A comparison of three methods of performance appraisal with regard to goalproperties, goal perception, and ratee satisfaction

The effects of rating scale formats on several indices of the usefulness of performance appraisal for employee development were examined. The job perf ormance of 96 police officers was rated using simple graphic scales or one of two behaviorally oriented rating formats: behaviorally anchored rating s cales (BARS) and behavior observation scales (BOS). As predicted, ratees' s atisfaction with performance appraisal was highest and their perceptions of performance goals most favorable when using BOS. In addition, performance improvement goals for officers rated using BOS were judged by experts to be most observable and specific. Contrary to the authors' predictions, graphi c rating scales were generally as good as BOS and as good as or better than BARS when evaluated in terms of ratee attitudes and goal characteristics. The results suggest that different behaviorally-oriented rating formats can enhance or inhibit the developmental applications of performance appraisal .