OBJECTIVES

Job Description

Supervisor Duties

Medical Reps Duties

Field Visits Types and their Values

Controlling and Evaluation

Medical Reps Job Description MAJOR RESPONSIBILITY:

Increase the sales and market share of company products

Standard, Attain 100% sales

Through :

1. Effective planning

2. Detailing

3. Selling activities

Medical Reps Job Description DUTIES AND RESPONSIBILITIES:

1. TECHNICAL:

a) Medical knowledge, physiology, pharmacology, diseases and therapy

b) Thorough knowledge of company products, mechanism of action, indications, dosing, contraindications, side effects, packaging and prices

c) understands competitor's products and can clearly differentiate our advantages based on the doctor needs and motives

Medical Reps Job Description DUTIES AND RESPONSIBILITIES:

2. PROMOTIONA AND SELLING:I. Directly responsible for the promotion and selling activities

using organized selling method to create demand for company products

II. Directing the maximum efforts in the proper implementation of professional selling by:

a) Pre-call planning to include reviewing notes, identifying the doctors’ behavior, recognizing the competition and using appropriate resources

b) Using the L.A.S.R. method (Listen, Ask questions, Size-up and respond) to deal with objections

Medical Reps Job Description DUTIES AND RESPONSIBILITIES:

2. PROMOTIONA AND SELLING:

III. Balancing interpersonal relationship building and the ability to gain commitment and recommendation of company products

IV. Running prescription survey during pharmacy call

V. Must completely cooperate in all programs and activities of the company:

a) Conferences

b) A.V. actions

c) Campaigns

Medical Reps Job Description DUTIES AND RESPONSIBILITIES:

3. BUSINESS MANAGEMENT & ADMINISTRATION:

I. Using effective territory management skills to include a route call list, that maximize company contact with high monthly call ratio

II. Conducting regular and proper coordination with distributors to ensure availability in all outlets and maintain rational stock level in the branches

III. Preparing itinerary for one cycle and discussing with supervisor about 7 days before the beginning of a detailing cycle

Medical Reps Job Description DUTIES AND RESPONSIBILITIES:

3. BUSINESS MANAGEMENT & ADMINISTRATION:

IV. Preparing daily report and weekly activity report that must include competitor’s activities

V. Keeping up-to-date territory and account records to be able to identify account business potential and current prescription patterns

VI. Keeping all work timetables, including attending meeting, doctor visits and submitting tasks

SUPERVISOR Job Description MAJOR RESPONSIBILITY:

Increase the sales and market share of company products

Standard, Attain 100% sales objectives

Through :

1. Effective leadership

2. Managing professional MSR

3. Effective planning

4. Detailing

5. Selling activities

SUPERVISOR Job Description ANALYSIS AND PLANNING:

Analysis and planning sales objectives

Establishing marketing plan and promotional cycle plan

Enhancing the sale plan for each district in his territory taking into account customer needs, potential and MSR effectiveness

Using monitoring systems to ensure compliance with the sales plan based on unit and value objectives for products

Assisting MSR in setting realistic goals & methods of achievement

SUPERVISOR Job Description FIELD ACTIVITY & MANPOWER DEVELOPMENT:

Preparing and setting developmental plan objectives

Reviewing and analyzing MSR itinerary, daily call plan, territory sales updates, trade analysis and market share. To ensure that the MSR is familiar with the business opportunity on assigned territory

Reviewing and observing MSR promotional activity based on the marketing plan and promotional cycle plan

Diagnosing MSR’s areas of improvement after series of observations

SUPERVISOR Job Description FIELD ACTIVITY & MANPOWER DEVELOPMENT:

Setting a developmental plans based on program agreed both by the MSR and Supervisor

Obtaining through the sales force and field visits competitive market data

Developing and maintaining business relationship with key customers

Ensuring the authorized distributors represent the company effectively

SUPERVISOR Job Description REPORTING:

Providing company management with appropriate information needed to make decision relating to sales and marketing

Providing field visit report and MSR developmental program updates

Providing business and competitive conditions

Ensuring all records are accurate and current on both doctors and personnel

SUPERVISOR Job Description EXPENSES CONTROL:

Working with MSR to monitor and control their budgetary compliance

Travelling expenses

Bills

Services

Outlets accounts

Matching the AM with their sales achievement and sales growth

SUPERVISOR Job Description SELF-DEVELOPMENT:

Be familiar with company policy and procedures and incorporate them into daily work routine

Consistently strive for improvement in general product and market knowledge

Complete at least one self-study skills improvement program per year

Have a written and personal goals and work towards achieving them

SUPERVISOR Job Description MAJOR REQUIREMENTS:

Must be company oriented

Must be good listener and willing to be a team player

Good organizational and leadership skills required

Must able to execute timely and accurate paperwork necessary for the job

Must have excellent time management skills

Must believe on change

FIELD VISITS THE AIM OF F.V.:

1. Size-up sales

2. Feedback

3. Keeping objections and complaints at minimal level

4. Defining areas of improvement

5. Training and developing personnel

6. Monitoring sales work process

7. Keeping people on the track

8. Catching opportunities

FIELD VISITS THE TYPES OF F.V.:

1. COACHING VISIT

2. EVALUATING VISIT

3. SUPPORTING VISIT

4. PUSH VISIT

5. CHECK VISIT

6. SPECIFIC TASK VISIT

FIELD VISITS COACHING VISITS:

Aim:

Enhancing MSR skills and organizing selling methods

Contribution:

Both MSR with Supervisor

Technique:

Do As I Do technique

Demands:

High awareness of selling and objections handling skills

Thorough knowledge of products and competitors

FIELD VISITS EVALUATING VISITS:

Aim:

To define areas of improvement to act

Contribution:

Both MSR and Supervisor

Technique:

Observation and analysis technique

Demands:

Good listening

High analyzing and interpretation skills

FIELD VISITS SUPPORTING VISITS:

Aim: Size-up sales and building trust with MSR and improve MSR

self-confidence

Contribution: Both MSR and Supervisor

Technique: Two way communication and interaction technique

Demands: Excellent Communications skills

Good Interactive detailing skill

FIELD VISITS PUSH VISITS:

Aim: Increasing sales and market share

Catching new opportunities

Building up and maintain Key accounts

Contribution: Supervisors

Technique: Interpersonal / commitment and recommendation technique

Demands: High performed selling and detailing skills

FIELD VISITS CHECK VISITS:

Aim:

Ensuring sales process on track and MSR perform their defined tasks matching with company requirement

Contribution:

Supervisor

Technique:

Job accomplished observation technique

Demands:

High ability of smart discovering and collecting information

FIELD VISITS SPESIFIC TASKS VSISTS:

Aim: Sales and market feedback

Solving problems

Contribution: Supervisor with or without MSR

Technique: L.A.S.R. technique (Listen, Ask questions, Size-up and

Respond)

Demands: Problem solving, negotiation and decision making skills

CONTROLLING Aim:

Ensuring that plans are being implemented properly

Process: Establishing performance standards

Created when objectives are set during the planning process

Measuring actual performance Supervisors collect data to measure actual performance to determine

variation from standard

Comparing Measured Performance Against Established Standards the acceptable variance - has to be established, Deviations or

differences that exceed this range would alert the supervisor to a problem

CONTROLLING Resources:

Reporting system

Written reports

Day by day call

Sales figure

Take Corrective Action: The supervisor must find the cause of deviation from

standard

If the source of variation in work performance is from a deficit in activity, then a supervisor can take immediate corrective action and get performance back on track

EVALUATION Evaluating individual work

performance is a form of control because it ties performance feedback to rewards and corrective actions

MSR evaluation is an on-going process

Assessment of job performance is shared with employees being appraised through one of several primary methods of performance appraisals