In order to determine pay rate, service level, and shift priority for practitioners, performance is measured in the following ways:

1. Productivity with Time: The percentage of time that a practitioner is booked with s/he is on call
   1. This metric determines how well a practitioner maximizes their time resource.  The higher the percentage, the more productive a practitioner is with his/her time. 
2. Productivity with Clients: The ratio of number of clients to number of sessions.  
   1. This metric determines how well a practitioner maximizes his/her client resources.  The greater the difference is between total clients and total sessions, the more productive a practitioner is with his/her clients. 
3. New Client Retention: The percentage of new clients to a practitioner that return for a second visit to that practitioner within 4 weeks.
   1. This metric determines how well a practitioner establishes relationships with new clients.  The higher the percentage of retained new clients, the better the practitioner is at building a practice.  Our research has shown that if a client does not return within 4 weeks, there is 90% chance they will not ever return. 

Each metric represents an extremely valuable (and limited) resource: time and clients.  If a practitioner is productive with their time and clients, and capitalizes on new client opportunities, the company can afford to pay them more because they are providing greater value to the clinic and their clients.  These metrics also clearly establish client demand.  As client demand grows for a practitioner, we can safely assume that clients are willing to spend more on that practitioner’s services.