Behaviorally Anchored Rating Scales are used to rate employee performance. On a scale from five to nine, employees are appraised based on quantifiable ratings, critical incidents of performance and overall narratives. All of these are combined in order to give someone either a poor, moderate or good performance rating. BARS were created due to the rampant dissatisfaction that was associated with more subjective appraisal methods. The primary benefit of using BARS is that they are more accurate than other systems. There is far less chance for BARS to be affected by leniency, discrimination or unreliability because a focus is being placed on specific behaviors an employee does as opposed to rating someone on generalizations. Employers will need to follow several specific steps in order to accurately create their BARS.
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