Match each performance appraisal method to its description:

This method uses a scale to rate an employee's performance on specific attributes or competencies that are important for the job, such as teamwork or customer service. The employee is given a rating that best describes his$/$her level of performance for each trait.

This is a written record, like a log or a journal, of uncommonly good or undesirable examples of an employee's work$-$related behaviour.

This method involves predetermined percentages of employees in performance categories. It is also known as the bell curve or stacked ranking method.

This method ranks employees from best to worst. We first select the top performer, then bottom performer, then second best, then second worst, until we end up in the middle of the list.

This method includes comparing each employee directly with every other employee, one pair at a time to evaluate their performance against each other. Out of each pair, the better performer is identified, and then a final ranking is decided based on the number of times each employee came out better.