What if the employee refuses to sign?

Document the refusal with date and manager notes; have the manager sign to confirm the review occurred. Maintain the unsigned document in the file and record any follow-up steps.

Can the PD be signed electronically?

Yes. Electronic signatures are enforceable under the ESIGN Act (15 U.S.C. ch. 96) and UETA where adopted. Ensure intent, consent, attribution, and record retention requirements are met.

When is notarization required?

Notarization is rarely required for PDs. If a specific jurisdiction or policy demands notarization, follow state notary rules or consider RON if allowed.

How should HR store signed PDs?

Store signed PDs in a secure HRIS or encrypted repository with role-based access, audit logs, and regular backups to prevent unauthorized access or data loss.

What if later edits are needed?

Create an addendum or revised PD and obtain fresh signatures rather than altering the original signed document to preserve the audit trail.

How long must PDs be retained?

Follow company retention policy; retain at least 3 years post-termination and 6 years for PHI per HIPAA (45 CFR §164.530(j)), adjusting for state-specific rules.

Electronic Signature
Templates
HR
Performance Development Manager PD

Performance Development Manager PD

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

PERFORMANCE DEVELOPMENT MANAGER — POSITION DESCRIPTION & CANDIDATE SUBMISSION

Personal Information

Full Legal Name Current Address

Phone Number

Email Address

Position Information

Position Title: Department:

Reporting Manager: Proposed Start Date:

Employment Type: FLSA Status:

Salary / Pay Range

Position Summary

The Performance Development Manager is responsible for designing and managing performance management processes, coaching leaders, and aligning individual development plans to organizational objectives. This role leads performance calibration, talent reviews, and continuous improvement of development programs. Provide concise summary or candidate statement below:

Key Responsibilities

List principal duties. Include measurable expectations where applicable. Use concise action language.

Performance Standards & Metrics

Define the standards, KPIs, targets and measurement frequency for this role. Examples: goal attainment rates, calibration accuracy, development plan completion percentage.

Qualifications & Competencies

Minimum Education Required Certifications

Years of Relevant Experience

Key Competencies (select applicable)

Leadership & Coaching
Data & People Analytics
Change Management
Strategic Communication

Employment History (Most Recent First)

Employer 1 — Company Name

Primary Responsibilities Reason for Leaving

Employer 2 — Company Name

Primary Responsibilities Reason for Leaving

Education

Highest Degree or Certificate Institution Graduation Date Additional Education / Professional Development

Professional References

Provide three professional references who can verify your qualifications and performance.

Reference 1 — Name

Reference 2 — Name

Reference 3 — Name

Legal Disclosures & Authorizations

At-Will Employment: Employment with the organization, if offered and accepted, is at-will. Either the employee or the organization may terminate the employment relationship at any time, with or without cause or advance notice, unless otherwise specified in a written agreement signed by an authorized representative of the organization.

Equal Employment Opportunity: The organization provides equal employment opportunity to all applicants and employees without regard to race, color, religion, sex, national origin, age, disability, genetic information, or any other characteristic protected by law. Reasonable accommodations will be considered where appropriate.

Background and Reference Checks: I authorize the organization to conduct background investigations, reference checks, verification of employment and education, and any other inquiries necessary to evaluate my suitability for employment. I understand that any offer may be conditioned upon satisfactory results of such investigations.

Consent (select all that apply) I consent to background checks and verification of information provided in this form. I authorize the organization to contact my previous employers and listed references. I understand any offer may be contingent upon successful completion of a drug screen where applicable.

Applicant Certification

I certify that the information provided in this Position Description & Candidate Submission is true, complete and accurate to the best of my knowledge. I understand that falsification, omission, or misrepresentation of information may result in withdrawal of consideration for employment or disciplinary action up to and including termination. I agree to notify the organization of any changes to the information provided.

Additional Comments or Candidate Statement

By signing below, I acknowledge that I have read and understood the statements above and that I certify the accuracy of the information provided.

Applicant Name:

Signature:

Date:

What the Performance Development Manager PD Is and When it Applies

The Performance Development Manager PD is a standardized human resources document used to record a manager-led employee development plan, goals, competency assessments, and follow-up actions. It formalizes performance expectations, documents coaching conversations, and captures agreed development activities and timelines. Organizations use the PD to support annual reviews, mid-year check-ins, and performance improvement plans; it also provides objective documentation for promotions, coaching, or corrective action. When completed accurately it becomes part of the employee record and may be used for succession planning, compensation decisions, or compliance with internal HR policies.

Why a Structured PD Document Matters for Managers

A clear Performance Development Manager PD aligns expectations, reduces misunderstandings, and creates an auditable record of performance discussions.

Who Prepares and Who Signs the Performance Development Manager PD

Typical users include HR professionals, direct managers, and people managers who document performance and development commitments.

Human Resources teams who collect and retain completed PD records for compliance and talent management.
Direct managers who draft objectives, rate competency, and record agreed development actions.
Employees who review, agree to, and sign their individual development plans.

Signatures from both manager and employee confirm agreement; HR retains the signed PD as part of the personnel file.

Step-by-Step: Complete a Performance Development Manager PD

Follow these sequential steps to prepare, review, and finalize the PD with minimal back-and-forth.

01

Prepare Data: Gather role description, prior objectives, and recent feedback.
02

Draft Goals: Write measurable objectives with timelines and metrics.
03

Manager Review: Manager verifies ratings, adds comments, and proposes development activities.
04

Agreement & Sign: Employee reviews, signs, and dates the PD to confirm agreement.

Set Up an Online PD Workflow for Consistent Processing

Configure an electronic workflow so routing, reminders, and archives happen automatically.

Field	Configuration
Signature Order	Manager signs first, employee signs second
Reminder Schedule	Automatic reminders at 7 and 2 days before due
Authentication	Email or SMS verification for signers
Data Export	CSV export to HRIS for reporting

Typical Electronic Routing for the Performance Development Manager PD

A streamlined eWorkflow reduces manual steps and preserves a complete audit trail for each PD.

Upload Document: HR or manager uploads the PD template to the eSigning platform
Place Fields: Insert name, date, signature, and goal fields
Assign Signers: Add manager and employee email addresses
Send & Track: Platform sends invites and records completion logs

Core Sections to Include in a Professional PD

A complete Performance Development Manager PD contains defined sections that make performance measurable and defensible.

Employee Details

Identifying information, position, and employee identifier to link the PD to personnel records and payroll.

Review Period

Explicit start and end dates that define the assessment window and align with company performance cycles.

Performance Objectives

Three to five SMART objectives with metrics, owners, and target completion dates to measure progress.

Competency Ratings

Behavioral or competency scales with space for manager comments and examples to support ratings.

Development Actions

Training, mentoring, or project assignments with timelines and success criteria to support growth.

Signatures and Acknowledgements

Manager and employee signatures and dates confirming discussion, mutual understanding, and acceptance.

Supplementary Sections Often Included in the PD

These sections enhance clarity and help HR analyze trends across teams and roles.

Previous Actions

Summary of prior development activities and outcomes to show progress over time.

Calibration Notes

HR or leadership calibration observations to standardize ratings across teams.

Risk Indicators

Flags for performance improvement plans, disciplinary history, or retention concerns.

Follow-up Schedule

Agreed dates for check-ins and mid-cycle reviews to track ongoing progress.

Technical Considerations for eSubmitting PD Documents

Use a platform that handles common file types, signer authentication, and audit trails.

File Formats: PDF, DOCX, and fillable forms supported
Integrations: Connectors for HRIS and cloud storage
Authentication: Email, SMS, or advanced MFA

Ensure the chosen system can export completed PDs to your HRIS, preserve audit logs, and support long-term retention.

Typical Timelines and Deadlines for PD Completion

Set clear deadlines to align PD cycles with compensation planning and performance processes.

Annual Review Window:

Commonly a 30–90 day window for year-end reviews

Mid-Year Check-In:

Completed roughly six months into the review period

PIP Duration:

30–90 days for performance improvement plans

Sign-off Deadline:

Manager and employee typically sign within 14 days of the review meeting

Records Export:

HR exports signed PDs quarterly for reporting

Key Milestones in the PD Lifecycle

A sequential milestone view helps track progress from preparation through archival.

01

Planning and Intake

Collect role data, prior goals, and supporting metrics before drafting.

02

Manager Draft

Manager completes rating and development recommendations.

03

Employee Review

Employee reads, comments, and either agrees or provides feedback.

04

Final Sign-off

Both parties sign and HR archives the completed PD.

Common Mistakes When Preparing a Performance Development Manager PD

Vague objectives that lack measurable outcomes create disagreement and reduce accountability during reviews.
Missing dates or inconsistent review periods make it difficult to compare performance across employees and time.
Overreliance on subjective language without supporting examples increases the risk of disputes or perceived bias.
Failure to record employee acknowledgements and signatures weakens the document's evidentiary value in HR processes.

Risks of Incomplete or Incorrect PD Documentation

Performance Disputes: Inaccurate records increase grievance risk

Legal Exposure: Weak documentation can complicate termination defense

Compliance Gaps: Missing audit trail undermines investigations

Payroll Errors: Incorrect job data can affect compensation

Data Loss: Unbacked files risk permanent loss

Employee Relations: Ambiguity harms trust and retention

Required Security and Record Elements for PD Files

Encryption: AES-256 at rest

Transport Security: TLS 1.2/1.3 in transit

Access Controls: Role-based permissions

Audit Trail: Timestamped signer events

HIPAA BAA: Required if PHI included

Retention Policy: Defined and enforced

Practical Examples of Using the Performance Development Manager PD

These brief scenarios show typical PD use in everyday HR operations.

Mid-Year Coaching

Manager documents mid-year assessment and new objectives

Sets a 90-day development plan
The employee signs to acknowledge the plan; HR archives the signed PD for the annual calibration meeting and compensation cycle.

Performance Improvement Plan

Manager initiates a PIP with measurable targets

Attach 30/60/90 day milestones
Employee and manager sign; documented milestones and outcomes provide a defensible record for subsequent HR decisions.

Practical Tips for Accurate and Efficient PD Completion

Adopt repeatable practices to improve clarity, reduce disputes, and streamline reporting.

Use SMART Objectives

Write Specific, Measurable, Achievable, Relevant, Time-bound goals to establish clear success criteria and reduce ambiguity during evaluation.

Keep Evidence

Attach brief examples or metrics supporting ratings to make evaluations objective and defensible in reviews or appeals.

Standardize Templates

Use a single PD template across the organization to enable consistent data capture and simplify HRIS imports.

Preserve Audit Trails

Retain timestamped signing logs and version history to document changes and signer attribution when disputes arise.

Frequently Asked Questions About the Performance Development Manager PD

Answers to common questions about completing, signing, and storing the PD.

Need help? Contact support

What if the employee refuses to sign?
Document the refusal with date and manager notes; have the manager sign to confirm the review occurred. Maintain the unsigned document in the file and record any follow-up steps.
Can the PD be signed electronically?
Yes. Electronic signatures are enforceable under the ESIGN Act (15 U.S.C. ch. 96) and UETA where adopted. Ensure intent, consent, attribution, and record retention requirements are met.
When is notarization required?
Notarization is rarely required for PDs. If a specific jurisdiction or policy demands notarization, follow state notary rules or consider RON if allowed.
How should HR store signed PDs?
Store signed PDs in a secure HRIS or encrypted repository with role-based access, audit logs, and regular backups to prevent unauthorized access or data loss.
What if later edits are needed?
Create an addendum or revised PD and obtain fresh signatures rather than altering the original signed document to preserve the audit trail.
How long must PDs be retained?
Follow company retention policy; retain at least 3 years post-termination and 6 years for PHI per HIPAA (45 CFR §164.530(j)), adjusting for state-specific rules.

eSignature Pricing and Feature Comparison for PD Workflows

Pricing and core capabilities for common eSignature providers. signNow is shown first for comparison consistency; plan details vary by vendor and tier.

	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

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