Can Monthly Performance Targets be signed electronically?

Yes. Electronic signatures are legally valid under the ESIGN Act and UETA when the signer demonstrates intent, consents to electronic records, and the record is retained in retrievable form.

Who should sign the targets?

At minimum, the employee and their direct manager should sign. HR or People Operations may also countersign if your policy requires a central record.

What if a target needs revision after signing?

Create an amendment or a new monthly record that both parties sign. Retain the original and the amendment together for auditability.

How long must signed targets be kept?

Follow your internal retention policy; common baselines are 3 years for general records and 6 years for HIPAA-related records per federal standards.

What if employee name or title is inconsistent?

Correct mismatches promptly. Use the official payroll name and update HR systems; inconsistent names can impair record retrieval and cause administrative errors.

When is notarization required for targets?

Notarization is rarely required for ordinary Monthly Performance Targets. If attaching affidavits or extraordinary attestations, verify state notary and witness rules first.

Electronic Signature
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Miscellaneous
Monthly Performance Targets

Monthly Performance Targets

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

MONTHLY PERFORMANCE TARGETS AGREEMENT

This Agreement is entered into as of (the Effective Date) by and between:

Client Name Service Provider Name

WHEREAS

WHEREAS, Client engages Service Provider to perform certain services in accordance with the scope and monthly performance targets set forth herein; and

WHEREAS, the parties wish to define measurable monthly performance targets, reporting obligations, and payment terms tied to achievement of said targets; and

WHEREAS, the parties intend that attainment of the monthly targets be assessed by the measurement methods and reporting schedule described in this Agreement, with remedies and payment adjustments as provided below.

1. Scope of Work

Service Provider shall provide the following services and activities in support of the monthly performance targets. Services shall be performed professionally and in accordance with industry standards.

Describe scope of services

2. Monthly Performance Targets

The parties agree the following metrics, targets, measurement methods, reporting days, and weighting shall apply. Targets shall be measurable and reported according to the Reporting and Measurement section below.

Additional metrics may be added by written amendment executed by both parties. The total of metric weights shall equal 100% unless otherwise agreed in writing.

3. Reporting and Measurement

Service Provider shall submit a written monthly report demonstrating performance against each target by the reporting day for that metric. Reports shall include supporting data, calculation methodology, and a signed certification by an authorized representative.

Monthly report required? Yes

4. Payment Terms

Client shall pay Service Provider in accordance with the following compensation structure tied to performance results.

Base monthly fee Performance incentive / adjustment rules Late payment fee

5. Term and Termination

This Agreement shall commence on and shall continue until unless earlier terminated in accordance with this section.

Either party may terminate for convenience upon days' prior written notice. Either party may terminate immediately for material breach that remains uncured after ten (10) business days' written notice, or immediately for insolvency or unlawful conduct.

6. Confidentiality

Each party shall keep confidential all non-public information disclosed in connection with this Agreement ("Confidential Information"). Confidential Information shall not include information that is publicly known through no fault of the receiving party or that is independently developed without reference to the disclosing party's Confidential Information.

Confidentiality duration (years)

7. Governing Law

This Agreement shall be governed by and construed in accordance with the laws of without regard to conflict of law principles.

8. Entire Agreement

This Agreement, including all schedules and amendments executed by the parties, constitutes the entire agreement between the parties with respect to the subject matter hereof and supersedes all prior and contemporaneous agreements, proposals and communications, whether written or oral. Any amendment must be in writing and signed by authorized representatives of both parties.

9. Miscellaneous Provisions

Assignment: Neither party may assign its rights under this Agreement without the prior written consent of the other party, except to a successor by merger or sale of substantially all assets.

Remedies: Except as otherwise expressly provided, parties' remedies are cumulative and not exclusive. Where monetary damages are inadequate, equitable relief including specific performance shall be available.

Additional terms or notes

Client Printed Name:

Service Provider Printed Name:

Client By:

Title:

Date:

Service Provider By:

Title:

Date:

What Monthly Performance Targets Are and why they matter

Monthly Performance Targets are written, measurable objectives set for an employee, team, or unit to guide work and evaluate progress each month. They translate strategic goals into specific metrics, timelines, and responsibilities so progress can be tracked objectively. Targets typically include the metric, the target value, the measurement method, the reporting cadence, and the responsible parties. When used consistently, a Monthly Performance Targets document supports regular coaching, fair performance reviews, and a documented record for HR decisions.

Why clear monthly targets improve performance and accountability

Well-defined Monthly Performance Targets align expectations, reduce ambiguity in evaluations, and create a measurable basis for coaching and compensation decisions.

Who prepares and who signs Monthly Performance Targets

Monthly Performance Targets are most often prepared by managers or HR and reviewed with employees before being finalized.

HR managers and People Operations — draft standard templates, ensure policy alignment, and retain signed records.
Direct supervisors and team leads — set role-specific metrics, review progress, and approve targets with employees.
Individual contributors and salaried staff — confirm targets, acknowledge understanding, and provide input on feasibility.

Proper sign-off and retention create an auditable record for future reviews and any employment-related disputes.

Quick sequence for creating and finalizing monthly targets

A clear step sequence helps standardize target-setting and ensures each target is reviewed and signed before the reporting period.

01

Prepare template: Load standard template and confirm alignment with team-level KPIs.
02

Set metrics: Specify metric, target value, units, and data source.
03

Review with employee: Discuss feasibility, adjust expectations, and document agreements.
04

Sign and store: Collect manager/employee signatures and save for HR retention.

Configuring a digital workflow for Monthly Performance Targets

Configure access, notifications, and conditional fields so the monthly target process is repeatable and auditable.

Field	Configuration
Access control	Manager edit \| HR read-only copies stored securely
Notifications	Email reminders 7 days before period start
Conditional fields	Show bonus fields only if role eligible
Approval order	Employee signs → Manager approves → HR archives

Technical needs for creating and sharing targets electronically

Confirm platform integrations, file formats, and basic security settings before launching digital target workflows.

Integrations: Salesforce, NetSuite, Google Workspace
File formats: PDF, DOCX, XLSX supported
Security: TLS in transit, AES-256 at rest

How e-signing typically works for Monthly Performance Targets

Electronic execution follows a simple upload, field placement, signer authentication, and completion flow to produce an auditable record.

Upload document: Upload the target template as PDF or DOCX to the signing platform.
Place fields: Add signature, initials, and date fields where required.
Invite signer: Send email or SMS signing link to employee and manager.
Capture audit trail: Platform records timestamps, IP, and completion certificate.

Typical timelines and recurring deadlines

Monthly Performance Targets follow a recurring calendar: set before the month starts, mid-month check-ins, and end-of-month closure and archiving.

Pre-period setup:

Create and sign targets at least 3 business days before period start.

Mid-month check-in:

Conduct a short status review halfway through the month.

End-of-month close:

Confirm results and sign any performance notes by month end.

Reporting cadence:

Export metrics for aggregated reporting within 5 business days.

Annual audit window:

Make signed monthly records available during internal audits.

Common pitfalls when preparing monthly targets

Setting vague or qualitative targets that lack measurable criteria makes comparisons and performance decisions subjective.
Failing to record the measurement method and data source leads to disputes over whether a target was met.
Omitting sign-offs or dates removes the clear agreement point and complicates later HR actions.
Using inconsistent role titles or mismatched employee names between systems complicates payroll and record reconciliation.

Practical risks and consequences of incomplete or incorrect targets

Disputed evaluations: May lead to grievances

Wrongful termination exposure: Insufficient documentation increases legal risk

Payroll errors: Inaccurate targets can trigger incorrect bonus payments

Compliance gaps: Missing retention may fail audits

Operational confusion: Inconsistent metrics reduce forecasting accuracy

Data integrity issues: Unclear sources undermine reporting

Practical examples of target workflows in real organizations

These real-world examples illustrate how organizations document and sign monthly performance targets to streamline reviews and recordkeeping.

Martin Properties — Tim Martin

The firm centralized all monthly targets into a single digital template for leasing teams

They required manager and agent signatures before month start
This reduced in-person signings and created a consistent audit trail for leasing performance and commission disputes.

Optica Ventures — Brian Fitzgibbons

Optica standardized measurable targets for portfolio teams and used a single storage location for signed records

Management required monthly acknowledgments from team members
The approach improved clarity in performance discussions and simplified quarterly aggregation for senior leadership reporting.

Comparing eSignature pricing and core capabilities for Monthly Performance Targets

Comparing vendor starting prices and key features can help you choose an eSignature option that fits volume, compliance, and budget needs.

	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
Envelope Cap	No cap	100 env/user/yr	Varies	Varies	Varies

Frequently asked questions about Monthly Performance Targets

Answers to common questions about drafting, signing, storing, and correcting Monthly Performance Targets in a U.S. context.

Need help? Contact support

Can Monthly Performance Targets be signed electronically?
Yes. Electronic signatures are legally valid under the ESIGN Act and UETA when the signer demonstrates intent, consents to electronic records, and the record is retained in retrievable form.
Who should sign the targets?
At minimum, the employee and their direct manager should sign. HR or People Operations may also countersign if your policy requires a central record.
What if a target needs revision after signing?
Create an amendment or a new monthly record that both parties sign. Retain the original and the amendment together for auditability.
How long must signed targets be kept?
Follow your internal retention policy; common baselines are 3 years for general records and 6 years for HIPAA-related records per federal standards.
What if employee name or title is inconsistent?
Correct mismatches promptly. Use the official payroll name and update HR systems; inconsistent names can impair record retrieval and cause administrative errors.
When is notarization required for targets?
Notarization is rarely required for ordinary Monthly Performance Targets. If attaching affidavits or extraordinary attestations, verify state notary and witness rules first.

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