Can this plan be signed electronically?

Yes. Electronic signatures that show signer intent, consent, attribution, and record retention are valid under the ESIGN Act and UETA in most jurisdictions; include a clear record of intent and an audit trail.

Do you need a notarized signature?

Not typically. Employee Performance Plans are internal HR records and rarely require notarization; obtain a notary only if state law or a specific policy demands it for a related document.

What happens if the employee refuses to sign?

Document the meeting, manager explanations, and employee response. A refusal should be recorded; signatures acknowledging receipt are preferred but absence of signature does not absolve employer of providing notice.

How should signed plans be stored?

Store signed plans in a secure HR repository with role‑based access controls, encryption at rest, and an immutable audit trail to support later review or legal requests.

Can the plan be amended later?

Yes. Amendments should be dated, signed by relevant parties, and prior versions retained per your retention policy to preserve the record of changes.

Which laws affect electronic validity?

Primary U.S. authorities include the ESIGN Act (15 U.S.C. ch. 96) and state adoption of UETA; certain exceptions exist for wills, court filings, and other statutorily excluded items.

Electronic Signature
Templates
HR
Employee Performance Plan

Employee Performance Plan

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

EMPLOYEE PERFORMANCE PLAN

Personal Information

Full Legal Name Address

Phone:

Email:

Position Information

Job Title Department Reporting Manager

Start Date:

Base Salary (if applicable):

Review Period

This Employee Performance Plan covers the performance evaluation period beginning and ending .

Critical Job Responsibilities

List the primary duties for which the employee is responsible. These duties form the basis for performance measurement and are not exhaustive.

Responsibility 1 Responsibility 2

Performance Goals (SMART)

For each goal, define specific, measurable, achievable, relevant, and time-bound criteria. Include target metrics, means of measurement, and target completion dates.

Goal 1 — Description

Measure/Metric:

Target Date:

Weight:

Goal 2 — Description

Measure/Metric:

Target Date:

Weight:

Development & Training Plan

Identify training, resources, and support required to achieve the goals. Specify timelines and responsible parties for delivery.

Required Training / Development

Monitoring, Feedback & Review Schedule

Documented progress reviews will occur on the dates listed below. Manager will provide written feedback at each meeting and record agreed actions.

Progress Review 1 Date Progress Review 2 Date

Performance Consequences and Improvement Actions

Failure to meet the objectives and standards set forth in this plan may result in corrective action up to and including termination. This section outlines specific improvement actions, timelines, and potential consequences for noncompliance.

Improvement Actions

Employment History (for HR record)

Provide the two most recent prior employers. Information is used for internal HR verification and may inform development planning.

Employer 1 — Company Name Employer 1 — Title & Dates Employer 1 — Key Responsibilities Employer 1 — Reason for Leaving Employer 2 — Company Name Employer 2 — Title & Dates Employer 2 — Key Responsibilities Employer 2 — Reason for Leaving

Education

Highest Degree Institution Graduation Date

References (Professional)

Provide three professional references who can speak to job performance and qualifications.

Reference 1 — Name

Phone:

Email:

Relationship:

Reference 2 — Name

Phone:

Email:

Relationship:

Reference 3 — Name

Phone:

Email:

Relationship:

Legal Disclosures

At-Will Employment: Nothing in this Performance Plan alters the at-will relationship between the employee and the employer. Either the employee or the employer may terminate employment at any time, with or without cause or prior notice, subject to applicable law.

Equal Opportunity: The employer provides equal employment opportunity to all employees and applicants without regard to protected characteristics. Performance decisions will be made consistent with this policy and applicable law.

Authorization & Certification

By signing below, the employee certifies that the information provided on this form is true and complete to the best of the employee's knowledge. The employee authorizes the employer to contact references and prior employers for verification as necessary for HR records and for evaluation of training and development needs.

Consent to Contact Prior Employers and References

I consent to allow my employer to contact prior employers and references for verification and development planning purposes.

Employee Comments (optional)

The undersigned acknowledge receipt of and participation in the development of this Employee Performance Plan. Signatures below indicate that the plan was discussed; they do not necessarily indicate agreement with all content, but they confirm that the plan has been communicated.

Employee:

By:

Date:

Manager:

By:

Date:

What an Employee Performance Plan Is and When It Applies

An Employee Performance Plan documents expected duties, measurable goals, performance standards, timelines, and improvement actions for an employee. It creates a clear record used for coaching, mid‑year reviews, corrective action, and annual evaluations. The plan typically identifies the employee and manager, lists specific objectives with success metrics, defines review dates, and explains consequences or next steps if expectations are not met. When executed correctly, it supports consistent performance management, reduces misunderstanding, and serves as evidence of fair process in HR decision making.

Why a Formal Performance Plan Matters to Employers and Employees

A written Employee Performance Plan clarifies expectations, documents support and resources offered, and provides an auditable record if employment decisions follow. It helps managers track progress objectively and gives employees a clear roadmap for improvement or advancement.

Who Prepares and Who Signs an Employee Performance Plan

Use role-based signatures to establish accountability and create a reproducible record suitable for personnel files and future audits.

Managers and supervisors prepare the plan and document performance expectations and support.
Human resources reviews for consistency with policy, applicable law, and documentation standards.
Employees acknowledge receipt and understanding; signatures confirm intent and attribution.

Essential Sections to Include in a Professional Performance Plan

Include standard sections so the plan is actionable, measurable, and defensible.

Identifying Data

Employee name, job title, manager, department, employee ID and effective date to uniquely identify the record for HR systems and legal traceability.

Performance Goals

Specific, measurable objectives with numeric targets or quality standards and a clear description of expected outcomes and priority.

Success Metrics

How performance will be measured, including KPIs, reporting frequency, and acceptable thresholds for satisfactory performance.

Action Plan

Manager and employee commitments, training or resources provided, deadlines for milestones, and interim checkpoints.

Consequences

Potential outcomes for continued underperformance (coaching, PIP, reassignment, termination) stated clearly and in line with policy.

Signatures

Signed and dated acknowledgment blocks for employee, manager, and HR to confirm receipt, discussion, and agreement to next steps.

Stepwise Process to Create and Finalize a Performance Plan

Follow these sequential steps to ensure the plan is complete, consistent, and properly recorded.

01

Draft Goals: Manager defines 3–5 measurable objectives with target dates.
02

Discuss with Employee: Hold a meeting to review goals, resources, and expectations.
03

Document Agreement: Record agreed changes and finalize the text.
04

Sign and File: Collect signatures, store in personnel file, and schedule follow ups.

How to Configure an Electronic Workflow for This Plan

Configure a simple electronic routing and approval workflow to capture signatures and preserve an audit trail.

Field	Configuration
Initiator	Manager creates and uploads plan document
Routing Order	Manager → Employee → HR reviewer
Signer Authentication	Email link + optional SMS code
Storage Location	HR document management system with access controls

Where to Send, File, and Archive Completed Plans

Define a consistent destination for signed plans so they can be retrieved for reviews, audits, or legal needs.

HR Document Store: Primary repository for personnel records with restricted access.
Manager Records: Manager retains a copy for coaching and progress tracking.
Employee Copy: Provide the employee an electronic or printed copy for their records.
Audit Archive: Retain immutable signed copies and audit trails for compliance.

Technical and Security Considerations for eSigning

Align platform settings with legal requirements (ESIGN and applicable state law), corporate record retention policies, and any industry-specific privacy rules such as HIPAA or FERPA when applicable.

Authentication: Use at least email link or SMS one‑time passcode; stronger options include SSO or KBA where justified.
Audit Trail: Capture signer attribution, IP address, timestamps, and action log to support validity.
Data Protection: Encrypt data in transit and at rest and limit access based on role.

Typical Timing and Review Deadlines for Performance Plans

Establish clear dates for delivery, interim checkpoints, and final review to ensure measurable progress and timely documentation.

Plan Issuance Date:

Date manager presents the plan to the employee and uploads the signed document.

Midpoint Review:

Schedule a formal check roughly halfway through the plan period to assess progress.

Final Review Date:

Document results at the end of the plan period and record outcomes.

Follow‑up Actions:

Set deadlines for additional coaching, training, or HR decisions.

Record Retention Start:

Retention periods begin on the effective date or termination, per policy.

Consequences and Legal Risks of Deficient Performance Plans

Discrimination Claims: Poor documentation may support unlawful discrimination allegations.

Wrongful Termination Risk: Inadequate process increases exposure to wrongful termination suits.

Unemployment Appeals: Lack of clear records can impair defense in benefit hearings.

Union Grievances: Noncompliant plans may trigger grievance procedures under collective bargaining.

Privacy Violations: Improper storage or sharing can violate HIPAA or state privacy laws.

Regulatory Scrutiny: Industry rules may require specific documentation and retention.

Common Mistakes to Avoid When Preparing a Performance Plan

Vague goals lacking measurable criteria lead to disputes and inconsistent enforcement between managers.
Missing signatures or undated acknowledgements can weaken proof of notice and attribution in disputes.
Using informal language or undocumented verbal promises creates ambiguity and undermines consistent HR processes.
Failing to store signed copies in the official HR repository increases risk of record loss or inconsistent access.

Security and Compliance Basics for Personnel Records

Encryption: TLS 1.2/1.3 in transit, AES‑256 at rest

Access Controls: Role‑based permissions with audit logging

Audit Trail: Complete signer attribution and timestamps

HIPAA Consideration: BAA required for protected health information

Retention Policy: Defined record lifecycle and secure deletion

Authentication: Options: email, SMS code, SSO, KBA

Examples: How Organizations Use a Performance Plan

Real examples show common applications and outcomes when the plan is used consistently.

Mid‑Market HR Program

A regional services firm standardized plans across 120 employees to reduce inconsistent reviews

Achieved uniform goal metrics across teams
Standardization improved manager accountability and reduced employee grievances by clarifying expectations and documentation practices.

Clinical Setting

A healthcare clinic attached training logs to performance plans for clinicians

Linked improvement actions to CME and mentorship
This created documented remediation paths while preserving patient privacy controls.

Practical Tips for Accurate and Efficient Completion

Adopt consistent formatting, measurable metrics, and clear signatory procedures to reduce disputes and administrative overhead.

Use SMART Goals

Set goals that are Specific, Measurable, Achievable, Relevant, and Time‑bound to enable objective assessment and reduce ambiguity.

Centralize Storage

Store signed plans in a single HR repository with access controls to ensure retrieval for audits and legal needs.

Version Control

Record edits with dates and retain prior signed versions where changes are material to performance decisions.

Consistent Templates

Use standardized templates and prefilled fields to reduce data entry errors and speed review cycles.

How an Employee Performance Plan Compares With Similar HR Documents

Understand differences to pick the right document for coaching, discipline, or termination workflows.

Document Type \| Primary Purpose	Document Type	Primary Purpose
Performance Plan	set goals and record progress
Performance Improvement Plan	formal corrective action with timelines
Written Warning	notify employee of a specific violation
Termination Notice	record employment end decision

eSignature Pricing and Feature Comparison for Executing Performance Plans

Compare common eSignature options used to sign HR documents; signNow is listed first per vendor comparison conventions.

	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 trial	Varies	Varies	Varies	Varies
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	Varies	Varies

Frequently Asked Questions and Troubleshooting

Answers to common practical and legal questions about preparing, signing, and storing Employee Performance Plans.

Need help? Contact support

Can this plan be signed electronically?
Yes. Electronic signatures that show signer intent, consent, attribution, and record retention are valid under the ESIGN Act and UETA in most jurisdictions; include a clear record of intent and an audit trail.
Do you need a notarized signature?
Not typically. Employee Performance Plans are internal HR records and rarely require notarization; obtain a notary only if state law or a specific policy demands it for a related document.
What happens if the employee refuses to sign?
Document the meeting, manager explanations, and employee response. A refusal should be recorded; signatures acknowledging receipt are preferred but absence of signature does not absolve employer of providing notice.
How should signed plans be stored?
Store signed plans in a secure HR repository with role‑based access controls, encryption at rest, and an immutable audit trail to support later review or legal requests.
Can the plan be amended later?
Yes. Amendments should be dated, signed by relevant parties, and prior versions retained per your retention policy to preserve the record of changes.
Which laws affect electronic validity?
Primary U.S. authorities include the ESIGN Act (15 U.S.C. ch. 96) and state adoption of UETA; certain exceptions exist for wills, court filings, and other statutorily excluded items.

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