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360 Degree Performance Evaluation Process

Morgan Stanley implemented a new 360 degree performance evaluation system in 1993 costing over $1.5 million to evaluate over 2000 employees. The evaluation gathered feedback from peers, subordinates, internal clients, and self-assessments using explicit criteria of market skills, management, commercial orientation, and teamwork. An evaluation director managed the process by synthesizing year-end data packets to preserve working relationships and provide evaluation summaries for promotion and compensation decisions to aid performance appraisals.

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Mohit Singhania
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172 views11 pages

360 Degree Performance Evaluation Process

Morgan Stanley implemented a new 360 degree performance evaluation system in 1993 costing over $1.5 million to evaluate over 2000 employees. The evaluation gathered feedback from peers, subordinates, internal clients, and self-assessments using explicit criteria of market skills, management, commercial orientation, and teamwork. An evaluation director managed the process by synthesizing year-end data packets to preserve working relationships and provide evaluation summaries for promotion and compensation decisions to aid performance appraisals.

Uploaded by

Mohit Singhania
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd

360 Degree Performance Evaluation Process

BY

ADITYA MALU (04) MOHIT SINGHANIA (59) AKANKSHA SHRIVASTAVA (58) DEEPANSH SINGH VERMA(12) SHRUTI BANSAL (47)

The Firmwide 360 Degree Performance Evaluation Process at Morgan Stanley


During 1993, Morgan Stanley Implemented a new firmwide 360 performance evaluation system for over 2000 professional employees worldwide at a total cost of over $1.5 million.

Feedback: Peers. Subordinates. Internal Clients. Self Assessment. Explicit Evaluation Criteria: Market/Professional Skills. Management and Leadership. Commercial Orientation. Teamwork/One Firm Contribution.

High Quality Data and an Evaluation Director Managing the Process


Year End Data Packet Interpreted and Synthesized by Evaluation Director Important to Integrity of the system To Preserve the ongoing working relationships Evaluation Summaries for Promotion and Compensation Decisions Helpful in Conducting Performance Appraisals

Evaluation Request Form

Annual Self-Evaluation Form

Short Evaluation Form

Long Evaluation Form

Annual Upward Evaluation

Evaluation And Development Summary

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