Yes this sounds bad, but (a) it absolutely does not say you're expected to comment on each other, much less negatively, just that it's a regular opportunity to

Yes this sounds bad, but (a) it absolutely does not say you're expected to comment on each other, much less negatively, just that it's a regular opportunity to do so if needed, and (b) given you have a negative opinion of a coworker, all of the alternatives are worse. Just doing nothing and letting the problem go unaddressed (whether the problem is that your perception is wrong or that the employee is under-performing, both should get fixed), waiting until the next performance review when the damage has been done, assuming the boss will notice the problem anyway. These are all worse than knowing you can bring it to your manager's atention within a few days of deciding it's time to escalate the problem and let him / her deal with it. If you have a problem with someone, speak up and get it addressed. That doesn't mean you have to sit and bitch and gossip about people. But don't let a problem fester. It's worse for the employee who might eventually get fired and have developed a terrible reputation for not fixing their problem, it's worse for the company who may be paying for sub-par work, and it's worse for you for having to compensate for their poor performance without proper recognition. If everyone developed the people skills to give and take this feedback freely from peers that would be great, but in reality that just won't happen at every job and sometimes you need to escalate. When you do, sooner and more direct is better than later and via some 360 review form.