Can the PER be signed electronically?

Yes. Electronic signatures are legally enforceable in the United States under the ESIGN Act (15 U.S.C. ch. 96) and UETA in most states, provided intent, consent, attribution, and retention criteria are met.

Do employees have to sign in person?

No. In-person signing is optional for routine evaluations; use secure eSignature workflows with appropriate authentication to document consent and attribution.

What if the PER contains health information?

If the form includes protected health information, follow HIPAA requirements and use a platform with a BAA. Limit distribution and retain records for 6 years per 45 CFR §164.530(j).

How long must HR keep completed PERs?

Retain active records for the duration of employment plus at least 3 years; extend retention for tax, litigation, or HIPAA reasons as required by federal or state law.

Who should sign the PER?

The manager and the employee should sign; HR should also sign or acknowledge receipt per internal policy to confirm filing and completeness.

What if a signer disputes a rating?

Document the employee's comments on the PER, follow your internal appeals or review policy, and preserve the audit trail showing dates, signatures, and any amendments.

Employment MS PER

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Employment MS PER

Recitals

This Employment Master Services Personal Employment Agreement (the Agreement) is entered into by and between Employer: with principal address at , and Employee: .

WHEREAS, Employer engages in the business of providing managed services, professional services and related personnel (collectively, the Services); and

WHEREAS, Employee possesses the skills, qualifications and experience necessary to perform the Services and desires to render such Services to Employer under the terms set forth herein;

WHEREAS, the parties desire to set forth the terms and conditions governing Employee's performance, compensation and confidentiality obligations.

Scope of Work

Primary Duties Work Location and Reporting

Payment Terms

Compensation: Employer shall pay Employee a base compensation of per .

Payment Schedule (Describe timing and method)

Deductions and Withholding: Payments are subject to required tax withholding and other authorized deductions. Employee shall receive itemized statements of all compensation and authorized deductions in accordance with Employer's payroll practices.

Late Payment: Any undisputed amount not paid within days after the due date shall accrue a late fee equal to per month on the outstanding balance, or the maximum permitted by law, whichever is less.

Term and Termination

Term: The term of this Agreement shall commence on and continue until unless earlier terminated as provided below.

Termination for Convenience: Either party may terminate this Agreement for any reason upon giving written notice at least days prior to the effective date of termination.

Termination for Cause: Employer may terminate immediately for material breach, willful misconduct, gross negligence, conviction of a felony, or material violation of Employer policies. Employee may terminate for material breach by Employer that remains uncured after thirty (30) days' written notice.

Confidentiality

Definitions: "Confidential Information" means non-public information, trade secrets, client lists, pricing, technical data, business plans, and other proprietary information disclosed directly or indirectly by Employer to Employee, whether in writing, orally or by inspection of tangible objects.

Duty: Employee shall not use, disclose or permit the use or disclosure of Confidential Information except as required to perform Employee's duties under this Agreement. Employee shall implement reasonable safeguards to protect Confidential Information and return all such materials to Employer upon termination.

Duration: The obligations in this section shall continue for years following termination, or for such longer period as applicable law or specific trade secret protections require.

Classification

Employment Status (select one):

Employee (subject to payroll tax withholding and benefits) Independent Contractor (responsible for own taxes and benefits)

The parties acknowledge that classification affects rights and obligations under this Agreement. Selection of classification should reflect the factual working relationship.

Representations and Warranties; Indemnity

Each party represents that it has full power and authority to enter this Agreement and that performance will not violate any other agreement. Employee represents that Employee is not subject to any restrictive covenant or obligation that would prevent performance.

Indemnity: Each party shall indemnify, defend and hold harmless the other party from and against any third-party claims, losses or liabilities arising from the indemnifying party's breach, negligence or willful misconduct.

Governing Law

This Agreement shall be governed by and construed in accordance with the laws of the State of , without regard to conflict of laws principles. Venue for disputes shall lie exclusively in the courts of that state.

Entire Agreement and Miscellaneous

Entire Agreement: This Agreement, including any exhibits or written attachments signed by the parties, constitutes the entire agreement between the parties with respect to the subject matter and supersedes all prior and contemporaneous agreements, proposals and communications, whether written or oral.

Amendment: Any amendment or modification must be in writing and signed by both parties. No course of dealing or failure to enforce any right shall be deemed a waiver.

Severability: If any provision of this Agreement is held invalid or unenforceable, the remaining provisions shall remain in full force and effect.

Acknowledgement

Employee acknowledges receipt of a copy of this Agreement and certifies that Employee has read and understands its terms and has the authority to enter into this Agreement.

Employer - Printed Name:

By:

Date:

Employee - Printed Name:

By:

Date:

What the Employment MS PER Is and when it is used

The Employment MS PER is a standardized personnel evaluation and performance review form used to document employee performance, goals, and supervisory feedback during routine reviews, promotions, or termination processes. It captures identifying information, job duties, performance ratings, development plans, and signatures from employee and manager. Organizations use the Employment MS PER to create a consistent record for HR decisions, compensation reviews, training needs, and compliance with internal policies. When completed accurately it supports personnel file retention, audit readiness, and defensible documentation in employment disputes.

Why a clear Employment MS PER matters for HR

A consistent Employment MS PER reduces ambiguity about expectations, creates an auditable record of performance conversations, and helps align development plans with organizational objectives while supporting fair employment practices and documentation for legal compliance.

Who typically completes and receives the Employment MS PER

The Employment MS PER is completed by managers and HR professionals and shared with employees and personnel file custodians for recordkeeping.

Hiring managers and direct supervisors who evaluate day-to-day performance and propose ratings or developmental goals.
HR administrators who standardize the form, ensure policy alignment, and store the final signed record in the employee file.
Employees who review, acknowledge, and may add comments to the recorded evaluation before it is finalized.

Use consistent roles and approval routing to avoid disputes; document who conducted the review and when signatures or acknowledgements occurred.

Core sections to include in a professional Employment MS PER

A complete Employment MS PER groups identifying data, performance criteria, narrative feedback, goals, training items, and signature blocks to ensure clarity and traceability across the review lifecycle.

Employee ID

Unique identifier such as employee number and department to link the PER to personnel and payroll systems and avoid mismatched records.

Job Details

Title, job grade, manager, and essential duties that set the context for measured performance and help justify ratings or corrective actions.

Performance Criteria

Rated competencies or objective metrics with scales and definitions to reduce subjectivity and support consistent comparisons across employees.

Narrative Feedback

Qualitative observations from the manager that explain ratings, cite examples, and document coaching or corrective steps recommended.

Development Plan

Specific goals, training, timelines, and success criteria that record next steps and link to talent development processes.

Signature Block

Spaces for employee, reviewer, and HR sign-off with dates to establish acknowledgement, completion, and the effective date of the review.

Step-by-step: completing the Employment MS PER

Follow a standard sequence to complete the form, document the discussion, and finalize signatures to ensure consistent records and defensible HR decisions.

01

Gather records: Collect prior reviews, goals, and objective metrics before the meeting.
02

Assess performance: Use the defined criteria and examples to assign ratings.
03

Discuss with employee: Hold a documented meeting, capture employee comments, and agree on development steps.
04

Finalize and sign: Obtain manager and employee signatures and route to HR for filing.

Where to send and store the completed Employment MS PER

A clear handoff after signing ensures records are current in HR systems and accessible to authorized users while preserving confidentiality and audit trails.

HR personnel file: Store the final signed form in the official personnel file or HRIS record.
Manager records: Retain a copy in the manager's local files for development tracking if policy permits.
Employee copy: Provide the employee with an acknowledged copy, either printed or electronic.
Restricted storage: Apply access controls for sensitive content, especially where medical or disability accommodations are referenced.

Digital signing and distribution considerations

Use eSignature tools that preserve audit trails, meet authentication needs, and integrate with HR systems for secure routing.

File formats: PDF, DOCX accepted
Integrations: HRIS and cloud storage
Authentication: Email, SMS, or stronger

When selecting an eSignature platform, confirm compliance requirements (for example HIPAA if health information appears), document retention features, and integration paths to your HRIS or document management system.

Configuring an electronic Employment MS PER workflow

Map fields and routing rules before sending the form electronically to ensure signers receive a clear, sequential experience that captures required data.

Field	Configuration
Employee name field	Auto-populate from HRIS
Manager signature	Require signature before employee
Employee acknowledgement	Optional comment box enabled
HR archival	Automatic PDF export to HR folder

Timelines and filing expectations for Employment MS PER

Set internal deadlines for completing reviews and routing signed forms to maintain consistent personnel records and meet compliance windows for benefits or compensation changes.

Annual reviews due:

Complete within 30 days of review anniversary.

Probationary reviews:

Schedule at 30, 60, and 90 days as required.

Promotion-related reviews:

Complete before pay changes take effect.

Disciplinary notices:

File contemporaneously with action.

Record archival:

Send final signed copy to HR within 7 business days.

Essential data fields to collect on the Employment MS PER

Employee Name: Full legal name

Employee ID: Unique personnel number

Position: Job title and department

Review Period: Start and end dates

Ratings: Competency scores

Signatures: Signer names and dates

Common mistakes when preparing the Employment MS PER

Using vague or unsupported language in narrative feedback, which weakens disciplinary or promotion decisions and increases dispute risk if challenged.
Failing to align ratings with documented examples or metrics, producing inconsistent evaluations across employees and undermining calibration efforts.
Delaying signatures or failing to route the signed form to HR promptly, which creates gaps in personnel files and complicates benefit or payroll changes.
Including medical details or disability-related notes without following accommodation and privacy procedures, which may violate ADA or HIPAA protections.

Risks and consequences of incomplete or inconsistent Employment MS PERs

Discrimination Claims: Inconsistency can increase litigation risk

Recordkeeping Violations: Missing files hinder audits

Privacy Breach: Improper PHI handling can trigger HIPAA liabilities

Payroll Errors: Incorrect effective dates affect compensation

Reduced Defensibility: Sparse evidence weakens employment decisions

Operational Delays: Routing failures slow HR processes

How organizations use signed Employment MS PERs in practice

Two concise examples illustrate how electronic completion and secure storage of performance reviews improve recordkeeping and access for HR teams.

Optica Ventures — COO

Optica standardized review forms and moved sign-offs online to reduce processing time and errors.

The interface is simple and easy-to-use for our team.
"The interface is simple and easy-to-use for our team; more importantly, it is just as easy for our customers." — Brian Fitzgibbons, COO, Optica Ventures LLC

Martin Properties — Founder

A small real estate firm adopted signed electronic reviews to document performance before promotions.

Processing moved fully online with consistent archiving.
"I can process and execute all of these documents online with 100% compliance and built-in security. Whether on mobile or working offline, I can get forms back to their necessary parties efficiently." — Tim Martin, Founder, Martin Properties

Practical tips for accurate and efficient Employment MS PER completion

Adopt these practices to improve clarity, reduce disputes, and streamline review cycles across teams and systems.

Standardize rating scales

Use consistent definitions and calibration sessions to ensure managers apply the same criteria across teams, which reduces bias and improves comparability.

Document examples

Require at least one concrete example or metric for each rating to support decisions and preserve evidence for future HR reviews or disputes.

Use templates

Prepopulate common fields from HRIS and apply conditional fields for role-specific criteria to speed completion and lower data entry errors.

Secure access

Limit view and edit permissions, encrypt stored evaluations, and log access to meet privacy and audit requirements.

How to revise or update a completed Employment MS PER

Follow a controlled amendment process to preserve the original record, capture reasons for change, and obtain re-signatures when required.

01

Identify change:

Document the reason for revision and who requested it.

02

Create amendment:

Prepare an addendum or updated PER with clear cross-reference to the original.

03

Obtain approvals:

Route for manager and HR approval; employee acknowledgement as policy requires.

04

Retain originals:

Keep the original signed record and attach the amendment for auditability.

05

Update systems:

Reflect changes in HRIS and payroll if applicable.

06

Document audit trail:

Record who changed what and why, with timestamps.

Key review milestones and processing stages

A sequential milestone view helps teams manage timing from preparation through archival and supports SLA monitoring for HR operations.

01

Preparation

Collect performance evidence and prior records before the review meeting.

02

Review meeting

Conduct the discussion, capture employee comments, and agree on action items.

03

Sign-off

Obtain signatures from manager, employee, and HR to finalize the record.

04

Archival

Export signed PDF to the HR file and record retention index.

Comparing eSignature vendors for Employment MS PER workflows

Basic pricing and capability indicators for common eSignature vendors. signNow appears first per vendor comparison conventions; confirm vendor plans and features directly with the provider before purchasing.

	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	Varies	Varies	Varies
Bulk Send	Yes	Yes	Yes	Yes	No
Audit Trail	Yes	Yes	Yes	Yes	Yes
HIPAA Compliant	Yes	Yes	Yes	No	No

FAQs and troubleshooting for Employment MS PER completion and eSign workflows

Answers to common questions about completing the Employment MS PER, addressing signatures, retention, and platform configuration when using electronic signing tools.

Need help? Contact support

Can the PER be signed electronically?
Yes. Electronic signatures are legally enforceable in the United States under the ESIGN Act (15 U.S.C. ch. 96) and UETA in most states, provided intent, consent, attribution, and retention criteria are met.
Do employees have to sign in person?
No. In-person signing is optional for routine evaluations; use secure eSignature workflows with appropriate authentication to document consent and attribution.
What if the PER contains health information?
If the form includes protected health information, follow HIPAA requirements and use a platform with a BAA. Limit distribution and retain records for 6 years per 45 CFR §164.530(j).
How long must HR keep completed PERs?
Retain active records for the duration of employment plus at least 3 years; extend retention for tax, litigation, or HIPAA reasons as required by federal or state law.
Who should sign the PER?
The manager and the employee should sign; HR should also sign or acknowledge receipt per internal policy to confirm filing and completeness.
What if a signer disputes a rating?
Document the employee's comments on the PER, follow your internal appeals or review policy, and preserve the audit trail showing dates, signatures, and any amendments.

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