1-800-VENT

Let me be the first. I am from the resp. inhaled team. The fist look at Q4 GEO came out today. I am so done.

Symbicort at 106%. Thinking I am kicking it. Look across to the new way to measure that took place in Q2 (IE: management changed the FSIP design after Q1-Not cool) and I am even at 100% now for Symbicort. A very unfair system comparing the entire country and all regions to each other. You think things can be done in Minn, Philly, New England and the Northwest like they can be in NY, down south, Texas and the like? The answer is of course not. If you are going to change the game because your analytics group aren't equipped to create real goals thus they need this safety net of national attainment, then do it like it used to be...by like neighborhoods. We are given goals, we exceed those goals and yet we don't. So fucking pissed.

It is so damn demotivating and once again career ladder will be just about be non existent in those areas previously mentioned since most will not be ranked in the top 20% nationally for 2 of the 3 or 4 years they need to be.
Oh and to hell with your PULSE survey.... What is stated above is all you need to know. FIX IT!

 

As someone that is kicking it (NYC), toughen up or move.

 

This whole metric system and company disgust me! I am beyond pissed and highly demotivated as well. The brand and fsip team really need to re-evaluate our whole performance and ranking system. I don’t get how we are supposed to be ranked against each other when we all have different business potential and managed care access. Reps are being managed out the company because they are not growing as fast as the nation but getting paid over 100% target payout each quarter. How the hell does that make sense?

I still don’t get how a manager can be in the running to win COE but not one representative in their district is in the running. Let’s even take it a step further, how can a RST or one of the Symbicort base rep be in the running for COE but none of the base representatives or the other base rep don’t win the trip. Aren’t we all selling Symbicort? How can you tell whose making the greatest impact in the territory? AZ your really need to create a fair and ethical system that fosters teamwork.

It’ll be interesting to see how the Symbicort Farxiga reps will affect the COE rankings now that they have Farxiga goals back in their call plan for QTR 4.

They can take that PULSE survey and shove it up their asses and include that stupid race car!!!!

 

You are being totally an ASSHOLE. If you can’t respect other opinions don’t reply. People jobs, careers and pockets are being affecting from this flawed system. I am certain many others feel the same way but won’t speak up because they know upper management doesn’t care.

I totally agree with the original poster the goal needs to need be FIXED.

 

What a great post and I hope someone from AZ reads it. There were a lot of great diabetes reps last year that were let go because of a downsizing based on performance. Many of these reps never had a chance based on their formulary coverage and access to physicians (Northwest, Northeast and midwest). AZ refuses to get into the game that our competitors do because they don't want to get farxiga put on formulary. Theoretically, they don't make enough money if they have to rebate in order to get on, but our competitors somehow do. However, this doesn't change the goals that are set. They base your goals off of a three month snapshot, but I find that hard to believe when your goals are raised almost 30% in one quarter and you have less than 50% coverage that there are smart people handling the situation. I know computers spit out the goals, but you would hope CBD's or DSM's would have enough foresight to adjust the goals when you have many territories that don't even have to leave their house and they will be in the top half of the sales force. My partners and I work out asses off and it doesn't even matter. Furthermore, there's nothing we can do about it.

 

CBD's and DSM's rarely adjust goals....very rarely. If it negatively affects a reps performance that rep has every right to go to HR and beyond stating they are being targeted, even if not the case. As a DSM, I NEVER adjust. Not worth it. And I agree with all the responses thus far except from the a-hole from NYC.

 

HR is the last place to go! Not all DSM are bad but you have some really crooked ones, especially the one in the NYNJ region. HR was informed of the shady behavior that was going on in the Jamaica territory with symbicort and bevespi last year, what do you think happened? HR covered it up. HR main objective is to protect the company not the people who work for the company. If it got out to the whole nation how the Queens district used those free vouchers with ONE doctor in the territory to boost their business it would be a major layoff and lawsuits for wrongful termination, especially for all the reps who wasn’t performing allegedly as fast as the nation. All those false scripts causes the National Attainment to be off, unnecessary reps falling into the bottom 20% and our most importantly our bonuses.

HR is the last place I would go!!!

 

Didn't this area also use paper samples like they were water when their computer based samples went to zero? And didn't that happen at such a level that it affected nationally the outlay moving forward?

And they constantly get recognized for their numbers regardless of the lack of ethics. Great message to send out AZ.

 

this Trx thing is bullshit! With Generics and T, shrinky dinky!

 

I heard about the overuse of paper samples but I am not certain if it’s the same district or area.

I also heard of the scandal. Yes the base reps and manager was constantly recognized and multiple COE winners for years. I wonder how the manager and reps feels knowing their unethical behavior is reckoning hardworking people lives. Once again AZ fails me...SMH

 

They feel no way. Both reps are no longer in the resp division, actually one left the company after being exposed for manipulating the system and the manager is no longer a top performing in the region. The Symbicort free card they were using was deactivated in the summer and they stop using the bevespi FTO after their secret strategy was out, interesting right!

 

I also hope someone from AZ reads this thread. This is absolutely outrageous and I also don't recall being notified that our performance plan was changed. I was quite confused when I saw the Oct Geo report the other day, the goal attainment almost 110%. I have never known Symbicort for one perform over 100% during the 3rd quarter, the summer months especially when the major cities that have the most volume (NYC. DC, Philly, New England) that doesn't have an asthma season. I find the goals to be unattainable and the national attainment inflated.

 

Some people are ranked at the bottom with poor formulary coverage. It's not fair. They should do neighborhoods. How can we ever climb the career ladder or keep our jobs for that matter?

 

Nothing about this division is fair. I don’t understand why neighborhoods were taken away. That’s whole point they don’t want to go move up. People are managed out this company for poor performance throughout the year. Look at the COE headcount in the January report and compare it to the Sept report. Now this the new set of reps that fall in the bottom 20 and will receive a 2 rating for 2019 and possible be managed out in 2020 if their still underperforming.

 

Worry Not. DB in Iowa will fix everything in Q1.

 

When we had neighborhoods, it was determined that wasn't fair either and that there were differences even within neighborhoods. AZ to their credit did away with all national and neighborhood comparisons and just said "if you perform well against your goal, you will get paid as such", as it should be. Then Q1 happened and AZ paid out more than budgeted. So they needed a solution so analytics can not be held accountable to setting objectives well based on historical precedent. So as has already been stated, you live in difficult areas, you are screwed. A 3 in those areas is a moral victory. Sad to say.

 

The Louisville Wolfpack loves their DSM! Arooooooo! We are in the top 5% again this year! Aroooooo!

 

We need to go back to when we were grouped into markets (mixed markets, progressive markets). When we were in markets we competed against similar territories designs which included managed care access, volume and opportunity of growth. It’s not fair that teams with 50% share or more, who are actually keeping the lights on for the company can grow their territory as much as territory with a 25% share or fair for a territory with limited manage care access can grow as fast as the nation’s growth. The FSIP team really need to get a performance plan that benefits all. It’s very unfair to watch people be let go, be placed on plans and receive a 2 rating because they fall at the bottom of a damn report.

 

The best plan was what was already in place last year and Q1. Be judged by your own historical individual goals. No national attainment number figured in. Look at Oct. Symbicort rocked it and yet people who were 105% or even better look like crap because nation was at 109%. Very demotivating....and think of this, you finish above goal yet will be pushed down the old COE rankings with the possibility of a 2 even though you beat your goal. That is just F'd up.

 

Historical performance with NO national attainment would be the best. Completely forgot about that incentive plan. The only problem I foresee with this one is when an state or area losses or be added to preferred status of a managed care plan that business opportunity needs to be removed or added. The whole COE program needs to go. They should just give the top 25% of the sales force an additional bonus for amount of money they pay out for that dumbass trip. That would be about a 15k bonuses split amongst the top 200 performing teams. People that are going on the trip can’t even explain anything different they did to move their business, better yet they can’t explain how they are on the report.