Book contents
- Frontmatter
- Contents
- Acknowledgements
- Introduction
- 1 Role
- 2 Performance Management
- 3 Territory and Market Knowledge
- 4 Joint Fieldwork
- 5 On-the-job Training
- 6 Managing Key Customers
- 7 Development of Weak or Underdeveloped Territories
- 8 Performance Counselling
- 9 Management of Vacant Territories
- 10 Induction of a New Medical Representative
- 11 Organising and Conducting Successful Meetings
- 12 Monitoring
- 13 Performance Appraisal
- 14 Managing People Productively
- 15 Interface with Marketing
- Postscript
- Appendices
13 - Performance Appraisal
Published online by Cambridge University Press: 26 October 2011
- Frontmatter
- Contents
- Acknowledgements
- Introduction
- 1 Role
- 2 Performance Management
- 3 Territory and Market Knowledge
- 4 Joint Fieldwork
- 5 On-the-job Training
- 6 Managing Key Customers
- 7 Development of Weak or Underdeveloped Territories
- 8 Performance Counselling
- 9 Management of Vacant Territories
- 10 Induction of a New Medical Representative
- 11 Organising and Conducting Successful Meetings
- 12 Monitoring
- 13 Performance Appraisal
- 14 Managing People Productively
- 15 Interface with Marketing
- Postscript
- Appendices
Summary
Performance evaluation is a continuous process. You need to do it at different intervals during the year. Depending on your organisation's policy it should be conducted on a quarterly or annual basis. Although the procedure may be to fill this report quarterly or annually, you need to evaluate your team members on a monthly basis. These monthly evaluations allow you to measure each person's sales and activities against the projections set jointly in the planning stage.
The quarterly and annual performance appraisal sessions will provide you with an opportunity to review what happened during the previous quarter year and plan for what needs to be done in the subsequent period. Though, performance appraisal is an important tool for salary revision its scope is much wider. Performance appraisal provides you with an opportunity to evaluate, coach and train your team members on a regular basis, on objective parameters.
The objectives of the performance appraisal session are:
the assessment of sales performances of the team members against the targets
the assessment of the implementation of the activities of the team members against the standards set in the beginning of the period
the assessment of the skills (related to sales, planning etc.) of the team members based on the observations made during joint fieldwork
the assessment of the knowledge (with regard to product and competition) based on the observations made during joint fieldwork
- Type
- Chapter
- Information
- Essentials of Pharmaceutical Sales Management , pp. 170 - 176Publisher: Foundation BooksPrint publication year: 2007