Peer Evaluation of Job Performance

As a former employee who managed to get tenured in three years when most people took eight, who switched fields in mid life and faced young supervisors, I can say that in spite of my good reviews, I would have preferred that they were not done. What I would prefer is a group review done by peers as well as supervisors. That may sound even more stressful than a single review but I am aware that times have changed and maybe times haven't changed all that much. These are my reasons for a group review of job performance.

One, a group review means that you too will be allowed to review your peers. Two, a group review will give you deeper insight into your strengths and your weaknesses. Three, you can feel more in touch with your team and deal more effectively with your supervisor's review.

I know that it may sound jaded but I have known instances when peers go behind your back and tear you down to your supervisor. If those people are given the opportunity to tell you in writing, they can become more productive and useful in their own performance. And, when you have the opportunity to be as open and honest with your peers, you can return the favor.

Group reviews will often encourage disgruntled peers to be specific as to their expectations from another peer. Since they are on the job and know what they expect, you will have a deeper insight into what you may not have realized were your strengths and you may be surprised at what your peers consider your weaknesses.
Knowing what your group has deemed to be your strengths and your weaknesses, you will be better able to manage yourself with your supervisor's evaluation especially if you should choose to challenge his review.
Employee performances are not some casual paperwork but serious matters that can cost you your job. I am giving a more complex structure to employee performance reviews knowing full well that most businesses don't have the time or the money to go through with such reviews. And, after considering the fact that most employees can get fired even after a successful review, that they simply be abolished.

As a former college professor, I had to face student evaluations. Those evaluation sheets were to be passed out by us to our students. They in turn were turned over to the dean who used them to make his evaluation of us. On face value, the terror of such scenes, repeated course after course, semester after semester, grew deep grooves into my forehead. But, that is where I got the idea of group employee performance reviews.