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This is very situational.I have seen this happen in the context of divorces. “I’ll get revenge by reporting my ex to the IRS!” This almost always backfires; the liability is almost certainly joint, with limited exceptions.I have seen this happen with disgruntled ex-employees. This tends to backfire too: the ex-employee is shocked to find out that the current employees don’t back up their version and portray them as the problem.Plus, in a large number of situations, the unreported revenue is immaterial from the IRS’s point of view.I’m not saying never to report; there are times when there are solid reasons to do so, and indeed it can be pretty much essential in some situations.To have your particular situation evaluated, consult a tax professional.

You have to figure out the format first - is it manager-employee? Is it peer-review? Self-review? Questions will differ based on this answer.We have put together some of our favorites here. Take a look at our blog for more!Questions for Employees Evaluating Peers or Direct ReportsDo their behaviors and mindsets reflect the culture and values of the organization? Why or why not?How did they measure up to their goals for this review cycle?What enabled them to achieve their goals? Or what stopped them from achieving their goals?What are their biggest strengths? Give examples of when they demonstrated these strengths.How can they leverage these strengths to the fullest?What are their biggest areas of development? Give examples of why you think so.How can they improve in these areas? What are tactical steps that they can take?How would you or your team be affected if they left the organization?How likely are you to recommend them to another team?What would you need to see before promoting them? How prepared are they for the next step in their career?Who can you introduce to them to foster their development?Questions for Employees Evaluating Their Managers (Upward Review)Do their behaviors and mindsets reflect the culture and values of the organization? Why or why not?What are their biggest strengths? Give examples of when they demonstrated these strengths.How can they leverage these strengths to the fullest?What are their biggest areas of development? Give examples of why you think so.How can they improve in these areas? What are tactical steps that they can take?How likely are you to recommend them to another team?How effective are they in coaching you to excel? What can they do better?How often did you receive feedback and/or recognition from them? What can they do better?What is the one thing you would change about them? Why?Questions for Employees Evaluating Themselves (Self Review)What were your goals for this review cycle? These can be Objectives/KPIs or competencies/skills you wanted to work onDid you successfully achieve your goals? Why or why not?What were your biggest learning since the last review?What motivates you to excel? How can the organization make your work more enjoyable?What are your biggest strengths? Give examples of when you have demonstrated these strengths.What can your manager and/or colleagues do to help you leverage these strengths to the fullest?What are your biggest areas of development? How do you plan on working on them?What can your manager and/or colleagues do to help you improve in these areas?What are your goals for the next review cycle? What do you need in order to succeed?What are your professional aspirations/where do you see yourself in five years? What do you need in order to achieve these aspirations?What is the one thing you would change about our organization, your team, and/or your role? Why?

None, in particular.About a year ago, a report from HackerRank (a California-based service that runs tests for developers) surfaced and their results contradict your assumption that Indians are good at Programming and Computer Science in General.Are there good/exceptional programmers/developers from India? Yes.Does India have the largest number of good/exceptional programmers? Nope.In fact, India is not even in the top 10 countries with the best computer programmers. It ranks #32. The top country is actually China followed by Russia and Poland (no surprises here).This survey was conducted across 1.5 million programmers from different countries and China consistently outperformed participants from other countries in mathematics, data structure, and functional programming challenges. Russia wasn’t far too behind China - while China scored 100, Russia missed the gold by 0.1.And India scored 76.What India is good for is it’s large churn of resources. India has a huge reservoir of professionals invested heavily in Software and IT industry and these resources are available for cheap. Large quantity doesn’t necessarily equate to high quality.Edit:Hackerrank is a growing start-up and it’s gaining popularity as a coding practice platform for developers of all levels of expertise to solve problems just like LeetCode. If you happen to be a professional programmer and haven’t used hackerRank or LeetCode, it doesn’t matter - there are people who do use them for interview preparation during job switches. If you don’t use it or someone you know doesn’t use it, that doesn’t invalidate the existence of such a platform and the data they have.I’ve been told that HackerRank isn’t the best platform to evaluate professional coders and it is mostly targeted towards students graduating and fresh in the market seeking developer jobs. Regardless, students right out of college and newly started employees make up for a substantial percentage of employees in engineering and IT companies and hacker rank is a good platform to evaluate that segment of employees. I wouldn’t state that the HackerRank data is unsuitable or irrelevant for my conclusion - probably incomplete since it doesn’t evaluate candidates with more than 1–2 years of experience. But I would say it offers a good insight into the quality of education and preparedness of graduates in the software industry based on their country.Reference:(i) Which Country Has The Best Computer Programmers And Developers?