Can these objectives be signed electronically?

Yes. Electronic signatures are generally enforceable under the ESIGN Act (15 U.S.C. §7001) and UETA where adopted, provided intent, consent, attribution, and record retention requirements are met.

Is notarization or witness required?

No. Notarization and witnesses are not generally required for internal performance objectives; those requirements typically apply to wills, deeds, and certain statutory instruments.

How long must the records be kept?

Retain during employment plus at least three years; follow IRS (IRC §6501(a)), HIPAA (45 CFR §164.530(j)) and any longer state-specific rules when applicable.

What if an objective changes mid-cycle?

Document the change in writing, include dates and approvals, and capture signatures for the amendment to preserve the audit trail and reduce disputes.

Who should sign the objective?

At minimum the employee and their direct manager should sign; HR should receive a copy and retain the signed record per retention policy.

How do I correct an error after signing?

Execute an amendment signed by both parties or reissue a corrected objective with explicit reference to the superseded record; keep both versions for audit purposes.

Electronic Signature
Templates
HR
Employee Performance Objectives

Employee Performance Objectives

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

EMPLOYEE PERFORMANCE OBJECTIVES

Employee Name: Employee ID:

Personal Information

Full Legal Name Address Phone Email

Position Information

Job Title Department Reporting Manager

Position Start Date: Current Annual Salary:

Review Period

Review Period Start: End:

Performance Objectives (SMART)

The objectives below will be used to evaluate performance for the review period. Objectives should be Specific, Measurable, Achievable, Relevant, and Time-bound. Manager and employee will review progress at interim checkpoints and may amend objectives by mutual written agreement.

Objective 1: Title Objective 1: Description Success Criteria / Measurement

Target Date: Weight (%):

Resources / Support Required Development or Training Needs

Status: On Track At Risk Complete

Objective 2: Title Objective 2: Description Success Criteria / Measurement

Target Date: Weight (%):

Resources / Support Required Development or Training Needs

Status: On Track At Risk Complete

Objective 3: Title Objective 3: Description Success Criteria / Measurement

Target Date: Weight (%):

Resources / Support Required Development or Training Needs

Status: On Track At Risk Complete

Interim Review Schedule & Checkpoints

Interim Review Frequency:

Interim Checkpoints (dates and focus areas)

Performance Competencies

For each competency indicate expected standard and an initial self-rating. Final ratings will be completed by the manager at review.

Communication - Expectation Communication - Employee Self-Rating Teamwork / Collaboration - Expectation Teamwork / Collaboration - Employee Self-Rating Problem Solving / Initiative - Expectation Problem Solving / Initiative - Employee Self-Rating

Training & Development Plan

Planned Training / Development Activities

Training Timeline:

Employment History (Most Recent)

Employer 1 - Company Name Employer 1 - Title / Role Employer 1 - Dates Employed Employer 1 - Key Responsibilities Employer 1 - Reason for Leaving Employer 2 - Company Name Employer 2 - Title / Role Employer 2 - Dates Employed Employer 2 - Key Responsibilities Employer 2 - Reason for Leaving

Education

Degree Institution Graduation Date

References

Reference 1 - Name Reference 1 - Phone / Email / Relationship Reference 2 - Name Reference 2 - Phone / Email / Relationship Reference 3 - Name Reference 3 - Phone / Email / Relationship

Legal Disclosures & Acknowledgements

At-Will Employment: Employment is at-will unless otherwise documented in a written employment agreement signed by an authorized company representative and the employee. Either party may end the employment relationship at any time, with or without cause or notice.

Equal Opportunity: The company provides equal employment opportunities and does not discriminate on the basis of protected characteristics. Selection of objectives and performance decisions must be consistent with applicable non-discrimination policies.

I acknowledge the statements above and authorize the company to contact prior employers and professional references to verify employment history and performance as necessary to implement this program. I authorize contact with prior employers and references

I consent to background checks and verification checks as may be required by company policy in connection with employment administration and continued employment. I consent to background verification

Employee Certification

I certify that all information provided in this document is true and complete to the best of my knowledge. I understand that these objectives will be used to assess my performance and that achievement may influence development plans and compensation decisions. I understand objectives may be adjusted by mutual written agreement between employee and manager.

Employee Comments (optional) Manager Comments (initial)

Employee:

By:

Date:

Manager:

By:

Date:

What Employee Performance Objectives Are and how they function

Employee Performance Objectives are written, measurable goals used in performance management to align individual work with organizational priorities. They typically describe expected outcomes, measurable criteria, target dates, required resources, and review checkpoints. Objectives form part of performance evaluations, development plans, and compensation reviews; accurate documentation supports fair assessments and legal defensibility. These objectives can be recorded and executed electronically when the record meets ESIGN and applicable state UETA or ESRA requirements and when parties consent to electronic records and signatures.

Why clear performance objectives matter

Clear objectives improve focus, set measurable expectations, reduce disputes, and create an auditable record for reviews and compliance. Well-crafted objectives support career development, compensation decisions, and defensible HR actions while enabling consistent measurement across teams.

Who typically prepares and uses Employee Performance Objectives

Common roles that create, review, or sign these objectives within organizations.

HR managers responsible for templates, policy alignment, and recordkeeping.
Direct supervisors who draft objectives with employees and approve final goals.
Employees who propose objectives, acknowledge expectations, and track progress.

Use role clarity to assign responsibility for drafting, approval, and retention.

Core components of a professional Employee Performance Objectives document

A complete objectives document combines goal statements, measurable criteria, timelines, resources, review cadence, and approvals. Each component should be concise, measurable, and tied to job duties or company strategy.

Objective Title

Short descriptive name for the objective that links to the employee's role and department; used for quick reference in reviews and reporting.

Scope & Description

Concise description of duties, expected behavior, and boundaries; clarifies what is in scope and what is not for consistent interpretation.

SMART Metrics

Specific, Measurable, Achievable, Relevant, Time-bound metrics or KPIs that define success and enable quantitative evaluation at review.

Target Dates

Milestones and final deadline using MM/DD/YYYY format; helps schedule check-ins and links objectives to review cycles.

Resources & Support

Lists training, budget, personnel, or tools required to achieve the objective; documents commitments from managers or the organization.

Review & Sign-off

Designates who approves the objective and records signatures or electronic consent to confirm mutual agreement and accountability.

Step-by-step: drafting and finalizing performance objectives

Follow these sequential steps to create objectives that are measurable, agreed, and retained appropriately.

01

Gather Context: Review job description, team goals, and prior performance records.
02

Draft Objectives: Write SMART statements with clear metrics and target dates.
03

Discuss and Revise: Hold a meeting with the employee to align expectations and resources.
04

Approve and Record: Manager approves, both parties sign, and HR files the final record.

Configuring an online workflow for Employee Performance Objectives

Set up a repeatable digital workflow so objectives are drafted, routed, signed, and stored consistently.

Field	Configuration
Signature Authentication	Email plus optional SMS code or SSO for stronger signer verification
Templates	Create reusable SMART templates to standardize language and fields
Automated Reminders	Schedule reminders for review dates and overdue approvals
Access Controls	Role-based permissions to restrict edit and view rights

Where finalized objectives are routed and stored

After approval, route records to HR systems, supervisors, and personnel files for access and auditability.

HR Information System: Store the signed record in the HRIS or employee file repository.
Employee Copy: Deliver a signed copy to the employee for acknowledgement and ongoing tracking.
Manager Archive: Add to the manager's folder for performance coaching and mid-cycle reviews.
Permanent Personnel File: Retain a master copy in the central personnel file per retention policy.

Technical considerations for electronic completion and submission

Ensure the chosen platform supports required authentication, formats, and integrations before rolling out electronic objectives.

Integrations: Connect to HRIS, Microsoft 365, Google Workspace, or ATS for seamless routing
Supported Formats: PDF and DOCX are standard for signed records and archival
Authentication: Email, SMS codes, SSO, or stronger methods for higher assurance

Typical timing and review cadence for objectives

Define deadlines and review dates up front so all parties understand expectations and scheduling.

Annual Cycle:

Set core objectives at the start of fiscal or calendar year.

Quarterly Check-ins:

Conduct quarterly progress reviews and update metrics.

Mid-year Review:

Hold a formal review halfway through the objective period.

Year-end Evaluation:

Complete final assessment and sign-off by the review deadline.

Record Retention:

Retain records according to HR retention policy and legal requirements

Common mistakes to avoid when preparing objectives

Vague goals without measurable criteria lead to inconsistent evaluations and disputes during performance reviews.
Using unrealistic timelines or targets that ignore available resources undermines credibility and employee morale.
Failing to document agreed resources or support creates confusion about manager commitments and completion responsibility.
Not capturing approvals or signatures—especially when done informally—can create gaps in the audit trail and legal defensibility.

Risks and potential consequences of improper objective records

Incomplete Documentation: Disputed reviews

Missing Signatures: Questioned validity

Incorrect Dates: Payroll or bonus timing errors

Unclear Metrics: Claims of unfair evaluation

Retention Failures: Regulatory exposure

Unauthorized Access: Employee privacy breach

Typical eSignature vendor pricing and capability comparison

Compare common plan characteristics and compliance capabilities relevant for signing and storing Employee Performance Objectives; signNow appears first per vendor ordering rules.

	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	Yes	Yes	Yes	No
Audit Trail	Yes	Yes	Yes	Yes	Yes
HIPAA Compliant	Yes	Yes	Yes	No	No
Envelope Cap	No cap	100 envelopes/user/year	Varies by plan	Varies by plan	Varies by plan

Practical examples of using performance objectives

Two concise scenarios show how objectives are used in different organizational contexts and why precise fields matter.

Mid-size Technology Team

A product manager defines a quarterly objective to reduce user-reported bugs by 20%

Metric measured via ticket counts and baseline defined
Manager and employee sign the objective; HR stores the signed PDF in HRIS and schedules quarterly check-ins.

Community Health Clinic

A clinician sets a goal to complete patient satisfaction training and achieve a 90% satisfaction score

Progress tracked monthly against baseline surveys
The objective includes HIPAA-compliant notes, manager sign-off, and storage under restricted access.

Essential data elements to capture on every objective

Employee Name: Full legal name

Employee ID: HRIS or payroll identifier

Job Title: Official position

Objective Text: Clear measurable statement

Target Date: MM/DD/YYYY

Approvals: Manager and employee signatures

Frequently asked questions about Employee Performance Objectives

Answers to common user questions about e-signing, notarization, retention, revisions, and legal enforceability.

Need help? Contact support

Can these objectives be signed electronically?
Yes. Electronic signatures are generally enforceable under the ESIGN Act (15 U.S.C. §7001) and UETA where adopted, provided intent, consent, attribution, and record retention requirements are met.
Is notarization or witness required?
No. Notarization and witnesses are not generally required for internal performance objectives; those requirements typically apply to wills, deeds, and certain statutory instruments.
How long must the records be kept?
Retain during employment plus at least three years; follow IRS (IRC §6501(a)), HIPAA (45 CFR §164.530(j)) and any longer state-specific rules when applicable.
What if an objective changes mid-cycle?
Document the change in writing, include dates and approvals, and capture signatures for the amendment to preserve the audit trail and reduce disputes.
Who should sign the objective?
At minimum the employee and their direct manager should sign; HR should receive a copy and retain the signed record per retention policy.
How do I correct an error after signing?
Execute an amendment signed by both parties or reissue a corrected objective with explicit reference to the superseded record; keep both versions for audit purposes.

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