clinical specialist

territory manager

principal software engineer

service engineer

sales associate

FujiFilm

	Over 8 years of experience working as a Business Analyst on multiple domains like insurance, pharmaceutical and healthcare industries. 
	Extensive experience working on various phases in the Software development lifecycle (SDLC) of the project. 
	Highly skilled and experienced in utilizing Agile methodologies in SDLC, including Scrum and RUP.
	Worked on various service oriented, client/server and web based applications.
	Extensive knowledge and experience in the Health Insurance and HealthCare industry including expertise in Medicaid, Medicaid Information Technology Architecture, Medicare (Part A, B, C, D), Procedural and Diagnostic codes, Claims Process and Medicaid Management Information Systems (MMIS), ACO, PPO, HMO. 
	 In-depth understanding of Project Management Practices and Principles including Time Management, Budget Management, Resource Management, Risk Management and Change Management.
	Excellent knowledge of HIPAA (Health Insurance Portability and Accountability Act) transaction codes such as 270/271 (inquire/response health care benefits), 276/277 (claim status), 835 (payment or remittance advice), 837 I, P, D (health care claim) and 834 (benefit enrollment).
	Experience with HIPAA 4010 and 5010 health care transactions, and transition from ICD-9 to ICD-10 codes.
	Strong knowledge of HL7, HIE (Health Insurance Exchange), EMR/EHR, Health Care Reform and Patient Protection and Affordable Care Act (PPACA) and Facets.
	Experience with HEDIS (Healthcare Effectiveness Data and Information Set) for benchmarking managed care effectiveness and evaluating provider payer relationships.
	Excellent analytical skills to understand the business process functionality and transform business requirements document (BRD) into software requirement specification (SRS) and designing business models using use case model, analysis model, activity diagrams, sequence diagrams in Rational Rose and MS Visio.
	Extensive experience in creating As-Is and To-Be process models, conducting Gap Analysis to understand areas of improvement and analyzing the risks involved through SWOT, Value Stream Mapping, Cost-Benefit Analysis, Decision Tree analysis and Fish-Bone analysis.
	Experience in leading successful JAD session for performing gap analysis, deriving functional/non-functional requirements and document decisions on the future state of the systems and processes
	Excellent knowledge of Business Process Modeling and Process Re-engineering.
	Hands-on experience with process modeling using Unified Modeling Language (UML) including Use-Case diagrams, Sequence diagrams, Collaboration diagrams, Activity diagrams and Class diagrams.
	Strong experience in conducting User Acceptance Testing (UAT) and reviewing Test Procedures and creating Test Cases. Manual testing of GUI, Field Validation (Client-side, Server-side and database)
	Highly experienced in tracing requirements throughout the development process and verifying adherence to Requirement Traceability Matrix (RTM).
	Comprehensive experience and knowledge in using Data Modeling and Business Intelligence tools OBIEE,  IBM Cognos, SAS 9.2, TABLEAU DESKTOP 8.2, MS Visio, UML, SQL (SSRS, SSIS, SSAS), and Data Warehousing.
	Extensive experience in using ALM tools (MS SharePoint 2007, SharePoint 2010, SharePoint 2013, and Rational Suite).
	Ability to organize, document and track changes and defects using tools like MS Project, Rational Clear Quest and archive change request in Clear Case.
	Experience working with business users, SME’s, offshore teams and senior management.
	Sound and confident decision making capabilities coupled with impeccable communication and interpersonal skills. 
	Belief in team work, dedication, and professional ethics within the working environment

Though no company is perfect, and there will always be expected and non expected challenges, this company emphasizes its issues vs solutions, and promotes its challenges to the next level.  There were bright spots.  The good first.  The company is one of the few companies that still offers actual onsite, Instructor led, new hire classroom system training.  Whereas usually most new hire training these days is "Read and Understand"  or virtual, where everything is via "Zoom" , or the company hands you a huge packet which covers  required training for your job function as part of the company,  the responsibilities of your role, and a deadline to complete the reading.  They also have a top notch IT department.  Super friendly, knowledgeable, and responsive to hardware, software, or service needs,  whether it be laptop, desktop, or workspace related.  The bad.  Starting with upper level management, the primary issues were unfortunately not isolated to just one area. 
 It was numerous areas ranging from unclear existing policies and processes, to directly giving contradictory, almost "cryptic and circular" instructions for completing tasks and projects, to setting unrealistic deadlines due to previously poorly Initiated,  unfinished projects.  These glaring issues were accentuated with the emaciated of sound content, and poorly written SOP's, to the absence of Work Instructions, to the Improving, but still currently clement training modules, and no one stepping in to be a direct support structure when issues occurred.  The low level of management support , the lack of leading by example,  and never owning up to mistakes that were made at the management level, was truly disheartening, and made for a subpar work environment.  There was an extremely high turnover of employees leaving in regular mass exodus fashion, much faster than they could actually get new people hired.  There were however people there that made the company memorable and positive.  Growth under normal conditions is a good thing, however, when this growth takes place without proper preparations to align the company advancement such as lack of  sound company documentation, lack of consistent upper management support, lack of clear instructions and poor leadership, It promotes a tumultuous, non structured ,  inevitably destabilized scenario.  

Good place to get your feet wet and start, though you will likely get bored and hit a VERY low glass ceiling (male or female) quickly. There was plenty to do and very few who volunteer to take on additional roles, so if you want to wear "different hats", you'll likely be able to do so. On the local level, everyone is extremely helpful and will bend over backwards (sometimes literally) if needed. Upper management isn't "bad" really, just a tad disconnected. They seem to get a new title every other week, which is fine and all, but it makes it hard to track who is doing what and why. 

My biggest gripe with Fuji is that they will NOT hire from within. Seeing someone promoted from within is a rare occurrence at Fuji, kinda like seeing a Unicorn. Or Batman. I was asked and encouraged to apply to a few positions in different groups. They positions were either filled from someone with a similar or less-qualified background or the position was closed entirely. When it came time for a promotion within the department, I was overlooked, I asked why I wasn't considered and I was told by HR that I "applied for too many positions to be considered". I applied to a total of 3 positions (one of which I got, but the job was closed after I literally packed my desk up and was ready to move).

Aside from that, the salary is mediocre, which is odd considering the "specialized" industry and high turnover rate in the lab. Most tech's, specialists, and chemists get just enough experience there to move on - the average turnover time is around 14-16 months. Fuji did have some OK benefits (though getting expensive), vacation was average, and it was a pain-in-the-butt to get things reimbursed (tuition, health club dues, etc). 

The company expected the operators to wear many hats. One minute you were a Lab Technician running a titrator, spectrophotometer, accusizer, or Ph probe.
The next you are a data entry or record keeping clerk recording data on paper or into computer datalog.
Then you will be a hazardous materials handler transferring open acids, oxidizers, or powders with airborne particulates, into holding tanks. 
A forklift operator transporting and staging raw materials and finished goods.
A packager/sampler filling drums and totes with finished product. Palletizing and readying them for shipment.
Accessed SAP, LIMS, Excel, etc.. to generate labels and spreadsheets necessary to prep containers and provide supporting documentation for every batch.
Operator to run an antiquated dispersion process that is prone to malfunction requiring close monitoring for 12 hours at a time.
Industrial laborer changing banks of up to 45 filters (several seasoned operators complained of pain to wrist and elbows due to repetitive motion of this process) at a time.
Chemical Compounder responsible for the proper measuring, dispensing, and blending of chemical batches of high value.
with new processes, rules, and edicts, being handed down weekly.

Compensation began just slightly higher than a hamburger flipper.

Nepotism was also a problem there. Candidates with real world experience often overlooked in favor of friends/relatives of current workers without any.

Every few years an opening for advancement would arise but for the most part the operators are stuck right where they are.

The annual increases do not even keep up with the rising costs of insurance premiums and living expenses, leaving the workers with less expendible income year after year.

As a strategic account sales person, my role is multi layered and includes dozens of call points, intense detective work and in depth preparation to build solutions which exceed client needs and serves to transition my customer into my value added solutions.  During my selling process, needs and objectives of customers must be clearly identified, by me early on, and rearticulated to the customer including what we agree to be the buying criteria to build a strong ongoing relationship which delivers win/win solutions.

I need to know who the key decision makers are as part of my selling process, and get to know everyone who may influence the purchase.  I must  uncover pain points and then articulate how these proposed solutions address needs.  My team and I need to develop strategy and make course corrections to best position our solution.  Through these efforts we will advance the sales process in every meeting and develop an action plan following each encounter.  

In the best buy/sell relationships  I have establish a cadence of interaction with our customer, and follow up with deliverables they request in a timely manner throughout the selling process.

After the sales win I must manage my relationship with what I call "Care and Feeding".  This includes identifying on-going training needs, regular interfaces with users/buyers, and accumulating reasons to get back in front of my customer to solidify the relationship and grow the business.

On a positive note, it is a smaller company that has great potential. If you need work experience in the field, it is a good place to start. Many of the department managers have an open door policy, which not all companies have. For the most part, people are very pleasant and supportive of each other. The benefits are decent and we get the major holidays off. 
Some criticisms I have is the pay is a little lower than other pharmaceutical companies in the area. Don’t let the name fool you, this location is in Santa Ana, not Irvine. Equipment we use on a daily basis is rather old, and the higher ups try to fix any issues as cheap as possible. About a year ago, we had major layoffs, which resulted in employees having to do double duty. There are certain shifts that are understaffed and are expected pull the weight of shifts that don’t do as much. There is much blame shifting and lack of communication between the three shifts that at times, it is difficult to prep for the next day. Many times these are resolved with a “it is what it is”.  There are certain employees that kiss up to management and create a toxic work environment. 
There is a particular individual that everyone knows is difficult, and is talked to multiple times about rude comments. They make people they work directly with uncomfortable and they have no issue trying to control how to do your job or no issue throwing you under the bus. It is just a shame that this individual has so much knowledge about the company, that they believe they can treat people any way they want. There are no sufficient punishments/training available to correct the behavior and unfortunately, I don’t believe this person will leave anytime soon. 

Working for Fujifilm offered an opportunity to be creative in design and implementation of Marketing  Service methods, procedures and customer support. Fellow employees were very supportive of each other creating an excellent Team Work environment. When critical time constraints and rush orders on short notice were experienced all available personnel pitched in willingly to complete the task. 
 
Typical day included resolving customer concerns, verification of accuracy of sales orders, shipping documents, and inventory control.
Working on Contact Database and Sales Reports for the Marketing Departments in US and Canada. Maintaining  Domestic and International mailing list for Corporate Publications, Product updates and releases, along with several different Motion Picture Events.

Management was always available for expressing concerns and recommendations. An open door policy was always in place and the policy was to continue to improve operations and customer satisfaction.

Knowledge of the industry was always available which reduced the learning curve for new employees. The hardest part of the job was knowing that the industry was in decline due to the transition from the use of film to digital imaging within the Motion Picture industry.

All said and done, it was an enjoyable corporation to work for.

Management is notorious for picking favorites, and promoting a vindictive/toxic work environment under the guise of promoting teamwork and healthy competition. They actively reward people for pointing out other peoples shortcomings without fact checking claims, and completely overlook people essentially sleeping on the job. They will not communicate with standard technicians or operators, instead ONLY emailing or relaying critical process information to leads to then communicate further down (things that do NOT require a lead to make some kind of call on). You have access to robust communications software; USE IT. This forced game of telephone gas time and time again been the reason for communication gaps and errors in process.

Raises are often docked at review time for:
- said claims, even if no investigation was done to prove its validity
- if you use more than 90% of your alotted vacation time, PTO, or sick (not going over, even if some was SAVED)

HR regularly messes up payroll, and takes weeks to investigate/apply retro pay.

Engineers routinely fail to comunicate with each other and technicians working their process. Major oversights have often been pointed out by technicians, and ignored by engineering until it caused a major issue. Engineers fail to communicate timetables with each other, causing congestion in use of limited equipment.

I accurately accessed customer/ website issues and provided prompt responses for resolution. I navigated customers through websites with regards to order placing, product creation, system and software updates, product details and location, contest requirements and links, and promotional offers. More of my daily responsibilities included training new employees on proper procedures for handling various call typs, accurately documenting calls, accurately responding to customers via email, locating and providing tracking information and multi-tasking multiple systems. I also provided back up floor support serving as the go to person making managerial decisions to best resolve issues. Management was very supportive and allowed employees to have more control over the day to day activities. The hardest part of the job was at times tracking shippments due to lack of tracking numbers provided. The easiest and most enjoyable part of the job was the creative aspects involved with creating and instructing customers on how to create their orders. Ultimately I learned how to effectively handle customers issues and manage a staff of 12 by providing continuous support and by sharing best pratices.

Until 2006 when the Film industry took a turn for the worst, Fujifilm Hunt Chemicals Inc. was a great place to work - we had FUN.
We had Birthday Parties, Baby Showers, Bridal Showers, Summer Picnics, and end of Year Christmas Parties that would put most companies "parties" to shame. We would take up a Toys for tots donation and everyone's name who donated would be placed in a basket, the night of the holiday party names would be drawn and donated gifts would be given out, Theater Ticket with Limo to Broadway show of your choice; Dinner for two $250.00, ect. there was nothing too good for the employees including a Wellness program which included time off for schedule mammography screenings in October Breast Cancer Awareness Month.  In October we had a nurse come in with Flu vaccinations, and March a local Eye doctor set a side a block of times for employees to get their eye sight check - all free of charge to the employee.
Then 2006 came and Everything came to a STOP and the lay-offs began and continue until today - Hunt went from three (3) locations and just over 3000 employees to now just about 850 employees.
The next location to be closed completely is the Rolling Mdws I.L. manufacturing facility, then by end of 2015 will be the corporate office in Allendale N.J.  So long - farewell to Fujifilm Hunt Chemicals it was good while it lasted.

Top Job Titles	Average Salary
Clinical specialist 173 salaries reported	$84,500 per year
Territory manager 104 salaries reported	$80,000 per year
Principal software engineer 79 salaries reported	$195,810 per year
Service engineer 52 salaries reported	$35.54 per hour
Sales associate 33 salaries reported	$50,000 per year

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