med group CSC job - good or no?

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anonymous

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In the final stages of the interview process. Leaving a good job for this.. anyone care to share details? Work/life balance? Expected variable comp and % of reps hitting plan? Difficulty of closing large systems? Any details that they don't tell you in the interview process are helpful! Thnx
 












if you have a good job I would highly recommend not leaving. While the work life balance is decent along with benefits the upper level management has little understanding of what a day in the life of a csc or med group truly is.

If you are interviewing for med group be sure to ask how many pathways have been implemented within hospital systems and I mean truly been implemented. If they tell you anything over 0 then they are lying because none have been. Top med group in 2015 implemented no pathways but got am ENT group ordering. PM who is apparently over but not responsible is not well liked within the team itself. He is a homer that walks around with a big stick because he is affiliated with MZ.

CSC average commish was down in 2015 compared to 2014. They talk of rewarding the top performers with an accelerated bonus once you hit 110%. I believe only 3 -5 ended year over 110. They are truly trying to pay less to reps.
 






if you have a good job I would highly recommend not leaving. While the work life balance is decent along with benefits the upper level management has little understanding of what a day in the life of a csc or med group truly is.

If you are interviewing for med group be sure to ask how many pathways have been implemented within hospital systems and I mean truly been implemented. If they tell you anything over 0 then they are lying because none have been. Top med group in 2015 implemented no pathways but got am ENT group ordering. PM who is apparently over but not responsible is not well liked within the team itself. He is a homer that walks around with a big stick because he is affiliated with MZ.

CSC average commish was down in 2015 compared to 2014. They talk of rewarding the top performers with an accelerated bonus once you hit 110%. I believe only 3 -5 ended year over 110. They are truly trying to pay less to reps.
 








if you have a good job I would highly recommend not leaving. While the work life balance is decent along with benefits the upper level management has little understanding of what a day in the life of a csc or med group truly is.

If you are interviewing for med group be sure to ask how many pathways have been implemented within hospital systems and I mean truly been implemented. If they tell you anything over 0 then they are lying because none have been. Top med group in 2015 implemented no pathways but got am ENT group ordering. PM who is apparently over but not responsible is not well liked within the team itself. He is a homer that walks around with a big stick because he is affiliated with MZ.

CSC average commish was down in 2015 compared to 2014. They talk of rewarding the top performers with an accelerated bonus once you hit 110%. I believe only 3 -5 ended year over 110. They are truly trying to pay less to reps.
 








if you have a good job I would highly recommend not leaving. While the work life balance is decent along with benefits the upper level management has little understanding of what a day in the life of a csc or med group truly is.

If you are interviewing for med group be sure to ask how many pathways have been implemented within hospital systems and I mean truly been implemented. If they tell you anything over 0 then they are lying because none have been. Top med group in 2015 implemented no pathways but got am ENT group ordering. PM who is apparently over but not responsible is not well liked within the team itself. He is a homer that walks around with a big stick because he is affiliated with MZ.

CSC average commish was down in 2015 compared to 2014. They talk of rewarding the top performers with an accelerated bonus once you hit 110%. I believe only 3 -5 ended year over 110. They are truly trying to pay less to reps.
 






if you have a good job I would highly recommend not leaving. While the work life balance is decent along with benefits the upper level management has little understanding of what a day in the life of a csc or med group truly is.

If you are interviewing for med group be sure to ask how many pathways have been implemented within hospital systems and I mean truly been implemented. If they tell you anything over 0 then they are lying because none have been. Top med group in 2015 implemented no pathways but got am ENT group ordering. PM who is apparently over but not responsible is not well liked within the team itself. He is a homer that walks around with a big stick because he is affiliated with MZ.

CSC average commish was down in 2015 compared to 2014. They talk of rewarding the top performers with an accelerated bonus once you hit 110%. I believe only 3 -5 ended year over 110. They are truly trying to pay less to reps.
 






if you have a good job I would highly recommend not leaving. While the work life balance is decent along with benefits the upper level management has little understanding of what a day in the life of a csc or med group truly is.

If you are interviewing for med group be sure to ask how many pathways have been implemented within hospital systems and I mean truly been implemented. If they tell you anything over 0 then they are lying because none have been. Top med group in 2015 implemented no pathways but got am ENT group ordering. PM who is apparently over but not responsible is not well liked within the team itself. He is a homer that walks around with a big stick because he is affiliated with MZ.

CSC average commish was down in 2015 compared to 2014. They talk of rewarding the top performers with an accelerated bonus once you hit 110%. I believe only 3 -5 ended year over 110. They are truly trying to pay less to reps.
 






what do you mean by pathway? I understand what you mean when you say that management doesn't understand a day in the life. They admitted this in the interview process.. a work in progress, experimental, etc etc.

Here's what I don't understand about the comp plan: is it realistic to believe that I can walk into a territory with it operating at say 95% and begin getting paid immediately or is this something that will truly not pay a singe dollar above base salary until I personally close some new business? Just trying to get a feel for how long it will take to ramp up the earnings...

I'm not too worried about the fact that nobody is over 110% - I think that's the case in at least half of the sales organizations out there. What's an average - 90%??

Does the work that the CSC does feed into the revenue for med group? I guess what I'm asking is that if the CSC gets a physician group ordering (not a hospital) then do I get paid on it?

Give me more details... This job is tricky to figure out.
 






anonymous said:
what do you mean by pathway? I understand what you mean when you say that management doesn't understand a day in the life. They admitted this in the interview process.. a work in progress, experimental, etc etc.


(Not at this level. Some district managers do not even ride with reps.)

Here's what I don't understand about the comp plan: is it realistic to believe that I can walk into a territory with it operating at say 95% and begin getting paid immediately or is this something that will truly not pay a singe dollar above base salary until I personally close some new business? Just trying to get a feel for how long it will take to ramp up the earnings...

(Long answer short med group has a target of 2800 new profiles for the year on top of maintaining base. Good luck with that. Csc. Depends on if you are established or expansion. They bumped the criteria from 12500 profiles for 2015 to 20000 for 2016 which is a huge jump. Remember this test is only covered once per year so practically all profiles are new. At 95 you will earn commish but that also depends. If base falls below 80 no pay on established but do get paid on any new.


I'm not too worried about the fact that nobody is over 110% - I think that's the case in at least half of the sales organizations out there. What's an average - 90%??

(The point is that they are intentionally trying to pay reps less. Paying less at say 105 than last year by dangling carrot at 110 knowing that only a few hit 110 is not very motivating.)

Does the work that the CSC does feed into the revenue for med group? I guess what I'm asking is that if the CSC gets a physician group ordering (not a hospital) then do I get paid on it?

(This is where the joke of med group is. It's different in districts. Some med groups split accounts 50/50 and some do not. These splits are pre determined so if csc gets a big office ordering than med group gets no pay in it. If csc gets group affiliated with hospital ordering more and account is split then yes med group benefits.

It's the 17th of February and we have not received our goals yet not have we been told if we are expansion or established. Is that common in the industry?

Give me more details... This job is tricky to figure out.
Click to expand...

They make it tricky. They want yes men and women. I would guess that you have been in the military?
 






anonymous said:
what do you mean by pathway? I understand what you mean when you say that management doesn't understand a day in the life. They admitted this in the interview process.. a work in progress, experimental, etc etc.


(Not at this level. Some district managers do not even ride with reps.)

Here's what I don't understand about the comp plan: is it realistic to believe that I can walk into a territory with it operating at say 95% and begin getting paid immediately or is this something that will truly not pay a singe dollar above base salary until I personally close some new business? Just trying to get a feel for how long it will take to ramp up the earnings...

(Long answer short med group has a target of 2800 new profiles for the year on top of maintaining base. Good luck with that. Csc. Depends on if you are established or expansion. They bumped the criteria from 12500 profiles for 2015 to 20000 for 2016 which is a huge jump. Remember this test is only covered once per year so practically all profiles are new. At 95 you will earn commish but that also depends. If base falls below 80 no pay on established but do get paid on any new.


I'm not too worried about the fact that nobody is over 110% - I think that's the case in at least half of the sales organizations out there. What's an average - 90%??

(The point is that they are intentionally trying to pay reps less. Paying less at say 105 than last year by dangling carrot at 110 knowing that only a few hit 110 is not very motivating.)

Does the work that the CSC does feed into the revenue for med group? I guess what I'm asking is that if the CSC gets a physician group ordering (not a hospital) then do I get paid on it?

(This is where the joke of med group is. It's different in districts. Some med groups split accounts 50/50 and some do not. These splits are pre determined so if csc gets a big office ordering than med group gets no pay in it. If csc gets group affiliated with hospital ordering more and account is split then yes med group benefits.

It's the 17th of February and we have not received our goals yet not have we been told if we are expansion or established. Is that common in the industry?

Give me more details... This job is tricky to figure out.
Click to expand...

They make it tricky. They want yes men and women. I would guess that you have been in the military?
 


















I'd say so if the base number is over 80% then you would start making commish. I believe only 1 or 2 med group ended year over 100 for 2015. I believe most were in the 80-90 if not mistaken.
 






Depends on if base number or month is above 80%. If so then yes, if not then your out of luck until you get the total number above 80. Its a rolling average. I believe most med groups ended anywhere from 80-90 last year. 2 or 3 were above 100. There has been high turnover. They originally promoted from within and most soon left within a year after seeing how disorganized it is. You stated you are in a good job. Why leave?
 


















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