Which performance appraisal method involves maintaining written records of significant employee actions?

The Critical Incident Method is a performance appraisal technique that focuses on documenting specific, significant behaviors of an employee that directly impact their performance. This method involves keeping detailed written records of notable incidents, whether they are positive or negative, that reflect how an employee is performing in their job role.

By concentrating on actual behavior and skill of the employee in real-world situations, this approach provides concrete examples of performance, offering valuable insights into areas of excellence and areas needing improvement. Such detailed documentation can facilitate constructive feedback during performance reviews and help in developing tailored training plans or interventions.

In contrasting methods, the Graphic Rating Scale involves assessing employees on a set scale based on various traits or performance factors, usually without detailed behavioral descriptions. The Behaviorally Anchored Rating Scale provides specific behavior examples as anchors for performance ratings but does not typically involve ongoing written records of incidents. 360-Degree Feedback collects performance feedback from a variety of sources but is more about the perception of performance rather than direct documentation of incidents. The Critical Incident Method stands out for its emphasis on specific, actionable insights derived from actual performance instances.