Number of Seats/Users: Performance Matters offers discounts based on the number of users or seats. A higher volume typically leads to a better discount structure, especially for enterprise-level usage.

Commitment to a Long-Term Contract: Discounts are often provided to companies that commit to using the service for a longer period (e.g., 1-year or 3-year contracts). A longer commitment shows Performance Matters that the company is serious and willing to invest in the platform long-term.

No Active Discounts: Companies that are not already receiving other active discounts may have a better chance of qualifying for additional discounts from Performance Matters. Performance Matters reserves discounts for new customers or those not currently under promotional pricing.

Volume or Usage Commitment: Performance Matters offers discounts if you agree to a minimum amount of usage or transaction volume. This could be based on data storage, transactions, or other metrics tied to how much you will use the platform.

Enterprise-Level Negotiation: Companies that qualify as “enterprise” due to their size or complexity (e.g., having large teams, multiple departments, or geographical presence) may be eligible for additional discounts from Performance Matters. Such companies are often in a position to negotiate for better pricing.

Early Renewal or Prepayment: Performance Matters often offers discounts if you renew early or prepay for the entire contract period. This is a common approach to securing a lower price.

Here at Spendbase our internal data shows that Performance Matters is generally seen as a solid assessment and analytics platform, especially for districts that care about data‑driven decisions, but it comes with a usability learning curve.

From what Spendbase clients tell us, the main strengths are:

• Strong assessment tools
• Flexible assessment management for both local and third‑party tests
• Well-liked scoring workflows that make grading and data capture faster
• Powerful data views
• The “baseball card” style student profile is especially valued
• Easy filtering across multiple assessments, demographics, and early warning indicators
• Simple data sharing with colleagues, which makes PLCs and data meetings more efficient

The main pain points our clients report:

• Usability and learning curve
• Interface is not as intuitive as they expect
• New staff need time and training to use it confidently
• Early warning indicator limits
• Behavior data parameters are too basic
• Clients want more filters like frequency and location of behavior incidents

From a Spendbase savings and value perspective, our internal insights break down like this:

• Where clients feel they get the most ROI:
• District-, school-, and class-level data decisions are faster and more grounded in evidence
• Easier sharing of data reduces “manual report” time for data teams and coaches

• Better visibility on student progress supports intervention planning without extra tools

• Where cost-effectiveness can drop if not managed:

• Training time: if districts don’t budget time for onboarding, adoption lags and licenses are underused
• Limited behavior analytics: some clients still export data to other tools, which duplicates effort and spend

When we help districts negotiate or right-size Performance Matters, we typically recommend:

• Prioritizing access for roles that heavily use assessment data (instructional coaches, data teams, MTSS teams)
• Building in training or admin support into the contract to offset the usability curve
• Clarifying how much the early warning features will replace (or not replace) existing behavior/MTSS tools

In short, our clients see Performance Matters as a strong engine for assessment and analytics, with very good data visibility, as long as they plan for training and understand the limits of its behavior tracking features.