Behaviorally anchored rating scales (BARS) are rating scales whose scale points are defined by statements of effective and ineffective behaviors. They are said to be behaviorally anchored in that the scales represent a continuum of descriptive statements of behaviors ranging from least to most effective. An evaluator must indicate which behavior on each scale best describes an employee's performance.
BARS differ from other rating scales in that scale points are specifically defined behaviors. Also, BARS are constructed by the evaluators who will use them. There are four steps in the BARS construction process:
1. Listing of all the important dimensions of performance for a job or jobs
2. Collection of critical incidents of effective and ineffective behavior
3. Classification of effective and ineffective behaviors to appropriate performance dimensions
4. Assignment of numerical values to each behavior within each dimension (i.e., scaling of behavioral anchors)
Sample of BARS
INTERPERSONAL
SKILL DESCRIPTION: Develops and maintains a friendly rapport with others; demonstrates a sensitivity to their feelings; respects the dignity of others and responds with empathy to their own sense of self-worth.
Ratings 1 and 2: Demonstrates the ability to get along well with subordinates, managers, and peers; strives to achieve work group objectives. Can express own ideas, thoughts, and feelings and considers the needs, ideas, and feelings of others.
Ratings 3 and 4: Demonstrates the ability to apply factors of effective listening, on a one-to-one basis, such as displaying interest, not interrupting when another is speaking, and withholding judgments. Consistently provides honest (both positive and negative) feedback and provides constructive criticism when appropriate.
Ratings 5 and 6: Demonstrates the ability to consistently consider and respond to the needs and ideas of others which encourages and stimulates further communication. Effectively listens in group or one-to-one situations involving distractions, stress, complex information, or when the person speaking is emotional/distraught. Creates/maintains a positive working environment that encourages expression of thoughts, ideas, and feelings
From India, Delhi
11BARS differ from other rating scales in that scale points are specifically defined behaviors. Also, BARS are constructed by the evaluators who will use them. There are four steps in the BARS construction process:
1. Listing of all the important dimensions of performance for a job or jobs
2. Collection of critical incidents of effective and ineffective behavior
3. Classification of effective and ineffective behaviors to appropriate performance dimensions
4. Assignment of numerical values to each behavior within each dimension (i.e., scaling of behavioral anchors)
Sample of BARS
INTERPERSONAL
SKILL DESCRIPTION: Develops and maintains a friendly rapport with others; demonstrates a sensitivity to their feelings; respects the dignity of others and responds with empathy to their own sense of self-worth.
Ratings 1 and 2: Demonstrates the ability to get along well with subordinates, managers, and peers; strives to achieve work group objectives. Can express own ideas, thoughts, and feelings and considers the needs, ideas, and feelings of others.
Ratings 3 and 4: Demonstrates the ability to apply factors of effective listening, on a one-to-one basis, such as displaying interest, not interrupting when another is speaking, and withholding judgments. Consistently provides honest (both positive and negative) feedback and provides constructive criticism when appropriate.
Ratings 5 and 6: Demonstrates the ability to consistently consider and respond to the needs and ideas of others which encourages and stimulates further communication. Effectively listens in group or one-to-one situations involving distractions, stress, complex information, or when the person speaking is emotional/distraught. Creates/maintains a positive working environment that encourages expression of thoughts, ideas, and feelings
From India, Delhi
Dear HR's,
For our organization we are preparing new ID card for all the employees as per the rule 103-c, form no 25-c. we have several branches in india. my doubt is can i mentioned our branch office address as employers address for those who are in branch office? or i should mentioned the corporate registered office address?
From India, Madras
For our organization we are preparing new ID card for all the employees as per the rule 103-c, form no 25-c. we have several branches in india. my doubt is can i mentioned our branch office address as employers address for those who are in branch office? or i should mentioned the corporate registered office address?
From India, Madras
Dear Alex
In addition to connecting identity of the employee with the organisation, if you can add immediate / emergency contact numbers of your branch office where employee is working and his residence number, that will help in case of any eventualities even outside your organisation.
Suresh
From India, Pune
In addition to connecting identity of the employee with the organisation, if you can add immediate / emergency contact numbers of your branch office where employee is working and his residence number, that will help in case of any eventualities even outside your organisation.
Suresh
From India, Pune
Dear Fellow HRs, Request you to share the procedure/methodolgy adopted by Top MNCs/Big 4’s for Performance related pay or Incentive pay-out or Variable pay in your organisation
From India, Gurgaon
From India, Gurgaon
Very informative Silva, Thanku very much....my concern is how are HR s associated to the appraisal of any employee in the Operation.Does this (BARS) apply to even ITES sector??? plz reply.
From India, Bangalore
From India, Bangalore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Employee Appraisal Form new.doc