A forced distribution system ranks employees into predefined categories. This is also known as:

A forced distribution system is a performance appraisal method where raters are required to place a predetermined percentage of employees into various performance categories, such as 'top performers,' 'average performers,' and 'low performers.' This system is also widely known as stack ranking or "vitality curve". It forces differentiation among employees, often creating a bell-shaped curve of performance ratings. The primary goal is to identify and reward top talent while addressing underperformance, though it can sometimes lead to intense internal competition.

• The critical incident method involves documenting specific examples of effective or ineffective employee behavior.
• The essay method requires the rater to write a narrative description of an employee's performance.
• The checklist method involves the rater checking off statements that describe the employee's performance.

These are distinct appraisal methods and not alternative names for forced distribution.