associate director

chemist

senior researcher

scientist

researcher

Teva Pharmaceuticals

This company is an awesome foot in the door to manufacturing and packaging pharmaceuticals but if you are expecting to make a career from this place, dont get your hopes up. The company does not give raises other than everybody's annual cost of living increase. the company only offers two "tech promotions" a year in a department with around 30-50 operators per department with absolutely no guidelines to achieve the promotion other than if they like you. Even with the adequate qualifications they wont promote you to another department if you are "too beneficial" to the department you are in but, they also wont give you a raise or any benefit for you to stay in your current role. They constantly disregard internal applicants and hire outside. This company pays its new untrained employees better than the tech 3's and leads that have been here years but, expect the seasoned employees to train the new ones so this causes seasoned employees to be less willing leaving new employees doing basic work without learning anything. This companies machines are failing without replacement parts due to a combination of failure to order/keep in stock replacement parts and also because the machines are so old the parts are no longer available. The management is going backwards into manual processes instead of automated machine operations that are already on the floor that just need to be repaired but then expect the same if not more production quantity as the machine output was doing. They rush new processes and do not evaluate processes and procedures, including batch records before releasing to use and then blame operators when issues and events arise. Constant Mandatory overtime with no regard to personal life or family or personal well being, this overtime is typically caused by other departments mistakes or old machines failing because they do not repair/replace them yet push it on production to pick up the slack like it was their fault. This companies management will make a claim that they don't ever push or rush their employees then turn around and constantly badger the operators about why the machine is down, why its taking so long to complete a task, all while short staffing every production line because headcount is too high. The management loves to pretend like they care about the employees and machines and "wants to hear the problems" yet never fixes or helps anyone with issues. Don't get sick or want to take a day off or your treated like you are the worst employee ever, they don't have separate sick pay and when you get Covid they take all of your PTO and make you stay home then punish you when you need another day off, don't take FMLA or they will tell you "your position may not be available when you return". If you can perform well, and know a lot about machines, don't show it because you will be paid just like everyone else but EXPECTED to perform daily at a much higher level and if not you are punished. This company also expects you to be at work a 5am but, actually be 10 minutes early because they want you in the area after garbing to be ready for the meeting at 5am but they don't want to pay you for that, they start counting your 15 minute breaks from the time you begin to walk off the lines, again have to walk and ungarb/regarb (also, only get two 15 minute breaks and a 30 minute lunch for 10 hours of work). healthcare is expensive! maintenance doesn't care about fixing the machines, they have no hustle or drive, they don't want to deal with operators or communicate what they did to fix the issues. Even if you know what the issue is and what needs to be done they will focus on other parts and disregard your concerns. Supervisors are constantly pushing management work onto the leads and other operators. Overall, this company has some highlights, the co workers are awesome, super friendly, and diverse. the hours for dayshift aren't terrible, and the weekend shift gets a decent differential, and you can get in and get some training to go to another company that does respect you in a year or two.

My time at Teva totaled about 3 months. The training program completely lacked structure, if one could say it existed at all. Nothing was made clear to new employees outside of orientation. Once learned how to access training documents and forms, one would spend many hours a day reading up on GDP documents and standard operating procedure forms, which was fine, but there was LOTS of them. There was no *actual* formal training on job duties, I was often just thrown at something and expected to know how to do it.

As a temp/contract worker, a clear preferential treatment was shown towards direct hire employees. I would often ask a question related to the (status of) the product line I was assigned to, and would be told that "It's not my concern" and to just "Be quiet, and do my job". Most of the equipment is old, from the early to mid 2000s according to manufacturer stamps on them, and the reliability reflected accordingly. When equipment worked, I was sat in a chair for 10 hours a day watching boxes go by, and putting a label on them. When it didn't work, I instead spent that 10 hours putting bottles in boxes.

There were MULTIPLE instances of my more senior (*in status of employment duration) coworkers directing me, as the new employee, to do a task for them. I would ask a question, say, is this how you do X? And they would confirm, hands on and in sight, that it was how X was done. Later, management would discover X, and come down on my head, as it was done incorrectly, and I refused to throw my fellow employees under the bus- despite some of them having been there numerous years, with the same processes.

There were even times when I would be directed to enter a space or a room to do something by a senior* coworker, and they would watch as I enter said area. Later it would be revealed that I should absolutely NOT have been allowed in said area without PPE, or a full respirator, neither of which were made available to me, nor did I believe I needed. On the earlier topic of equipment, many equipment on my product line was broken in unsafe ways, with hand or face guards entirely missing from the machine, and having to run it anyways to meet production goals.

There were secure parts of the facility that I was often left alone in, or alone with another employee newer to the company than I. Both situations, I believe, are in direct conflict of company policy. 

As a contract employee, my word was taken with a grain of salt at every moment. It was often I'd spot something and raise issue to a senior* coworker, and they'd assure me it was fine as is, and not to worry about it.

Later, management would discover said issue, and the team I was on would end up in hot water over it. It felt like my coworkers wanted to hide problems and hope they wouldn't resurface later, but they were always discovered.

I have to give it to the other departments, both management and QA teams to name a few. Both were stellar in their quality control, and I believe *all* of the issues I raised, and was told to ignore, were eventually discovered down the line. It was just an awful shame that we'd discover problems at the base of the production process, and would waste time by letting unacceptable things happen, only to have to fix a bigger issue later.

The base pay was good, quite competitive in fact. The break room was somewhat lousy, and something like a water cost upwards of $2. I'd call it a cafeteria, but it was mostly 3-4 gas station type fridges full of frozen food at a high price. Food trucks came once a week on Wednesdays, but early on in my employment I got violent food poisoning from one of them.

The work was repetitive. I started to develop pain in my hands, and I let slip to a coworker that I planned to leave in a few weeks (I had a hiring bonus coming), as I didn't expect much leeway on my position on the line from all my earlier treatment. They went and told my manager I'd said this, and I was fired at the end of the day. 

There are many valid reasons for the high CNE turnover rate as I will outline below:

1) Integrity/ Teva values: They love to talk about it at meetings and in communications; but in practice, integrity is sorely lacking among the program manager and others in upper management. You often see a sugary sweet persona on the outside, but underhanded and deceitful behaviors in practice. Inauthentic and robotic interactions are the norm. Integrity comes naturally to the CNEs in the program, and in general is part of the genetic make-up of true nurses.It is the management that does not practice what they preach in terms of integrity and Teva values.,
2) Advancement: Many highly qualified CNEs are groomed for management positions but are then overlooked for promotions when positions become available. Long-time Teva employees with Sales and Marketing backgrounds are selected over well-qualified nurses to manage CNE teams.
3) Sales people managing clinical staff: Why are managers with absolutely no healthcare or clinical experience/background allowed to observe and/or participate in patient trainings and interfere with the sacred patient/nurse dynamic?  This is out of their element and they are not qualified to participate in any way.
4) Common sense is nowhere to be found. If you have a brain and like to use it, think twice before you sign on because your ideas are not appreciated or welcomed.
5) Poor communication: Things change all the time but new information does not always make it to everyone who needs to know about it. Processes are not enforced uniformly.

I am a highly skilled pharmaceutical scientist with sixteen-year experience and a proven track record working with all aspects of research and product development of solid dosage forms.  My expertise encompasses numerous stages of product development (concept to launch); including bench top formulation development, analytical method development, pre-clinical and clinical pharmacokinetics, process development, clinical trial material production, product scale-up, technical transfer, process validation and commercial product support.   Some of my specialties include powder flow, blend uniformity and segregation, International and US regulatory requirements.  I have Hands-on experience with various manufacturing processes e.g. particle coating, high shear granulation, roller compaction, milling, blending, tablet compression and tablet coating.  I am familiar and able to operate various equipment for immediate and controlled release solid dosage forms manufacturing and testing. 

I am organized and detailed oriented which enhances my efficiency as a project manager in a highly regulated environment.  I have worked with the company own manufacturing sites and contract manufacturers.  I can work well independently or as an integral part of a team and have the capacity for quickly and easily learning new skills.

While I was only in Teva for 12 weeks work experience I found it a fantastic place to work. The people there were friendly and helpful. I learned how to file various different types of files. Because of the variety of jobs, I typed the steps of each job onto word documents, so that I would not forget anything, and would not have to ask staff repeatedly about the same things. I would try to figure things out for myself as well as not being afraid to ask when I had any doubts. I would also discuss jobs with the other trainees, and we would help each other to get things done properly.Agnieszka Mickiewicz (R&D Technical leader) ,my boss,said she felt very confident that the work we were doing was done correctly. Agnieszka was a pleasure to work for as were all the girls. I left numerous word documents, with step by step instructions for all the jobs on the computer, to help future trainees, as well as saving the girls in the office having to explain it. I suppose the hardest part of the job was during the first 2 weeks, the girls were too busy to train us, as it was over Easter, and a Jewish company. As I was trying to impress, I would try and do the more menial tasks, like photo copying to ease the burden on others. In the end we had cleared all the backlog of files in the Archive room and tidied things up.

Below are some of my key qualifications that will help drive the local pharmaceutical sales:
• Consistently met or exceeded established program sales and/or market share targets and call plan goals within assigned geographies
• Established sales goals and market share targets within territory by delivering sales programs and utilizing effective sales techniques and promotional materials in order to influence targeted Primary Care physicians
• Achieve daily/monthly/quarterly sales call activity/client deliverables by gaining access to prescribing decision makers and influencing purchasing decisions
• Possess solid knowledge and understanding of all assigned pharmacology products, disease states, treatment and competitor products
• Maintain current and competent working knowledge of product line to educate physicians and increase customer’s likeliness to prescribe the product
• Meet call expectations for all required physician face to face calls
• Build strong relationships and customer loyalty
• Use strong negotiation skills and persuasive communication style, strategic thinking & planning skills and superior organization to grow market share and volume sales
• Possess the fortitude to sell and compete, and be a self starter
• Excellent oral, written, interpersonal skills
• Strong PC skills including Microsoft Office

A typical day  at work was  extremely busy. Multiple task and constantly engaged with customers (production,packaging,label control, QC lab,and warehouse) for compliance and  Quality issues.

I learned to work under pressure and meet time line for different task.Learned how to be a team player to accomplish quality goals and quality metrics.

QA Management was very demanding due to reduced manpower and multiple tasks. They all very knowledgeable  and provided feed back in time of  conflicts.All my superiors were kind, generous and friendly.

All my co-workers were very friendly and very co-operative and helpful to meet monthly release of product for market distribution and meet the deadlines for SOPs, CAPA, IR, and other projects for monthly quality goals.

The hardest part of the job was end of month release of finished product for market distribution. It required to close all open deviation report and other compliance related issues .Worked longer hours to complete all tasks.

The most enjoyable part of the job was accomplishment of monthly goals and targets and receive favorable compliment from management..

Once upon a time it was a great place to work with a great work-life-balance. Now, not so much. With each management change from each acquisition it went down hill. No more empowerment whatsoever. Management no longer defends its employees. You will now be underpaid and overworked. After these last layoffs due to a bad buy of generics actavis/allergan, they are now rehiring for the "so called position eliminations" at lower pay scale. My position was supposedly eliminated but I saw a posting for my exact position and responsibilities for much less pay (I feel bad for the person that takes that job). Everyone is supposed to have to move to Parsippany, NJ site no matter where they live and no remote work anymore - no exceptions. Apparently this is not true if your senior management fights for you because you were hired to make their life easier and if you get one of those positions you will be severely overpaid even if not qualified for the position. The most enjoyable part of the job was being there 10 years ago.

The leadership at Teva has grown ever more evil over the last few years - there really is no other word for it.  The HR department in the US is run by clowns who were fired from their previous companies.  The corporate headquarters in Israel wants to get its hands in the daily business more and more, even though they don't understand American tax, compliance, or operations.  They continue to cut headcount so that they can keep investors happy.  That's great if you're an investor, but it's terrible if you're an employee there.  You will be required to carry your iPhone everywhere and respond to emails immediately, doesn't matter if you're at a funeral or if it's Christmas you're going to suck it up if you want to keep your job.  The pay and benefits are amazing which is why most people stay there because the compensation is difficult to match.  But make no mistake, you are selling your soul and your health if you stay there.  If you get an interview, be sure to ask how many US employees have committed suicide in the last year, and how many have had heart attacks, or stress related illnesses.  Do yourself a favor and run away from that place as fast and as far as you can.

A few years ago the distribution center was a great place to work. Management seemed to care a little bit about their workers. Now it's all about looking good for their own bosses. If you're a hard worker and looking for a place that will appreciate your work, TEVA is not it. As for the general worker you are and will always be just a number. You will be taken for granted, expected to do more than you physically can in a day's work because they are truly understaffed and basically be treated like a tool. As long as the product is going out the door and they're pleasing their share holders that's all that matters anymore. Reviews are based on if management actually likes you. It's not based on how hard you work and what you're done for the company of the last year. There is so much tension and complaining in the distribution center and it all comes from how management treats their employees.

The only good side to working at TEVA is medical benefits. That's why the majority of the people are still working there. It's not because of the money and TEVA knows it. The benefits go up some every year, which is expected, but the pay really won't. I highly DO NOT recommend working for TEVA Pharmaceuticals.

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