The BARS method of performance appraisal, or Behaviorally Anchored Rating Scales, is a performance evaluation technique that combines elements of traditional rating scales and critical incident methods. It uses specific, observable, and measurable behaviors as anchors to assess employee performance. This method ensures a more objective and standardized evaluation by linking ratings to clear, predefined behaviors.
Specific, observable behaviors act as rating examples for each performance level, ensuring clarity in evaluations.
Tailored behaviors reflect the responsibilities of the specific role being evaluated, making the scale highly job-relevant.
By evaluating concrete behaviors, the method eliminates personal bias, setting it apart from generic performance reviews.
The behaviors are aligned with numerical values to offer a clear, quantifiable view of performance.
Implementing the BARS method requires a structured and logical approach. Here’s a step-by-step guide to creating a BARS-based performance appraisal system.
Begin by determining the essential responsibilities or aspects that represent success in the role. For example, job dimensions for a customer service representative could include problem-solving, communication skills, and customer satisfaction.
Collaborate with managers, employees, and subject-matter experts to collect examples of behaviors that represent different levels of performance, from exceptional to inadequate, for each dimension.
Transform the examples gathered into concise behavior statements. These should be clear, measurable, and devoid of ambiguity, describing exactly what each action looks like.
Attach numerical scores to each behavior on a scale—often ranging from poor (1) to exceptional (5). These scores allow evaluators to quantitatively assess performance.
Group the behavior statements and corresponding ratings into a structured format. This instrument serves as the checklist for evaluations.
For a customer service representative role, here’s what a BARS scale might look like for the dimension “Problem Solving”:
Wondering why you should consider adopting this method? Here are some noteworthy benefits.
The reliance on observable behaviors ensures evaluations are consistent and free from personal bias.
By tailoring evaluations to job responsibilities, the BARS method provides relevant assessments that resonate with employees.
Employees receive clear guidance on strengths and areas for improvement, along with behavior-specific examples to work on.
Standardization ensures that all managers use the same criteria, resulting in fairness across teams.
While the BARS method has numerous strengths, it does come with some limitations.
Creating behaviorally anchored scales requires significant effort, collaboration, and planning.
Once designed, the scale may not account for dynamic changes in job requirements.
Focusing too narrowly on specific behaviors might ignore broader aspects of performance.
Managers need training to interpret and implement the method correctly, which adds to costs.
BARS is most effective in setups where the following conditions apply:
This method is highly reliable for organizations that need uniformity across employee appraisals, especially for roles with large, dispersed teams.
Organizations seeking constructive, behavior-based feedback for employee development find great value in this system.
Ideal for jobs with multifaceted responsibilities, where generic evaluation criteria might fall short.
To ensure widespread acceptance, involve HR teams, managers, employees, and job role experts in identifying behaviors for the scale.
Before rolling out company-wide, pilot-test the scale in a single department or team to identify areas for improvement and ensure clarity.
Provide managers training materials and practice sessions to familiarize them with the BARS method and teach consistent scoring techniques.
Adjust scales as needed to reflect changes in work roles or organizational priorities. Periodic reviews keep the appraisals relevant and accurate.
The BARS method of performance appraisal offers an innovative way to bridge subjectivity and objectivity in employee evaluations. By linking job-relevant behaviors with quantifiable ratings, organizations can foster consistency, fairness, and clarity.
Though the initial setup may require time and effort, the long-term benefits—like improved employee satisfaction, targeted developmental feedback, and fairer performance assessments—make it a valuable strategy for organizations striving for excellence in performance management.
Looking to take your performance evaluations to the next level? Start incorporating BARS today, and set the benchmark for objective and actionable appraisals in your organization.
