Pro: My territory is in one of the states where mid-levels can only prescribe CIII’s so I’m always at the top of the rankings making the majority of the bonus. I look like a king and I’m not knocking myself out like everyone else. Cons: If they restructured and took away the one size fits all film count goal and made all of us in OK, TX, LA and GA work to achieve a percentage increase based on our previous quarter’s growth let’s be honest we’d all be screwed. So I’m a big fan of forced rankings on an uneven playing field because it works to my benefit.
Tough to believe there is no percent growth factor for IC. People hitting goal with single digit % growth and others missing out because they’re in a low volume territory with high % growth. And y’all wonder why there are more vacant territories with each weekly report!
Thankfully many good companies are currently hiring. Now is the time to apply if you want to be paid fairly.
One upfront rep clearly defines some of the issues with the unintended bias of Forced Rankings and uneven state laws regarding mid-levels prescribing CII, CIII. If you are in the lucky states, you are sitting pretty. If you are in a state with no restrictions on NP, PA....you have major obstacle that could cost you your job. The job of selling opioids is hard enough as is, why add to the level of difficulty by working in a state where you are at a major disadvantage to other territories. Look before you leap!
Management and the home office’s inability to set realistic film counts is costing them in more ways than one. Talent and lost sales because of reps pacing themselves. With the favorable CIII only prescribing guidelines in those states, the reps in TX, OK, GA and LA are not delivering the results that they could be delivering on Belbuca for BDSI. Shame on management for not realizing this. Based on the territory trends for Belbuca in those states for example if I am capable of delivering an increase of 25,000 this quarter over last and I am only delivering above the bare minimum plus some at 9,000. I’m actually costing the company. Why because I want to pace myself don’t want to blow out my goal. This is the reason management should create individual film goals for each territory. That’s when you will see who the real sales people are in this company. No wonder our stock has been DOWNGRADED to a SELL!
Shhhh, the team in charge here isn’t smart enough to figure that out. Don’t ruin it for us reps in Oklahoma, Georgia, Texas and Louisiana. Why do you think we’re all still at this shit hole of a company?
2 weeks into Q3 and no mention of what goal is or when bonus plan will be announced. They lowered total bonus by 30% from Q1 to Q2 while more than doubling the goal. I can’t wait to see what they roll out!
They really know how to motivate us! Just when when we thought BDSI couldn’t shaft us anymore on bonus they did and they will find a way to do it again. Money is tight and they haven’t figured out how to fund the bonus pool for Q3. O’Donnell and Sirgo need to stop using BDSI as their personal ATM it’s killing the company.
I have lost faith in the leadership of this company. I also believe they treat the sales force very poorly. I made this company a lot of money and in return they messed with my bonus to their benefit. Enough is enough. I have made the decision to move on this sinking ship. Good luck to everyone who has the ____ to continue to put up with all abuse.
Never work for a pharma company that has stack rankings because the variables in this industry are too great, across territories. Insurance, access differs too much to have stack rankings. Other industries, maybe that is different, but again, in this industry no.
Home office grunt here. This is one of the many reasons we can’t keep reps. Our % turnover is double digit. The stock price is like an out of control rollercoaster. BB growth is slowing because of the clarification by the CDC on the guidelines. Our OIC drug acquisition was a bad decision. $50M cash on hand. Spend $30M on the rights for a me too OIC drug that is yields less than $7M in sales annually. That might answer the question about bonus, bonus payouts and unrealistic film counts. The unrealistic film counts are also used as a hammer to get rid of some of you guys. Document and hire a good lawyer because our HR and management doesn’t have a leg to stand on. They and the area sales directors fly by the seat of their pants when it comes to HR issues. Eventually someone is going to have their day in court with Biodelivery Sciences International and Scott and the boys are going to have to answer to a court of law.
