OBJECTIVES :

To examine the attitudes of Health Economics, Outcomes Research, and Market Access (HEORMA) professionals related to job satisfaction, stress, flexibility, advancement, and areas of change.

METHODS :

A pilot-tested cross-sectional, self-report web-based survey was fielded in June 2017 to individuals employed in HEORMA, identified from the HealthEconomics.Com global subscriber list (N=24,356). The Global HEORMA Salary Survey assessed job satisfaction, stress, work flexibility, job promotion/success factors, as well as salary, bonus, and benefits.

RESULTS

Of 501 surveys completed, 456 were usable. The majority of respondents were based in the United States (61%) or Europe (24%), male (53%), Caucasian (64%), 31-50 years of age (66%), with PhD (26%) or Masters (42%) degree. The majority (56%) worked at companies >1,000 employees; 62% worked directly in HEORMA, while 28% were in related fields (pricing, medical affairs, epidemiology, etc.). Skills critical to professional success included communication/interpersonal (51%), analytical (44%), work ethic (33%), teamwork (32%); least cited professional success skills were loyalty (8%), business development (6%), and mentoring (4%). Most were somewhat (44%) or very satisfied (30%) with current job; job satisfaction was highest in consulting, followed by biopharma, and lowest in contract research organization. Eighty-four percent reported very or somewhat flexible work schedules; 85% reported ability to work remotely at least 1 day/week. Job stress (0=low, 10=high) averaged 6.3, and was highest in medical device employees. Majority were either somewhat (36%) or very happy (21%) with training opportunities. Identified areas of change include involvement of HEORMA in early drug development, less silo from other departments, and increased respect from upper management.

CONCLUSIONS :

The majority of professionals in HEORMA cite generally high job satisfaction, work flexibility, moderate stress, and satisfaction with training. Communication/interpersonal skills are the most valued. Involvement of HEOR and MA earlier in product development and exposure to upper management are areas of needed change.