Performance and Compensation Management – HRM 522 (Sec-1)

Assignment on Behaviorally Anchored Rating Scale-BARS

Prepared By
Md. Khairul Bashar
Id: 2020-3-91-026
Student East West University

Prepared For
Dr. Md. Mesbah Uddin
Adjunct Faculty of Business Department
East West University, Dhaka

Date 27/11/21

BARTS (Behaviorally Anchored Rating Scale for Managerial Position)

 1. Core competency: - Adaptability: Maintaining effectiveness when experiencing major
changes in personal work tasks or the work environment; adjusting effectively to work within
new work structures, processes, requirements or cultures.

Please rate the Manager’s Adaptability skill using the following scale

7 Identifies opportunities and high level of performance or

Exceeds achievement within a newly changed situation or environment.
Acceptable
Levels of
Performance
Develops employees that are highly effective in responding to
frequently changing work requirements and organizational
6
structures.

5 Effectively adjusts behavior in response to changing work

environments and work processes.

Meets Acceptable
Levels of Helps others to understand the reasons for change and to
4
Performance maintain composure during it.

3 Works well within an ambiguous situation.

2 Shows resistance in adjusting to new work processes and task

Need to Improve requirements.
Levels of
Performance
Often does not effectively adapt behavior in response to current
1 situational needs.

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2. Core competency: - Communication: Clearly conveying and receiving information and
ideas through a variety of media that engages the audience, helps them understand and retain the
message, and permits response and feedback from the listener.

Please rate the Manager’s Communication skill using the following scale

Highly effective in active listening; able to understand sender’s

7
Exceeds message in different words and terms while also considering
Acceptable the recipient’s communication style.
Levels of
Performance Excels in public speaking with the ability to effectively address
6 a variety of groups and situations.

5 Factors in the issues and capabilities of the audience in

communication.
Meets
Acceptable 4 Communications are generally clear and easy to understand.
Levels of
Performance
3 Effective in both providing and receiving information and data.

Often has difficulty in succinctly stating or writing key points

2
regarding an issue or concern.
Need to Improve
Levels of
Performance Fails to process or incorporate input, feedback and response of
1 message recipient.

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3. Core Competency: - Customer Focus: Making customers and their needs a primary focus of
one’s actions; developing and sustaining productive customer relationships.

Please rate the Manager’s Customer Focus using the following scale

7 Establishes highly effective relationships of trust and

Exceeds
collaboration with new and ongoing customers.
Acceptable
Levels of
Performance Works to eliminate barriers that interfere with providing
6 outstanding customer service.

Demonstrates to other persons or departments how the services

5
of the organization can support their needs.
Meets
Acceptable
4 Effectively manages customers when deadlines cannot be met;
Levels of
provides alternatives to help them meet their needs.
Performance

3 Uses customer feedback to improve customer service.

2 Do not hold others accountable for maintaining satisfactory

levels of customer service.
Need to Improve
Levels of
Performance
Do not understand or demonstrate to others the Department’s
1 value of customer service.

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4. Core Competency: - Decision Making: Identifying and understanding issues, problems, and
opportunities; comparing data from different sources to draw conclusions; using effective
approaches for choosing a course of action or developing appropriate solutions.

Please rate the Manager’s Decision Making skill using the following scale

7 Makes successful decisions within short time frames or crisis

Exceeds situations that demonstrate an intelligent rationale, experience
Acceptable and judgment.
Levels of
Performance Consistently demonstrates a pattern of quality decisions that
6 reflect objective criteria and organizational needs.

5 Decisions are sound, logical, realistic, and exhibit prudent risk

taking.
Meets
Acceptable Gathers information from a variety of sources prior to making a
Levels of
4
decision.
Performance
Makes decisions based upon the application of available
3 criteria to several viable alternatives.

2 Decisions are not made based on logical thought and analysis.

Need to Improve
Levels of
Performance 1 Decisions are often not made in a timely manner.

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5. Core Competency: - Innovation: Generating innovative solutions in work situations; trying
different and novel ways to deal with work problems and opportunities

Please rate the Manager’s Innovation skill using the following scale

7 Highly effective in identifying and drawing out new ideas and

Exceeds concepts from less creative individuals.
Acceptable
Levels of
Excels in seeking out information and applying new technology
Performance
6 and practices to improve processes and generate unique
solutions to emerging concerns.

5 Integrates existing effective approaches with less conventional

approaches to improve efficiency or productivity.
Meets
Acceptable
Levels of 4 Willing to take risks associated with new approaches.
Performance
Seeks and is open to new approaches and alternatives to meet
3 organizational goals and objectives.

2 Rarely questions the efficiency of processes or makes

Need to Improve recommendations for improvements.
Levels of
Performance
1 Discourages new ideas and approaches.

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6. Core Competency:- Technical/Professional Skill: Possessing, acquiring, and maintaining
the technical/professional expertise required to do the job effectively and to create customer
solutions. Technical/professional expertise is demonstrated through problem solving, applying
technical knowledge, and product and service management for the functional area in which one
operates.

Please rate the Manager’s Technical skill using the following scale

7 Possesses deep knowledge of area of expertise and frequently

Exceeds applies this knowledge as a subject matter expert externally or
Acceptable for other areas of the organization.
Levels of
Performance Effectively applies technical/professional concepts within the
6 field of work.

5 Effectively applies technical/professional concepts within the

field of work.
Meets
Acceptable 4 Serves as a resource to others on technical/professional issues
Levels of and problems.
Performance
Knowledgeable of own technical/professional area and service
3 environment.

2 Knowledge in the various areas of job activities is limited.

Need to Improve
Levels of
Performance Views the job function and technical/professional contributions
through a narrow perspective that is not closely linked to the
1
organization’s goals.

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7. Core Competency: - Planning And Organizing Work: Establishing courses of action for
self and others to ensure that work is completed efficiently.

Please rate the Manager’s Organizing skill using the following scale

7 Successfully implements contingencies in response to

Exceeds frequently changing demands.
Acceptable
Levels of
Performance Excels in implementing project plans; effectively manages
6 multiple projects to completion in highly challenging or
changing situations.

5 Effectively implements project plans with subordinates to

achieve results; monitors subordinate progress while retaining
overall project responsibility.
Meets
Acceptable
Levels of 4 Delivers results on time and within budget; does not over-
Performance promise or under-deliver.

Effectively prioritizes tasks based on their importance and time

3 requirements.

2 Has difficulty prioritizing actions; needs a great deal of

direction around what to do and when.
Need to Improve
Levels of
Performance
Does not effectively monitor the progress of the work activities
1 of team members or subordinates.

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8. Core Competency: - Delegating Responsibility: Allocating decision-making authority
and/or task responsibility to appropriate others to maximize the organization’s and individual’s
effectiveness.

Please rate the Managers Ability to Delegate Responsibility using the following scale

7 Assigns tasks to team members in a manner that maximizes the

Exceeds quality of work which is completed by the entire team.
Acceptable
Levels of
Performance Delegates activities to grow staff capabilities; knows which
6 activities can be effectively delegated to which staff.

5 Assigns appropriate tasks for the skill levels of subordinates.

Meets
Acceptable
Levels of 4 Sets clear task or project completion expectations.
Performance
Balances subordinate workloads and skill sets when assigning
3
tasks.

2 Frequently does not provide adequate information when

Need to Improve delegating.
Levels of
Performance Does not effectively consider people’s workloads and
1
schedules when assigning tasks.

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9. Core Competency: - Developing a Successful Team: Using appropriate methods and a
flexible interpersonal style to help develop a cohesive team; facilitating the completion of team
goals.

Please rate the Manager’s Team Building skill using the following scale

Highly effective in developing and sustaining a high level of

7
Exceeds team member commitment and “ownership” for decisions and
Acceptable results by team members.
Levels of
Performance Leads teams that are highly effective in producing significant
6 business results; teams are recognized within the organization
for their ability to deliver results.

Monitors team progress towards goals and regularly provides

5
feedback to the team regarding progress.
Meets
Acceptable Monitors team progress towards goals and regularly provides
4
Levels of feedback to the team regarding progress.
Performance
Brings individuals together who effectively work towards
3 solving a problem or goal.

2 Expects the team to solve problems but does not give enough
guidance or support.
Need to Improve
Levels of
Performance Does not consider diversity of skills and perspectives in
1
assembling and developing team.

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10. Core Competency: - Aligning Performance for Success: Focusing and guiding others in
accomplishing work objectives

Please rate the Manager’s Ability to Align Performance with Success using the following scale

Actively coaches others and works with them to create

7 developmental opportunities to expand their knowledge and
skill level; provides highly insightful feedback and guidance
Exceeds
for career development.
Acceptable
Levels of
Performance Rewards and recognizes others in ways to both intrinsically and
extrinsically motivate them; identifies appropriate rewards and
6 recognition that motivates others and consistently delivers it to
maximize individual and team performance.

5 Provides objective and insightful feedback on others’ strengths

and weaknesses.
Meets
Acceptable
Levels of
4 Ensures that individuals have the proper training for the task at
hand.
Performance
3 Holds team members accountable for achieving results.

Is not approachable to staff who have questions or seek advice

2
Need to Improve on completing work effectively.
Levels of
Performance 1 Does not set clear expectations for defining work success.

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