Behaviorally Anchored Rating Scale Bars Essay

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The BARS (behaviorally anchored rating scales) method of evaluating employees carries typical job appraisals one step further: Instead of relying on behaviors that can be appraised in any position in a company, the BARS method bases evaluations on specific behaviors required for each individual position in an individual company. The BARS method explained Development of BARS evaluations requires an in-depth understanding of each position’s key tasks, along with an understanding of the full range of behaviors displayed by individuals in carrying out such tasks. You rate these behaviors for each employee; then you anchor each behavior to points on a rating scale, which indicates whether the behavior is exceptional, excellent, fully competent, or unsatisfactory. The result is a rating scale for each task. For example, in a hypothetical position of human resources coordinator, one of the job holder’s responsibilities is to complete status change notices, which update the personnel system regarding changes in employee pay, position, title, supervisor, and personal data. The BARS method for this specific task in this specific job could read as follows: 5 — Exceptional performance: Accurately completes and submits all status change notices within an hour of request. 4 — Excellent performance: Verifies all status change notice information 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 status change notice. 1 — Unsatisfactory performance: Says status change notice forms have been submitted when they haven’t. Pros and cons of the BARS method The BARS approach offers several key advantages: It’s behaviorally based. The BARS system is totally focused on employee performance. Ideally, it removes all uncertainty regarding

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