Performance and rewards
Set goals with clear tiers, recognize good work, and model a bonus plan before you commit to it. Amara AI does the arithmetic and keeps the record. Decisions about pay and people stay with you.
What it does
Goals with tiers
Each goal has a base, target and stretch value, so everyone knows what each level means. Scores are advisory. They never move, hide, or reject anyone.
- Define goals by category, such as production or attendance, with a numeric or percentage target and a period.
- Set base, target and stretch values, and a minimum payout threshold.
- Progress is the current value divided by the target, capped at 100.
- Amara AI holds no patient data and has no practice management connection, so production style goals are entered by hand for each period.
- Attendance goals fill automatically from the attendance score.
Points and recognition
Points are recognition only. They never reach bonus modeling, payout runs, compensation or reviews.
- A points ledger records each award with its reason. A balance is the sum of the ledger entries.
- A leaderboard by period and achievement badges are available.
- An owner can turn on points for daily work, such as completed tasks and submitted checklists. It is off by default, and the owner can edit the rules table.
- A streak day counts when every required item due that day was done. Days off, closures and days with nothing due do not break a streak.
- The leaderboard has its own switch.
Bonus modeling and payouts
Test a plan against real numbers before you adopt it. Bonus screens are owner only.
- Model a proposed plan and see actual versus projected payout per person, the difference, and the distribution by role.
- Payout runs are built by period from goal tiers, with an approval state.
- Approved payouts export for payroll.
- Amara AI never moves money.
Reviews and compensation history
Reviews run on a cycle, and pay history sits beside them for the owner.
- Review cycles include a self review, a manager review, ratings, and a packet built from notes.
- Analytics show goal attainment by role and period, the distribution of review ratings, and the trend.
- Compensation records keep pay history per person. They are owner only.
- Preview a cost of living adjustment across the team before you apply it.
- A conduct record sits beside performance, open to the owner and manager only.
Coaching and documentation
When something goes wrong, Amara AI helps you document it well. It never recommends an outcome, and it never gives legal advice.
- Incident intake records severity, status, participants and attachments. It is open to the owner and manager only.
- Amara AI suggests documentation steps and questions, under a fixed notice that it is not legal advice.
- A documentation timeline shows each person's record across incidents, coaching and warnings in date order.
- Progressive discipline tracking records what a person decided. Amara AI never advances a step itself.
- Coaching mode helps a manager prepare for and practice a hard conversation.
How each score is calculated
Every number shows its weights and its evidence. Scores are advisory. They never move, hide, or reject anyone.
- Goal progress and tier
- Progress is the current value divided by the target, times 100, rounded and capped at 100. The tier comes from the goal values: 100 stretch, 75 target, 50 base, otherwise below base. Scores are advisory and never move, hide, or reject anyone.
- Goal card tier
- Goal cards show a tier from progress: 90 is stretch, 60 is target, 30 is base. Scores are advisory. They never move, hide, or reject anyone.
- Attendance score
- Scheduled days minus deductions for late arrivals and unexcused absences, divided by scheduled days, times 100, never below 0, and it feeds attendance goals automatically. Scores are advisory. They never move, hide, or reject anyone.
- Points balance
- A balance is the sum of a person's points ledger entries, each award recorded with a reason, and the leaderboard ranks balances by period. Points are recognition only. Scores are advisory and never move, hide, or reject anyone.
- Points for daily work
- Off by default. When an owner turns it on, completed tasks and submitted checklists add points to the same ledger from a rules table the owner can edit, and undoing a completion takes the points back. Scores are advisory and never move, hide, or reject anyone.
- Bonus simulation
- Actual versus projected payout per person under a proposed plan, the difference between them, and a distribution analysis by role.
- Separation risk assessment
- Runs only when the owner asks, and returns a risk level of low, medium, high or critical with reasoning, factors that raise or lower risk, and required or recommended steps. It never recommends for or against separating, and it tells the owner to consult counsel at high or critical. Scores are advisory and never move, hide, or reject anyone.
What waits for you
- Your callBonus payout runs. Each run carries an approval state, and Amara AI never moves money.
- Your callA cost of living adjustment. The owner previews it across the team before applying it.
- Your callDiscipline steps. Amara AI records what a person decided and never advances a step itself.
- Your callA separation risk assessment. It runs only when the owner asks for it.
- Your callPoints for daily work. The switch is off until an owner turns it on.
Who works on it
Time off and scheduling
PTO, time clock, coverage
Performance and reviews
Goals, rewards, reviews
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