Behaviorally Anchored Rating Scale (BARS)
Behaviorally Anchored Rating Scale (BARS)
Behaviorally Anchored Rating Scale (BARS) is the performance appraisal technique that is based on the combination of quantitative and qualitative evaluation. It does so by giving the appraiser concrete behaviors that correlate with the proficiency levels of the workers. This tool makes the evaluations more objective and clearer, and thus it facilitates the evaluators to comprehend the individuals' performance in relation to the specific.
What are the main components of a Behaviorally Anchored Rating Scale?
The BARS (Behavioral Anchored Rating Scales) is primarily made up of two kinds of aspects: behavioral anchors and a rating scale. Behavioral anchors serve as the concrete indicators of the different categories of performance outcomes that a person may achieve in carrying out the specific functions of their job. The rating scale used here extends from the lowest point of performance, poor to the highest score of excellent performance. This enables raters to measure a person's performance more logically through the behaviors that can be referred to as the reference standard for this evaluation.
How is BARS developed and implemented in an organization?
To develop BARS, a series of operations is required: the initial step is to identify the primary performance factors for a job; next, the selected incidents are gathered or effective and ineffective behaviors are reported by employees and supervisors. After examining these incidents, a scale is designed with different behavioral anchors. Afterward, the scale is tested, modified, and then applied for performance assessments; by this method, the compatib le-audience training of all evaluators is provided to ensure they are using the tool correctly.
What are the advantages of using BARS over traditional rating scales?
The behavioral anchoring scale (BARS) provides unique features that traditional assessment scales don't have, such as high reliability and validity of the performance evaluations. It helps to induce the subjectivity of the evaluator by showing specific examples of various levels of performance and the assurance that employees are evaluated against the same criteria. Moreover, it can promote the employee's growth because the detailed advice that comes from the behavioral anchors will be useful for the employees in the process of reaching their targets.
Can BARS be used for all types of jobs and performance evaluations?
BARS is really an efficient measure for the majority of the functions, notably those with evident performance behaviors, but it can not be beneficial for all types of jobs. Jobs that have more subjective or abstract performance criteria may have to be evaluated by different methods. Nevertheless, BARS can be utilized in a variety of possible situations by thoroughly specifying the appropriate performance dimensions and the role-specific behavioral anchors, thus being a valuable tool in the area of performance management.