150? Haaaaaa

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BHBU is 87% to goal for S1 which is about 9,000 syringes short, great projections and territory goals CT. If each rep averaged 131 syringes I think it's safe to say you blew it. Hope you and HT get a great bonus for your outstanding leadership. Driving the Titanic straight down- kudos.
 






Sales Ops Guru said:
BHBU is 87% to goal for S1 which is about 9,000 syringes short, great projections and territory goals CT. If each rep averaged 131 syringes I think it's safe to say you blew it. Hope you and HT get a great bonus for your outstanding leadership. Driving the Titanic straight down- kudos.
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Hey there stinker. Does your mom or dad know you are on the computer pretending to be an adult. You better behave or there will be no snack tonight.... You silly willy you
 






Bottom line is, the right thing is not being done. If you don't want to pay people a bonus, then just say so. Why set the number so outrageously high that 2/3 of your sales force can't meet it? It is eerily quiet on this board and I know a lot of people, including me, who are submitting resumes and seeking out recruiters. Already about 10% of the sales force left and they weren't low performers.

One of my friends left and their territory shut down. They were in the top 75 and in the last 3 months, only 10 syringes since they quit. This is not an easy drug to sell and without constant presence and pressure on the offices, it just isn't a quick uptake.

DO THE RIGHT THING Amgen, restructure the bonus for semester 1 and pay the people for their work! AND make the bonus achievable for S2 for at least 70% of the sales force. Where is the bell courve?????
 






Anonymous said:
Bottom line is, the right thing is not being done. If you don't want to pay people a bonus, then just say so. Why set the number so outrageously high that 2/3 of your sales force can't meet it? It is eerily quiet on this board and I know a lot of people, including me, who are submitting resumes and seeking out recruiters. Already about 10% of the sales force left and they weren't low performers.

One of my friends left and their territory shut down. They were in the top 75 and in the last 3 months, only 10 syringes since they quit. This is not an easy drug to sell and without constant presence and pressure on the offices, it just isn't a quick uptake.

DO THE RIGHT THING Amgen, restructure the bonus for semester 1 and pay the people for their work! AND make the bonus achievable for S2 for at least 70% of the sales force. Where is the bell courve?????
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So for you, the "right thing to do" is pay bonus regardless of results. I really don't understand your thought process because I don't think there are any companies you're submitting resumes to or recruiters who will find you a job where you get extra pay for not meeting objectives. You BHBU people are a curious lot.
 






When 70% of the sales force doesn't meet the objective, the objective is bad. It doesn't take a genius to figure that out. 70% of the sales force SHOULD make a bonus, that is a good plan.
 






Anonymous said:
So for you, the "right thing to do" is pay bonus regardless of results. I really don't understand your thought process because I don't think there are any companies you're submitting resumes to or recruiters who will find you a job where you get extra pay for not meeting objectives. You BHBU people are a curious lot.
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Says the manager who is about to find out that they wont make shizzle based on their teams sorry performance to goal...ohhh and that they are out of a job because managing 5 reps doesnt justify their bloated salaries...
 






Kudos and here here!! No shizzle , get rid of the Mgmt. and put us even with the rest of the units, 10 reps per mgr. damn this stuff is way out of hand.



Anonymous said:
Says the manager who is about to find out that they wont make shizzle based on their teams sorry performance to goal...ohhh and that they are out of a job because managing 5 reps doesnt justify their bloated salaries...
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Anonymous said:
So what's your idea for a fair and equitable compensation plan and who have you presented it to?
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Set the goals 1 year post launch based on historical sales in the individual territory. Similar to the most recent sales contest. Hell, it doesn't take a genius to figure it out. Give us a goal of 50% of what we sold in q1 plus X% of Q2 sales(projected for time sake) for our Q3 goal. X could differ based on previous performance. High performing territories could have a lower growth number(X), whereas lower producing territories could have X=100%+.

Territory A. Highly managed territory, 80% managed medicare(advantage) and majority of patient lives must fail reclast prior to getting Prolia due to highly penetrated local HMO/PPO payors in local businesses. Have sold say....60 syringes this year(PA for every syringe) many denials.

Territory B. States of Florida and California...Not saying these reps are not talented because they are. Rep in territory B would probably sell more syringes than the rep in Territory A in that territory, but no way would they sell 250+ ytd.

Long and short...there is no fucking way these two territories should have the same goal and the worst part is CT knows it, hence the most recent sales contest... HE DOESNT GIVE a SHIT!
 












Anonymous said:
When 70% of the sales force doesn't meet the objective, the objective is bad. It doesn't take a genius to figure that out. 70% of the sales force SHOULD make a bonus, that is a good plan.
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So, a bonus comp plan should be designed to make sure a majority of the sales force gets paid regardless of whether the performance of the product is meeting the financial objectives necessary for the company. Another interesting perspective from you BHBU reps.
 






Anonymous said:
So, a bonus comp plan should be designed to make sure a majority of the sales force gets paid regardless of whether the performance of the product is meeting the financial objectives necessary for the company. Another interesting perspective from you BHBU reps.
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Its called your base salary- which is generous.
 






Bravo! Very generous compensation plan that includes the loaded Subaru, stock and other compensation. Not to mention the very, very limited hours spent actually working and unofficial perks of company gas in the family car and meals due to the lack of audits. Some northeast reps never miss a child's game or several hours of triathalon training during business hours. Divide the number of hours actually worked with just the base compensation.
 












wow...i thought Amgen would have been a better place to work. i was hoping to get in there as i am a specialty rep now in pharma but looks like i should reconsider! thanks guys!
 






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