1. HEOR & Market Access Global Salary Survey ​ Sponsored by: ​ HealthEconomics.Com and MedLitera.Com HealthEconomics.ComMedLitera.Com 2015

2. Introduction 03 Table of contents In this report 05 Methods and purpose 06 Analysis 07 Results 08 Conclusions 18 Purchase 19

3. ​ About us ​ Executive summary Introduction

4. 4 Who we are HealthEconomics.Com HealthEconomics.Com A pioneer in the field, HealthEconomics.Com is the most comprehensive and credible CONNECTED COMMUNITY™ serving as the global link to the health economics & outcomes research (HEOR) and pharma/ market access stakeholder communities. HealthEconomics.Com connects people with resources, research, educational opportunities, employment, and policy – all in one place. HE Institute – The Creation Lab™ is a division of HealthEconomics.Com that provides strategic consulting, training, education, and communications support for the industry. To learn more about HealthEconomics.Com or the HE Institute, contact us at info@healtheconomics.com or 904-838-1782.info@healtheconomics.com ​ MedLitera.Com MedLitera.Com MedLitera is a small, specialized virtual firm that provides high-quality medical writing and HEOR communications. MedLitera’s writers, editors, and researchers are versed in both the clinical and economic aspects of health care. We can tailor projects to the appropriate audience, be it clinical professionals, patients, C-Suite, purchasing agents, managed care, or other payers. MedLitera understands health economics and helps clients with a range of projects, including publications and professional and marketing dossiers. To learn more, contact us at info@medlitera.com or 347-385-7756.info@medlitera.com About us section 02

5. 5 Executive summary section 01 In this report This 2015 HEOR & Market Access Global Salary Survey report contains information on health economics and outcomes research (HEOR) employees and employment trends, salary and benefits received, and work environment and job satisfaction, as reported by HEOR professionals themselves. The survey was sponsored by HealthEconomics.Com and MedLitera.Com.HealthEconomics.ComMedLitera.Com The Executive Summary presents selected findings from the 2015 HEOR & Market Access Global Salary Survey. A complete, detailed study report may be purchased from HealthEconomics.Com at this link. Specialized analyses will be conducted on request.link This report answers: 1.What is the median salary for HEOR professionals? 2.How does salary vary by education, age, degree, years of experience, company type, and geography? 3.How much is a typical bonus? 4.What benefits packages are typically offered? 5.Are HEOR professionals satisfied in their job, looking for new employment, or concerned about discrimination? 6.What are the key factors for professional success, and what would executives like to see changed, in the field of HEOR?

6. 6 Executive summary section 01 Methods and purpose Methods The 2015 HEOR & Market Access Global Salary Survey captured the experiences and observations of 475 professionals working in HEOR or market access fields, recruited using the HealthEconomics.Com active global subscriber list and website promotion, as well as through social media, including LinkedIn, Facebook, Twitter, and Google+. Data were collected online from January to March 2015. The survey was conducted in English only. Responses were confidential and anonymous. Purpose The purpose of the Survey was to capture market compensation information, including base salary, benefits, and bonuses, as well as job satisfaction, gender and ethnic discrimination, characteristics of career success, HEOR-related areas in need of change, and job flexibility.

7. 7 Executive summary section 01 Analysis Results were analyzed using Microsoft® Excel ® 2013. Key results are stratified by job level, years of experience, employer type, geography, and other relevant demographics. The complete report presents data, charts, and comparisons on:complete report 1.Compensation, salary, benefits and raises for HEOR professionals, worldwide. 2.Income distribution and salary based on various employer and employee factors, such as company type, age, experience, gender, and race. 3.Job satisfaction, stress, and flexibility in the HEOR field. 4.Factors associated with success and barriers to advancement in the HEOR profession.

8. 8 Executive summary section 01 Results Demographics A total of 527 individuals responded to the survey, with 52 surveys deemed unusable (due to respondents working outside the HEOR/market access field); this left 475 surveys for evaluation. Respondents represented all major world regions. The majority lived in North America (65.2% United States, 3.0% Canada) and Europe (13.6% United Kingdom, 7.7% Northern Europe, 2.6% Southern Europe). Asia contributed 2.1% of survey data. Within the United States, nearly one-half of respondents lived in the Northeast (49.1%). Respondents ranged in age from 22 to 67 years (mean 41.8 years, SD=10.3); 56% were male, 44% female. In terms of race/ethnicity, the majority (71%) identified as White/Caucasian, followed by 12% South Asian.

9. 9 Results Education As a group, HEOR professionals are highly educated— 73% of respondents hold a Doctoral or Masters degree, and 15% hold a medical degree (MD) or PharmD. Employment At the time of the survey, respondents reported having worked in HEOR, market access, or a related field over a range of 1 to 41 years, a median of 10 years, and a mean of 11.0 years (SD=8.2). Although respondents worked for a wide range of employers, 40% were employed at a pharmaceutical, biotechnology, or medical device company, and 30% worked for a consulting company or contract research organization. Executive summary section 01 Company size

10. 10 Results Employment and job function Respondents’ length of time at their current company ranged from less than 1 month to as long as 30 years. On average, respondents had been with their current employer for almost 6 years (mean=5.8, SD=6.7). Executive summary section 01 Years at current company 49.4% Health economics and outcomes research 20.6% Market access or value access 70.0% HEOR/market access 3.2% Operations 3.0% Medical writing, communications 2.5% Patient-reported outcomes, health-related quality of life 2.2% Epidemiology 2.0% Medical affairs 0.7% Biostatistics 0.2% Healthcare provider (MD, PharmD) 16.5% HEOR-related 1.7% Marketing, advertising 2.7% Pricing, reimbursement 4.5% Marketing 5.5% Academia 2.0% Information technology, database analysis 0.2% Conference organizer, meeting planner 4.0% Other 6.3% Other Primary job function

11. 11 Results Current job level Almost one-half (49%) were at Director level or above, while one-third were at the Analyst or Manager level. Executive summary section 01 In your current position, do you have direct budget management responsibility? How many, if any, people do you directly manage? More than 4 out of 10 have direct hiring authority

12. 12 Results HEOR career areas in need of change HEOR professionals desired more business experience (as opposed to having a primarily technical focus) and would also like to establish better links between HEOR staff and other industry departments.  HEOR should be part of C-Suite  There should be more flexibility to move from local to global HEOR departments  HEOR workers need more cross-functional expertise Factors for professional success Respondents noted that their communications, analytical, leadership and technical skills, as well as their people or interpersonal skills, were key factors in their personal success. Flexibility, creativity, and agile or big-picture thinking were also noted by many respondents. Executive summary section 01

13. 13 Results Income distribution, primary job Of the 403 respondents who provided salary information, gross annual base salary for their primary job ranged from less than $50,000 (6%) to upwards of $400,000 (<1%). The largest proportion of respondents (30%) earned between $100,000 and $150,000 for their base salary annually. About 13% had base salaries in excess of $225,000. Thirty-three respondents (8.7%) derived income from a second job. Executive summary All salary data in $US n=403,72 no response section 01 Gross annual salary did not include bonuses, commission, or other financial benefits.

14. 14 Results Executive summary All salary data in $US section 01 Factors affecting income distribution We explored a variety of factors to determine trends in median base gross salary, work sector, experience, and geography. The median base salary range was identified and then cross-tabulated with respondent demographics. Some general trends observed in the data are described below. General trends Median base salary for all respondents was $125,000-$150,000. Overall, respondents working within the pharmaceutical/biotech sector reported a higher base salary range ($150,000- $175,000) than those working in other sectors. Medical device and managed care respondents reported base salaries ranging from $125,000 to $150,000, the second highest median level. Age trends Median base salaries for workers aged 20-30 years or with 1-3 years of HEOR experience were $75,000-$100,000. Across most sectors, increasing age was associated with an increased base salary, rising steadily to $175,000-$200,000 for respondents over 50 years of age. Respondents working in academia reported the lowest base salaries across all age ranges, starting at $50,000-$75,000 and topping out at $150,000-$175,000.

15. 15 Results Executive summary section 01 Factors affecting income distribution Employer size was not associated with a higher median base salary within pharmaceutical, biotech, medical device, or contract research organizations. Regardless of sector, the median base salary tended to be generally higher in companies employing 1,001-5,000 individuals. The highest salaries were reported by respondents based in the United States compared to the United Kingdom, Europe, and Canada, while Asia reported the lowest. Specific median salary ranges can be found in the full report.full report Individuals working within consulting companies in the U.S. reported almost twice the median base salary compared with respondents residing in the UK. A similar trend was seen with academia-based respondents in the US vs. UK, and rest of Europe. Compared with an overall median base salary range of $125,000-$150,000, and not considering the impact of other factors (e.g., education, experience, work sector, or geography), individuals who identified themselves as Black/African American or Latino/Hispanic reported a lower median salary compared with White/Caucasian or Asian (either South or East Asian) respondents. Men had somewhat higher salaries than women, and MDs reported the highest median income, followed by PhDs and PharmDs.

16. 16 Results section 01 Satisfaction, benefits, and bonuses Three-quarters of respondents received a bonus in the prior year (2014). About 40% received bonuses in the range of $10,000 to $50,000. More than one-half of respondents said they were happy with their current total income from their primary job, and slightly less (but still a majority of respondents) felt their current salary was appropriate for their current level of responsibility and experience. Only 5% said they did not receive any benefits with their job; the the most common benefits were medical insurance (8 of 10) and bonuses (7 of 10). Most respondents noted that their schedules were somewhat or very flexible, and a substantial majority were able to work remotely for at least one day per week. A notable percentage were able to work remotely for at least one-half of the work week or more. Executive summary Overall job stress levels were moderate to moderately high (mean 6.6; scale of 1 to 10 with 1=lowest stress and 10=highest stress). Almost one-third of respondents planned to look for another job in the next 12 months. lowest highest Job stress

17. 17 Results Executive summary section 01 Workplace discrimination Ten percent of respondents said they had personally experienced female gender discrimination, and 14% said they knew someone who had. Fewer had experienced racial discrimination or knew someone who had (7.6% of respondents personally, and 8.5% second-hand). Some respondents noted reverse gender and racial discrimination. Additional questions were asked about opportunities for job promotion and equivalent pay in the HEOR field; results are available in the full report.full report

18. 18 Conclusions Executive summary section 01 The 2015 HEOR & Market Access Global Salary Survey, sponsored by HealthEconomics.Com and MedLitera.Com, presents the results of 475 professionals working in HEOR or market access fields. The purpose of the Survey, fielded worldwide online from January to March 2015, was to capture market compensation information, including base salary, benefits, and bonuses, as well as job satisfaction, gender and ethnic discrimination, characteristics of career success, HEOR-related areas in need of change, and job flexibility.HealthEconomics.Com MedLitera.Com Approximately one-third of the 403 respondents who provided base annual salary data for their primary job earned $100,000 to $150,000, and about 13% had base salaries in excess of $225,000. Respondents working within the pharmaceutical/biotech sector (followed by medical device and managed care) reported a higher salary range than those working in other sectors, and salaries were higher for those with at least 10 years of experience in the field and for those who lived in the United States. Although respondents working for companies employing 1,001-5,000 individuals had higher salaries, increasing company size was generally not associated with higher median base salary. Bonuses ranged from the $10,000 to $50,000 range for 40% of respondents. The majority of HEOR jobs were somewhat or very flexible. Most respondents worked late at least 1 day a week and at least 1 weekend per month. The mean job stress level was 6.6 on a 10-point scale (10=highest stress).

19. 19 Purchasing the full report Executive summary section 01 The complete report from the 2015 HEOR & Market Access Global Salary Survey can be purchased here. Specialized analyses can be conducted upon request.here This report answers: 1.What is the median salary for HEOR professionals? 2.How does salary vary by education, age, degree, years of experience, company type, and geography? 3.How much is a typical bonus? 4.What benefits packages are typically offered? 5.Are HEOR professionals satisfied in their job, looking for new employment, or concerned about discrimination? 6.What are the key factors for professional success, and what would executives like to see changed in the field of HEOR? Strengths of the 2015 HEOR & Market Access Global Salary Survey Broad scope of respondents Large sample (>400 respondents), worldwide (US, Northern Europe, Southern Europe, Canada, Asia) Broad (all levels and types of HEOR and market access) In-depth (salary, benefits, bonuses, job satisfaction, success factors) Current 2015 data

20. Disclaimer The 2015 HEOR & Market Access Global Salary Survey is for informational purposes only. The information contained herein are aggregated data related to salary and analyzed by various demographic categories. The data are self- reported by respondents and have not been validated for accuracy with the respondent’s employer. The data and actual salaries may vary based on circumstantial conditions. All material contained herein, including without limitation text, logos, charts, tables, figures, icons, photographs, and all other artwork is copyright material of HealthEconomics.Com LLC, unless otherwise stated. Commercial use of this material may only be made with the express prior written permission of HealthEconomics.Com.

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