Adding a peer review element to yourcan help prevent claims that negative evaluations stem from discrimination.
More companies are doing it. Twenty-eight percent of companies now have peers assess co-workers' performance, up from 21 percent in 1999, according to consulting firm William M. Mercer. This includes self-ratings, plus reviews from, peers and even vendors. The goal: Reduce the chance of perceived or actual discrimination because feedback comes from people of different ages, races and genders.
Advice: Don't base pay, promotions and discipline solely on peer reviews, but make it clear that they count. Management should maintain the last word.