Group Members & Visit to Pfizer documents information about 4 group members and provides an introduction and history of Pfizer. It describes Pfizer's sales hierarchy and evaluation process in Pakistan. Pfizer evaluates sales representatives quarterly based on KPIs like sales targets, calls, and skills. Compensation includes salary, incentives, awards, and benefits like vehicles, insurance and leave. The document recommends improving Pfizer's 360 degree evaluations and incentive policies.

2. Group Members & Visit to Pfizer
• Noshad Latif (Student ID - 10060)
• Zeeshan Valliani (Student ID - 12543)
• Muhammad Kashif (Student ID - 11017)
• Muhammad Asim Hayat (Student ID - 11084)

3. Introduction – Timeline
19th century:
• Founded in 1849, Pfizer is named after German-American cousins
Charles Pfizer and Charles Erhart.
• Produced an antiparasitic called santonin.
• Production of citric acid kick-started Pfizer's growth in the 1880s.
20th century:
• World War I caused a shortage of calcium citrate
• Production of citric acid from this source in 1919
• Mass production of Penicillin during World War II
• The discovery and commercialization of Terramycin
(oxytetracycline) by Pfizer in 1950
21st century:
• Pfizer has recently grown by mergers, including those with
Warner–Lambert (2000), Pharmacia (2003), and Wyeth (2009).
• world’s largest research-based pharmaceutical company.
• Pfizer has nearly 90,000 employees in more than 90 countries.

4. Introduction – Pfizer
Vision: “Working together for a healthier World.”
Mission: Our mission is to apply science and our global resources to improve health and
well-being at every stage of life.
In Pakistan:
• Pfizer first set its foot in Pakistan in the 50s and worked with a local distributor through
the early 60s.
• On 8th of September 1961 Pfizer, established its manufacturing facility in Pakistan by
acquiring another incorporated pharmaceutical company.
• Today, Pfizer as a group is at number 3 in the local market.
• Pfizer-Parke Davis launched New division to address supply of affordable medicines

5. Sales Hierarchy
Country Manager
Director Sales
National Sales
Manager (1)
National Sales
Manager (2)
National Sales
Manager (3)
Regional Sales
Manager
District Field
Manager
Senior Executive
PSR
Executive PSR
Senior Sales
Respresentative
Professional Sales
Representative
National Sales
Manager (4)
Reports to Manager Asia
80 RSM

6. Sales Department
• The main objective of the Sales
department at Pfizer is to implement
marketing strategies in such a manner
that revenues are generated in order to
achieve set organizational goals.
• The country has divided Pakistan into
three geographic regions for the sales
operations; these divisions are
supervised by the Regional Sales
Manager.
i. Karachi Region
ii. Multan Region
iii. Lahore Region
iv. Rawalpindi Region

7. Sales Department
• The total number of Sales Force of Pfizer
in Pakistan is around 600 while 100 of
them are in Karachi.
• The company has a separate Head Office
Sales team in addition to regional teams.
• Each sales person has to cater a minimum
of 10 calls in a day.
• Every PSR has a laptop with internet
connection and software application
where they record every sales related
information.

8. Sales Team’s Evaluation

9. Sales Evaluation
• Pfizer believes that to retain the best talent,
they must reward talented and dedicated
individuals who deliver excellent results.
• The company has introduced both monetary
and non-monetary rewards and incentives.
• The company evaluates its Sales Force on
regular basis through Field Sales intelligence
software that has well-defined parameters to
measure Sales Force performance.
• The Sales Force at Pfizer is evaluated every
quarter for several incentives that include
Cash Prizes.
• Salary increments depends upon the
evaluation of the Sales Force.

10. Key Performance Indicators (KPIs)
Sales Team at Pfizer is evaluated on the
following performance indicators:
• Sales Target
• Number of Sales Calls
• Daily Reports
• Reach and Frequency
• Management Information Systems
• Knowledge Areas: Product, Disease,
Competition
• Selling and Soft Skills

11. Sales Evaluation (Cont.)
• Pfizer Pakistan adopts 360 degrees evaluation strategy
in which each sales force is evaluated by his superiors,
juniors and peers.
• The major part of evaluation consists of reviewing
employee’s performance against determined KPIs and
pre-set objectives.
• The PA cycle is basically divided in 4 major areas; these
areas are further divided in 9 steps. Cycle runs round
the year for each employee.
• PA cycle runs for each particular year, which means that
the PCP of 2013 will not be impacted by the PCP of 2012
of that employee. Yearly targets are set and monitored.
Performance Appraisal

12. Sales Evaluation (Cont.)
Phases and Steps in Performance Appraisal Cycle:
• Goal Setting Phase (Beginning of year)
• 1.) Employee Draft Goals
• 2.) Manager Approve Goals
• Interim Review Phase (Mid Year)
• 1.) Employee Interim Review (Employee rate his/her own
performance)
• 2.) Manager do the half yearly review (Manager high
light/review the performance of the employee)

13. Sales Evaluation (Cont.)
Phases and Steps in Performance Appraisal Cycle:
• End of Year Phase
• 1.) Employee review his/her full year Performance
• 2.) Manager review Employee’s full year Performance
• 3.) Manager of Manager (Skip level/WL3) review and rate
employee performance
• 4.) Manager Sign Off
• 5.) Employee Sign off

14. Sales Evaluation (Cont.)
Phases and Steps in Performance Appraisal Cycle:
• There is a midyear review on PCP where the
supervisors evaluate their sub ordinates, tracks the
progress with reference to the initial goals.
• At the end of a year again the PCP is closed on the
same document and entire year progress is
documented. All KPI’s, all goals etc are measured and
then a rating is awarded. On the basis of that rating
employees are assigned an increment.

15. Sales Evaluation (Cont.)
Field Sales Report is prepared at Pfizer through
specially designed Intelligence software which is
used by each sales representative to record
information. A field sales report is devised to serve
various purposes such as:
• Call Report or Progress Report
• Expense Report
• Sales Work Plan
• New Business Report
• Adverse Event/ Complaint Report
Sales forces is evaluated quarterly for incentives
based on the results of this report.
Field Sales Report

16. Sales Evaluation (Cont.)
Like many other organizations, Pfizer also has a rating
scale of 1 to 5 where the Line managers rate the team
members based on performance against:
1.) Sales Targets
2.) Job Fundamentals, and
3.) SOL Behaviors (Standard of Leadership)
Budget is allocated to each manager to disperse that
budget into its employees as per the performance.
Once the rating is finalized by the LM, they put it in an
online tool for measuring the increment of the
employee.
Performance Rating Procedures

17. Sales Evaluation (Cont.)
• Personal Career Plan (PCP) is another tool for setting up
long term development plans for employees.
• PCP helps in measuring that how well employees are
doing with their long term development plans
• Pfizer thinks that that it is important to tell Sales forces
about what is been expected from them and What
should they do in order to meet Sales targets and
develop themselves for higher positions within the
organization.
Personal Career Plan (PCP)

18. Sales Team’s Compensation

19. Compensation
• Pfizer make sure that whatever they offer as compensation and
benefits should be market competent.
• A simple process of compensation
• Normal salary and incentive program.
• No Yearly Bonus.
• There is an annual increase of salary which is established
considering employee performance and inflation rate of the
country.
Incentives Salary

20. Compensation (Cont.)
Incentives Program
• Individual performance
• Team performance.
• Quarterly incentives
• Annually incentives.
• Performance of the sales representatives.

21. Compensation (Cont.)
Awards/ Motivation
• Annual competition awards are also awarded to best
performers
• Awards range from 40k to 500k.
• Group discussions are also carried out to appreciate team
members for their efforts.

22. Compensation (Cont.)
Perks/Benefits
• All sales representatives have Motor Bikes
• Sales managers and above have company maintained cars.
• Insurance of employees has been done.
• Separate laptops have been given to all sales representative and
managers.
• Medical Assistance
• Leave fare assistance is given to the sales team.
• Paid leaves are part of the package of the sales force.

23. Compensation (Cont.)
Honda CD 70
•Professional Sales Rep
•Senior PSR
Honda 125
•Executive PSR
•Senior Executive PSR
Cultus
•District Field Manager
•Regional Sales Manager
XLI •National Sales Manager
Accord •Director Sales
Position related benefits – Company Vehicle Policy

24. Compensation (Cont.)
Other Benefits
• On-Site Gym equipped with a selection of fitness machines to
promote a healthy lifestyle
• Bank at Work to facilitate employees carry all cash transactions
in a secure, hassle-free environment.
• Company library
• Maternity (paternity) benefits : 5 days free taken by fathers
upon the birth of the child

25. Recommendations
• 360 Degrees evaluation strategy has many benefits, while it requires critical
review as well. Feedback from subordinates and peers may help in identifying
nepotism but may also skew the results incase if there is lobbying against some
person.
• Pfizer has incentive policy for sales force, which is purely sales target based. We
believe that this should not be only on sales target achievement as there could
be externalities may result hampering the sales while sales person is applying
his/her best efforts.
• There should be more clarity in incentive policy and its amount determination.
There could be differences between general sales and specialty sales but the
difference should be negligible as most of the times its not in the control of
employee that what products be assigned to him/her.
• Although there is an institutional sales team but still we found key account
management, emergent concept in pharma sales all over the world, was not fully
adopted.

26. Recommendations
• Individuals should be given incentive even of team has failed to achieve their
target.
• The level of compensation should be less than what he/she would have got
in the case of team achievement.
• Annually or bi-annually grand function should be arranged by the company.
• This activity is helpful in motivating sales force to perform their best in order
to feel hero in front of their beloved ones.
• Considering current security situation of the Pakistan in general and Karachi
in particular, Sales force security plan should be in place. Currently company
does not have any security plan for its sales force.