Optimizing the Managed Markets Function: Compensation, Clinical Specialists and Staffing Levels

STUDY OVERVIEW

Commercial and government payers continue to extend their influence on the pharmaceutical sector. Consequently, the managed markets function also has grown in importance, with pharmaceutical organizations seeking innovative ways to optimize the role of managed markets.

Best Practices, LLC undertook this study to benchmark the compensation structure, the role of clinical specialists and staffing levels for managed markets functions within small and mid-sized pharmaceutical companies. Leading metrics in the study include the bonus structure of area directors and account managers, the role and activities of clinical specialists, and the average revenue supported per FTE in managed markets. The study will enable managed markets leaders to optimize the compensation structure and specialist staffing within their function.

KEY TOPICS

• Compensation
• The Clinical Specialist Role
• Staffing Levels
  

• Bonus structure for area directors and account managers
• Percentage of bonus structure tied to MBO and sales plan
• Additional perks for high-performers exceeding the bonus cap
• Clinical specialists supporting managed markets
• Reporting relationships for clinical specialists
• Average revenue supported per FTE in managed markets
• Average FTE allocation for various managed markets sub functions

• All participants noted that bonus targets for area directors and account managers focused on a combination of Management by Objectives (MBO) and sales plan attainment. The weighting of MBO vs. Sales Plan Attainment for account managers was approximately 50/50. For area directors, the weighting shifted closer to an average of 60/40 in favor of MBO.

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