Behaviourally anchored rating scales 

(BARS) are scales used to rate performance. BARS are

normally presented vertically with scale points ranging from five to nine. It is an appraisal method
that aims to combine the benefits of narratives, critical incidents, and quantified ratings by
anchoring a quantified scale with specific narrative examples of good, moderate, and poor
performance.

BARS”: Behaviourally Anchored Rating Scale (Performance Rating for a particular role/job)

PERFORMANCE appraisal systems serve three basic functions:

1.To provide adequate feedback to each employee on his or her job performance;

2.To serve as a basis for modifying or changing behaviour toward more effective working habits

3.To provide data to managers on which to base promotion, transfer, and compensation decisions.

Process of designing BARS

1.Critical Incidents Generation: Talks with higher level managers and junior developers to gain
knowledge of the job and its requirements for appraisals.

2.Refinement and Creation of Dimensions: Data is distributed based on behavioural, qualitative and
quantitative skills of the employees to group them according to the performance dimensions. A
hardworking group of managers generate a reasonably complete set of performance dimensions (5-
10)

3.Retranslation: Typically, critical incidents are kept if approximately 60% or more of the group
assigns it the same dimension as done above.

4.Weighting the Incidents: The group is asked to rate on a 7–10-point scale the behaviour described
to how effectively or ineffectively it represents the performance.

5.The Final BARS: Comparison is done based on the individual’s performance against specific
examples of behaviour that are tied to numerical ratings. A set of incidents, usually 6-8 per
dimension, that meet both the step 3 and step 4. Finally, there are vertical scales one for each
dimension to be evaluated.

Functional competencies: The functional competencies of a product manager generally include skills
like sound judgement, decision- making skills, good communication skills, teamwork, self-awareness,
stress management, problem-solving skills, technical and business capabilities, strong logical ability
etc

Managerial competencies:

1. Communication
2. Delegation
3. Good persuasive skills
4. Motivating Others
5. Organising & Task Management
6. Patience
7. Self-development
8. Building effective teams with a vision
 Example of the rating pattern for a Product Manager
Adequate Superior performance
Ineffective
performance
performance

1 2 3 4 5

Often lacks a clear Has doubts while Works independently

Works independently Works independently
understanding as to gathering information and collect information
and even and even
where to collect the but does not grow for different
collaboratively as collaboratively as
information from. much impatient. Tries stakeholders aptly. Is
when job requires. when job requires.
Does not think how a best to work without not impatient
collect information for collect information for
feature should change seeking help different stakeholders different stakeholders
aptly. Is patient and aptly. Is patient and
helps co-workers with helps co-workers with
their work their work. Is also
sympathetic, holds
responsibility and
productively engages
the team