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Critical Incident Technique

The document describes the Critical Incident Technique (CIT), a method for developing behaviorally-based performance appraisal instruments. CIT involves supervisors describing positive and negative critical incidents of an employee's actual behavior to identify the major dimensions of job performance. It produces behavioral statements that make clear to employees and raters the performance expectations and evaluation basis. The advantages are its suitability for performance reviews and identifying counseling areas, while drawbacks include negative incidents being more noticeable and potential for close supervision. The document provides a sample critical incidents worksheet for evaluating an employee's job knowledge and initiative dimensions.

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117 views7 pages

Critical Incident Technique

The document describes the Critical Incident Technique (CIT), a method for developing behaviorally-based performance appraisal instruments. CIT involves supervisors describing positive and negative critical incidents of an employee's actual behavior to identify the major dimensions of job performance. It produces behavioral statements that make clear to employees and raters the performance expectations and evaluation basis. The advantages are its suitability for performance reviews and identifying counseling areas, while drawbacks include negative incidents being more noticeable and potential for close supervision. The document provides a sample critical incidents worksheet for evaluating an employee's job knowledge and initiative dimensions.

Uploaded by

kuttubindu
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPT, PDF, TXT or read online on Scribd
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CRITICAL INCIDENT

TECHNIQUE
BY- PURNIMA TRIPATHI
INTRODUCTION

• A METHOD FOR DEVELOPING A BEHAVIORALLY BASED APPRAISAL


INSTRUMENT .

• IT IS OFTEN USED BECOZ IT PRODUCES BEHAVIORAL STATEMENTS


THAT MAKES EXPLICIT TO AN EMPLOYEE WHAT IS REQUIRED & TO A
RATER WHAT THE BASIS FOR AN EVALUATION SHOULD BE.

• ONE OF MANY TYPES OF JOB ANALYSIS PROCEDURES.

• IN THIS, A SUPERIOR DESCRIBES CRITICAL INCIDENTS, GIVING


DETAILS OF BOTH +VE & -VE BEHAVIOR OF THE EMPLOYEE.

• FOCUS ON ACTUAL BEHAVIOUR RATHER THAN ON TRAITS.


STEPS INVOLVED IN CIT
• IDENTIFY THE MAJOR DIMENSIONS OF JOB PERFORMANCE.

• GENERATE “CRITICAL INCIDENTS” OF PERFORMANCE.

• DOUBLE- CHECK THAT THE INCIDENTS REPRESENT ONE DIMENSION.

• ASSIGN EFFECTIVENESS TO EACH INCIDENT.


ADVANTAGES OF CIT

• IT PRODUCES BEHAVIORAL STATEMENT THAT MAKE EXPLICIT TO AN


EMPLOYEE WHAT IS REQUIRED & TO A RATER WHAT THE BASIS FOR
AN EVALUATION SHOULD BE.

• WELL SUITED FOR PERFORMANCE REVIEW INTERVIEW

• IT IDENTIFIES AREA WHERE COUNSELLING MAY BE USEFUL.


DRAWBACKS OF CIT

• -VE INCIDENTS MAY BE MORE NOTICEABLE THAN +VE.

• RESULTS IN VERY CLOSE SUPERVISION WHICH MAY MAY NOT BE


LIKED BY EMPLOYEES.

• SUPERVISORS HAVE TENDENCY TO UNLOAD A SERIES OF


COMPLAINTS ABOUT INCIDENTS.
CRITICAL INCIDENCE
WORKSHEET
• JOB TITLE:
• JOB DIMENSION: KNOWLEDGE OF JOB-
UNDERSTANDING OF THE POSITION HELD & THE JOB’S
POLICIES, TECHNIQES, RULES,MATERIALS & MANUAL SKILLS.
INSTRUCTIONS: PROVIDE AT LEAST ONE BEHAVIORAL
STATEMENT FOR EACH PERFORMANCE LEVEL.
1. NEED IMPROVEMENT
2. SATISFACTORY
3. EXCELLENT
4. OUTSTANDING.
CRITICAL INCIDENCE
WORKSHEET
• JOB TITLE:
• JOB DIMENSION: INITIATIVE- THE ENTHUSIASM TO GET
THINGS DONE, ENERGY EXERTED, WILINGNESS TO ACCEPT &
PERFORM RESPONSIBILITIES & ASSIGNMENTS ; SEEKS
BETTER WAYS TO ACHIEVE RESULTS.
• INSTRUCTIONS: PROVIDE ATLEAST ONE BEHAVIORAL
STATEMENT FOR EACH PERFORMANCE LEVEL.
1. NEEDS IMPROVEMENT.
2. SATISFACTORY
3. EXCELLENT
4. OUTSTANDING

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