The people doing the workdeserve to share the reward.
Nurses, MAs, and PAs are the backbone of OTC recommendation workflows — fielding patient calls, managing orders, absorbing friction — yet they're last in line for retention incentives.
Opticare creates a net-new revenue stream at zero cost — and gives health systems the means to build a performance pool dedicated to the clinical staff doing the work.
Nurses can't work more hours.
They can't be paid more per hour.
And they're burning out.
The OTC recommendation workflow adds administrative burden that falls squarely on nurses and MAs — patient callbacks, order confusion, product questions — with no recognition and no relief.
Endless Patient Recall Calls
Nurses field dozens of calls daily from patients confused about OTC product recommendations—which items to buy, where to buy them, whether substitutions are acceptable. This wasn't in the job description.
Administrative Overload
MAs, PAs, and nurses spend 4-6 hours per day on manual product ordering tasks—transcribing recommendations, verifying orders, chasing patients. Time stolen from actual patient care.
No Financial Recognition
Nurses and MAs are the primary drivers of OTC recommendation workflows, yet they're excluded from the physician-focused bonus structures that reward clinical performance.
Friction Without Ownership
Clinical staff bear the operational burden of incomplete workflows—answering for errors, managing patient frustration, fixing orders—with no upside when things go right.
Nurse turnover is your
most expensive line item.
A 100-bed hospital loses over $5 million per year to nurse turnover. The irony: preventing that starts with removing the administrative burdens making nurses quit.
*Estimates based on 100-bed hospital with standard RN staffing ratios
New revenue. No new work.
Finally — a bonus pool for nurses.
Opticare turns physician-ordered OTC recommendations into a revenue-generating workflow — creating a new financial pool that health systems can deploy exactly where retention matters most.
A New Revenue Pool — At Zero Cost
Opticare generates net-new revenue from OTC product recommendations already being made. That revenue doesn't exist today. It costs nothing to create it — and it can be directed back to the staff doing the work.
Eliminates the Recall Call Burden
When patients receive a direct checkout link via SMS, they no longer call back confused. Nurses stop being the call center for "which prep kit do I buy?" — freeing hours per shift for actual care.
Zero Workflow Change for Nurses
The recommendation triggers automatically from the EHR order. Nurses don't learn new software, don't change their process. The friction disappears — the benefit appears.
Performance Pools for the Right People
Systems can now structure performance-based incentive pools tied directly to OTC recommendation volume — funding bonuses for nurses, MAs, and PAs from revenue that didn't exist before.
What changes for your nursing staff
Nurses field 20–30 patient recall calls/week about OTC products
Automated SMS checkout eliminates recall calls entirely
No financial recognition for clinical staff driving OTC workflows
Performance pool funded by new OTC revenue stream
Manual ordering takes 4–6 hrs/day across nursing staff
EHR-triggered automation reduces burden to near zero
Burnout from administrative friction nurses can't control
Friction removed; staff feel supported, not burdened
Retention bonuses limited to physicians
Dedicated incentive pool for nurses, MAs, and PAs
Real revenue. Real bonuses.
Zero new cost to the system.
Select your organization type to see what the Opticare revenue pool could look like for your clinical staff.
Research shows that financial recognition is one of the top 3 drivers of nurse retention. A meaningful annual bonus — funded by revenue that didn't exist before — can be the difference between a nurse who stays and one who leaves for a competitor system.
One nurse retained pays for
the entire program.
"Nurses don't leave for more money alone — they leave because they feel unseen. Opticare gives health systems a way to say: we see what you do, and we're giving you a piece of what you create."
The Opticare Thesis on Clinical Retention
Ready to build a retention program
your nurses will actually feel?
We'll show you exactly how much OTC revenue your system is leaving on the table — and what a dedicated clinical staff performance pool could look like.
No cost. No workflow change. Just new revenue — and the ability to reward the people who've earned it.