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Bars performance appraisal
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I. Contents of getting bars performance appraisal
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A popular method of employee performance appraisal is the BARS -- or behaviorally anchored
rating scales -- method. In the world of small supermarkets, an owner can employ the BARS
system to carefully evaluate how well each employee performs particular work tasks. Each
behavior assessed is rated numerically from unsatisfactory, competent, excellent or exceptional.
A grocery store owner should consider the critical areas of customer service, productivity,
hygiene and teamwork when using the BARS method.
Customer Service
Performance Management Help Center explains that the BARS method requires an evaluation
based on the key tasks of an employee's position rather than a general assessment of skills. A
supermarket manager, therefore, needs to determine the key roles of each of his employees'
positions. It is not enough to rate customer service as a general category; it must be examined in
detail. For example, a cashier's customer service performance should be rated on such factors as
initial greeting of customer, making eye contact, smiling, offering specific assistance, showing
appreciation and inviting the customer to visit again.
Productivity
A supermarket employee's performance should include a rating based on her productivity using
BARS. The ExploreHR website recommends making a list of critical incidents that illustrate the
employee's proficiency in the particular area. For productivity, the assessor could look at
incidents in which the employee recognized a task needed to be done, how quickly she started
the task, how she managed her time during this task and how well the task was completed.

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Considering a group of these incidents in detail and rating each allows for an accurate overall
assessment.
Hygiene
Hygiene is critical in the grocery business. The staff of a supermarket should make sure store
areas are kept clean and that they maintain exceptional personal cleanliness. The owner of the
store can use the BARS method to assess individual behaviors such as how often each staff
member washes his hands, the use of gloves and hairnets, the maintenance of fresh produce,
whether floors and shelves are clear and how clean the stockroom is kept. Each staff position has
particular considerations using BARS. For instance, the butcher will be assessed in an area such
as proper cleaning of the meat cutting tools.
Teamwork
The BARS method can measure the ability of each grocery employee's teamwork efforts. A
manager should look at how well an employee interacts with managers and co-workers for the
good of the business. To rank workers with a BARS appraisal, the manager should compile a list
of incidents in which the employees are required to work together to complete tasks. For
example, an employee who consistently argues with managers or other staff members regarding
the assignment of duties ranks poorly on the BARS assessment in the teamwork aspect.
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III. Performance appraisal methods
1.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
i. Employees are ranked according to their performance
levels.
ii. It is easier to rank the best and the worst employee.
Limitations of Ranking Method
i. The “whole man” is compared with another “whole man”

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in this method. In practice, it is very difficult to compare
individuals possessing various individual traits.
ii. This method speaks only of the position where an
employee stands in his group. It does not test anything
about how much better or how much worse an employee
is when compared to another employee.
iii. When a large number of employees are working, ranking
of individuals become a difficult issue.
iv. There is no systematic procedure for ranking individuals
in the organization. The ranking system does not eliminate
the possibility of snap judgements.
2. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages – Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages – Rater’s biases
3. Checklist method
Under this method, checklist of statements of traits of
employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages – economy, ease of administration, limited
training required, standardization. Disadvantages – Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings

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4. Critical Incidents Method
The approach is focused on certain critical behaviors of
employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages – Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages – Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.
5. Essay Method
In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage – It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages – It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.
6. Behaviorally Anchored Rating Scales

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statements of effective and ineffective behaviors
determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages – helps overcome rating
errors. Disadvantages – Suffers from distortions
inherent in most rating techniques.
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