2.3.1晉升機制

變革項目的頂點是革新績效評估制度。通過改變員工的評估、提升和薪酬標準，Mack和高層管理團隊希望從根本上轉變摩根士丹利的企業文化。

創建更正式的績效評估程序，這項任務落到了由15位銀行家組成的團隊身上，結合兩位人力資源職員和一位外部管理顧問的幫助，他們為評估實現下列目標的表現而設計出全新的制度：

·加強所有專業員工的專業發展

·實現更高度的客觀性與公正性，以全面定義適當行為的明確表現標準作為績效評估的基礎

·提高實時反饋

·表揚出色的長期專業表現

·為年度薪酬和升職決定提供主要基礎

·提供更真實的年度績效評估

·鼓勵團隊精神

·提高跨部門和跨事業部的反饋

·提高程序的一致性和保密性

2.3.2培訓機會

Our many work-life programs include child and elder care, employee counseling and referral services, and health and fitness courses and facilities. We are proud to have received national recognition for these efforts: in 2010, for instance, Working Mother magazine named Morgan Stanley as one of the "Ten Best Companies for Working Mothers" and again in 2011, Morgan Stanley was recognized by Working Mother. In May 2012, Family Digest magazine named Morgan Stanley as one of the “Best Companies for African Americans” .

In March 2012, Essence magazine named Morgan Stanley as one of the “Great Companies to Work” .

Through our Volunteer Incentive Program (VIP), the Firm donates to hundreds of health and social service organizations in which our employees are involved as board members or volunteers. Our nationwide volunteer initiative, "What a Difference a Day Makes,"encourages all 55,000 U.S.-based Morgan Stanley employees to donate at least 24 hours a year to projects that help youth. We focus recruiting efforts on women and provide career development programs including internal women's conferences led by senior women executives. "Take Our Daughters to Work Day" has become part of our culture and our grants have helped educate Chinese, Spanish and Portuguese-speaking women about their financial needs. Latina Style magazine has named Morgan Stanley one of the "50 Best Companies for Latinas to Work for in the U.S."