Behaviorally Anchored Rating Scales

Definition

Behaviorally Anchored Rating Scales (BARS) are a performance appraisal method that uses a set of behavioral examples to define and measure different levels of performance for a specific job. They provide a more objective and detailed assessment of an employee's work by anchoring the rating scale to observable behaviors rather than relying solely on subjective judgments.

5 Must Know Facts For Your Next Test

1. BARS are developed by collecting critical incidents that represent different levels of performance for a specific job or task.
2. The scale anchors are based on actual job behaviors rather than general performance levels, making the ratings more meaningful and reliable.
3. BARS help reduce rater bias by providing clear, objective criteria for evaluating employee performance.
4. The development of BARS involves subject matter experts, who identify the critical incidents and define the behavioral anchors for each performance level.
5. BARS are often used in combination with other performance appraisal methods to provide a more comprehensive assessment of employee performance.

Review Questions

• Explain how Behaviorally Anchored Rating Scales (BARS) differ from traditional performance appraisal methods.
  • Unlike traditional performance appraisal methods that rely on subjective ratings, Behaviorally Anchored Rating Scales (BARS) use a set of specific, observable behaviors to define and measure different levels of performance for a particular job. This makes the assessment more objective and reduces the potential for rater bias, as the ratings are anchored to actual job behaviors rather than general performance levels. The development of BARS involves subject matter experts who identify critical incidents and define the behavioral anchors, ensuring the scales are tailored to the specific job requirements.
• Describe the process of developing Behaviorally Anchored Rating Scales (BARS).
  • The development of Behaviorally Anchored Rating Scales (BARS) involves several steps. First, subject matter experts collect critical incidents that represent different levels of performance for a specific job or task. These critical incidents are then used to define the behavioral anchors for the rating scale, with each anchor describing a specific, observable behavior that corresponds to a particular performance level. The scale is then tested and refined through feedback from employees and managers to ensure the behavioral anchors accurately reflect the job requirements and are understood by all parties involved in the performance appraisal process.
• Evaluate the benefits of using Behaviorally Anchored Rating Scales (BARS) in performance management.
  • Behaviorally Anchored Rating Scales (BARS) offer several benefits for performance management. By anchoring the rating scale to specific, observable behaviors, BARS provide a more objective and detailed assessment of employee performance, reducing the potential for rater bias. This helps ensure fairness and transparency in the performance appraisal process. Additionally, the development of BARS involves subject matter experts, which helps align the performance criteria with the organization's specific job requirements and strategic objectives. Furthermore, the use of BARS can improve communication between managers and employees by providing clear, actionable feedback based on observed behaviors, rather than subjective judgments. Overall, the use of BARS can lead to more accurate, reliable, and meaningful performance evaluations, ultimately supporting the organization's talent management and development initiatives.

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 of a rater to systematically over- or underrate an employee's performance due to personal preferences, prejudices, or other subjective factors.

Critical Incidents: Specific behaviors or events that demonstrate either effective or ineffective performance on the job.