MSL Teams: Field force size and structure
Medical Science Liaison (MSL) personnel play an ever crucial and widening role in communicating the value and science of increasingly complex therapies to opinion leaders and stakeholder groups. The challenge for senior management is to ensure their MSL teams are optimally provided for in terms of staff and resources. But what is optimum? What are the factors that determine MSL team size? How many brands should they represent? What education and experience should you be looking for and is it reflected in the financial rewards paid?
The answers to these and many other questions can be found in MSL Teams: Field Force Size and Structure. This extensive market survey reveals the insights of 100 knowledgeable MSLs/MSL managers (50 US and 50 Western Europe). Rich in tables, charts and statistics, it delivers the critical data you need to benchmark your own MSL structure, understand the varying trends in the US and Western Europe and identify areas of challenge and resolution.
Discover on this page
The MSL function is pharma's direct engagement channel to KOLs and influential stakeholder groups. Their role in nurturing non-commercial relationships and explaining the science and value of brands is recognised and valued. But MSL teams come at a cost and, as their workload expands, senior management needs to ensure the important relationships they develop and the vital feedback they deliver are optimally supported. Teams must be developed for the level of work in hand, and, as this survey reveals, there are wide differences in practice. While MSL investment is expected to increase over the next two years in many companies, some MSLs imply that not all is well, with 40% of US and 62% of European MSLs suggesting their teams are under resourced. In an atmosphere of budget control, are some companies in danger of undermining this essential function?
MSLs speak out on
This survey report provides an extensive and detailed investigation into MSL team size and structure and draws on the front-line responses from MSLs/MSL managers in leading companies
Survey contents
MSL Management and Team Structure
At FirstWord, we stand behind our reports. If you're not completely satisfied, we’ll refund your money. Guaranteed.
About FirstWord
FirstWord is an innovative industry intelligence leader serving over 240,000 Pharma and MedTech professionals worldwide. FirstWord offers a range of products and services designed to help your company gain a competitive edge by making key business decisions with speed and confidence.
FirstWord Pharma PLUS is a personalised and comprehensive intelligence service delivering up-to-the-minute pharma news, insight, analysis and expert views of importance to your company’s success.
FirstWord Reports deliver timely, need-to-know intelligence about your products, your competitors and your markets. Covering biosimilars, market access, medical affairs, sales & marketing, technology and therapy areas, FirstWord Reports provide expert views and intelligence on the challenges facing pharma today.
The answers to these and many other questions can be found in MSL Teams: Field Force Size and Structure. This extensive market survey reveals the insights of 100 knowledgeable MSLs/MSL managers (50 US and 50 Western Europe). Rich in tables, charts and statistics, it delivers the critical data you need to benchmark your own MSL structure, understand the varying trends in the US and Western Europe and identify areas of challenge and resolution.
Discover on this page
- Why this report is important
- What the report can do for you
- Report contents
The MSL function is pharma's direct engagement channel to KOLs and influential stakeholder groups. Their role in nurturing non-commercial relationships and explaining the science and value of brands is recognised and valued. But MSL teams come at a cost and, as their workload expands, senior management needs to ensure the important relationships they develop and the vital feedback they deliver are optimally supported. Teams must be developed for the level of work in hand, and, as this survey reveals, there are wide differences in practice. While MSL investment is expected to increase over the next two years in many companies, some MSLs imply that not all is well, with 40% of US and 62% of European MSLs suggesting their teams are under resourced. In an atmosphere of budget control, are some companies in danger of undermining this essential function?
MSLs speak out on
- Geography: What territory size do the majority of MSLs cover?
- Team size: What factors and performance indicators determine the size of the MSL team and which are most important?
- Field-based or office-based? Where will outsourced MSLs be used in the future and how does this compare with their in-house MSL colleagues?
- Brands: 1? 3? 5? What is the average number of brands supported by a MSL team and how does practice in the US and Western Europe differ?
- Qualifications: What are the educational profiles of US and Western European MSLs and what insights do these stats have for recruiters?
- Financial rewards: Being an MSL in the US is more financially rewarding than in Europe; what does the survey reveal about pay scales and experience levels?
- Resources: What factors are driving investment or cost saving in MSL resourcing?
This survey report provides an extensive and detailed investigation into MSL team size and structure and draws on the front-line responses from MSLs/MSL managers in leading companies
Survey contents
MSL Management and Team Structure
- MSL management roles
- Geographic areas of responsibility
- MSL team sizes
- Numbers of in-house versus contract/outsourced MSLs
- Current split between field-based and office-based MSL teams
- Future split between field-based and office-based MSL teams
- Current allocation of MSL time by location
- Future allocation of MSL time by location
- Geographical coverage
- Number of brands supported
- Factors that determine MSL team sizes currently
- The relative importance of these factors now
- The relative importance of these factors over the next two years
- Typical experience of MSLs
- Minimum experience requirements for MSL executive management roles
- Financial compensation for MSLs relative to experience
- Levels of education among MSLs
- Adequacy of MSL team resources now
- Expected change in level of resources over the next two years
- Reasons for change in the level of resources
At FirstWord, we stand behind our reports. If you're not completely satisfied, we’ll refund your money. Guaranteed.
About FirstWord
FirstWord is an innovative industry intelligence leader serving over 240,000 Pharma and MedTech professionals worldwide. FirstWord offers a range of products and services designed to help your company gain a competitive edge by making key business decisions with speed and confidence.
FirstWord Pharma PLUS is a personalised and comprehensive intelligence service delivering up-to-the-minute pharma news, insight, analysis and expert views of importance to your company’s success.
FirstWord Reports deliver timely, need-to-know intelligence about your products, your competitors and your markets. Covering biosimilars, market access, medical affairs, sales & marketing, technology and therapy areas, FirstWord Reports provide expert views and intelligence on the challenges facing pharma today.
1. MSL MANAGEMENT AND TEAM STRUCTURE
1.1 MSL management roles
1.2 Geographic areas of responsibility
1.3 MSL team sizes
1.4 Numbers of in-house versus contract/outsourced MSLs
1.5 Current split between field-based and office-based MSL teams
1.6 Future split between field-based and office-based MSL teams
1.7 Current allocation of MSL time by location
1.8 Future allocation of MSL time by location
1.9 Geographical coverage
1.10 Number of brands supported
1.11 Factors that determine MSL team sizes currently
1.12 The relative importance of these factors now
1.13 The relative importance of these factors over the next two years
2. EXPERIENCE AND FINANCIAL REWARDS
2.1.1 Typical experience of MSLs
2.1.2 Minimum experience requirements for executive management roles
2.1.3 Financial compensation for MSLs relative to experience
2.1.4 Levels of education among MSLs
3. MSL TEAM RESOURCES
3.1.1 Adequacy of MSL team resources now
3.1.2 Expected change in level of resources over the next two years
3.1.3 Reasons for change in the level of resources
1.1 MSL management roles
1.2 Geographic areas of responsibility
1.3 MSL team sizes
1.4 Numbers of in-house versus contract/outsourced MSLs
1.5 Current split between field-based and office-based MSL teams
1.6 Future split between field-based and office-based MSL teams
1.7 Current allocation of MSL time by location
1.8 Future allocation of MSL time by location
1.9 Geographical coverage
1.10 Number of brands supported
1.11 Factors that determine MSL team sizes currently
1.12 The relative importance of these factors now
1.13 The relative importance of these factors over the next two years
2. EXPERIENCE AND FINANCIAL REWARDS
2.1.1 Typical experience of MSLs
2.1.2 Minimum experience requirements for executive management roles
2.1.3 Financial compensation for MSLs relative to experience
2.1.4 Levels of education among MSLs
3. MSL TEAM RESOURCES
3.1.1 Adequacy of MSL team resources now
3.1.2 Expected change in level of resources over the next two years
3.1.3 Reasons for change in the level of resources
