What are Behaviorally Anchored Rating Scales (BARS) based on?

Behaviorally Anchored Rating Scales (BARS) are primarily grounded in specific behavioral statements that depict both effective and ineffective performance. This approach utilizes direct examples of behaviors that indicate various levels of performance in a given role. By defining behaviors that correlate with performance outcomes, BARS provide a more structured and objective way to evaluate employee performance compared to traditional rating scales which may be more subjective.

This method enhances the clarity and relevance of performance evaluations because it translates abstract performance criteria into concrete behaviors that can be observed and measured. As such, employees and evaluators have a clear reference point for what constitutes various levels of performance, which can lead to more accurate and fair assessments.

The other options, while they may include elements of performance evaluation, do not accurately capture the essence of BARS. Continuous scales of contributions may provide a broad view of performance but lack the specificity of behavioral anchors. Comparing individual performance scores can be part of performance appraisals, but that does not define BARS. Similarly, while management expectations are important in the performance review process, they do not specifically inform the behaviorally anchored approach that BARS represents.