BARS

Definition

BARS, or Behaviorally Anchored Rating Scales, is a performance appraisal method that uses specific, observable, and measurable behaviors to evaluate employee performance. It aims to provide a more objective and accurate assessment of an individual's job-related behaviors and contributions.

5 Must Know Facts For Your Next Test

1. BARS are developed through a collaborative process involving subject matter experts, who identify critical job-related behaviors and define levels of performance for each behavior.
2. The use of BARS helps to minimize the impact of rater bias and subjectivity in the performance appraisal process, as the evaluation is based on specific, observable behaviors rather than general impressions.
3. BARS provide a clear and detailed framework for communicating performance expectations to employees, as well as for providing constructive feedback and identifying areas for improvement.
4. The development of BARS requires a significant investment of time and resources, as it involves thorough job analysis, behavior identification, and scale development.
5. BARS can be particularly useful in jobs where the performance outcomes are not easily quantifiable, such as in service-oriented or creative roles, where the focus is on the quality of the work process rather than just the end result.

Review Questions

• Explain how BARS can help address the issue of rater bias in performance appraisals.
  • BARS can help address rater bias by providing a structured and objective framework for evaluating employee performance. By focusing on specific, observable behaviors rather than subjective impressions, BARS minimize the influence of personal biases, stereotypes, or other irrelevant factors that can skew performance ratings. The clear, behaviorally-anchored scales help ensure that all employees are evaluated based on the same set of criteria, promoting fairness and consistency in the appraisal process.
• Describe the process of developing BARS and the role of subject matter experts in this process.
  • The development of BARS involves a collaborative effort between HR professionals and subject matter experts (SMEs) who have in-depth knowledge of the job being evaluated. SMEs play a crucial role in identifying the critical job-related behaviors and defining the levels of performance for each behavior. This process typically includes job analysis, behavior identification, and scale development, where SMEs provide valuable insights into the specific tasks, responsibilities, and performance expectations associated with the job. The involvement of SMEs ensures that the BARS accurately reflect the realities of the job and provide a meaningful and relevant framework for performance evaluation.
• Analyze the potential benefits and limitations of using BARS in performance planning and evaluation.
  • The use of BARS in performance planning and evaluation can offer several benefits, such as increased objectivity, improved communication of performance expectations, and more effective feedback and development opportunities for employees. By focusing on specific, observable behaviors, BARS can help reduce the impact of rater bias and provide a more accurate assessment of employee performance. Additionally, the clear and detailed performance criteria can facilitate constructive conversations between managers and employees, enabling them to identify areas for improvement and align individual goals with organizational objectives. However, the development of BARS can be time-consuming and resource-intensive, and the approach may not be suitable for all types of jobs, particularly those with highly subjective or rapidly changing performance requirements. Careful consideration of the organizational context and job characteristics is necessary to determine the appropriate use of BARS in the performance management system.

Related terms

Performance Appraisal:

A systematic process of evaluating 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 allow personal feelings, stereotypes, or other irrelevant factors to influence the performance evaluation of an employee.

Criterion-Referenced Evaluation: A method of assessment that measures an individual's performance against a set of predetermined standards or criteria, rather than comparing them to the performance of others.