In this research, we developed behaviorally anchored rating scales (BARS) to evaluate the job performance of Zone Three jobs requiring middle-level skills and prior education ranging from vocational training to an associate's degree as well as work-related skills or experience. We ultimately identified 7 relevant job performance dimensions mainly…

The purpose of this quantitative survey study was to test the Leontief input/output theory relating the input of IT certification to the output of the English-speaking U.S. human resource professional perceived IT professional job performance. Participants (N = 104) rated their perceptions of IT certified vs. non-IT certified professionals' job…

Describes a unique performance appraisal method known as "behaviorally anchored rating scales" (BARS) which is especially useful for managers of instructional developers. Steps and procedures used to collaboratively construct BARS for a particular position are discussed, and factors to consider when planning any appraisal system are…

Examined whether employee involvement (N=65) in the development of behaviorally anchored rating scales (BARS) used in the feedback interview affected ratees' perceptions of the interview. Results showed that participation in BARS construction led to favorable perceptions regarding the performance appraisal interview process as well as positive…

Demonstrated the use of quantitative content validity procedures in the development of a job-related behavioral rating scale criterion for entry-level psychiatric aides. Found that 78 of 83 items were significantly job-relevant using the computation procedures of both Lawshe and Aiken. (JAC)

Eight rating scales for evaluating cartographic technicians are provided. The Scales measure seven characteristics considered to be important aspects of job performance as well as overall job performance. In addition, five different levels of performance are given for rating total job performance and effectiveness as a work-group member. The…

The Behaviorally Anchored Rating Scale (BARS) technique was employed with 16 dormitory resident assistants (RAs) to develop an RA job description. Results revealed that RA's generally preferred BARS to the existing job description. Procedural refinements and further uses for the BARS job description are discussed. (Author/RC)

Comparisons were made of three different procedures for rating job performance and the validity of each procedure was estimated. All three procedures were based on observation of videotaped presentations of 12 electrical measurement problems, 8 of which had errors associated with them. The three procedures involved the use of three different…

Describes the PROBE Model which profiles worker behavior and reveals problems to be overcome. Discusses the six facets of behavior and the two categories of behavior and how they all work together. (CT)

This article presents the role of the Job Observation and Behavior Scale (JOBS) in promoting objective employee performance evaluations and summarizes the technical properties of the instrument. JOBS is designed to be sensitive to both the work performance and support needs of people who participate in supported employment. (Contains references.)…

Direct assessments of the accuracy with which raters can use a rating instrument are presented. This study demonstrated how surplus behavioral incidents scaled during the development of Behaviorally Anchored Rating Scales (BARS) can be used effectively in the evaluation of the newly developed scales. Construction of scenarios of hypothetical…

This paper is a product of Project COMPETE, a service demonstration project undertaken for the purpose developing and validating a model and training sequence that applies the results of previous research and exemplary practices to improved transition services for moderately, severely, and profoundly retarded youth. The paper presents a set of…

The research literature on the psychometric properties of self-appraisals of work performance summarizes many results in terms of leniency, variability, halo, and construct validity. Comparisons with appraisals tend to show more leniency, less variability, more bias, and less discriminant validity. Different factor structures are found among self-…

This paper presents the three year process used in developing a teacher evaluation model for the Fort Worth (Texas) Independent School District. Based on Dr. Richard Manatt's School Improvement Model for Teacher Performance Evaluation, the purposes of the model were to improve teaching skills and to enable valid and reliable judgements concerning…