BARS Primer

It's not what you think

BARS: Behaviorally Anchored Rating Scale

BARS is a behavior-based measure used in evaluating job performance. Employees are evaluated on individual performance dimensions by comparing their job behaviors with specific behavioral examples that anchor each level of performance. The task of the evaluator is to find that point on the scale that is most typical of the employee’s performance on the dimension.
Where is BARS Suitable
Jobs That Are More Standardized
Unlike executive or managerial positions where performance is often measured against quarterly or annual results, the employees that form the base of an organization typically have objectives and expectations that can be evaluated daily. There is a certain set of tasks, duties, and protocols that should be followed each and every day... behaviors.
Many Employees With Similar Jobs
A key component to implementing a successful BARS system is accurately defining the dimensions and rating scales to be utilized. In environments where there are many employees with similar jobs, there is less variation in these definitions. Additionally, by drawing on past knowledge, HR managers and employee superviors have a larger sample set from which to base these ratings.
Advantages of BARS
Accuracy
Defined by behaviors and specific metrics that are aligned with organizational goals and expectations for success.
Flexibility
Able to define specific dimensions and assessments by role or job.
Consistency
Reduces employee frustration associated with uncertain standards and inconsistently administered performance evaluations.

Traditional BARS... Not ours

BARS is not new. A quick Internet search will return numerous results explaining the theory and showing examples.
Below is a typical assessment for a Production Operator at a manufacturing plant. The assessment relates to the use of Personal Protection Equipment (PPE). The expectation is that the employee will follow PPE protocols. Traditional BARS ‘anchors’ go something like this:
  • The employee is frequently in violation of PPE protocols.
  • The employee is occasionally in violation of PPE protocols.
  • The employee is usually in compliance with PPE protocols.
  • The employee is always in compliance with PPE protocols.
Lack of Specific Measurements
One of the most common pitfills cited with a BARS implementation is the lack of specificity. As illustrated in the preceding example, the rankings have no definitive parameters. How many instances of violating PPE protocols puts the employee in the lowest ranking?
Lack of Documentation
Without a system to capture, analyze, and report employee behaviors, the review process is open to subjectivity (and possibly bias) and relies heavily on the evaluator's memory.
Make it Work With

Echelon BARS

  • Set expectations
  • Monitor and document behaviors
  • Analyze and report results
  • Provide Feedback
How It Works