The development of a consistent, integrated human resource performance management strategy has been advocated by both academics and practitioners. This article proposes a model of the role of Critical Incident Technique (CIT) in the organizational integration of performance management. CIT provides qualitative performance data across a range of human resource management activities, including job analysis, selection, performance appraisal, and training and development. A chain of such feedback systems has been identified as facilitating integration of staff performance management with organizational strategy and other processes. The ensuing discussion reviews the development of CIT and evaluates applications of the approach. The paper concludes that such a behavioural approach, despite some caveats, appears to have broad applicability to performance management.