For over a decade, HomeAides has provided supportive in-home care to communities across Northwestern Pennsylvania. The company prides itself on matching the right caregiver to every client by assessing each patient’s unique needs and preferences before care begins. The team of 70+ caregivers provides over 2,000 hours of home care weekly, including companion care, personal care, and transportation services. 

Incentivizing referrals and improving performance without draining staff resources

HomeAides knows the power of investing in employee recognition — doing so is proven to make companies 79% more likely to reach their goals. But before Perry, the company hadn’t found the right way to show caregiver appreciation at scale. Cindy Slomski, a HomeAides administrator, spent years as a caregiver herself. She knows how demanding the job can be and that showing appreciation is key to retaining great talent.

However, Cindy found running HomeAides’ existing rewards program incredibly time-consuming. She used spreadsheets to track which caregivers qualified for incentives and entered their names into prize draws. To make this process even more cumbersome, she had to  create separate spreadsheets for each behavior, such as referring candidates, clocking in on time, and verifying visits. Gathering and analyzing all this performance data took roughly 10 hours monthly. 

Even worse, the prize draws weren’t compelling enough to fuel the performance improvements and referral pipeline HomeAides needed. But HomeAides couldn’t abandon the program either — they needed incentives to ease their staff’s transition from paper timesheets to mandatory electronic visit verification (EVV).

Under new industry regulations, if caregivers fail to complete EVV steps like providing signatures and confirming task completion, health plans can require in-home care agencies like HomeAides to repay them for the unverified visit, directly impacting the agency’s bottom line. To avoid these costs — and reach the company’s recruitment and retention goals — Cindy needed a tool that could incentivize team-wide behavioral change.

“We wanted to use incentives and bonuses as positive reinforcement instead of taking corrective action. But managing the program with spreadsheets was incredibly time-consuming.”

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Making caregiver rewards and bonuses effortless with Perry’s automation 

Today, Cindy no longer spends hours a week in spreadsheets. She simply decides which actions to reward, and Perry handles the rest. 

Perry Points help HomeAides reach its goals in two key ways: 

• Perry automatically rewards caregivers with points, redeemable as gift cards to 50+ retailers, for completing target behaviors like completing EVV on time and maintaining attendance.
• By incentivizing referrals, Perry turns every employee into a recruiter. New hire performance is tracked automatically, and referral bonuses are awarded as points when certain milestones are reached, such as the new hire collecting their fourth paycheck.

HomeAides particularly appreciates Perry’s flexibility. Cindy can easily adjust rewards based on the company’s needs, such as bumping referral bonuses when they are short-staffed. 

This gamification has been an especially powerful lever for getting caregivers to comply with EVV. Since adopting Perry, HomeAides’ compliance has been so strong that their health plan has awarded them extra cash bonuses, unlocking a new source of income for the company.

 “It's clear that Perry is working. We’ve seen things improve that were troublesome points before.” 

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Retaining 18.75% more caregivers and providing consistent, high-quality care

With Perry, Home Aides is thanking people for their hard work while ensuring the outstanding performance their company expects. That’s unlocked incredible results in their target areas of retention, recruitment, and EVV compliance: 

• 85% EVV compliance rate (vs. 72% previously)
• 27 caregiver referrals in 5 months
• 18.75% higher caregiver retention rate

As the industry keeps changing, Cindy plans to use Perry to help caregivers adapt. For example, minimum EVV compliance will soon rise from 50% to 85%. HomeAides already meets those requirements, but with Perry, Cindy can ensure they continue to exceed industry standards by bumping up rewards.

“Because I’m no longer updating spreadsheets, Perry’s halved the time I spend processing payroll every week. As HomeAides grows, I’m excited to keep using Perry to reach our goals.”

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