Can this plan be signed electronically?

Yes. Electronic signatures meet U.S. legal standards under the ESIGN Act and state UETA statutes when intent, consent, attribution, and retention requirements are met. Keep an auditable trail of the signing event.

Do employees have to consent to e-signature?

For workplace documents, consent is typically implied by participation; consumer-facing financial or benefits records may require a specific ESIGN consumer disclosure and the opportunity to receive paper.

What if an employee refuses to sign?

Document the refusal, explain plan delivery details, and proceed with supervisory documentation. A refusal should be recorded in the HR file to preserve the employer’s record of attempted notice.

How long must we keep signed plans?

Retain plans according to applicable laws and business needs: a minimum of 3 years is common for employment records; HIPAA and other regulations may require longer retention.

Is notarization required for these plans?

Not typically. Notarization is rarely necessary for internal HR action plans unless the plan is combined with a legal instrument that requires notarization under state law.

How do I correct an error after signing?

Create an addendum or corrected version, have all parties sign and date the correction, and retain both the original and the amendment for the record.

Electronic Signature
Templates
HR
HR Improvement Action Plan

HR Improvement Action Plan

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

HR Improvement Action Plan

Employee Identification

Employee Name:

Personal Information

Position Information

Job Title Department Reporting Manager

Original Hire Date: Current Salary/Rate:

Improvement Plan Overview

Plan Initiation Date: Plan Duration (weeks):

Reason for Plan (Summary of performance or conduct issues)

Specific Performance Issues

Issue 1 (observed): —

Issue 2 (observed): —

Objectives, Expected Outcomes & Success Criteria

Objective 1

Target Completion Date: Success Criteria:

Objective 2

Target Completion Date: Success Criteria:

Action Steps and Support

Action Step 1 (Detailed)

Responsible Party: Target Date:

Action Step 2 (Detailed)

Responsible Party: Target Date:

Resources / Support Available

Coaching / Mentoring Training Course(s) Temporary Schedule Adjustment

Timeline and Follow-Up Reviews

Interim Review 1 Date: Notes:

Interim Review 2 Date: Notes:

Final Review Date: Outcome:

Consequences and Next Steps

Acknowledgments, Certifications and Authorizations

I certify that I have reviewed this Improvement Action Plan and that I understand the performance expectations, required actions, and possible consequences for failing to meet stated objectives. I understand that participation in this plan does not alter the at-will nature of my employment unless a written agreement signed by an authorized representative states otherwise. I further acknowledge that the information I provide in connection with this plan is true and accurate to the best of my knowledge.

Authorization: I authorize the employer to contact prior employers and references for purposes related to employment verification and investigations that reasonably relate to this Improvement Action Plan. I further acknowledge that the employer may conduct background checks where permitted by law as part of employment administration related to this plan.

I consent to the verifications and background checks described above.

At-Will and Equal Employment

At-Will Employment: Nothing in this Improvement Action Plan creates a contract of employment for any specific duration. Employment remains at-will, meaning either the employee or the employer may terminate the employment relationship at any time, with or without cause, and with or without notice, except where otherwise provided by law or written agreement signed by an authorized officer of the company.

Equal Employment Opportunity: The employer affirms that decisions related to this plan will be administered without regard to race, color, religion, sex, national origin, age, disability, genetic information, or other protected characteristics in accordance with applicable law.

Employment History (Most Recent)

Employer 1 — Company Name

Start Date: End Date:

Employer 2 — Company Name

Start Date: End Date:

Education and Training

Graduation Date: Additional Training:

Professional References

Reference 1 Reference 2 Reference 3

Confidentiality and Non-Retaliation

All information contained in or arising from this Improvement Action Plan is confidential and shall be used solely for employment assessment and development purposes. Retaliation against an employee for raising concerns about this plan in good faith is prohibited. Any allegation of retaliation will be investigated in accordance with company policy.

Employee Certification

I certify that all information I have provided in connection with this Improvement Action Plan is true and complete. I understand the expectations set forth and agree to participate in the actions required for improvement. I acknowledge receipt of a copy of this plan.

Employee Printed Name

Employee:

By (Signature):

Date:

Manager:

By (Signature):

Date:

What the HR Improvement Action Plan Is and When It’s Used

An HR Improvement Action Plan is a structured record that documents performance issues, corrective actions, responsible owners, milestones, and measurable outcomes for employees or HR processes. It standardizes expectations, assigns timelines, and creates an auditable trail for compliance, performance management, and training follow-up. Organizations use the plan for employee performance remediation, process improvement initiatives, policy remediation after audits, and to document steps taken before escalation to disciplinary or legal processes. The plan is most useful when kept concise, dated, and signed by relevant parties to confirm acknowledgment and accountability.

Why a Clear HR Improvement Action Plan Matters

A clear plan reduces ambiguity, documents employer and employee obligations, supports consistent decision-making, and helps demonstrate good-faith efforts in disputes. It also creates measurable checkpoints for progress and preserves an auditable record for compliance and HR reviews.

Who Typically Prepares or Completes This Plan

HR leaders, direct supervisors, and people managers commonly prepare HR Improvement Action Plans as part of routine performance management and compliance workflows.

HR manager or HR business partner: drafts plan, tracks progress, and maintains records.
Direct supervisor: details performance issues, assigns tasks, and evaluates outcomes.
Employee or representative: acknowledges plan, completes assigned actions, and documents responses.

Legal, payroll, and HR operations teams may review or retain the plan; employees should receive and sign a copy acknowledging the plan.

Typical Signers and Their Roles

Jamie Lee, HR Manager

Responsible for drafting standardized plans, coordinating reviews with legal or payroll when necessary, and retaining documentation per company policy and regulatory requirements.

Carlos Rivera, Director of Operations

Often serves as the operational approver who confirms resource commitments, verifies timelines, and monitors corrective-action progress across affected teams.

Core Components of a Professional HR Improvement Action Plan

A complete plan organizes facts, assigns responsibility, sets measurable targets, and defines escalation paths. Use consistent sections to make review and recordkeeping efficient.

Objective

Clear statement of the issue being addressed, including specific examples or incidents, and the expected standard of performance or behavior to be achieved.

Scope

Who and what the plan covers — employee name, role, department, relevant dates, and whether the plan is temporary or part of a broader performance program.

Action Items

Detailed, time-bound corrective steps, including training, coaching sessions, or process changes, with exact deliverables and due dates for each item.

Owners

Named individuals responsible for each action item, with contact information and a fallback approver to ensure accountability.

Metrics

Specific success measures (sales targets, error rates, attendance metrics) and how progress will be measured and reported.

Review Schedule

Dates for interim reviews and a final evaluation, plus consequences for incomplete actions or insufficient improvement.

Step-by-Step: Completing the HR Improvement Action Plan

Follow these steps in order to create a clear, defensible record and ensure consistent implementation.

01

Gather facts: Collect documentation and evidence supporting the concern before drafting.
02

Draft plan: Use objective language and set measurable actions with dates.
03

Review: Share with HR and legal if needed; confirm compliance with policy.
04

Sign and retain: Obtain signatures, distribute copies, and store per retention rules.

Process Flow: From Issue Identification to Closeout

A simple workflow clarifies who does what and when, reducing delays and improving auditability.

Identify: Supervisor documents incident and notifies HR.
Plan: HR and supervisor draft corrective actions together.
Execute: Employee completes assigned actions; supervisor documents progress.
Close: Final evaluation confirms outcomes; archive the signed plan.

Recommended Digital Workflow Settings

Configure your digital workflow to ensure secure routing, clear signing order, and robust audit trails.

Field	Configuration
Signer Order	Sequential
Authentication	Email + optional SMS code
Reminder Schedule	Auto-reminders at 3 and 7 days
Retention Setting	Auto-archive to secure storage

Technical Requirements for eSubmission and Signing

Choose a platform that supports secure e-signatures, audit trails, and common document formats for recordkeeping.

File formats: PDF, DOCX supported
Integrations: HRIS and cloud storage
Security: TLS and AES encryption

Typical Timelines and Deadlines to Track

Establish clear internal deadlines for each stage to ensure timely reviews and compliance with policy or regulatory timelines.

Initial Review:

Complete investigation within 7 calendar days of the incident

Plan Issuance:

Issue the written plan within 14 days after review completion

Interim Check:

First progress review at 30 days after plan start

Final Evaluation:

Closeout or escalate within 60–90 days depending on goals

Record Archiving:

Archive signed copy immediately after closeout

Key Milestones from Draft to Closeout

Track milestones in sequence to provide a clear audit trail and reduce the risk of missed steps or disputes.

01

Draft Created

Supervisor documents facts and creates the draft plan.

02

HR Review

HR reviews the draft and confirms compliance with policy.

03

Signatures Obtained

All required signers acknowledge and sign the plan.

04

Final Closeout

Supervisor records outcome and archives the plan.

Common Mistakes to Avoid

Using vague or subjective language in the issue description that cannot be verified during review.
Failing to set measurable goals and due dates, which makes it impossible to assess progress objectively.
Not obtaining the employee’s acknowledgment or failing to store the signed plan in the official HR record.
Skipping HR or legal review for sensitive matters, increasing risk of inconsistency or regulatory exposure.

Risks of an Incomplete or Incorrect Plan

I-9 Exposure: Paperwork fines and compliance gaps

Discrimination Claims: Weak documentation undermines defense in disputes

Payroll Errors: Incorrect records can lead to wage disputes

Breach of Confidentiality: Improper sharing of records increases privacy risk

Missing Deadlines: Late reviews may limit corrective options

Retention Failures: Insufficient retention can breach regulatory rules

Security and Compliance Considerations

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

Audit Trail: Timestamped events and IP logging

Certifications: SOC 2 Type II and ISO 27001

HIPAA Support: BAA available for protected health data

eSignature Law: Compliant with ESIGN and UETA

Accessibility: WCAG 2.0 Level AA support

eSignature Pricing and Feature Comparison

Compare starting prices and common feature differences across major eSignature providers; signNow appears first for direct comparison.

	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	Yes (varies)	Yes (varies)	Yes (varies)	Yes (varies)
Bulk Send	Yes (Business Premium)	Yes	Yes	Yes	Varies
Audit Trail	Yes	Yes	Yes	Yes	Yes
Envelope Cap	No envelope cap	100 envelopes/user/year	Varies by plan	Varies by plan	Varies by plan

Representative Use Cases from Organizations

These short examples show how organizations use signed improvement plans to document actions and maintain compliance.

Tim Martin — Martin Properties

Real-estate HR needed remote acknowledgment of performance steps

Used mobile signing for on-site staff
The signed plans reduced administrative delay and provided a clear record for subsequent property management decisions.

John Butler — Fertility Centers of Illinois

Healthcare HR required secure signature capture with privacy controls

Integrated audit trails and role-based access
Signed plans helped the organization demonstrate documented remediation while maintaining HIPAA protections.

Practical Tips for Accurate and Efficient Completion

Apply consistent templates, standardized fields, and digital signatures to reduce errors and speed processing.

Use clear, measurable actions

Draft action items with numeric targets, clear deadlines, and defined success criteria to avoid subjective interpretation during reviews.

Require acknowledgment

Obtain dated signatures from the employee, supervisor, and HR representative to confirm receipt and understanding of plan terms.

Maintain an audit trail

Record timestamps, signer IP addresses, and version history so you can reconstruct the workflow if questions arise later.

Limit distribution

Share plan copies only with authorized personnel and store originals in a secure HR system to protect privacy.

Common Questions About the HR Improvement Action Plan

Answers to frequent questions about signing, legal validity, retention, and digital workflows for HR Improvement Action Plans.

Need help? Contact support

Can this plan be signed electronically?
Yes. Electronic signatures meet U.S. legal standards under the ESIGN Act and state UETA statutes when intent, consent, attribution, and retention requirements are met. Keep an auditable trail of the signing event.
Do employees have to consent to e-signature?
For workplace documents, consent is typically implied by participation; consumer-facing financial or benefits records may require a specific ESIGN consumer disclosure and the opportunity to receive paper.
What if an employee refuses to sign?
Document the refusal, explain plan delivery details, and proceed with supervisory documentation. A refusal should be recorded in the HR file to preserve the employer’s record of attempted notice.
How long must we keep signed plans?
Retain plans according to applicable laws and business needs: a minimum of 3 years is common for employment records; HIPAA and other regulations may require longer retention.
Is notarization required for these plans?
Not typically. Notarization is rarely necessary for internal HR action plans unless the plan is combined with a legal instrument that requires notarization under state law.
How do I correct an error after signing?
Create an addendum or corrected version, have all parties sign and date the correction, and retain both the original and the amendment for the record.

be ready to get more

Join over 28 million airSlate SignNow users

Sign Now