  Individual performance and reputation within a company are major factors that
influence wage distribution, promotion and firing. Due to the complexity and
collaborative nature of contemporary business processes, the evaluation of
individual impact in the majority of organizations is an ambiguous and
non-trivial task. Existing performance appraisal approaches are often affected
by individuals biased judgements, and organizations are dissatisfied with the
results of evaluations. We assert that employees can provide accurate
measurement of their peer performance in a complex collaborative environment.
We propose a novel metric, the Peer Rank Score (PRS), that evaluates individual
reputations and the non-quantifiable individual impact. PRS is based on
pairwise comparisons of employees. We show high robustness of the algorithm on
simulations and empirically validate it for a genetic testing company on more
than one thousand employees using peer reviews over the course of three years.
