Digg It - Business

Employee evaluations serve an important purpose. They let both the employee and the company know how things are going. Ideally, they offer feedback, guidance and recognition; too often, though, they become just an

According to USFDA, a combination product is one composed of any combination of a drug and device; biological product and device; drug and biological product

other drudgery and serve no real purpose. Here are some ways to improve the experience for both sides.

For the Supervisor.

1. The number one rule is that an employee must never be surprised by his or her evaluat

; or drug, device, and biological product and fixed dose combination would include two or more combinations of drug.

Examples of combination products may in

ion. Good managers deliver evaluations regularly by praising areas where the employee excels and offering guidance and instruction when the employee falters. It's not fair to your staff to keep them in the dark ab

lude drug-coated devices, drugs packaged with delivery devices in medical kits, and drugs and devices packaged separately but intended to be used together.

out their work performance and then spring it on them once a year.

2. Keep a written record on each employee. It doesn't have to be fancy, just a folder where you can jot down notes when Sally does something exce

here is enormous increase in the number of combination products entering the market in the recent years. Combination products have proven advantages but fixe

ptional or when you have to discuss Bob's tardiness. Keep copies of any "attaboys" your staff gets, too. It's easy to forget things that happened eleven months ago and then end up basing the evaluation on the work

d dose combinations are still in the process of convincing regulatory authority on their advantages over the single ingredient formulations.

Combination pro

of the past month.

3. Never criticize an employee's performance without offering some corrective action. If you are going to grade someone down in "interpersonal skills", make sure you offer concrete examples of

ucts have become life saving products for the pharmaceutical companies who doesn’t have many innovative molecules in their product pipeline and have been inc

when he or she didn't handle a situation very well. Then brainstorm a little and encourage the employee to suggest ways in which he or she might improve in that area.

4. Use the evaluation time to look ahead to

easingly used in the product life cycle management. Even the companies having product patents are trying to extend their product life cycle through the combi

the future as well as reviewing the past. Insist that your employees come prepared with personal and professional goals for the coming year. Go over their goals with them and discuss how you might help. Maybe the

nation products and maximize the revenues. But the companies involved in this practice are overlooking that they are burdening the patients both economically

company can offer to send Sam to that training class on PowerPoint, or maybe Jean would be interested in starting a corporate blog. Encourage your staff to dream big and then help them get there – even if "there"

and physically. They need to rightly judge the benefits of the combination products and they have to even look at the risks involved when combining the produ

takes them away from you and on to a bigger, better job.

For the Employee.

1. Keep a file on all your accomplishments during the year. Every time someone says "great job", make a note of it. Write down all the e

ts. Some of the combination products were well accepted by physicians while others suffered. Companies involved in development of combination products are fi

tra things you do, like staying late to get the budget figures in on time after the finance dept changes their requirements at the last minute. Take particular note of any special projects your boss asks you to wo

ding difficulty in defining their combination products and facing various challenges from selecting a combination to marketing it.

Following aspects would a

rk on.

2. A month before evaluations are due, write up a "brag sheet" about yourself and send it to your boss. List all your accomplishments over the past year and the projects you have lined up for the coming ye

dd to the challenges in developing combination products:

Which markets to tap where the combination products can do fairly well?
Which combination prod

ar. If you want to ask for some special training or for more responsibility, this is the time to do it. Add a paragraph about how learning to write effective business correspondence or how to design direct mail br

cts are meaningful and rational?
Which therapeutic categories to select?
Which Combinations can address unmet needs of the patients?
Do combin

ochures would help you do your job better and how it would benefit the company.

3. Understand the company culture and how it affects evaluations. If the policy is to grade on a curve, with most of the employees i

tions increase the patient compliance?
What would be the developing cost?
How to tackle the risks encountered during combination product developmen

n the middle, then you'll have a better idea of what your actual grades mean. Without being defensive, ask your boss to explain any very low grades and ask for specific examples of where you could have done better

t?

As combination products don't fit into the traditional categories of drugs, medical devices, or biological products, the USFDA is in the process of devel

.

4. If you really think you're being unfairly evaluated, don't respond right away. There's nothing wrong with calmly explaining that you need time to process the feedback and asking for a second meeting. Take th

ping new procedures for reviewing their safety, efficacy and quality.

Professional from academic institutions, pharmaceutical industries, health care indust

e time to gather your facts and possibly consult with an outsider, like a former boss or a friend in the HR business or a career coach. NEVER discuss your evaluation with another employee in your company. If a sec

y and representatives from various regulatory agencies are working out to design the regulatory requirements for manufacture and sale of combination products

ond meeting with your boss doesn't resolve your concerns, then you should take the case to your HR dept. Again, keep your emotions in check and stick to the facts. Ask if you can write a rebuttal letter to go in y

.

As there is an increasing trend of the combination products companies manufacturing such products should be able to tackle the problems involved in the de

our file.

While there is no single (or simple) answer to managing the stress of evaluation time, the most obvious idea is that performance, goals, problems and achievements are things that require ongoing discuss

elopment. They need to be wiser in analyzing the market trends and the regulatory requirements.

Companies that provide selfless information through particip

ion. Both parties (the supervisor and the worker) need to communicate clearly and often. If the communication is there, the performance evaluation will be easy, because it will be just another part of the dialogue

tion in industry events and feedback to regulatory authorities would be able to face the challenges and will be successful in developing combination products

HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.diggit.org.ua/article/122/diggit-Taking-the-Sting-Out-of-Employee-Evaluations.html">Taking the Sting Out of Employee Evaluations</a>

BB link (for phorums):
[url=http://www.diggit.org.ua/article/122/diggit-Taking-the-Sting-Out-of-Employee-Evaluations.html]Taking the Sting Out of Employee Evaluations[/url]

Did you know that yearling bulls should be well grown but not overly fat? Fat bulls may fatigue rapidly, contributing to fewer cows conceiving.

There are as many ways to write an after action report as there are hospitals that are now required to perform disaster drills and write after action reports analyzing the performance of the institution following a disaster or a disaster exercise. In the last year, however, a new recommendation for a more effective after action review process has come to light. This article explores the one best step to maximize your disaster plan.

I have learned that time management is a huge issue with many of my clients. So, to help with this common problem, below are some tips to at least get you started on how to make the most out of your limited resource: Time.

Tags

Links

Digg It - Taking the Sting Out of Employee Evaluations

Related Articles: