Can an employee sign electronically?

Yes. Under the ESIGN Act (15 U.S.C. ch. 96) and UETA in most states, electronic signatures are legally valid for employment records when intent and consent are present and the record can be retained.

Do targets require notarization or witnesses?

Typically no. Performance targets are internal employment records and rarely require notarization or witnesses. Use notarization only where state law or specific contract clauses demand it.

How long should HR keep signed targets?

Retain for at least the active employment term plus 3 years; extend for sectors with longer mandates such as HIPAA (6 years) or where state law requires longer retention.

What if an employee refuses to sign?

Document refusal, provide a copy to the employee, and note concerns in the file. Consult HR or legal counsel before taking performance actions tied to unsigned documents.

Can targets be changed after signing?

Yes, but changes should be made by executing an amended document with both parties’ signatures and an effective date to avoid confusion.

Which eSignature features matter for HR?

Look for audit trails, role-based routing, secure storage, HIPAA BAA where applicable, and integrations with HRIS. Plans that include bulk send and API access help at scale.

Electronic Signature
Templates
HR
Employee Performance Targets

Employee Performance Targets

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

EMPLOYEE PERFORMANCE TARGETS

Personal Information

Full Legal Name Home Address

Phone

Email

Position Information

Job Title Department

Reporting Manager

Employment Start Date

Base Salary / Compensation

Performance Period & Review Schedule

Performance measurement period begins on and ends on . Interim reviews will occur on the scheduled review dates noted below.

Scheduled Review Dates (enter up to three)

Performance Objectives and Targets

Define measurable objectives for the performance period. Each objective should be Specific, Measurable, Achievable, Relevant, and Time-bound (SMART). Assign a weighting to indicate relative importance; total weightings must sum to 100% across all objectives.

Objective 1 — Title Description / Rationale

Metric

Target Value

Weighting (%)

Measurement Method & Frequency Target Due Date Objective 2 — Title Description / Rationale

Metric

Target Value

Weighting (%)

Measurement Method & Frequency Target Due Date Objective 3 — Title Description / Rationale

Metric

Target Value

Weighting (%)

Measurement Method & Frequency Target Due Date Objective 4 — Title Description / Rationale

Metric

Target Value

Weighting (%)

Measurement Method & Frequency Target Due Date Objective 5 — Title Description / Rationale

Metric

Target Value

Weighting (%)

Measurement Method & Frequency Target Due Date

Development Actions & Resources

Identify training, coaching, tools, or other resources required to achieve the objectives. Indicate who will provide or approve each resource and associated timelines.

Development Plan Summary

Key Performance Indicators — Baseline and Targets

For each KPI, record the current baseline and the target value for the period. These KPIs will be used for objective assessment and incentive calculations, where applicable.

KPI 1 — Name

KPI 2 — Name

Employment History (for record and verification)

Provide the last two employers to support verification and context for target setting.

Employer 1 — Company Name

Primary Responsibilities Reason for Leaving Employer 2 — Company Name

Primary Responsibilities Reason for Leaving

Education

Highest Degree / Certification Institution Graduation Date

Professional References

Provide three professional references who can attest to work performance and conduct.

Reference 1 — Name

Reference 2 — Name

Reference 3 — Name

Legal Disclosures & Acknowledgements

The following statements explain rights and company policies relevant to performance targets and employment status.

At-Will Employment: Nothing in this performance targets document creates a contract of employment for any specified period. Employment remains at-will and may be terminated by either party at any time, with or without cause, except as otherwise provided by law.

Equal Opportunity: The company is an equal opportunity employer. Performance targets and related employment decisions will be applied without unlawful discrimination based on protected characteristics.

Confidentiality: Performance targets, measurement data, and development plans are confidential internal records. Employee agrees not to disclose proprietary performance materials except as required for job duties or by law.

I acknowledge that I have read and understand the performance targets and related policies. I authorize the company to contact previous employers and references for verification purposes. I consent to background checks where permitted by law as part of the employment record verification.

Certification by Employee

I certify that the information provided in this document is true and complete to the best of my knowledge. I accept the objectives and agree to make a good faith effort to achieve the targets set forth. I understand that performance assessments will be based on the measurement methods described above and that targets may be adjusted by mutual written agreement between employee and manager.

Additional Comments by Employee

Manager Comments

Employee Printed Name:

Employee Signature:

Date:

Manager Printed Name:

Manager Signature:

Date:

What Employee Performance Targets Are and how they’re used

Employee Performance Targets are documented objectives that define expected results, metrics, and timelines for an employee's role. They typically include measurable goals, performance metrics (KPIs), review periods, and success criteria used for feedback, development plans, bonus calculations, and promotion decisions. These records form part of an employee’s personnel file and support consistent evaluation across teams. When executed and retained correctly they provide a clear basis for performance discussions, calibration across managers, and defensible decisions where employment actions or incentive payments depend on documented outcomes.

Why clear performance targets matter to employers and employees

Well‑written Employee Performance Targets align expectations, reduce ambiguity in reviews, and support objective compensation decisions. They enable measurable coaching, improve development planning, and create defensible documentation for employment actions when needed.

Typical users and stakeholders for Employee Performance Targets

Employee Performance Targets are completed by managers with input from HR and the employee; they support multiple stakeholders across the organization.

Managers who set and track individual or team goals and prepare review documentation.
Human Resources for policy alignment, recordkeeping, and benefits or bonus calculations.
Employees who confirm targets, provide input, and acknowledge understanding of expectations.

These records facilitate consistent performance cycles, appeals handling, and audit trails for compensation decisions.

Who can sign and approve performance targets

Manager

The manager or direct supervisor typically drafts and approves targets, documents coaching conversations, and certifies progress in the review cycle. Their signature or e-sign confirms assignment of responsibilities and managerial approval.

Employee

The employee should acknowledge and sign to confirm receipt and understanding. Employee acknowledgement helps demonstrate mutual agreement and supports later dispute resolution if performance-based actions follow.

Core components to include in a professional target document

A complete Employee Performance Targets document is structured to be measurable, time-bound, and linked to role responsibilities and compensation where applicable.

Goal Description

Clear, specific objective written in plain language that ties to role responsibilities and business outcomes.

Metrics / KPIs

One or more measurable indicators (sales volume, customer satisfaction score, error rate) with units and targets.

Target Levels

Define thresholds (target, stretch, minimum acceptable) to clarify performance tiers and payout eligibility.

Timeframe

Start and end dates for the target period, plus interim checkpoints for progress reviews.

Support & Resources

Training, tools, or budget required to achieve the targets; ownership of support items.

Signatures

Manager and employee signatures with dates and space for HR acknowledgement where required.

Essential fields every Employee Performance Targets form should capture

Employee Name: Full legal name

Job Title: Role held at time of target

Targets / Metrics: Specific KPIs listed

Review Period: Start and end dates

Compensation Link: Bonus or incentive note

Signatures: Manager | Employee | HR date

Step-by-step: completing an Employee Performance Targets record

Follow these sequential steps to create, review, and finalize targets so they are clear, measurable, and stored correctly.

01

Draft goals: Manager writes measurable objectives aligned to role.
02

Agree metrics: Define KPIs, units, and success thresholds with employee.
03

Set dates: Enter MM/DD/YYYY start and end dates and checkpoints.
04

Sign and file: Obtain signatures and store in the personnel file.

Configuring a digital workflow for performance targets

Set role-based routing and required fields before sending to ensure efficient approvals and a complete audit trail.

Field	Configuration
Required Fields	Employee name \| Metrics \| Dates
Approval Order	Manager -> Employee -> HR
Authentication	Email link or SMS code
Retention Location	HR system or secure document store

Digital distribution and eSignature considerations

Choose a platform that supports role-based routing, audit trails, and secure storage compatible with your HR systems.

Signatures Supported: Simple e-sign and PKI
Integrations: HRIS and cloud storage
File Formats: PDF, DOCX, HTML

Ensure the selected vendor supports necessary compliance (ESIGN, UETA) and any industry-specific privacy needs such as HIPAA when applicable.

Typical flow for sending and storing targets

A consistent routing process reduces delays and ensures completed targets are retained in HR records.

Upload Document: Prepare the target document and required fields.
Assign Signers: Add manager, employee, and HR emails in order.
Authenticate: Choose signer verification level (email, SMS, KBA).
Store Copies: Save signed PDF and audit trail to HR system.

Key timing rules and common scheduling expectations

Apply consistent scheduling to reduce confusion: initial target setting, mid-cycle check-ins, and final review should follow predictable deadlines.

Initial Setup Deadline:

Within 30 days of hire or role change

Mid‑Cycle Checkpoint:

At the halfway point of the review period

Final Review Date:

On or immediately after the end date

Appeal Window:

Specify any appeal timeframe in policy

Records Availability:

Make signed targets accessible to employee and HR

Performance cycle milestones from setup to closeout

Track these major stages to keep the performance target lifecycle auditable and aligned with payroll or bonus cycles.

01

Goal Assignment

Manager and employee agree on documented targets and metrics.

02

Ongoing Measurement

Regular data collection and checkpoint updates occur during the period.

03

Final Evaluation

Manager completes assessment against defined thresholds and documents outcomes.

04

Outcome Processing

HR calculates payouts or development actions and stores records.

Common mistakes to avoid when preparing performance targets

Using vague language without measurable thresholds makes comparisons and payouts ambiguous and defensibility weak.
Failing to date or sign the document can create gaps in the record and disputes about when obligations began.
Linking pay to improperly specified metrics risks calculation errors and employee complaints over incentive payments.
Storing signed copies only in personal email or local drives prevents centralized access and weakens auditability.

Potential legal and operational risks from incorrect targets

Wrongful Termination Risk: Disputes over justification

Discrimination Claims: Uneven targets can trigger investigations

Pay Calculation Errors: Incorrect bonuses or withholding

Recordkeeping Failures: Loss of audit trail or evidence

Contract Disputes: Conflicting incentive provisions

Regulatory Exposure: Industry rules unmet (e.g., HIPAA)

Real-world examples of performance target workflows

These short examples show how documented targets were used in practice by organizations that implemented digital workflows.

Optica Ventures

Manager standardized targets across portfolio companies to align sales goals

Documented KPIs cut review disputes
As COO Brian Fitzgibbons noted, a simple interface made it easy for staff and external partners to sign and agree, creating consistent records for compensation decisions.

Fertility Centers of Illinois

Healthcare team adopted online acknowledgements to protect PHI and process targets quickly

Staff signed from secure devices
John Butler emphasized the platform’s compliance features and responsive support during rollout to clinical teams.

Comparing eSignature options for Employee Performance Targets

Vendor pricing and capabilities affect cost, volume handling, and compliance for HR workflows. The table compares starting price and key features across common providers.

	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

Frequently asked questions about Employee Performance Targets

Answers to common implementation, legal, and technical questions when creating, signing, and storing targets.

Need help? Contact support

Can an employee sign electronically?
Yes. Under the ESIGN Act (15 U.S.C. ch. 96) and UETA in most states, electronic signatures are legally valid for employment records when intent and consent are present and the record can be retained.
Do targets require notarization or witnesses?
Typically no. Performance targets are internal employment records and rarely require notarization or witnesses. Use notarization only where state law or specific contract clauses demand it.
How long should HR keep signed targets?
Retain for at least the active employment term plus 3 years; extend for sectors with longer mandates such as HIPAA (6 years) or where state law requires longer retention.
What if an employee refuses to sign?
Document refusal, provide a copy to the employee, and note concerns in the file. Consult HR or legal counsel before taking performance actions tied to unsigned documents.
Can targets be changed after signing?
Yes, but changes should be made by executing an amended document with both parties’ signatures and an effective date to avoid confusion.
Which eSignature features matter for HR?
Look for audit trails, role-based routing, secure storage, HIPAA BAA where applicable, and integrations with HRIS. Plans that include bulk send and API access help at scale.

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