Can the scorecard be signed electronically?

Yes. Electronic signatures are legally effective under the ESIGN Act (15 U.S.C. ch. 96) and UETA in most states if the four-part validity test is met: intent, consent, attribution, and retention.

When is a notarization required?

Routine HR scorecards seldom require notarization; notarization may be needed when the document creates legally significant rights that state law specifies must be notarized.

Who should sign the final scorecard?

The manager, the employee (to acknowledge receipt and discussion), and an HR representative for program verification and archival should sign or acknowledge the finalized scorecard.

How long must signed scorecards be retained?

Retain according to applicable federal and state rules; IRS-relevant records at least three years, HIPAA records six years, and other periods as required by law or policy.

What if the employee disputes a rating?

Document the dispute, preserve original records, follow internal appeals procedures, and record any amended ratings with rationale and timestamps.

How to protect sensitive employee data?

Limit access by role, encrypt stored files, require stronger authentication for privileged reviewers, and execute BAAs for health data when applicable.

Electronic Signature
Templates
HR
HR Performance Balance Scorecard

HR Performance Balance Scorecard

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

HR PERFORMANCE BALANCE SCORECARD

Personal Information

Full Name Employee ID Address Phone Email

Position Information

Job Title Department Reporting Manager

Start Date: Review Period: From to

Employment Status Current Salary / Pay Rate

Employment History (Most Recent)

Employer 1 - Company Title / Position Dates Employed Primary Responsibilities Reason for Leaving Employer 2 - Company Title / Position Dates Employed Primary Responsibilities Reason for Leaving

Education & Professional Development

Highest Degree Institution Graduation Date Other Training / Certifications

References (Professional)

Reference 1 - Name

Reference 2 - Name

Reference 3 - Name

Legal Disclosures, Authorization & Certification

At-Will Employment: Employment with the company is at-will. This means employment may be terminated by either the employee or the company at any time, with or without cause and with or without notice, except as may be otherwise provided by written agreement signed by an authorized representative of the company.

Equal Employment Opportunity: The company provides equal employment opportunity without regard to race, color, religion, sex, national origin, age, disability, veteran status, or any other characteristic protected by applicable law.

Authorization: I authorize the company to contact prior employers and references and to conduct background and verification checks as necessary for employment-related purposes. I understand that any background investigation will be conducted in accordance with applicable laws and company policy.

I authorize the company to conduct background checks and contact prior employers and references.

I certify that the information provided in this document is true, complete and correct to the best of my knowledge. I acknowledge that any material misstatement or omission may result in corrective action, up to and including termination.

Performance Balance Scorecard — Objectives & KPIs

Instructions: List primary objectives for the review period. For each objective provide the weight (percent of total score), measurable target, actual result, numeric score (or rating), and supporting comments. Weights must total 100% across objectives.

Objective 1