New Goals

[anonymous]

I can say with 100% certainty that the order was given from our rich boy CEO to start the firing process of the bottom 10% of each region...which would account for 30% of the sales force. I know of several people that have been placed on PIPs, and given until Feb 14th to grow to a certain percentile of the sales force. I know several people have taken the severance that's being offered when the RSM places you on the PIP. I was put on a PIp and offered 1 month to find a job with pay. It's complete bullshit that they are doing this 6 months into a launch...not to mention a launch of a C2 ER opiate...and the launch of a company. Doctors are getting away from using these meds. A major paradigm shift is happening as we speak. The CDC guidelines are real,and docs are taking them seriously as they should. They don't want to lose their license to practice. I've heard that one RSM in the south put half of his team on PIPs back in November and pitched it at the managers meeting. Now it's a direction from the CEO to put them on PIPs and to have them wrap up around February 14th so the CEO can make a decision on the lay off. I've heard most people are taking the severance because they don't feel they can meet to criteria of the PIP. I'm on the west coast and have heard of several PIPS since the last managers meeting. I know that two Tennessee reps have quit and taken severance and several more on the west coast.
Maybe if the upper management had any pain market experience they would know that it takes time for these meds to take off. It's bullshit that they hired these good sales reps and pretty much set them up for failure...then make them 100% responsible for things out of our control. We invested a lot into this company. Many of us left other positions because of the promise to be a different company and to launch Xtampza with integrity. I would have never left my current employer to work for this company if I knew they were going to be so quick to ruin people's lives 6 months into a launch. It sucks to be laid off and many people depend on the money and live paycheck to paycheck. It's almost like they could care less. Our CEO has a history of selling companies when the margins become small...it's no secret that we are performing well below what he wanted us to. If you get rid of 30% of the sales force..that's a lot of money they won't be paying in salaries anymore. It's scary what is happening and I can only hope that the reps that are being put on these plans are calling HR to say it's not right at the very least. I feel like if the sales reps that are let go stick together and fight it...they might have a good case against this company. There is no way that someone should be fired this soon into a launch. Usually managers tell you that you've got 6 months to a year until you're expected to make an impact in your territory...and that's with existing medicines. I heard that when you accept the severance you also sign a waver that you will not/can not retaliate in any way. Wonder what would happen if you refuse the severance and don't agree to sign the separation agreement?

It's a jungle out there! This market has changed so much the last 2 years and with all that is changing, for a company to start putting reps on pips and firing them 6 months into a launch tells me that the company doesn't understand the market they are selling in and have big pharma/investor expectations that are not realistic! Setting a sales forecast based on other longacting opioids and how they have performed is setting a company up for failure. The pain market is shrinking, doctors don't want to prescribe, pharmacies don't want to order even opioids with ADF's, the DEA is controlling the wholesalers and decreasing opioid availability by 30%, pharmacies are afraid to stock and dispense so they won't , the CDC is using Health care plans/ managed care to implement new guidelines that are limiting number of tablets and mg based on some random, low arbitrary morphine equivalent and the doctors have no choice but to cut back/stop prescribing schedule 2 opioids. What are they to do if the insurance won't pay and the pharmacies won't order??This market is dying and the sooner Collegium starts to realize that expectations to hit the forecast they have set are unrealistic the better. Bonus will be minimal for most due to inability to hit the ginormous quotas. People can and will leave when the heat gets turned up and people are forced to be aggressive and beg for prescriptions to save their job. This is not the kind of pressure anyone wants to work under and people will start resigning. Thought collegium was going to be a realistic and level headed company. Waiting to see what happens this quarter when few hit their goals.

 

[anonymous]

It's a jungle out there! This market has changed so much the last 2 years and with all that is changing, for a company to start putting reps on pips and firing them 6 months into a launch tells me that the company doesn't understand the market they are selling in and have big pharma/investor expectations that are not realistic! Setting a sales forecast based on other longacting opioids and how they have performed is setting a company up for failure. The pain market is shrinking, doctors don't want to prescribe, pharmacies don't want to order even opioids with ADF's, the DEA is controlling the wholesalers and decreasing opioid availability by 30%, pharmacies are afraid to stock and dispense so they won't , the CDC is using Health care plans/ managed care to implement new guidelines that are limiting number of tablets and mg based on some random, low arbitrary morphine equivalent and the doctors have no choice but to cut back/stop prescribing schedule 2 opioids. What are they to do if the insurance won't pay and the pharmacies won't order??This market is dying and the sooner Collegium starts to realize that expectations to hit the forecast they have set are unrealistic the better. Bonus will be minimal for most due to inability to hit the ginormous quotas. People can and will leave when the heat gets turned up and people are forced to be aggressive and beg for prescriptions to save their job. This is not the kind of pressure anyone wants to work under and people will start resigning. Thought collegium was going to be a realistic and level headed company. Waiting to see what happens this quarter when few hit their goals.

This comment is basically spot on. Everyone seems to understand this perfectly except a few that are cowering to the investors. We've known this in the field after month one when we were walking into brick wall after brick wall. Now...Its just a waiting game to see how much longer we can last. We simply can't survive if this trend continues.

 

[anonymous]

Who is setting the forecast? What are they basing it on? I don't understand !

 

[anonymous]

Where are you "prophets" getting all this "intel"? Company has been generous with adjusted quotas/IC targets. If you can't stand the heat in a startup, get out of the kitchen and go sell antibiotics.

 

[anonymous]

Much of what has been stated here is true, but much is not. We are at Feb 16 and there have not been layoffs as predicted. Many have left, that is true. But they are people who couldn't handle the pain space. It is certainly a challenge. We have a great product. We have great coverage. Pharmacy seems to be the biggest issue. The pain space challenges are REAL--lower CDC guidelines, a shrinking market. But the goals are realistic in Q1 and were realistic in Q4. I agree that senior management doesn't get it and tries to operate us with a primary care mentality. I definitely do not believe marketing knows what they are doing whatsoever and trade hasnt been as successful as they should've been. The number of dinner programs we are expected to do is beyond ridiculous. Reps are doing them to just check the box and few of them have any value. That money could be used in other places---fuel cards, rep salaries, better managed care contracts, etc. Pull through is the name of the game. The drug sells itself. Agreed-if you can't stand the heat, get out of the kitchen. There are plenty of people exceeding quota and making huge bonuses. Look how many just won Circle of Excellence. It's a good place to work. It isn't perfect. But neither was the job you left to come here. Show me that perfect pharma job and I'll go too, but be real. Same crap different company. I've worked for alot. There isn't one that's perfect.

 

[anonymous]

Much of what has been stated here is true, but much is not. We are at Feb 16 and there have not been layoffs as predicted. Many have left, that is true. But they are people who couldn't handle the pain space. It is certainly a challenge. We have a great product. We have great coverage. Pharmacy seems to be the biggest issue. The pain space challenges are REAL--lower CDC guidelines, a shrinking market. But the goals are realistic in Q1 and were realistic in Q4. I agree that senior management doesn't get it and tries to operate us with a primary care mentality. I definitely do not believe marketing knows what they are doing whatsoever and trade hasnt been as successful as they should've been. The number of dinner programs we are expected to do is beyond ridiculous. Reps are doing them to just check the box and few of them have any value. That money could be used in other places---fuel cards, rep salaries, better managed care contracts, etc. Pull through is the name of the game. The drug sells itself. Agreed-if you can't stand the heat, get out of the kitchen. There are plenty of people exceeding quota and making huge bonuses. Look how many just won Circle of Excellence. It's a good place to work. It isn't perfect. But neither was the job you left to come here. Show me that perfect pharma job and I'll go too, but be real. Same crap different company. I've worked for alot. There isn't one that's perfect.

The goals are not realistic. They just aren't. Huge bonuses?? Not reallly!

 

[anonymous]

Is anyone making their goals? I'm curious? Not in my area !

 

[anonymous]

Sells itself?
$1 Million per quarter?
Huh?

QUOTE="anonymous, post: 5822728"]Much of what has been stated here is true, but much is not. We are at Feb 16 and there have not been layoffs as predicted. Many have left, that is true. But they are people who couldn't handle the pain space. It is certainly a challenge. We have a great product. We have great coverage. Pharmacy seems to be the biggest issue. The pain space challenges are REAL--lower CDC guidelines, a shrinking market. But the goals are realistic in Q1 and were realistic in Q4. I agree that senior management doesn't get it and tries to operate us with a primary care mentality. I definitely do not believe marketing knows what they are doing whatsoever and trade hasnt been as successful as they should've been. The number of dinner programs we are expected to do is beyond ridiculous. Reps are doing them to just check the box and few of them have any value. That money could be used in other places---fuel cards, rep salaries, better managed care contracts, etc. Pull through is the name of the game. The drug sells itself. Agreed-if you can't stand the heat, get out of the kitchen. There are plenty of people exceeding quota and making huge bonuses. Look how many just won Circle of Excellence. It's a good place to work. It isn't perfect. But neither was the job you left to come here. Show me that perfect pharma job and I'll go too, but be real. Same crap different company. I've worked for alot. There isn't one that's perfect.[/QUOTE]

 

[anonymous]

Much of what has been stated here is true, but much is not. We are at Feb 16 and there have not been layoffs as predicted. Many have left, that is true. But they are people who couldn't handle the pain space. It is certainly a challenge. We have a great product. We have great coverage. Pharmacy seems to be the biggest issue. The pain space challenges are REAL--lower CDC guidelines, a shrinking market. But the goals are realistic in Q1 and were realistic in Q4. I agree that senior management doesn't get it and tries to operate us with a primary care mentality. I definitely do not believe marketing knows what they are doing whatsoever and trade hasnt been as successful as they should've been. The number of dinner programs we are expected to do is beyond ridiculous. Reps are doing them to just check the box and few of them have any value. That money could be used in other places---fuel cards, rep salaries, better managed care contracts, etc. Pull through is the name of the game. The drug sells itself. Agreed-if you can't stand the heat, get out of the kitchen. There are plenty of people exceeding quota and making huge bonuses. Look how many just won Circle of Excellence. It's a good place to work. It isn't perfect. But neither was the job you left to come here. Show me that perfect pharma job and I'll go too, but be real. Same crap different company. I've worked for alot. There isn't one that's perfect.

I have been in the pain space for over 10yrs...sold the OC! Yes, it's changing and the regulations and guidelines are a challenge, but HCP's are still writing short-acting opioids much more than they should. While you are correct that no pharma company is perfect, I can say that if you find a product you are passionate about (take the money component out of it) and a solid organizational culture that facilitates autonomy and personal development it can be a great career move. i took a leap of faith and made the switch to biotech...couldn't be happier. Perfect, no. Regret not sticking with Collegium and the pain space, absolutely not. Best wishes to all and know if you have the talent you will and can land another opportunity if you're unmotivated in your current role.

 

[anonymous]

Do you regret the zero bonus and the huge shortfall we face?

 

[anonymous]

Reps aren't making bonus. There will be a mass exodus soon as people hit their 1 year mark.

 

[anonymous]

Even those who are doing very well aren't! Those who have done well got ridiculous quotas thrown at them and will barely make anything! This is not the way a company should treat the reps who are responsible for the success of their only product!

 

[anonymous]

it's ridiculous. One rep hits their quota of 120 and another hits their quota for 60 and both get paid the same bonus. This is not how small Pharma works. The rep with 120 has brought way more revenue to the company. Sorry, but that's plain shit.

 

[anonymous]

it's ridiculous. One rep hits their quota of 120 and another hits their quota for 60 and both get paid the same bonus. This is not how small Pharma works. The rep with 120 has brought way more revenue to the company. Sorry, but that's plain shit.

I agree. No volume component for the people bringing in the most business and no reward for people with a lot of prescribers already.

 

[anonymous]

it's ridiculous. One rep hits their quota of 120 and another hits their quota for 60 and both get paid the same bonus. This is not how small Pharma works. The rep with 120 has brought way more revenue to the company. Sorry, but that's plain shit.

And the rep with 50 prescribers has to get 6-10 new to get $1000 while the rep with 5 prescribers has to get 11-15 new to get $1000.
No reward for those who have already succeeded doing it. Frustrating!

 

[anonymous]

And the rep with 50 prescribers has to get 6-10 new to get $1000 while the rep with 5 prescribers has to get 11-15 new to get $1000.
No reward for those who have already succeeded doing it. Frustrating!

Amen to that. But I'll tell you guys this...nothing will happen to change this unless the sales force makes this known to upper management.

 

[anonymous]

it's ridiculous. One rep hits their quota of 120 and another hits their quota for 60 and both get paid the same bonus. This is not how small Pharma works. The rep with 120 has brought way more revenue to the company. Sorry, but that's plain shit.

I agree completely! This company is not rewarding those people who are bringing in the bacon !

 

[anonymous]

Couldn't agree more. I'm at the top of the rankings and made some serious cash for this company this quarter. And now my quota tripled. So now I'm supposed to work 3 times as hard to hit 100% and make a paltry $7500 if I can even hit it? The comp plan is not designed for reps to make money. It is designed solely for the company to overforecast. I cannot complain at all with what I made in bonus for first quarter, but I am certain I cannot triple my volume in a shrinking market. I have half of my targets prescribing, the other half I can't even access. Totally agree that this is not the way you treat your top reps who are producing and handing the company revenue. I'm at the point where I think--why should I stay? I'm somewhat confident in my ability to hit my tripled quota, but I'm not sure it's worth it for a $7500 bonus of which I will lose a third right off the top. The tripled quota significantly limits my ability to make the money I did in Q1--which is exactly what it's designed to do. If there were other jobs in my area to pursue, I would go find one with better bonus potential. But I'll be damned if I'm going to hand the company revenue and not be fairly paid for my efforts.

 

[anonymous]

Couldn't agree more.
Hopefully someone from management reads these and changes some things around in the upcoming IC plans.
It is very hard to stay motivated and upbeat in this market, there's many factors working against us.
We are trying to change the market with an innovative product, it would be a battle of David and goliath years ago... But now there's even more working against us.
I believe many reps came here hoping for more of a salary, but took the job due to the idea of a small and new company.
Home office needs to need to have our backs. Of course we want to generate revenue and see the company grow, but they need to be realistic about these goals.
I agree with the above poster, tripling a quota and having one rep get scripts in triple digits and another in double digits.... then paying them the same... not a great way to keep reps. They need to remember we are a small company and we would all like to grow together.

 

[anonymous]

Trust me when I say the leadership team is painfully aware of the problem, and is advocating--tirelessly--for change here. You're all appreciated. The current IC structure is obviously flawed from all angles. We have a fantastic product, and so many opportunities ahead. Please stay tuned.