Behaviorally Anchored Rating Scales

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What are Behaviorally Anchored Rating Scales (BARS)? Meaning.

Behaviorally Anchored Rating Scales (BARS) is a performance appraisal technique developed by Smith and Kendall for assessing the performance of an employee as part of an appraisal process.

Steps in Behaviorally Anchored Rating Scales (BARS). Process.

The technique consist out of 4 steps:

1. Break down the job into its key performance dimensions (tasks).

2. Identify a range of possible behaviors that can be displayed by an employee when he is undertaking the task.

3. Place these behaviors on a scale ranging from ineffective to excellent performance. The approach uses ratings to communicate different levels of proficiency requirements. Planning and organizing requirements might be rated a "4" on a five point scale for a manager and rated a "2" for the administrative assistant. Behaviorally anchored rating scales are constructed that give typical examples of the types of activities or behaviors performed at each rating point.

4. Assess the employee against these scales for each of the task.

Normally employees are involved in devising the performance dimensions, besides a panel of incumbents, supervisors, clients, and others familiar with the job.

Compare with: Behavioral Observation Scales  |  Competency-based Approach  |  Behaviorally Anchored Rating Scales  |  Self-Appraisal  |  Peer-Appraisal  |  360-Degree Feedback  |  Management by Objectives

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This ends our Behaviorally Anchored Rating Scales (BARS) summary and forum.