2. OBJECTIVES
Job Description
Supervisor Duties
Medical Reps Duties
Field Visits Types and their Values
Controlling and Evaluation
3. 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
4. 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
5. 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
6. 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
7. 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
8. 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
9. 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
10. 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
11. 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
12. 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
13. 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
14. 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
15. 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
16. 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
17.
18. 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
19. 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
20. 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
21. 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
22. 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
23. 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
24. 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
25. 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
26.
27. 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
28. 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
29. 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
