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MSL Teams: Field Force size and structure (2019)

MSL Teams: Field Force size and structure (2019)

What factors determine the optimum MSL field-based team size and structure?
How many brands should MSL field-based teams represent and what constitutes an acceptable territory?
What educational background and experience should field-based MSLs have and how is this reflected in compensation packages?
What changes are expected over the next two years?
The role field-based MSLs play in communicating the value and science of complex therapies to opinion leaders and stakeholder groups is crucial and senior management are challenged to ensure their MSL teams are optimally provided for in terms of staff and resources.

MSL Teams: Field Force Size and Structure (2019) is based on a survey of 100 MSLs. The report delivers critical data for you to benchmark your own MSL field-force team structure and understand the trends that are shaping the MSL operational landscape in the US and Western Europe

MSLs explore key questions…

What territory size do the majority of MSLs cover?
Territory size? Numbers of brands supported? Number of opinion leader relationships? What factors determine the size of the MSL team and which ones are most important?
How is the availability of, and demand for, real world evidence expected to impact MSL team size over the next 2 years?
1? 3? 5? What is the average number of brands supported by an MSL team and how does practice in the US and Western Europe differ?
What are the educational profiles of US and Western European MSLs and what insights do these stats have for team building and recruitment?
Being an MSL in the US is significantly more financially rewarding than it is in Europe; what does the survey reveal about compensation and experience levels?
What are the drivers impacting the budgets allocated to field-based MSL teams?


1. Introduction
2. Overview
3. MSL team size, staffing and geographical coverage
4. Geographic areas of responsibility
4.1.Field-based MSL team sizes
4.2.In-house versus outsourced MSLs
4.3.Expected team size change over the next two years
4.4.Field-based versus office-based MSLs
4.5.Expected change in field-based versus office-based MSLs over next two years
4.6.Time allocation of field-based in-house MSLs
4.7. Change in time allocation of field-based in-house MSLs over next two years
4.8. Geographical coverage of MSL team
4.9. MSL team brand coverage
4.10. Factors used to determine MSL team size
4.11. Importance of factors used to determine MSL team size
4.12. Change in importance of factors used to determine MSL team size over next two years
5. MSL team experience levels, compensation and qualifications
5.1. MSL levels of experience
5.2.Minimum levels of experience to reach Executive Management level in Medical Affairs
5.3.Compensation levels for MSLs
5.4.MSL qualifications
6.MSL team resources and budgets
6.1.Levels of MSL team resources
6.2.Change in resource levels over the next two years
6.3.Reasons for reduction in resources for field-based MSL teams over the next two years
6.4.Reasons for increase in resources for field-based MSL teams over the next two years

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