key term - Behaviorally Anchored Rating Scales

Definition

Behaviorally Anchored Rating Scales (BARS) are a performance appraisal method that uses detailed, behavioral examples to evaluate employee performance. They aim to provide more objective and accurate assessments by anchoring ratings to specific, observable behaviors rather than relying on more subjective judgments.

5 Must Know Facts For Your Next Test

1. BARS are designed to reduce the impact of rater bias and subjectivity in performance evaluations by grounding ratings in observable, job-relevant behaviors.
2. The development of a BARS system involves critical incident interviews with subject matter experts to identify key performance dimensions and define behavioral anchors for each rating level.
3. BARS provide a more detailed and nuanced assessment of employee performance compared to traditional rating scales that rely on broad, general descriptors.
4. Effective implementation of BARS requires extensive training for raters to ensure consistent interpretation and application of the behavioral anchors.
5. BARS can be used to evaluate a wide range of job performance dimensions, such as customer service, problem-solving, teamwork, and leadership.

Review Questions

• Explain how Behaviorally Anchored Rating Scales (BARS) differ from traditional performance appraisal methods.
  • Unlike traditional performance appraisal methods that rely on broad, subjective ratings, Behaviorally Anchored Rating Scales (BARS) use detailed, job-relevant behavioral examples to anchor the performance ratings. This approach aims to reduce rater bias and provide a more objective and accurate assessment of employee performance by grounding the evaluation in specific, observable behaviors rather than general impressions or personal judgments.
• Describe the process of developing a Behaviorally Anchored Rating Scales (BARS) system.
  • The development of a BARS system typically involves the following steps: 1) Identifying key performance dimensions for the job through critical incident interviews with subject matter experts; 2) Defining specific, observable behavioral examples that represent different levels of performance for each dimension; 3) Organizing the behavioral anchors into a rating scale with clear definitions for each performance level; and 4) Training raters to ensure consistent interpretation and application of the behavioral anchors when evaluating employee performance.
• Evaluate the potential benefits and challenges of implementing Behaviorally Anchored Rating Scales (BARS) in an industrial/organizational psychology context.
  • The potential benefits of BARS in an industrial/organizational psychology context include: 1) Increased objectivity and accuracy in performance evaluations by grounding ratings in observable behaviors; 2) Reduced rater bias and subjectivity compared to traditional rating scales; 3) More detailed and nuanced feedback for employees to identify specific areas for improvement; and 4) Improved employee engagement and motivation by providing clear, job-relevant performance expectations. However, the implementation of BARS also presents challenges, such as the time and resources required to develop the system, the need for extensive rater training, and the potential for resistance to the change from employees or managers accustomed to more subjective appraisal methods.

Related terms

Performance Appraisal:

The systematic evaluation of an employee's job performance and productivity in relation to certain pre-established criteria and organizational objectives.

Rater Bias: The tendency for raters to be influenced by personal opinions, emotions, or other irrelevant factors when evaluating an employee's performance.

Critical Incidents: Specific examples of particularly effective or ineffective employee behaviors that are used to develop the behavioral anchors in a BARS system.