Can an Employee Goals Review be signed electronically?

Yes. Electronic signatures are legally valid for most employment records under the ESIGN Act and UETA where adopted, provided intent and consent are captured and records are retained in a reproducible form.

Do I need employee consent to use electronic records?

For consumer-facing financial or healthcare records, ESIGN requires a consumer disclosure and consent process; internally, document the organization’s electronic records policy and obtain any required acknowledgements.

What if an employee refuses to sign?

Document the meeting and the employee’s response; include manager notes and HR acknowledgment. A signed acknowledgment is preferable but unsigned reviews may still be retained with a record of the refusal.

Are notarization or witnesses required?

Employee Goals Reviews typically do not require notarization or witnesses. If a jurisdiction or special policy demands notarization, follow state notary rules and consider RON where allowed.

How do I ensure privacy for sensitive review notes?

Limit access to HR and authorized managers, encrypt records at rest and in transit, and follow applicable privacy laws such as HIPAA for PHI and FERPA for educational records.

How long must the review be retained?

Retain per company policy and applicable law; common practice is at least three years post-termination, longer where regulatory or litigation risk exists.

Electronic Signature
Templates
HR
Employee Goals Review

Employee Goals Review

This template is fully customizable. Edit the text, fill out the fields, and send it for signature. Give it a try!

EMPLOYEE GOALS REVIEW

Personal Information

Full Name Address

Phone:

Email:

Position Information

Job Title Department

Reporting Manager:

Review Period Start:

Review Period End:

Current Goals — Evaluation

For each goal, provide the goal statement, measurable success criteria, target date, current progress, manager commentary, and employee commentary. Indicate whether the goal was achieved, in progress, or not met.

Goal 1 — Title Goal 1 — Description

Target Date:

Progress (%):

Status:

Manager Comments — Goal 1 Employee Comments — Goal 1 Goal 2 — Title Goal 2 — Description

Target Date:

Progress (%):

Status:

Manager Comments — Goal 2 Employee Comments — Goal 2 Goal 3 — Title Goal 3 — Description

Target Date:

Progress (%):

Status:

Manager Comments — Goal 3 Employee Comments — Goal 3

Overall Performance and Development

Summarize overall performance relative to goals, identify strengths, development needs, and recommended training or support.

Strengths Areas for Development Recommended Training / Resources

Goals for Next Review Period

Define new or continuing goals with clear success criteria and target dates. Assign ownership and resources where applicable.

New Goal A — Title New Goal A — Description & Success Measures

Target Date:

Success Metric:

New Goal B — Title New Goal B — Description & Success Measures

Target Date:

Success Metric:

New Goal C — Title New Goal C — Description & Success Measures

Target Date:

Success Metric:

Development Plan & Resources

Actions Required Resources / Support Needed Timeline / Milestones

Employment History

Provide most recent prior positions. This information authorizes verification of employment history in connection with personnel records and development planning.

Employer 1 — Company

Title:

From:

To:

Responsibilities Reason for Leaving Employer 2 — Company

Title:

From:

To:

Responsibilities Reason for Leaving

Education

Highest Degree Institution

Graduation Date:

References

Provide three professional references who can speak to performance and goal execution.

Reference 1 — Name

Phone:

Email:

Relationship Reference 2 — Name

Phone:

Email:

Relationship Reference 3 — Name

Phone:

Email:

Relationship

Legal Disclosures and Acknowledgements

At‑Will Employment: Nothing in this review alters the employment relationship. Employment remains at will and may be terminated at any time by the employee or the employer, with or without cause and with or without notice, unless otherwise established in a separate written agreement signed by an authorized representative of the company.

Equal Opportunity: The organization maintains an equal opportunity workplace and does not discriminate in employment or development opportunities because of race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or other protected characteristics as required by applicable law.

Authorization & Applicant Certification

I certify that the information provided in this review and in attached supporting documents is true and complete to the best of my knowledge. I understand that information provided may be used for personnel decisions, development planning, and performance evaluation. I authorize the company to verify the information provided, to contact listed references or previous employers for purposes of employment verification, and to conduct background or credential checks as permitted by law.

Consent to contact previous employers and references

I authorize the company to contact my references and previous employers for verification and reference checks.

I authorize the company to conduct background checks consistent with applicable law.

Final Remarks

Additional Notes (optional)

Employee Name:

By:

Date:

Manager Name:

By:

Date:

What an Employee Goals Review does and when to use it

An Employee Goals Review is a structured HR document that records agreed objectives, progress against measurable targets, and planned next steps for an employee. It typically captures goal statements, performance metrics, manager feedback, development actions, and signatures by the employee and reviewer. Organizations use it for periodic performance cycles, promotion and compensation decisions, and to document coaching or corrective actions while establishing a clear record tied to organizational priorities.

Why a formal review matters for employees and managers

A documented Employee Goals Review clarifies expectations, aligns individual work with business priorities, creates an auditable record for HR decisions, and supports measurable development plans. Well-documented reviews reduce ambiguity in performance conversations and provide defensible evidence for personnel actions.

Who completes and signs an Employee Goals Review

Roles vary by organization size and internal policy; managers usually retain primary responsibility for content accuracy.

HR administrators who prepare templates, track completion rates, and maintain the official record for the employee file.
Managers who draft goal statements, assess progress, and provide development feedback during the review meeting.
Employees who confirm understanding, add self-assessment notes, and sign to acknowledge the review content.

Step-by-step: completing an Employee Goals Review

Follow this sequence to prepare, review, and finalize a complete Employee Goals Review in a consistent manner.

01

Prepare: Gather role description, prior goals, and performance data.
02

Draft Goals: Write SMART goals with measurable targets and timelines.
03

Meet and Discuss: Hold a review meeting to align expectations and record feedback.
04

Sign and File: Collect signatures and store the final document in the employee file.

Digital workflow overview for online completion

A typical electronic workflow reduces manual routing steps and captures a complete audit trail for each review.

Upload Template: Add the review form as PDF or DOCX to the eSignature platform.
Place Fields: Insert name, date, signature, and conditional fields for manager notes.
Assign Signers: Add employee and manager emails and set signing order.
Complete & Archive: Track completion, capture audit trail, and save final file to HR storage.

Core components every professional Employee Goals Review should include

Including these sections ensures the review is actionable, measurable, and useful for future HR decisions.

Goal Description

A concise statement of the objective including scope and expected outcome; link the goal to team or company priorities for clarity.

Success Metrics

Define precise KPIs or deliverables, numeric targets, and how progress will be measured to avoid subjective interpretations later.

Timeline

Specify start and target completion dates, interim checkpoints, and any dependencies that affect the goal’s timing or deliverability.

Development Actions

List required training, mentoring, or resources with owners and deadlines to support achievement of the goal in a measurable way.

Sign-off Area

Designated fields for employee and manager signatures and dates to confirm discussion, agreement, and evidence of intent to proceed.

Follow-up Plan

Describe scheduled check-ins, metrics to review at each checkpoint, and steps if the goal requires remediation or scope adjustment.

Essential data elements to capture

Employee ID: Unique HR identifier

Review Period: Start and end dates

Goal Summary: Concise goal title

KPI Values: Numeric performance measures

Manager Name: Reviewer full name

Signatures: Signed by manager and employee

Common settings when configuring an online review workflow

Use consistent workflow settings to ensure timely routing, authentication, and storage of completed reviews.

Field	Configuration
Template Versioning	Enable version control and require template name and effective date.
Signing Order	Set employee then manager or manager then employee as required.
Authentication	Use email link or SMS code for signer verification; increase strength for sensitive roles.
Archive Location	Auto-save final PDF to HR system or secure cloud folder.

Technical compatibility and integration points

Confirm audit trail capture, storage targets, and any legal hold settings with IT or records management before launch.

File Formats: PDF and DOCX supported
Integrations: Works with HRIS, Microsoft 365, Google Workspace
Authentication: Supports email, SMS, and stronger methods

Typical timelines and deadlines for a standard review cycle

Establish clear deadlines for draft completion, discussion, signatures, and follow-up to maintain fairness and process integrity.

Draft Completion:

Manager completes draft within 7 calendar days of metrics availability

Employee Acknowledgement:

Employee reviews and signs within 7 calendar days after meeting

Final Filing:

HR files signed review within 14 calendar days of final signature

Appeal Window:

Employee may submit written concerns within 14 days

Follow-up Check-in:

Schedule a 90-day progress checkpoint after goal start

Key milestones in the Employee Goals Review lifecycle

Track these sequential milestones to ensure goals are set, monitored, and concluded with clarity.

01

Goal Setting

Agree and record initial goals and expectations for the review period.

02

Mid-Cycle Check

Assess progress, adjust targets, and record changes if needed.

03

Year-End Review

Evaluate outcomes, record performance ratings, and document development items.

04

Post-Review Actions

Finalize signatures, update HR records, and schedule next-cycle planning.

Common errors to avoid when preparing reviews

Writing vague or unmeasurable goals that leave interpretation up to the reviewer and the employee later.
Failing to include dates and measurable KPIs, which makes assessment subjective and difficult to audit.
Delaying signatures or routing changes, causing gaps in the official personnel record and complicating decisions.
Keeping draft notes separate from the official file; inconsistent records increase legal risk in disputes.

Risks from incomplete or inconsistent Employee Goals Reviews

Performance Dispute: Increased exposure in wrongful termination claims

Compliance Gap: Missing evidence for regulatory audits

Inconsistent Ratings: Leads to perceived unfairness and morale loss

Payroll Errors: Incorrect records may affect compensation decisions

Document Loss: Absent records hinder future reference

Privacy Risk: Sensitive notes may trigger confidentiality breaches

Typical eSignature pricing and feature comparison for review workflows

Compare per-user pricing and key features relevant to employee review workflows; do not rely on this table for contract terms or promotions.

	signNow	DocuSign	Adobe Sign	PandaDoc	HelloSign
Starting Price	$8/user/mo	$15/user/mo	$14/user/mo	$19/user/mo	$15/user/mo
Free Trial	7-day free trial	Varies by plan	Varies by plan	Varies by plan	Varies by plan
Bulk Send	Yes (Business Premium)	Yes	Yes	Yes	No
Audit Trail	Yes	Yes	Yes	Yes	Yes
HIPAA Compliant	Yes	Yes	Yes	No	No
Envelope Cap	No envelope cap	100 envelopes/user/year	Varies by plan	Varies by plan	Varies by plan

Practical examples of Employee Goals Review in different settings

Two concise scenarios show how the review supports development and documentation across organizations.

Mid-sized Healthcare Clinic

A clinic uses goal templates to track clinician quality metrics and patient outcomes

Mid-cycle checks quantify improvements
After implementing structured reviews and HIPAA-compliant eSigning with a BAA, the clinic preserved audit trails and reduced administrative follow-up, maintaining secure records for licensing and credentialing.

Financial Advisory Firm

An advisory firm links advisor goals to client retention and revenue targets

Manager documents quarterly KPIs
The firm standardized templates and electronic signing to provide clear documentation for compensation committees and regulatory audits.

Frequently asked questions about Employee Goals Reviews and eSigning

Common questions cover legality of electronic signatures, authentication, retention, and practical issues HR teams encounter.

Need help? Contact support

Can an Employee Goals Review be signed electronically?
Yes. Electronic signatures are legally valid for most employment records under the ESIGN Act and UETA where adopted, provided intent and consent are captured and records are retained in a reproducible form.
Do I need employee consent to use electronic records?
For consumer-facing financial or healthcare records, ESIGN requires a consumer disclosure and consent process; internally, document the organization’s electronic records policy and obtain any required acknowledgements.
What if an employee refuses to sign?
Document the meeting and the employee’s response; include manager notes and HR acknowledgment. A signed acknowledgment is preferable but unsigned reviews may still be retained with a record of the refusal.
Are notarization or witnesses required?
Employee Goals Reviews typically do not require notarization or witnesses. If a jurisdiction or special policy demands notarization, follow state notary rules and consider RON where allowed.
How do I ensure privacy for sensitive review notes?
Limit access to HR and authorized managers, encrypt records at rest and in transit, and follow applicable privacy laws such as HIPAA for PHI and FERPA for educational records.
How long must the review be retained?
Retain per company policy and applicable law; common practice is at least three years post-termination, longer where regulatory or litigation risk exists.

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