When Kinetic opened its doors in 2006, it was a single clinic in Connecticut. Now, the organization has grown to 10 locations, with an 11th on the horizon.
As Kinetic grew into a multi-location group, Chief Operating Officer Cyndi Hill and her team kept running into the same issues: decreasing reimbursement while clinicians expected salary increases.
Kinetic believes in rewarding productivity, so they built their own in-house, pen-and-paper performance-based variable compensation model. And it worked for a while. But as they scaled, the model rewarded visit volume, not actual revenue generated from those visits.
Every payroll cycle meant manually tallying patient visits to calculate therapist pay. Without a way to connect those numbers to revenue, the process created a major blind spot between performance and financial outcomes.
Recognizing the existing pay structure was holding both the business and its clinicians back, Cyndi set out to find a more transparent, data-driven approach. She wanted a model that rewarded growth and performance, not just patients through the doors, and gave clinicians a clear view of how their impact translated into earnings
Prompt Compensation (formerly OnusOne) allowed them to close this gap by directly tying productivity to revenue, resulting in a $20 per visit increase, better clinician retention, and improved recruiting.
Prompt Compensation helped Kinetic solve another longstanding problem in their clinics: clinicians underbilling for their time.
Prior to Compensation, Kinetic clinicians routinely undercoded visits. “It was a battle we fought for years, making PTs understand that it’s okay to bill for your time. Everyone else does it, but for some reason, PTs don’t,” Cyndi said.
Once Kinetic’s clinicians could see how much time they weren’t billing for and how much lost revenue (and potential pay) that resulted in, they started billing for their time accurately.
As a result, Kinetic’s CPT coding has improved, their arrival rate has gone up, and their revenue per visits has increased $20. Prior to Compensation, Kinetic was hovering around $60-$80 per visit. Now they consistently bill over $100 per visit.
Compensation’s ability to clearly tie units billed to revenue generated also helped Cyndi and the Kinetic team make the case to clinicians for switching pay models.
“The dollars tied to actual units that were billed made that much easier to justify and explain to our staff,” she explained.
Making sure their clinicians have a solid understanding of what codes to bill and when has been instrumental in Kinetic’s successful rollout.
“The therapists were able to really affect their own paychecks based on the codes that they were billing. They could see that they’re affecting the revenue that comes in, and they’re affecting how much of that they’re able to get. That was really invaluable in the rollout process."
In addition to clinicians billing more appropriate codes for their visits, Cyndi said implementing Compensation has shifted ownership of the patient case load to them.
“Our arrival rate has improved because they understand the difference between letting a patient drop off and not fulfill their plan of care,” she said.
Now, clinicians are more proactive in reaching out to patients who cancel or no-show to get them back on the schedule, rather than waiting for them to reach out or for front desk teams to handle outreach. More patients complete their plans of care and achieve better outcomes.
Compensation is now a major part of Kinetic’s recruiting and retention strategy.
According to Cyndi, Prompt Compensation transformed how her team talks about pay during recruiting. Instead of struggling to explain their old plan, they can now clearly show prospective clinicians what they stand to earn and why the clinic is a great place to work, where they can find both fulfillment and financial growth.
“[Compensation] has allowed us to not only show them how great it is and what their potential is if they work here. We can focus a little bit on that, and in conjunction, they can come to a place that they really enjoy working. They can get that job satisfaction and maybe make more money at the same time."
For current clinicians, Compensation is a retention tool. “If you have an eager PT who really wants to impact their salary, this is the perfect marriage,” Cyndi said. “Outpatient tends to be very high paced, so to get that person who wants to affect their own paycheck, I think it’s really improved our ability to keep good therapists.”
Cyndi admitted that shifting to a new compensation model can be intimidating. Not every clinician will thrive in a variable pay structure, and that’s okay. But as she put it, every clinic faces turnover tied to money, whether it’s at the start of the hiring process or later when employees look for their next raise. Compensation helps align expectations with organizational goals at the forefront of the conversation, giving providers more control of their own earning potential.
For Kinetic, Compensation has made conversations about salary more transparent and collaborative. “ This conversation is much easier because therapists see it. They see the revenue, they see it come in, they understand the percentage that they have the opportunity to make in their paycheck,” Cyndi said.
Prompt Compensation has created clarity, alignment, and the kind of shared ownership that fuels real performance. Or, as Cyndi sums it up, “I would recommend [Compensation] to anybody who will listen to me.”
To see how Compensation could fuel your clinic’s growth, schedule time with one of our experts today.
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