BARS

BEHAVIOURALLY ANCHORED RATING SCALE

Meaning
Developed by Smith and Kendall. Developed in response to dissatisfaction with subjectivity

in using traditional rating scales.

The BARS method of evaluating employees carries

typical job appraisals one step further:

Instead of relying on behaviours that can be appraised in

any position in a company, the BARS method bases evaluations on specific behaviours required for each individual position in an individual company.

Development of BARS
It requires an in-depth understanding of each

positions key tasks, along with an understanding of the full range of behaviours displayed by individuals in carrying out such tasks.
You rate these behaviours for each employee; then

you anchor each behaviour to points on a rating scale, which indicates whether the behaviour is exceptional, excellent, fully competent, or unsatisfactory. The result is a rating scale for each task.

Example
In a hypothetical position of human resources

coordinator, one of the job holders responsibilities is to complete status change notices, which update the personnel system regarding changes in employee pay, position, title, supervisor, and personal data.

Noted behaviors
Accurately completes and submits all status change notices within an hour of request. 2. Verifies all status change notice information with requesting manager before submitting. 3. Completes status change notice forms by the end of the workday. 4. Argues when asked to complete a status change notice. 5. Says status change notice forms have been submitted when they havent.
1.

The BARS method for this specific task in this specific job could read as follows:
5 Exceptional performance: Accurately completes and submits a

ll status change notices within an hour of request.

4 Excellent performance: Verifies all status change notice infor

mation with requesting manager before submitting.

3 Fully competent performance: Completes status change notice

forms by the end of the workday.

2 Marginal performance: Argues when asked to complete a stat

us change notice.
1 Unsatisfactory performance: Says status change notice forms

have been submitted when they havent.

Pros and cons of the BARS method

The BARS approach offers several key advantages:
1.
2.

Its behaviourally based.

Its easy to use.

3.
4.

Its equitable.
Its fully individualized.

 Like any method, BARS isnt perfect. Here are so

me of the drawbacks to the BARS approach:

1.

The process of creating and implementing BARS is time-con suming, difficult, and expensive.

2.

Sometimes the listed behaviours still dont include certain ac tions

It requires high maintenance. Its demanding of managers Behaviours used are activity oriented.

3. 4. 5.