Techniques of Performance Appraisal

Critical Incident Technique

With the critical incident technique of performance appraisal, supervisors record incidents, or examples, of each subordinate's behavior that led to either unusual success or unusual failure on some aspect of the job. These incidents are recorded in a daily or weekly log under predesignated categories (planning, decision-making, interpersonal relations, report writing). The final performance rating consists of a series of descriptive paragraphs or notes about various aspects of an employee's performance (see Table 8.2).

An Example of Critical Incident Evaluation

The following performance areas are designed to assist you in preparing this appraisal and in discussing an individual's performance with her. It is suggested that areas of performance that you feel are significantly good or poor be documented below with specific examples or actions. The points listed are suggested as typical and are by no means all-inclusive. Examples related to these points may be viewed from either a positive or negative standpoint.

  1. Performance on Technology of the Job

    1. Safety Effectiveness - possible considerations:

      1. sets an excellent safety example for others in the department by words and action
      2. trains people well in safety areas
      3. gains the cooperation and participation of people in safety
      4. insists that safety be designed into procedure and processes
      5. is instrumental in initiating departmental safety program
      6. accepts safety as a fundamental job responsibility

      Item Related Examples
         
         
         

    2. Job Knowledge - Technical and/or Specialized - possible considerations:

      1. shows exceptional knowledge in methods, materials, and techniques; applies in a resourceful and practical manner
      2. stays abreast of development(s) in field and applies to job
      3. "keeps up" on latest material in her special field
      4. participates in professional or technical organizations pertinent to her activities

      Item Related Examples
         
         
         

  2. Performance on Human Relations

    1. Ability to Communicate - possible considerations:

      1. gives logical, clear-cut, understandable instructions on complex problems
      2. uses clear and direct language in written and oral reporting
      3. organizes presentations in logical order and in order of importance
      4. provides supervisor and subordinates with pertinent and adequate information
      5. tailors communications approach to group or individual
      6. keeps informed on how subordinates think and feel about things

      Item Related Examples
         
         
         

    2. Results Achieved through Others - possible considerations:

      1. develops enthusiasm in others that gets the job done
      2. has respect and confidence of others
      3. recognizes and credits skills of others
      4. coordinates well with other involved groups to get the job done

      Item Related Examples
         
         


Table 8.2

The critical incident method provides useful information for appraisal interviews, and managers and subordinates can discuss specific incidents. Good qualitative information is generated. However, because little quantitative data emerge, it is difficult to use this technique for promotion or salary decisions. The qualitative output here has led some companies to combine the critical incident technique with one of the quantitative techniques, such as the rating scale, to provide different kinds of feedback to the employees.