BARS

Definition

BARS, or Behaviorally Anchored Rating Scales, is a performance appraisal technique that uses a set of specific, observable, and measurable behaviors to evaluate an employee's job performance. It aims to provide a more objective and accurate assessment of an individual's work by focusing on tangible behaviors rather than subjective traits.

5 Must Know Facts For Your Next Test

1. BARS are developed by first identifying critical incidents that represent effective and ineffective job performance, then using these incidents to create detailed behavioral anchors for each performance level.
2. The BARS scale typically ranges from 1 to 5 or 1 to 7, with each point on the scale corresponding to a specific set of observable behaviors.
3. BARS are designed to reduce rater bias and subjectivity by focusing on specific, measurable behaviors rather than general traits or characteristics.
4. The development of BARS involves subject matter experts, who ensure the relevance and accuracy of the behavioral anchors for a particular job or role.
5. BARS can be used to provide feedback, identify training needs, and make more informed decisions about promotions, compensation, and other HR-related actions.

Review Questions

• Explain the purpose of using BARS in performance appraisal and how it differs from other evaluation methods.
  • The primary purpose of BARS is to provide a more objective and accurate assessment of employee performance by focusing on specific, observable behaviors rather than subjective traits or general impressions. BARS differs from other performance appraisal methods, such as trait-based or goal-oriented approaches, in that it uses detailed behavioral anchors as the basis for evaluation, which helps to reduce rater bias and ensure that the assessment is based on tangible evidence of job performance.
• Describe the process of developing BARS and the role of subject matter experts in this process.
  • The development of BARS involves several key steps, including the identification of critical incidents that represent effective and ineffective job performance, the creation of detailed behavioral anchors for each performance level, and the involvement of subject matter experts to ensure the relevance and accuracy of the BARS scale. Subject matter experts, who are typically experienced professionals in the job or role being evaluated, play a crucial role in this process by providing their expertise and insights to ensure that the BARS scale accurately reflects the specific behaviors and performance requirements of the job.
• Analyze the potential benefits and limitations of using BARS in performance appraisal, and discuss how organizations can overcome the limitations to maximize the effectiveness of this technique.
  • The primary benefits of using BARS in performance appraisal include increased objectivity, reduced rater bias, and more accurate and meaningful feedback for employees. By focusing on specific, observable behaviors, BARS can help to ensure that performance assessments are based on tangible evidence rather than subjective impressions. However, the development and implementation of BARS can be time-consuming and resource-intensive, and there is a risk of oversimplifying complex job performance if the behavioral anchors are not sufficiently nuanced. To overcome these limitations, organizations can invest in thorough training for raters, regularly review and update the BARS scale to ensure its continued relevance, and integrate BARS with other performance management tools and processes to provide a more comprehensive evaluation of employee performance.

Related terms

Performance Appraisal: The systematic evaluation of an employee's job performance and potential for development.

Critical Incidents: Specific, observable employee behaviors, both positive and negative, that contribute significantly to the success or failure of a task or project.

Anchors: Detailed descriptions of specific behaviors that represent different levels of performance, used as reference points in the BARS scale.