The team chose three metrics in particular to measure: Managers’ self-reported ability to effectively plan, prepare, and differentiate for salary and bonuses 77 percent said their salary planning was either the same or simpler than it had been before PD@GE, and the findings were the same for those using ratings versus no ratings. The average merit and bonus increase both for employees participating in the no-ratings test and those who were still given a rating These remained unchanged, indicating that the new system allowed for differentiation in rewards regardless of ratings or no ratings.
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