Morgan Stanley Case Analysis
Morgan Stanley:
The Firm Wide 360° Performance Evaluation and Rob Parson
1. What are the key elements of MS 360° performance evaluation process? The Morgan Stanley 360° performance evaluation process is comprehensive and includes the following key elements: 1. Self-Assessment 2. 360° Feedback from superiors, peers, subordinates and internal clients 3. Specific evaluation criteria based on four broad categories A. Market/Professional Skills B. Management and Leadership C. Commercial Orientation D. Teamwork/One Firm Contribution 4. Office of Development to consolidate data into Year-End Data Packet 5. Evaluation Director to interpret and synthesize information to prepare Evaluation and Development Summary 6. Template for Performance Review Discussion The self-assessment was completed annually by each employee in conjunction with the 360° feedback. It was meant to compliment the information in the 360° feedback and was also used as a means for self-reflection. It was broken down in 3 sections as follows: 1. Business Goals & Accomplishments 2. Contribution to Morgan Stanley, division, and external/industry-related community 3. Professional Development The first 2 sections were open-ended, while the final section consisted of a series of short answers. The short answers were similar to the ones asked on the 360° feedback forms (both short and long), and thus served as a good proxy to compare whether the individual had a good self-perception of his or her qualities. For examples, all forms asked for the top 3 strengths and weaknesses. For the 360° Feedback, each evaluatee’s was required to provide a list of potential evaluators. Each employee was required to identify people with who they regularly interacted and would be able to provide relevant feedback. These reviewers were then included on a list called the Evaluation Request Form (ERF). Each reviewer was categorized in one of 4 categories based on the nature of the working relationship to the evaluatee: 1.
The Firm Wide 360° Performance Evaluation and Rob Parson
1. What are the key elements of MS 360° performance evaluation process? The Morgan Stanley 360° performance evaluation process is comprehensive and includes the following key elements: 1. Self-Assessment 2. 360° Feedback from superiors, peers, subordinates and internal clients 3. Specific evaluation criteria based on four broad categories A. Market/Professional Skills B. Management and Leadership C. Commercial Orientation D. Teamwork/One Firm Contribution 4. Office of Development to consolidate data into Year-End Data Packet 5. Evaluation Director to interpret and synthesize information to prepare Evaluation and Development Summary 6. Template for Performance Review Discussion The self-assessment was completed annually by each employee in conjunction with the 360° feedback. It was meant to compliment the information in the 360° feedback and was also used as a means for self-reflection. It was broken down in 3 sections as follows: 1. Business Goals & Accomplishments 2. Contribution to Morgan Stanley, division, and external/industry-related community 3. Professional Development The first 2 sections were open-ended, while the final section consisted of a series of short answers. The short answers were similar to the ones asked on the 360° feedback forms (both short and long), and thus served as a good proxy to compare whether the individual had a good self-perception of his or her qualities. For examples, all forms asked for the top 3 strengths and weaknesses. For the 360° Feedback, each evaluatee’s was required to provide a list of potential evaluators. Each employee was required to identify people with who they regularly interacted and would be able to provide relevant feedback. These reviewers were then included on a list called the Evaluation Request Form (ERF). Each reviewer was categorized in one of 4 categories based on the nature of the working relationship to the evaluatee: 1.