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The behavioral observational scale is one type of a performance appraisal method that is used by employers to measure behaviors that are required for specific job performances. It is used to measure the way in which an employee performs and the frequency of such behavior.

Overview
BOS are given to supervisors, managers, etc., to see how they will rate on their engagement in job behavior. These appraisals serve administrative purposes to the extent that they provide a basis for determining salary increases, promotions, terminations, and also gives feedback. The observer’s responses are based upon questions that are to be answered across a five-point rating scale consisting of intervals defined by specified ranges of occurrence rates. The rating will then yield a total score for each individual. Results are totaled and feedback is given to the employee as to where they fall in ranks of what is considered excellent, satisfactory, or poor. It is commonly used in the medical arena to assess pain and other medical conditions, as well as job performance in school and work environments, and other uses. In employment, white collar or supervisory tasks are more likely to be evaluated with BOS than blue collar tasks. This type of rating scale meets federal fair employment standards because, it is based on actual behaviors required for performance. The problem that this scale design raises however, is that a given occurrence rate interval does not predict a constant level of performance satisfactoriness for all job behaviors. There is also limitations that this rating scale can cause with problems such as the Halo effect occurring.

Effectiveness
Behavior-based feedback pinpoints the specific desired/undesired actions to be taken/avoided. When done correctly it can help to alter work behavior. Those who undergo this type of appraisal method have an increased level of job satifcation and goal levels. In order for a BOS to be effective there are a few guidelines that should be followed Following these guidelines can help to minimize the incidents of the Halo effect as well.
 * The behavior that is being evaluiated should be job based
 * critical incident technique should be performed to minimize the bias of performance measurement
 * BOS should be done by those who are qualified