Behaviorally Anchored Rating Scale (BARS)

What is a Behaviorally Anchored Rating Scale?

The Behaviorally Anchored Rating Scale (BARS) is a performance appraisal method that combines elements of traditional rating scales and critical incidents to assess employee performance. This method is designed to provide a more accurate and objective evaluation by focusing on specific behaviors that are indicative of various levels of performance.

Key Features of BARS

Behavioral Anchors

BARS uses specific behaviors as anchors for different points on the rating scale. These behaviors are detailed descriptions of actions that exemplify various levels of performance, from poor to excellent.

Critical Incidents

The development of BARS involves identifying critical incidents, which are significant examples of effective or ineffective behaviors related to the job. These incidents are collected through observations, interviews, and other methods involving employees and supervisors.

Rating Scale

The rating scale typically ranges from five to nine points, with each point anchored by specific behaviors. This provides clear and concrete examples of what constitutes performance at each level.

Job-Specific

BARS is tailored to specific job roles and responsibilities. The behaviors and critical incidents used as anchors are directly related to the tasks and duties of the particular job being evaluated.

Steps to Develop BARS

Collect Critical Incidents

Identify and gather critical incidents through interviews, observations, and surveys involving employees and supervisors. These incidents should represent a wide range of performance levels.

Identify Performance Dimensions

Group the critical incidents into performance dimensions, which are broad categories of job-related behaviors. These dimensions should cover all key aspects of the job.

Scale Development

Develop a rating scale for each performance dimension, with each point on the scale anchored by specific behaviors derived from the critical incidents. These anchors provide clear examples of what performance looks like at each level.

Review and Validation

Have the BARS reviewed by subject matter experts and validate it by testing with a sample of employees. This ensures the scale's accuracy and relevance to the job.

Advantages of BARS

Objectivity

By focusing on specific behaviors rather than general traits or impressions, BARS reduces subjective bias and provides a more objective assessment of performance.

Clarity

The detailed behavioral anchors provide clear guidelines for both evaluators and employees, making the evaluation process more transparent and understandable.

Relevance

Since BARS is job-specific, the behaviors and performance dimensions are directly relevant to the job being evaluated, ensuring that the appraisal is meaningful and accurate.

Developmental Feedback

BARS provides specific feedback on behaviors, which can be used for employee development and improvement. Employees can see exactly what behaviors need to be changed or improved to enhance their performance.

Disadvantages of BARS

Time-Consuming

Developing a BARS requires a significant amount of time and effort, particularly in collecting and categorizing critical incidents and developing the rating scales.

Complexity

The process of creating and implementing BARS can be complex and may require the involvement of experts in job analysis and performance appraisal.

Maintenance

BARS needs to be regularly reviewed and updated to ensure it remains relevant and accurate as job roles and responsibilities evolve.

Behaviorally Anchored Rating Scale Example

The Behaviorally Anchored Rating Scale (BARS) for customer service representatives might include:

• 5 (Excellent): Consistently exceeds customer expectations, resolving issues efficiently and courteously, and receives regular commendations from customers.
• 4 (Above Average): Frequently meets and often exceeds customer expectations, handles issues effectively, and occasionally receives positive feedback.
• 3 (Average): Meets customer expectations, resolves most issues satisfactorily, with occasional need for supervision.
• 2 (Below Average): Often struggles to meet customer expectations, requires frequent assistance, and receives occasional complaints.
• 1 (Poor): Consistently fails to meet customer expectations, mishandles issues, and frequently receives complaints.

Bars Performance Appraisal Advantages and Disadvantages

The Behaviorally Anchored Rating Scale (BARS) offers several advantages in performance appraisal:

Advantages

• Objectivity: BARS reduces subjective bias by focusing on specific, observable behaviors rather than general traits.
• Clarity: Clear behavioral anchors provide precise guidelines for performance levels, making evaluations transparent and understandable.
• Relevance: Tailored to specific job roles, BARS ensures that appraisals are directly relevant and meaningful.
• Developmental Feedback: Provides specific, actionable feedback, aiding employee development and performance improvement.

Disadvantages

• Time-Consuming: Developing BARS is labor-intensive, requiring significant time to collect and categorize critical incidents and create scales.
• Complexity: The process is complex and may necessitate expertise in job analysis and performance appraisal.
• Maintenance: Regular updates are needed to keep BARS relevant as job roles evolve, adding to the administrative burden.

Overall, while BARS enhances the accuracy and relevance of performance appraisals its complexity and resource demands can be challenging.