The legacy Oncology team was tenured, aka, skilled. When they added reps from PC because they were either friends or relatives of leadership, not because they were qualified, the quality of the team has suffered. Even the newest hires that came to AZ with Oncology experience are embarrassed to be part of this TA. The worst ONC managers that came from PC are so paranoid about having a skilled Rep, that they actually harass them until they leave. Just look at the teams that have had a 100% turnover. HR doesn't even bother to drill deep into this mess. These same managers over-state the worth and accomplishments of these chosen ones to make themselves look good. It will take Pascal to force out these Primary care leaders and their chosen reps so that Oncology morale can perk up.
anonymous
Guest
anonymous
Guest
The legacy Oncology team was tenured, aka, skilled. When they added reps from PC because they were either friends or relatives of leadership, not because they were qualified, the quality of the team has suffered. Even the newest hires that came to AZ with Oncology experience are embarrassed to be part of this TA. The worst ONC managers that came from PC are so paranoid about having a skilled Rep, that they actually harass them until they leave. Just look at the teams that have had a 100% turnover. HR doesn't even bother to drill deep into this mess. These same managers over-state the worth and accomplishments of these chosen ones to make themselves look good. It will take Pascal to force out these Primary care leaders and their chosen reps so that Oncology morale can perk up.
anonymous
Guest
anonymous
Guest
The legacy Oncology team was tenured, aka, skilled. When they added reps from PC because they were either friends or relatives of leadership, not because they were qualified, the quality of the team has suffered. Even the newest hires that came to AZ with Oncology experience are embarrassed to be part of this TA. The worst ONC managers that came from PC are so paranoid about having a skilled Rep, that they actually harass them until they leave. Just look at the teams that have had a 100% turnover. HR doesn't even bother to drill deep into this mess. These same managers over-state the worth and accomplishments of these chosen ones to make themselves look good. It will take Pascal to force out these Primary care leaders and their chosen reps so that Oncology morale can perk up.
Where did the very first Oncology reps come from? I want to know, who was the very first customer base you served before joining Oncology? You likely were in primary care, circa before 2004 before the SOV selling model began to run amok. If so good for you. But I am sick of Oncology personnel acting like they are some spontaneously existing group that never were in PC. You are not better, you just came around at the right time. Don't shit on those in PC who want the same opportunities.
anonymous
Guest
anonymous
Guest
Where did the very first Oncology reps come from? I want to know, who was the very first customer base you served before joining Oncology? You likely were in primary care, circa before 2004 before the SOV selling model began to run amok. If so good for you. But I am sick of Oncology personnel acting like they are some spontaneously existing group that never were in PC. You are not better, you just came around at the right time. Don't shit on those in PC who want the same opportunities.
There are great and terrible reps in every division. Clearly you are self-absorbed. Why not try to lead and coach the folks on your team. That is what tenured/skilled reps usually do for their team. Another option is to leave... what's stopping you? What area do you work?
anonymous
Guest
anonymous
Guest
The legacy Oncology team was tenured, aka, skilled. When they added reps from PC because they were either friends or relatives of leadership, not because they were qualified, the quality of the team has suffered. Even the newest hires that came to AZ with Oncology experience are embarrassed to be part of this TA. The worst ONC managers that came from PC are so paranoid about having a skilled Rep, that they actually harass them until they leave. Just look at the teams that have had a 100% turnover. HR doesn't even bother to drill deep into this mess. These same managers over-state the worth and accomplishments of these chosen ones to make themselves look good. It will take Pascal to force out these Primary care leaders and their chosen reps so that Oncology morale can perk up.
That stinks. I'm sorry to hear those former PC reps are not working out. Probably very embarrassing for you to see how they speak to the front office staff. They do have experience conversing with an actual HCP. Something you probably haven't done in years. Maybe they can teach you what that is like, if that opportunity ever presents itself. In the meantime, let others enjoy that over bloated salary you have experienced, many years for doing nothing all day. Good luck!
anonymous
Guest
anonymous
Guest
That stinks. I'm sorry to hear those former PC reps are not working out. Probably very embarrassing for you to see how they speak to the front office staff. They do have experience conversing with an actual HCP. Something you probably haven't done in years. Maybe they can teach you what that is like, if that opportunity ever presents itself. In the meantime, let others enjoy that over bloated salary you have experienced, many years for doing nothing all day. Good luck!
What is even more laughable than a family physician listening to a liberal arts major with 6 weeks of product training try to convince them that how they are treating their patients is wrong, is a liberal arts major conversing with an oncologist on the best treatment for their cancer patients.
anonymous
Guest
anonymous
Guest
What is even more laughable than a family physician listening to a liberal arts major with 6 weeks of product training try to convince them that how they are treating their patients is wrong, is a liberal arts major conversing with an oncologist on the best treatment for their cancer patients.
The only people dumb enough to show up and throw up. No science background needed in the US. In Europe and Latin America, Pharma Sales Reps are MDs or PharmDs.
anonymous
Guest
anonymous
Guest
You missed an important point! Most of the current PC reps were chosen for Oncology because they were FRIENDS of newly installed ONC leadership ( that were former PC leadership). There were many more immensely qualified reps that just didn't get the opportunity. The result is the same. PC reps have been shut out of this opportunity based on the failure of those that came via rampant nepotism. If you want to get into Oncology, you have to fight thru this nepotism that HR ignores!
anonymous
Guest
anonymous
Guest
What is even more laughable than a family physician listening to a liberal arts major with 6 weeks of product training try to convince them that how they are treating their patients is wrong, is a liberal arts major conversing with an oncologist on the best treatment for their cancer patients.
Let me know as soon as you actually talk to an oncologist. Your degree seems to paying off quite handsomely, considering you talk to no one all day.
anonymous
Guest
anonymous
Guest
You missed an important point! Most of the current PC reps were chosen for Oncology because they were FRIENDS of newly installed ONC leadership ( that were former PC leadership). There were many more immensely qualified reps that just didn't get the opportunity. The result is the same. PC reps have been shut out of this opportunity based on the failure of those that came via rampant nepotism. If you want to get into Oncology, you have to fight thru this nepotism that HR ignores!
True dat!
anonymous
Guest
anonymous
Guest
anonymous
Guest
I agree with the comments about ONC. Many of the CNS reps wanted to apply for ONC and were overlooked to those with ONC experience. Without knowing previous relationships and the face that were can learn and have the company culture the others no not have. I would leave too if I came from a Great Oncology Company to one that wants only those that are presumed better. My work ethic and ability to learn would have made me a loyal, strong and successful ONC rep. Now I just share with my ONC Nurse friends how AZ treats their people. It's about AZ and not the patient! Never has been! Good thing the doctors use what is best for the patient whether AZ or not.There are great and terrible reps in every division. Clearly you are self-absorbed. Why not try to lead and coach the folks on your team. That is what tenured/skilled reps usually do for their team. Another option is to leave... what's stopping you? What area do you work?
anonymous
Guest
anonymous
Guest
The first oncology reps were the result of luck and timing. Back in the late 80's and early 90's they had what was called a comprehensive care rep. This was the result of expanding the Zoladex franchise. Selection to this group was somewhat based on actual selling skills but geographic location also played a role. After some additional indications for Nolvadex they inluded Nolvadex along with Metastron for these reps. A while later they dissolved the comprehensive care position and kept a very few (about 60 nationally) as oncology reps. Over time it expanded to what it is now but they never were in harmony with the rest of the sales force-like Hospital. Many don't really do much but will sing their praises and are somewhat delusional relative to the talent they have.
The key to success with this company is to not critique anything, be a minority and kiss butt. Its also important to not have any interests other than being average. If you are big into collectivism of thought, have the ability to fold on moral issues and say yes to everything you will soon be in management.
Did you ever notice they never tell someone during role playing or selling simulations they did a poor job. Everyone gets a trophy and critical thinking is not taught or rewarded. Why do they have COE and a forced ranking system. They know sales results are non quantifiable so they have base their real decisions and staffing based on geographic location and whether you are a dullard that they can dangle a carrot in front of.
That being said it used to pay well for the effort put forth. If you were smart enough to address it in that fashion, a means to an economic end, you might have done well financially ( assuming you started in the early 80's). Good luck to all-the job is mind numbing.
The key to success with this company is to not critique anything, be a minority and kiss butt. Its also important to not have any interests other than being average. If you are big into collectivism of thought, have the ability to fold on moral issues and say yes to everything you will soon be in management.
Did you ever notice they never tell someone during role playing or selling simulations they did a poor job. Everyone gets a trophy and critical thinking is not taught or rewarded. Why do they have COE and a forced ranking system. They know sales results are non quantifiable so they have base their real decisions and staffing based on geographic location and whether you are a dullard that they can dangle a carrot in front of.
That being said it used to pay well for the effort put forth. If you were smart enough to address it in that fashion, a means to an economic end, you might have done well financially ( assuming you started in the early 80's). Good luck to all-the job is mind numbing.
anonymous
Guest
anonymous
Guest
The first oncology reps were the result of luck and timing. Back in the late 80's and early 90's they had what was called a comprehensive care rep. This was the result of expanding the Zoladex franchise. Selection to this group was somewhat based on actual selling skills but geographic location also played a role. After some additional indications for Nolvadex they inluded Nolvadex along with Metastron for these reps. A while later they dissolved the comprehensive care position and kept a very few (about 60 nationally) as oncology reps. Over time it expanded to what it is now but they never were in harmony with the rest of the sales force-like Hospital. Many don't really do much but will sing their praises and are somewhat delusional relative to the talent they have.
The key to success with this company is to not critique anything, be a minority and kiss butt. Its also important to not have any interests other than being average. If you are big into collectivism of thought, have the ability to fold on moral issues and say yes to everything you will soon be in management.
Did you ever notice they never tell someone during role playing or selling simulations they did a poor job. Everyone gets a trophy and critical thinking is not taught or rewarded. Why do they have COE and a forced ranking system. They know sales results are non quantifiable so they have base their real decisions and staffing based on geographic location and whether you are a dullard that they can dangle a carrot in front of.
That being said it used to pay well for the effort put forth. If you were smart enough to address it in that fashion, a means to an economic end, you might have done well financially ( assuming you started in the early 80's). Good luck to all-the job is mind numbing.
Data is manipulated prior to being pushed down to a district level. RSDs have liberty to reward those they choose to reward and punish those that question their intentions and incompetence.
Read a post about competitive data not matching COE ranking data. I too have been privy to such data. It is criminal what some RSDs do at AZ.