Behaviorally Anchored Rating Scales, also known as BARS, are a type of performance management scale that use behavior “statements” as a reference point instead of generic descriptors commonly found on traditional rating scales. Show
Designed to add the benefits of both qualitative and quantitative information to the appraisal process, the BARS method of performance appraisal measures an employee’s performance against specific examples of behavior that are given a number rating for the purpose of collecting data. Establishing specific behaviors for grading are meant to give the rating a higher degree of accuracy relative to performance. This is because you’re relying on unique, individual behaviors required for each individual position within an organization, instead of behaviors that can be evaluated in any position across the board. Ready to make changes to your company's performance review process? Performance management is easier with PerformYard. Learn More It is presumed that using a rating scale with specific behaviors for selected jobs minimizes the subjectivity in using basic ratings scales. For now, let's dive into some examples of what BARS might look like. Examples of Behaviorally Anchored Rating ScalesThe job being appraised belongs to a customer service representative:
A traditional rating scale would ask if the employee answers phone promptly/courteously and list the number ratings:
It is clear to see there will be a difference in the outcome of the appraisal with the more definitive BARS method. The job being appraised belongs to a nurse:
The job being appraised belongs to a waiter:
What Are the Pros and Cons of the BARS Method?While these examples are great at offering an insight to the effectiveness of the BARS method, not everything about Behaviorally Anchored Rating Scales is perfect. There are several benefits to making the switch, but also some downsides to consider. Benefits of Using the Bars Approach:
Downsides of Using the Bars Approach:
Who Is the BARS Approach Best For?After taking a closer look at the pros and cons of using Behaviorally Anchored Rating Scales, one can expect that the method is best used by larger companies financially capable of pursuing the project. However, realizing that major manager input is mandatory, the company also needs to have understandable time and commitment expectations. It would be ideal if the company did not have a large number of different positions but rather, groups of positions or departments made up of similar types of jobs. Being that this approach is still a measuring system used for rating employees, another suitable use for BARS is when you encounter bias challenges in the current performance management process. Its emphasis on behavior produces objective ratings difficult to distort. Looking to implement BARS across your organization? PerformYard makes it easy to roll-out new programs company wide. Learn More. How to Set Yourself up for SuccessIf you want to include BARS in your performance management plan, it is highly recommended that you start by diligently researching the approach. Be prepared with a full understanding so that you can execute the method properly for your own organization. We also recommend using performance management software to help with execution. Performance management software makes it easy for employees to participate in your process and allows you to automate and track objectives, goals, and employee progress in one place. Be sure that your team is on board with the BARS approach before implementing. As previously mentioned, managers will need to be greatly involved. The following steps will assist in developing the final product:
What is the difference between a behaviorally anchored rating scale BARS and a behavioral observation scale BOS )?Like behaviourally anchored rating scales, the BOS technique involves a process of identifying the key tasks for a particular job, but the difference is that employees are evaluated according to how frequently they exhibit the required behaviour for effective performance.
What is BOS method of performance appraisal?a behavior-based measure used in evaluating job performance. The person carrying out the rating uses one or more scales to gauge the frequency with which the employee has demonstrated effective behaviors in the job.
What is a behavioral observation scale?A behavioral observation scale measures behaviors that you want the employee to achieve. The scale portion means it's not a yes/no situation but rates the employees on a scale. For instance, a five-point scale would ask the manager to choose among the following for how often an employee exhibits each behavior.
What is BARS and how is it different from a rating scale?Benefits of BARS
BARS are rating scales that add behavioral scale anchors to traditional rating scales (e.g., graphic rating scales). In comparison to other rating scales, BARS are intended to facilitate more accurate ratings of the target person's behavior or performance.
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