Simon Nawfal

Behaviorally Anchored Rating Scales
(BARS)

Definition:
Employee or trainee rating system in which they are graded according to their display or absence of specific behavioral patterns. In fact, a behaviorally anchored rating scale (BARS) is an appraisal method that measures behavior against levels of performance. BARS combine elements from critical incident and graphic rating scale approaches. The supervisor rates employees according to items on a numerical scale. BARS are rating scales that add behavioral scale anchors to traditional rating scales. In comparison to other rating scales, BARS are intended to facilitate more accurate ratings of the target person's behavior or performance. However, whereas the BARS is often regarded as a superior performance appraisal method, BARS may still suffer from unreliability, leniency bias and lack of discriminates validity between performance dimensions. BARS were developed in response to dissatisfaction with the subjectivity involved in using traditional ratings scales such as the graphic rating scale A reviews of BARS concluded that the strength of this rating format may lie primarily in the performance dimensions which are gathered rather than the distinction between behavioral and numerical scale anchors.
BARS uses judgmental measures developed to define the rating points in relation to actual work behaviors. Steps in the process include:

• Generation of critical incidents (examples of effective and ineffective behavior).
• Refinement of the critical incidents and the creation of performance dimensions (the overall qualities defined by specific critical incidents).
•Verification check of the relationship of critical incidents to performance dimensions.
• Rating of the effectiveness of each incident as evidence of one’s performance on the dimension.
• Assembling the final BARS form, often a 10-point scale constructed for each of the performance dimensions and placement of critical incidents