“Behaviorally Anchored Rating Scale”

What is Behaviorally Anchored Rating Scale?

Behaviorally Anchored Rating Scales (BARS) are performance evaluation and feedback tools used to measure multi-dimensional job roles. It compares the expectations of the job to the actual performance to measure the employee’s competencies and effectiveness. BARS are an advanced version of traditional rating scales as it evaluates behavior of an employee in more detail. It requires subjective judgment since a given behavior is assessed by making comparative judgments based on discreet anchor statements or behaviors.

Benefits of Behaviorally Anchored Rating Scale

BARS provide a comprehensive view of performance as they measure an employee’s performance in relation to job-specific requirements. Here are some of the primary benefits of using BARS:

• Accurate Assessment of Performance: BARS provide a more accurate assessment and feedback of a job role as they measure performance against specific job requirements. This helps to properly rate and evaluate job roles.
• Objective Evaluation: BARS are considered to be the most objective type of performance evaluation since the comparison of an employee’s job performance against the pre-defined job expectations, helps to better understand and measure the employee’s proficiency and efficiency.
• Manage Expectations: BARS can help to manage expectations between the employer and employee. By defining extra-ordinary and expected performance, it creates a platform where the performance and expectations are transparent.

Process of Creating a Behaviorally Anchored Rating Scale

Creating a BARS involves a series of steps:

1. Identify the job role: Before creating a BARS, you should first identify the job role and its specific requirements.
2. Determine performance criteria: Next, you should determine the performance criteria based on the job requirements and expectations.
3. Develop anchor statements: In this step, you should develop a list of anchor statements or behaviors to be evaluated.
4. Gather feedback: After the anchor statements are developed, you should gather feedback from stakeholders to ensure accuracy and accuracy before including them in the BARS.
5. Rate the anchor statements: Finally, you should rate the anchor statements against the identified performance criteria.

FAQ

Can BARS be customized for different job roles and industries?

Yes, BARS can be customized for different job roles and industries by identifying the job requirements and expectations, and then creating a list of anchor statements for evaluation. This helps to create a comprehensive evaluation system for the specific job role.