In every case I've seen with healthy leadership, you could just ask who the top people are. Up to about 200-person size groups, you could ask any leader (even the top group leader) and they could just tell you. Because they generally know who is doing what, how difficult the various things are and who is turning in consistently outstanding work. (If the leadership can't do this, they might not be paying close enough attention.)
Performance reviews can serve many different purposes, but I don't think this is one of them.
In every case I've seen with healthy leadership, you could just ask who the top people are. Up to about 200-person size groups, you could ask any leader (even the top group leader) and they could just tell you. Because they generally know who is doing what, how difficult the various things are and who is turning in consistently outstanding work. (If the leadership can't do this, they might not be paying close enough attention.)
Performance reviews can serve many different purposes, but I don't think this is one of them.