In performance management, Behaviourally Anchored Rating Scales (BARS) are used when you must identify and assess behaviours necessary to carry out a job. The purpose of this assignment is to create several BARS for virtual teamwork, which is a common expectation in most workplaces today. BARS can help to identify and assess desired and undesirable workplace behaviours. 

 

Instructions:

1. Using the picture attached, generate three full BARS that you believe are important expectations of employees working on a virtual team.
2. For each performance expectation, identify up to three critical behavioural indicators under the categories of Developing, Meets Expectations and Exceeds Expectations. Behavioural indicators must be observable and measurable

  

HRMG 3105 Performance Expectations (BARS) Assignment Performance Expectation Example Critical Thinking The employee actively reflects and improves their thinking. They challenge assumptions behind their own thoughts, beliefs or actions. They seek feedback and demonstrate open-mindedness. Level 1: Developing Often relies on unchallenged or unconscious biases when presenting ideas or responding to others. Has difficulty understanding concepts and often needs to have ideas explained more than once. . Difficulty explaining reasons for various ideas or relying on strong emotions to present or evaluate others. Level 2: Meets Expectations . Usually can identify own biases and takes action to correct them. . Understands ideas as presented from only one or two sources. . Usually follows a logical process to evaluate their own ideas. Level 3: Exceeds Expectations Consistently identifies own biases when making decisions. Brings relevant ideas from various sources that assist self and others in finding common ground. Uses sound logic and objective criteria to assess their own ideas and helps others to do so. On the following page, create three competencies similar to the example above. Each competency includes a name, description, and three behavioural anchored rating scales (BARS) for developing, meeting expectations, and exceeding expectations (nine BARS for each competency). HRMG 3105 Performance Expectations (BARS) Assignment Performance Expectation Example Critical Thinking The employee actively reflects and improves their thinking. They challenge assumptions behind their own thoughts, beliefs or actions. They seek feedback and demonstrate open-mindedness. Level 1: Developing Often relies on unchallenged or unconscious biases when presenting ideas or responding to others. Has difficulty understanding concepts and often needs to have ideas explained more than once. Difficulty explaining reasons for various ideas or relying on strong emotions to present or evaluate others. Level 2: Meets Expectations . Usually can identify own biases and takes action to correct them. . Understands ideas as presented from only one or two sources. . Usually follows a logical process to evaluate their own ideas. Level 3: Exceeds Expectations Consistently identifies own biases when making decisions. Brings relevant ideas from various sources that assist self and others in finding common ground. Uses sound logic and objective criteria to assess their own ideas and helps others to do so. On the following page, create three competencies similar to the example above. Each competency includes a name, description, and three behavioural anchored rating scales (BARS) for developing, meeting expectations, and exceeding expectations (nine BARS for each competency).