Your comment is a case in point. Anyone familiar with your story (at Google and, as you know, there are many of us who are) knows how totally skewed your perception is.
Many people (including me) tried to offer you constructive advice. Without getting into specifics I think it's fair to say that any problems you had were pretty much entirely of your own making.
Regarding a few specifics:
- You mischaracterize the slotting process, which is now largely gone anyway (and you should know this so I'm not sure why you're bring it up as if it were a present problem);
- I can't speak for how much time managers spend on Perf but managing their people and the careers of those people is kinda their job. As for engineers, it depends on how much feedback you need to do. One engineer I know how to do >20 feedbacks and this took him a couple of days. Generally speaking, the more you have to do it, the quicker you are (at each one);
The fact that performance is peer-driven is overall a good thing. It means your relationship with your peers matters and this isn't just an arbitrary managerial decision. I see you still don't get that.
Google isn't perfect. Then again, nothing is. But it's pretty great. Or, rather, it can be. You get as much out of it as you put in. See something that needs fixing? Then fix it. It's certainly not a place for those that simply like to sit back and complain.