PS-01 · CORAL Team Bonus System
CORAL Team Bonus System calculates a bonus pool inside your practice’s financial guardrails, allocates each eligible employee’s share to the exact cent, and keeps a clear monthly record you can show the team—with AI explanations when you need them.
In the CORAL Suite · $99/month per practice
One practice. One subscription. Cancel anytime.
Once the practice runs on stronger systems, the Team Bonus System connects its financial results to a clear, fundable team bonus pool.
Align · Inside the CORAL Sphere
The CORAL economic principle
Rewards at the end of the chain only exist because of the work at the beginning of it. PS-01 is built on that order.
Team motivation returns to better team effort, and the loop compounds. PS-01 is never a reason to recommend unnecessary treatment, rush care, or make any decision that compromises patient welfare.
How the calculation works
Every step is a written rule the practice sets once and CORAL applies the same way each month.
A three-month rolling collections average sets the performance base. The practice's target team-compensation share defines allowable team compensation; what the practice already pays the team is subtracted, and the remainder — floored at zero — is the potential pool. The pool is only payable when practice profitability and the Minimum Operating Margin Guardrail are also satisfied, after the employer cost of the bonus.
Participation is weighted by each eligible employee's scheduled weekly hours against the practice's full-time standard — the current allocation basis. CORAL does not import timesheets, connect to payroll or PMS systems, or pay anyone automatically; the practice records and approves every figure.
Each month follows the same three steps: Review team → Review bonuses → Finalize. Amounts are recalculated from the latest saved inputs, and a month cannot be finalized while its review is out of date.
CORAL's default policy applies a 90-day waiting period before a new hire participates. The practice adopts its policy in writing, and the same rules apply to everyone in the month.
Mid-month starts and departures are prorated by calendar day. The pool is allocated to the exact cent with a defined rounding rule, so individual shares always add back to the approved pool — never a cent more or less.
Every finalized month is preserved exactly as approved. If participation was recorded incorrectly, a correction is saved as its own traceable record that compares against the approved amounts — history is never rewritten.
Ask CORAL AI can explain any saved month in plain language — why the pool is what it is, why a share changed, what the guardrail did — grounded in the calculated results, never invented figures.
An illustrative example
A simplified illustration of how a pool divides by scheduled hours. It illustrates the allocation method only — it is not an expected earning, not a promised pool, and not a projection for any practice.
| Eligible employee | Scheduled weekly hours | Share of a 40-hour week | Allocation of a $3,000 pool |
|---|---|---|---|
| Employee A | 40 | 1.00 | $1,200 |
| Employee B | 30 | 0.75 | $900 |
| Employee C | 20 | 0.50 | $600 |
| Employee D | 10 | 0.25 | $300 |
| Total | 100 | 2.50 | $3,000 |
Illustrative only: four employees, all eligible for the full month, sharing a hypothetical $3,000 pool in proportion to scheduled hours. Whether a pool exists at all depends on the practice’s own collections, team cost, profitability and guardrail results.
How PS-01 thinks
One strong month is not a system, and one slow month is not a failure. PS-01 measures collections across a rolling window the practice chooses, so sharing follows sustained performance instead of a single lucky period.
A team bonus plan that outruns the profit it depends on does not survive. PS-01 limits every pool to what the practice can fund while keeping its own Minimum Operating Margin Guardrail, after the employer cost of the bonus.
Staff compensation is the largest controllable cost in most practices. PS-01 measures loaded staff compensation against collections first; what is shared is what remains after the practice's compensation target is respected.
A pool divides according to eligibility and participation the practice defines, expressed in FTE. Part-time, partial months and new hires are handled by written proration rules rather than judgment calls.
A bonus nobody can explain does not motivate anyone. PS-01 keeps the policy, the inputs and the resulting pool visible, and preserves each finalized month exactly as it was approved.
Targets, thresholds and eligibility rules are adjustable management decisions. CORAL does not present its illustrative defaults as universal dental-industry standards, and makes no income, profitability or employee-retention guarantees.
Subscription
$99 / month
Or $990 a year. The Team Bonus System is part of the CORAL Suite, which also includes Ask CORAL AI, the CORAL Practice Playbook and your saved practice intelligence.
One practice. One subscription. Cancel anytime. Billed per practice, not per user, so management and the team work from the same numbers.
Included in the CORAL Suite · cancel anytime
PS-01 is a management planning and calculation tool. Each practice defines and approves its own compensation policy, eligibility rules, profitability threshold and payout practices. Payroll, tax, wage-and-hour, employment and incentive-plan questions may warrant appropriate professional review.
Related: CORAL pricing for dental practices and Ask CORAL AI practice guidance, which is included with the Team Bonus System in the CORAL Suite. New to team incentives? Learn about dental practice bonus systems.
