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