I'm currently trying to get my workplace to change from the forced distribution model to a "membership model" of employee evaluations. I'm currently contracting with them on talent management policies and tools, so I'm in the position to do it.

In essence, it works as you describe: rather than trying to make managers give ratings using an arbitrary metric they don't understand (which can be avoided with behaviorally-anchored rating scales, but most companies don't spend the effort to create them), you basically ask them to decide whether they're in the club or not.

There is a bit more to it than that, such as training for and having managers justify their ratings, but it's simplicity is the draw.