HR/Year End Overview

2007 Analysts
Conducted by: Jessica Dorin

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Objectives: Performance Management

By the end of todays session you will be able to:

Understand how HR is structured and how to partner with us

Describe the Performance Management Lifecycle at Morgan

Stanley

Explain the Firms compensation and Operations Promotion

Philosophy

Reflect on your individual career development needs

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Morgan Stanley Vision Statement

Connecting people, ideas and capital,

we will be the world's first choice

for achieving financial aspirations"

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Morgan Stanley Core Values

Integrity
Excellence
Entrepreneurial spirit
Respect for individuals and cultures
Teamwork

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HR Goals

Serve as Strategic Partners with Business Units

Identify/Attract Talented Individuals to the Firm
Development of Human Capital

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How is HR Organized?

Coverage
Products

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HR Delivery Model

Year End Overview

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2007 Performance Management Process

Our philosophy is to attract and retain the best people and help you to
make the most of your talents. We need to leverage and develop our
talent globally. Every employee needs to take an active part in his or her
own development, to increase their impact at the Firm and further their
career.

Need more information:

Visit the Performance
Management Homepage:
http://pmhome
Or contact your local HR
Representative.

This philosophy has inspired some significant changes in the 2007

process including the suspension of formal 360-degree online
evaluations. The 2007 process consists of two parts:
Part One (January - July, 2007): Focus On Development
Each employee and their Evaluation Director will focus on
professional development (including Goal-setting and Self-written
Development form).
Part Two (October - November, 2007): Focus on Performance
Evaluation
Employees will focus on individual performance through the
Accomplishments Self-Evaluation, and Evaluation directors will
provide feedback through the Performance Summary.

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Compensation Philosophy
Relative
Contribution

In compensating our employees, we take into consideration the results

for each fiscal year as well as the competitive dynamics which exist in
the marketplace, both in light of our desired financial ratios and overall

Firm
Performance

financial objectives. The decisions we make must be fair to employees

in the context of individual performance and consistent with the market.

Market
Environment

Competitive
Landscape

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Factors Used to Determine Total Reward

Individual
Performance

Market

Total
Reward

Firm
Performance

Internal
Equity

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Defining the Market

McLagan Survey

Search Firm
Data

Exiting
Employees

New Hires

MARKET
CONDITIONS

Competitor
Tracking

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Total Reward

Base Salary
+ Above Base Comp. (ABC) (Cash Bonus)

= Total Reward (TRWD)

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Year Over Year Total Reward Example

Total Reward, not Year End Bonus, Reflects Compensation Increase
($)

DRAFT
Base Salary
YE Bonus (ABC)
TRWD

2006

2007

2008

35,000

45,000

54,000

5,000

7,000

6,000

40,000

52,000

60,000

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Year Over Year Total Reward Example

Year over Year % Increase Can Be Flat or Decrease($)

DRAFT
Base Salary
YE Bonus (ABC)
TRWD

2005

2006

2007

55,000

57,000

57,000

6,000

4,000

2,000

61,000

61,000

59,000

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2007 Annual vs Actual Total Reward

Employee Hired on June 1, 2007

DRAFT
Base Salary
YE Bonus (ABC)
TRWD

Annual

Actual

50,000

25,000

5,000

2,500

55,000

27,500

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Total Reward Q&A:

When will Total Reward be communicated?
Mid December
When will above base compensation (bonuses) be paid out?
Beginning of January
Who will communicate total reward to me?
The officer in charge of your department, and in
some cases your manager

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Total Reward Q&A:

How will I receive my above base compensation (bonus)?

Your bonus will be paid by the same method as bi-weekly
paychecks.

Can I share my total reward decision with my co-workers,

roommates, etc.?
Compensation decisions are private and confidential,
therefore, you are strongly advised not to share your
compensation.

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Total Reward Q&A:

Can I contribute some of my bonus to my 401K?

Yes, you may contribute 0-20% of your bonus to 401K

How do I do this?
Please visit the Morgan Stanley Benefits Center online to
make your elections you will prompted by an email to do so

Managing Your Career

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Manager Considerations

In addition to the core competencies of the department and the Firm,

managers evaluate each candidate with respect to other factors
including:
Sustained contribution over time
Future career potential
Leadership / Structural needs of the Department and Firm
Maintaining the high standards and core values of the
Department
Business Unit / Client / Peer Feedback
Balance of global and local feedback

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Questions?

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Helpful Links for your Reference

Morgan Stanley Today Intranet Home Page for the Firm
http://today-na.ms.com/portal/site/MorganStanleyToday/
Firmwide Directory Find contact information for all Firm employees.
Be sure to update your office contact information by clicking on SelfService.
http://fwdirectory.sso.corpms.com/itsmg/dman/fcgi-bin/d-lite.cgi
Employee Central Self-service portal providing online access to worklife tools. This site will link you to benefits and payroll information, work
and life balance support, learning and development opportunities,
employee policies, volunteerism, employee discounts, office information
and more!
<
http://ep.sso.corpms.com/portal/index.jsp;jsessionid=567PSDE3tpecU
i5ZBzKH28SjZQQ
>

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Helpful Links for your Reference

Morgan Stanley Benefits Center Direct link to your personal benefits
profile, all benefits selections can be made online. To log on for the first
time, enter your social security number and use your birthdate, mm/dd/yy,
as the password. http://www.benefitsweb.com/morganstanley.html (also
accessible through Employee Central)
*Benefits Center account representatives are available Monday-Friday
from 9:00am to 7:00pm (EST) and can be reached at (877) 685-4481 by
pressing zero (0).

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Helpful Links for your Reference

Morgan Stanley Health A comprehensive health and wellness program
that offers a variety of resources to help employees and their dependents
get healthy, stay healthy and make informed decisions. Free, confidential
resources include a 24-hour nurseline, personal health coaches and the
customized Mayo Clinic EmbodyHealth website for answers to your
health questions and referrals to program resources.
1-866-HLTH-ADV or www.MorganStanleyHealthOnline.com
Payroll Direct link to payroll website. Follow steps to create a private
key in order to access Direct Deposit or Paycheck information.
http://payroll.corpms.com/sitemindersm/unprotected/prpkfwd2/wspwd.fcc?
TYPE=33554433&REALMOID=06-3da74ee3-04d4-0025-000061f6000061f6&GUID=&SMAUTHREASON=0&TARGET=http://payroll.corpms
.com/site/payroll/webapp/ (also accessible through Employee Central)

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Helpful Links for your Reference

Commuter Benefits To enroll, logon at any time to
www.wageworks.com. If you are ordering a transit pass, you must
generally make your election by the 10th of the month to ensure delivery
of your pass for the following month. (Please note that it takes approx. 34 weeks for new hires to be set up in the Wageworks system.)
Morgan Stanley Company Store Provides access to great discounts
at thousands of merchants: http://morganstanleyrewards.com. For more
information, see the Employee Perks & Discounts section of Employee
Central: http://web.ms.com/cgi-bin-local/worklife/index.cgi?path=4_0_0.html.
Morgan Stanley Financial Advisor To find a Financial Advisor, use the
online Branch Locator, or go directly to branch office located at 1585
Broadway in New York.
http://www.morganstanleyindividual.com/customerservice/branchlocator/

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Frequently Asked Questions

How do we accrue vacation days at the Firm?
For a four-week vacation schedule, the employee accrues vacation at a
rate of 2 days per month, from January through October. To determine
how many vacation days the employee has left in a calendar year, take 2
vacation days/month and multiply the amount of months completed in the
year. Then, subtract any days that have already been taken for a vacation
day.
How does the Firm conduct employee evaluations?
We use a system called Performance Evaluation. Contact your HR
representative to elect an Evaluation Director for the evaluation cycle.

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Frequently Used Contacts

For Employee Relations or any Human Resources related issues/questions:
Lisa Ferro (Generalist) FBLS, MACS
Carrie Lupion (Generalist) EBLS, CBLS, CPS
Pamela Del Bene (Vice President) Senior Coverage for ISG Operations
Dorit Ingber (Coordinator) Handles questions relating to Performance
Management, Morgan Stanley Policies, etc.

For issues relating to campus recruiting, contact the Campus Recruiting

Team:
Jessica Dorin
Angela Seigley
Robin Diglio