What method of performance appraisal relies on subjective descriptions of an employee's work?

The method of performance appraisal that relies on subjective descriptions of an employee's work is the critical incident method. This approach involves the identification and documentation of specific instances where an employee either performed exceptionally well or failed to meet expectations. These critical incidents are examples that illustrate the employee's performance, rather than relying on standardized metrics or ratings.

This method emphasizes qualitative data, focusing on particular events that highlight the employee's strengths or areas for improvement. By concentrating on actual performance situations, it captures the contextual factors influencing an employee's behavior, offering a more nuanced view of their overall performance.

On the other hand, behavior checklists typically rely on predefined criteria or behaviors that employees are expected to demonstrate, while management by objectives focuses on setting specific, measurable goals for employees and assessing performance based on the achievement of those objectives. The trait rating method evaluates employees based on specific personal attributes or characteristics, rather than discussing their performance in the context of specific incidents. Therefore, the critical incident approach is distinct in its reliance on subjective descriptions tied to notable events in an employee's work history.