Performance Management Books By Robert Bacal
Frequently Asked Questions About Performance Management, Performance Appraisals, Employee Reviews, Appraisal Forms and More
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BARS refers to Behaviourally Anchored Rating Scales. It was developed by Smith and Kendall to provide a better method of rating employees. It differs from "standard" rating scales in one central respect, in that it focuses on behaviors that are determined to be important for completing a job task or doing the job properly, rather than looking at more general employee characteristics (e.g. personality, vague work habits).
So, rather than having a rating item that says: Answers phone promptly and courteously, a BARS approach may break down that task into behaviors: For example:
- Answers phone within five rings.
- Greets caller with "Hello, This is the Dinkle Company, how may I help you?"
Notice how the BARS items are describe the important BEHAVIORS. Once those behaviors are identified for a particularly job, or employee, the items can be used to base a numerical or performance label on, let's say a five point, or seven point scale.
See Also: Are Behaviorally Anchored Rating Scales Superior To More General Approaches?
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Robert Bacal, 2000 - 2008 Reprint or distribution without permission prohibited.
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