2. Understanding Your MSF Report
Downward Surveys received from those at a higher rank 0
Peer and Upward Surveys from those at the same rank and from those at a lower rank 12
In order to receive an Individual Report,at least one downward survey or three anonymous surveys from peer and/or upward
providers must be submitted into the People Impact tool.
If "Number of Surveys Received" shows as "0" for the Peer and/or Upward groups, you did not meet the anonymity rule of
three and surveys provided that did not meet the rule of three criteria will not show in this report.
Please note that downward feedback comments are identified with the feedback provider's name.
Peer and upward feedback providers' comments are anonymous.
Feedback Provider
Group
Number of Surveys Received
Summary
Summary includes, by each survey question and by each Feedback Provider Group:
• number of surveys received
• average of scores received
• highest/lowest score received
Survey Analysis
Survey analysis includes, by each survey question:
• average score (excluding self) ranked high to low
• gap (self to feedback providers) ranked high to low
Feedback Provider Comments
Comments from feedback providers are as follows:
• attributable comments list the feedback provider’s name
• all other comments are grouped under “Anonymous Comments”
Americas - FY15 MSF Survey
Moore, Meriste
3. Feedback
Provider
Group
# of
Surveys
received
Average of received scores
Lowest-Highest
Score received
1. Builds high performance teams
by building strong working
relationships, doing the right thing
for the firm as a whole.
Downward 0 0.0 0-0
Peer and
Upward
12 4.5 4-5
All (excluding
Self)
12 4.5 4-5
2. Encourages contributions and
ideas from all and is open to
different perspectives and styles in
order to get the best possible
results.
Downward 0 0.0 0-0
Peer and
Upward
12 4.7 4-5
All (excluding
Self)
12 4.7 4-5
3. Creates opportunities for people
to do stimulating work that helps
them to learn and grow.
Downward 0 0.0 0-0
Peer and
Upward
12 4.7 4-5
All (excluding
Self)
12 4.7 4-5
4. Empowers people to organize
their own work and make their
contribution.
Downward 0 0.0 0-0
Peer and
Upward
12 4.5 4-5
All (excluding
Self)
12 4.5 4-5
5. Clearly communicates priorities
and expectations with appropriate
background information.
Downward 0 0.0 0-0
Peer and
Upward
12 4.5 4-5
All (excluding
Self)
12 4.5 4-5
6. Recognizes and values the
contributions of others in a timely
way.
Downward 0 0.0 0-0
Peer and
Upward
12 4.7 4-5
All (excluding
Self)
12 4.7 4-5
7. Provides feedback and coaching
that helps team members and
colleagues improve their
contribution.
Downward 0 0.0 0-0
Peer and
Upward
12 4.5 3-5
All (excluding
Self)
12 4.5 3-5
8. Is a visible and accessible
member of the team.
Downward 0 0.0 0-0
Peer and
Upward
12 4.8 4-5
All (excluding
Self)
12 4.8 4-5
Summary
Strongly
Disagree
Disagree Neutral Agree
Strongly
Agree
1 2 3 4 5
Americas - FY15 MSF Survey
Moore, Meriste
4. Survey Analysis
8. Is a visible and accessible member of the team. 4.8
2. Encourages contributions and ideas from all and is open to different perspectives and styles in order to get the best possible results. 4.7
3. Creates opportunities for people to do stimulating work that helps them to learn and grow. 4.7
6. Recognizes and values the contributions of others in a timely way. 4.7
1. Builds high performance teams by building strong working relationships, doing the right thing for the firm as a whole. 4.5
4. Empowers people to organize their own work and make their contribution. 4.5
5. Clearly communicates priorities and expectations with appropriate background information. 4.5
7. Provides feedback and coaching that helps team members and colleagues improve their contribution. 4.5
Survey question by average score (excluding self)
Question Average
Americas - FY15 MSF Survey
Moore, Meriste
5. Feedback Provider Comments
Survey question:
What advice would you give this person (consider what they do well and what they could do
differently)?
Anonymous Comments
Keep doing what you're doing - I think you bring a lot of positivity to your teams and overall you keep everything on your audits moving
in the right direction while keeping everyone else (both upstream and downstream) adequately informed and involved throughout the
process. At times, I might take a step back and consider whether you're over-communicating to your upstream and downstream team
members, and whether all parties necessarily need the level of detail/explanation that you are providing to them. Overall this is probably
a good thing to be over-communicating vs. under-communicating, but the above was just a thought to help keep everyone (yourself
included) as efficient as possible. Overall, great job and please don't let this one note discourage you at all. I would definitely want a
senior like you on my job and think you're doing great work!
Meriste is a confident leader and knowledgeable coach. I will miss working with her and would welcome her back to Seattle anytime.
You're great! The only thing I can think of that could be slightly improved on is keeping communication open with your team in regards to
what's ahead (basically, what we need to get done this week, what the hours are looking like, etc). That's a really minor complaint
though, you're an awesome senior!
Great job as a new senior! Area for improvement - try to be more concise and direct with explanations and direction to staff for both
efficiency and clarity.
I learned a lot working with Meriste because she gave me feedback almost immediately I was done with my job. This fact helped me to
learn from my mistakes when I was still in the field. She was also very clear in communicating her expectations. I also love that she
came with me to talk to the client and immediately after she gave me an informal feedback of the things I did right and wrong and how I
could improve in the future. She's great!
When the client was late on providing support my instructions shifted to something along the lines of "do what you can". I appreciated
that you were being flexible, but I was also stressed that my idea of the appropriate amount of effort might be different from yours. I
think it would have been better to define new expectations.
Americas - FY15 MSF Survey
Moore, Meriste
