deadline actually met.

Nothing is deducted. Incentives are always upside. Examiners earn more when they perform and there is no penalty when they do not, which matters most in the compliance campaigns, where any downside would give someone a reason to hide a missed deadline rather than flag it.