The managed markets sales function within the pharma sector has risen dramatically in importance as payers' influence has ballooned. Defining a strong and clear career pathway in managed markets sales is an important part of driving results for this function. Yet, career path planning and management for this role is a major challenge in the pharma sector. Best Practices, LLC did this study to better understand how the managed market sales function is organized, including possible career path progression models, performance measurements, promotion eligibility requirements, and trends around other factors that improve engagement and performance. The study provides critical insights, reliable metrics, and trends data that managed markets leadership can use to evaluate and improve the structure, organization and career path planning program inside their organization's managed markets function.

1. BEST PRACTICES,
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Best Practices, LLC Strategic Benchmarking Research
Best Practices in Developing a
Structured Career Path for the Managed
Markets Professional

2. BEST PRACTICES,
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LLC
Table of Contents
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 EXECUTIVE SUMMARY 3-8
 Project Objectives & Methodology 3
 Key Findings 4
 Participating Companies 5-8
 DETAILED STUDY RESULTS 9-33
 Department Size & Structure 9-20
 Measuring Staff Performance 21-23
 Describing Benefits & Compensation 24-26
 Employee Background, Credentials & Career Path 27-31
 Future Trends 32-33
 About Best Practices, LLC 34

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Topics IncludedStudy Overview
 Size and structure of the function
 Examples of career path models within
regional and national account
management roles
 Performance measurement and
evaluation factors
 Compensation and benefit differences
within job levels
 Job eligibility requirements
 Paths in and out of the managed
markets sales function
 Future trends and potential stumbling
blocks
Research Objective: This project was designed to
provide key insights and evidence-based
benchmarks for understanding employee
organization within the managed market sales
function, including possible career path
progression models, performance measurements,
promotion eligibility requirements, and trends
around other factors that improve engagement and
performance.
Methodology: Best Practices, LLC engaged
leaders from 11 healthcare organizations with
direct oversight of the national, regional and key
account managers in their managed markets sales
organization.
Research Project Objectives, Methodology & Results
Best Practices, LLC conducted this benchmarking study to identify best practices and potential
pitfalls when designing a career pathway for the pharmaceutical managed markets sales function,
with specific focus on people in individual contributor roles (e.g., account managers).

4. BEST PRACTICES,
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Universe of Learning: Participating Companies
Benchmark Class:
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This study included an impressive group of pharmaceutical companies ranging from fast-growing
biotechs to large global organizations. Respondent contributed data focused on their US managed
markets sales organizations.

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Department Composition- Auxiliary Staff Support Success
The majority of companies have dedicated approximately 15% of their managed markets
sales FTEs to management and operations. In general, the remaining employees are
allocated across individual contributor roles and positions dedicated to pull-through
efforts.
(n=11)
Q. Please estimate the percentage of your total group of Managed Markets employees in management, individual and
other roles.
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Department Size Breakdown
Management
(e.g., head of the
function)
Individual
Contributors (e.g.,
Account
Manager,
Account Director)
Other
75th Percentile 18% 84% 15%
Mean 15% 77% 8%
Median 15% 75% 7%
25th Percentile 14% 71% 1%
Others: Other positions include individuals in dedicated pull through roles, usually focused
on regional or national pull through efforts exclusively, as well as account support
(administrative) positions.

6. BEST PRACTICES,
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Regional Account Manager Career Path (Example 1)
Corporate Account
Manager I
•Performance
Evaluation
Corporate Account
Manager II
•Performance
Evaluation
Corporate Account
Manager III
•Performance
Evaluation and
Eligibility for
National
Account Role
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This participating company has 3 levels within the regional account structure. Individuals are promoted
from Corporate Account Manager I, Corporate Account Manager II and III after a minimum of 2 years at
each level, and minimum performance criteria is met.

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Evaluating Account Manager Performance
Evaluating the performance of managed markets account managers has always been a challenge,
especially because their successes are often reflected by access and not actual prescription volume.
Beyond mere sales performance, top companies are looking at strategic contracting objectives, market
share increases, covered products, rebate dollar usage and a variety of other measures.
(n=11)
Q. When evaluating staff for potential promotions, what performance factors are evaluated?
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Performance Evaluation:
36%
27%
45%
45%
45%
55%
55%
64%
64%
82%
0% 50% 100%
Other
Use of rebate dollars
Pull through of product sales
Percentage of products covered in their plans
Market share increases
Sales growth
Products given preferable formulary placement
Tenure in current position
Strategic contracting changes
Met or exceeded sales goals
Companies Measuring
this Performance
Indicator
OTHERS
• Consistent strong
performance in market
knowledge assessments
• Ownership of accounts
• Results from a bi-annual
feedback loop measuring
leadership and innovation

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About Best Practices, LLC
Best Practices, LLC is a research and consulting firm that conducts work based on the
simple yet profound principle that organizations can chart a course to superior economic
performance by studying the best business practices, operating tactics, and winning
strategies of world-class companies.
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Best Practices, LLC
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Chapel Hill, NC 27517
www.best-in-class.com
919-403-0251
best@best-in-class.com