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.
[2] A review of BARS concluded that the strength of this rating format may lie primarily in the performance dimensions which are gathered rather than the distinction between behavioral and numerical scale anchors.
However, whereas the BARS is often regarded as a superior performance appraisal method, BARS may still suffer from unreliability, leniency bias and lack of discriminant validity between performance dimensions.
[3][4] BARS are developed using data collected through the critical incident technique,[5] or through the use of comprehensive data about the tasks performed by a job incumbent, such as might be collected through a task analysis.