What method requires supervisors to make a choice between two statements when evaluating an employee?

The forced choice method is designed to eliminate ambiguity in performance evaluations by requiring supervisors to select between two distinct statements regarding an employee's performance. This technique is particularly useful as it reduces the influence of biases that can occur in more subjective evaluation methods. By presenting two contrasting performance attributes, it compels the evaluator to make a decision based on the specifics of the employee’s behavior, thus leading to a more objective assessment.

In a forced choice evaluation, each statement is typically designed to reflect both positive and negative aspects of performance, ensuring that the evaluator must thoughtfully consider the employee's actions and contributions in relation to both choices. This approach can create clearer insights into employee performance while also fostering fairer comparisons amongst team members.

In contrast, checklists allow supervisors to simply mark off skills or behaviors they observe without the necessity of making a direct comparison. Rating scales provide a range of performance levels but may still allow for subjective interpretation, while critical incidents focus on specific instances of behavior rather than a comprehensive view. Thus, the unique structure and intent behind the forced choice method enhances its effectiveness in creating precise evaluations.