Does Nokia use a bell curve performance rating system?

Hi. We have a more individual-focused performance appraisal system, not looking at expected distribution or bell curve, but rather differentiating employees based on their performance and potential, as well as readiness; looking at development opportunities, growth, moves. We have also considered using feedback from peers, colleagues, people working in a matrix with the individual instead of just the view of the line manager. The line manager has regular dialogues with his/her team members to avoid end of year, limited view and peers, second level manager can offer input as well.
A bell curve "expectation" is neither fair, nor trustworthy.