Our raise, or lack there of, will be determined by our current salary. Not tied to performance. How is this possible?
And you think it was ever actually tied to performance. Bogus numbers are not performance Kissing you CTL's is not performance So you meager 2.5% increase has never been really tied to performance, it's all a sham as is this job
Get out now, pc will be gone end of 18'. There will be NO severance next round. If you have been here a loooong time take the severance now, that can easily be well north of 100k. Why hang on for the year that is left only to surrender big bucks? Some of you sound like abused spouses, you've endured enough torture, leave.
Correct, next year is a meager two weeks pay and unused vacation if you are severed. This will now model other big companies who legally don't need to provide these large packages. They still are required to give a 60 day WARN but the 2 weeks for every year worked will end. Imagine getting let go with say 6 weeks pay total, another way Mother will bite you in the rear and kick you out the door.
Typical lifer employee and bet you display your Merck awards on your wall, even the old 'awards for excellence'. In the real world you will eat, breathe and sleep work. Here at Merck, reps worry about going to the gym, volunteering at kids schools, vacationing and doing anything but work. Here in pharma fantasyland, you can get away with working a few hours a day and tend to your interests. As others have said, when you reenter the real workforce your time is watched and your are accountable, no farting around. No grifters either, not performing or screwing off? Fired, just as Donald would say.
Nothing at this joke of a company has EVER been tied to performance. They can't even measure our performance. Are you completely moronic? And if you think raises are your biggest concern right now, you absolutely are a complete moron.
I thought performance was a vox populi survey based upon popularity from your teammates? Then the sorority mother puts their spin and "differentiates" you from the rest of the "team". The job became a sham after the new commercial model. Old timers might even say much sooner. Either way- you've all been useful idiots to detail and conform to metrics and I wish you the best of luck once this ship has sunk. The smart ones have a plan B that is in effect.
This company is getting more creative in their ways to screw the sales force out of money. DCOs are telling reps that the goal of moving away from merit increases is to move everyone toward the average salary until everyone is paid the same. Socialism at its finest. Let’s give the reps that are “underpaid” more money, even if their performance is terrible. Let’s stop giving raises to reps that have been here a while and have consistently been top performers. They are getting paid too much. Well who is going to bring down Ken’s pay? The sales force is like a lemon and it is being squeezed to make KF’s lemonade.
The real scam are the hidden layers: NAE's ID's MAD' s These groups remain untouched, get high salaries, company cars and other perks. They simply don't leave their homes, otherwise known as the bathrobe brigade. Pork belly spending at its finest with no accountability. Merck will soon have no one in front of customers.
I remember the mandatory "diversity" training at Merck...the Socialism started a long time ago there, and it doesn't surprise me they are putting the "squeeze" on the rank and file rep... the company is a friggin' joke....Corporate welfare for the ridiculous layers of management and a big 'ol bank for Frazier (the affirmative action CEO) to pillage..
Manager from MRL here. Those DCOs do not understand math nor the intent of the overall salary increase policy. The intent is to move the average of aggregate salaries to the middle of the range. And since that midpoint in salary range also changes each year, it would be virtually impossible to get each person to the midpoint. The other minor point here is this was the intent set forth 2 or 3 years ago, and is nothing new.
So you just essentially said that the intention is to pay us all the same. Thank you for the clarification.
To your point, there are companies within our industry that routinely place reps on "plans" if a rep experiences a couple of quarters of not making quota. If their numbers don't come up, they are managed out. I can think of a couple companies from the past that used to do this - Warner-Chilcott was notorious for this! And in recent times there are smaller companies that routinely do this - Collegium did this a couple years ago, Keryx (a renal-focused company) does this, and Opko Renal (renal division of Opko Health) rid their sales force of the bottom 20% last year. When you work for companies such as those mentioned, you are concerned about hitting your sales goals not because you desire a nice quarterly payout, but because your job security depends on it!
Seems fair though. You're a sales rep, your job is to sell. If you are not meeting targets (but 80% of your coworkers are) then you are not doing your job. I've worked roles before where you are given 3 quarters to bring your numbers up. If they are below target for 3 consecutive quarters then you are let go.
Yes but there are many factors that can affect that outcome: your product not on Medicaid or another managed care plan, territory cut incorrectly with a closed hospital, teaching hospitals and many other factors.
Soon you can add Merck to your list. We will see these tactics employed here. Higher paid reps will be more worried about keeping their jobs than to bitch about a terrible raise. People not hitting the goals will be managed out quickly and replaced by cheaper labor.
