Can the addendum be signed electronically?

Yes. Electronic signatures meeting intent, consent, attribution, and record retention are enforceable under the ESIGN Act (15 U.S.C. ch. 96) and state electronic transaction statutes such as UETA. Ensure the platform captures an audit trail and that any consumer disclosure requirements are met for covered records.

What if an employee refuses to sign?

Document the refusal in writing and proceed with internal policies; a refusal does not necessarily invalidate the corrective plan but creates evidentiary challenges, so record delivery attempts and provide an unsigned copy to the file.

Is notarization required for the addendum?

Not typically. Performance addenda are internal employment records and generally do not require notarization; require notarization only if company policy or a specific jurisdictional rule makes it necessary.

How long should I keep executed copies?

Retain executed addenda for the active employment period plus at least three years; longer retention may apply for tax or HIPAA records (see IRS and HIPAA retention rules). Consult counsel for industry-specific requirements.

Who must sign the document?

At minimum the employee and the manager or authorized HR representative should sign and date. For contractors, the party with contracting authority must sign.

How do I amend a signed addendum?

Create a new addendum or an amendment that references the original by date and version, obtain new signatures from all parties, and retain both documents with clear version control.

Electronic Signature
Templates
Miscellaneous
Performance Improvement Addendum

Performance Improvement Addendum

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

PERFORMANCE IMPROVEMENT ADDENDUM

This Performance Improvement Addendum (“Addendum”) is entered into effective as of between Company Name: and Service Provider Name: .

This Addendum modifies the Original Agreement titled dated and is incorporated into that agreement by reference.

WHEREAS

WHEREAS, Company has identified specific performance deficiencies or objectives that require documented remediation to achieve the business goals described below; and

WHEREAS, Service Provider acknowledges the need to remedy the identified deficiencies and agrees to undertake reasonable efforts to meet the performance targets and milestones set forth in this Addendum; and

NOW, THEREFORE, in consideration of the mutual covenants contained herein and other good and valuable consideration, the parties agree as follows.

SCOPE OF WORK & PERFORMANCE OBJECTIVES

Detailed Performance Objectives Measurable Targets and Metrics Milestones and Deadlines

PERFORMANCE REVIEW & REMEDIAL ACTIONS

Performance reviews will occur at intervals of and shall assess progress against the metrics and milestones set forth above. The initial review date is .

Improvement Plan and Required Actions

Remedies if Performance Targets Are Not Met (select all that apply):

Action plan with documented milestones and additional supervision

Mandatory training or coaching at Company expense

Temporary or permanent compensation adjustment tied to performance

Termination of the Original Agreement if performance is not corrected within the cure period

PAYMENT TERMS

Base Compensation during Improvement Period Payment Schedule Late Payment Fee Incentive for Meeting or Exceeding Targets

TERM AND TERMINATION

This Addendum commences on and will expire on unless earlier terminated in accordance with this Addendum.

Either party may terminate this Addendum for convenience upon days’ prior written notice to the other party.

Termination for cause may occur immediately where there is a material breach, gross negligence, willful misconduct, or fraud. Termination for cause shall be without prejudice to any other remedies available at law or in equity.

CONFIDENTIALITY

All proprietary, financial, technical, and business information disclosed in connection with this Addendum and the Original Agreement is Confidential Information. The receiving party shall not disclose such Confidential Information to any third party and shall use it only for the purposes of performing under this Addendum. This obligation shall continue for years following termination.

GOVERNING LAW

This Addendum shall be governed by and construed in accordance with the laws of the State of without regard to its conflicts of law principles.

ENTIRE AGREEMENT; AMENDMENT

This Addendum, together with the Original Agreement, constitutes the entire agreement between the parties with respect to the subject matter hereof and supersedes all prior negotiations and understandings. Any amendment must be in writing and signed by authorized representatives of both parties.

MISCELLANEOUS

If any provision of this Addendum is held invalid or unenforceable, the remaining provisions shall continue in full force and effect. No waiver of any breach shall be effective unless in writing signed by the waiving party.

Company Name:

By:

Date:

Service Provider Name:

By:

Date:

What the Performance Improvement Addendum Is and when it applies

A Performance Improvement Addendum is a formal written attachment to an employment or contractor agreement that documents specific performance concerns, required corrective actions, measurable goals, and the timeline for improvement. It clarifies expectations, timelines, and consequences while creating a dated record that supports consistent supervision, disciplinary decisions, and compliance reviews. When executed by both parties it forms part of the agreement and can be retained as an employment record; electronic execution is generally enforceable under federal ESIGN law (15 U.S.C. ch. 96) and state electronic transaction statutes.

Why use a Performance Improvement Addendum

A clear addendum reduces ambiguity, documents the employer’s efforts to remediate issues, and helps establish a defensible record for HR actions.

Who commonly prepares and signs this addendum

The Performance Improvement Addendum is used by HR teams, supervisors, and legal counsel to document corrective plans and protect organizational interests.

HR managers and directors responsible for personnel records and compliance.
Direct supervisors who monitor performance and deliver reviews.
In-house or outside counsel advising on employment policies and risk management.

It is also provided to employees and retained in personnel files for audits, unemployment claims, or litigation support.

Essential components to include in a professional addendum

A complete Performance Improvement Addendum clearly identifies parties, the conduct or metrics at issue, specific improvement steps, measurable targets, review dates, and consequences for noncompliance.

Parties

Full legal names of the employer and employee or contractor, including job title and department, to avoid identity confusion.

Performance Issues

Concise, documented examples of the deficiency or incident, with dates and prior counseling references where applicable.

Improvement Plan

Specific actions the employee must take, training or resources provided, and any manager support or checkpoints.

Timeline

Start date, review dates, and final evaluation date with explicit durations for each milestone.

Measurable Metrics

Objective performance targets (numeric where possible) or qualitative criteria linked to clear evaluation methods.

Consequences

Explicit outcomes for success or failure (return to status quo, extended review, discipline, or termination) and reference to company policy.

Step-by-step: complete and execute the addendum

Follow these sequential steps to prepare, review, approve, and store the signed addendum.

01

Draft the addendum: Populate parties, issues, actions, metrics, and dates.
02

Review internally: HR and legal review language for clarity and compliance.
03

Obtain signatures: Send to employee and manager for signature and dating.
04

File securely: Save final executed copy in the personnel file and document distribution.

Typical routing and approval flow for execution

A predictable routing model reduces delay and preserves an audit trail; follow this common order for internal approvals.

Prepare Document: HR drafts and attaches supporting evidence.
Manager Approval: Supervisor reviews and signs to confirm expectations.
Employee Acknowledgment: Employee reviews, signs, and returns the addendum.
Record Retention: HR adds the executed copy to the personnel file.

Configuring a digital workflow for the addendum

When building an electronic workflow, configure fields and notifications to match your internal approval steps and retention policies.

Field	Configuration
Document Template	Use a locked template with editable fillable fields for repeatability
Signature Authentication	Select email link, SMS OTP, or stronger methods per risk
Conditional Fields	Show remediation details only when certain options are selected
Notifications	Auto-notify manager and HR upon each signature event

Technical considerations for e-signing and storage

Choose a platform that supports required formats, retains an audit trail, and integrates with HR systems.

File formats: PDF, DOCX, HTML, Excel
Integrations: Salesforce, NetSuite, Google Workspace
Authentication: Email link, SMS code, KBA, or SSO

Ensure the chosen system preserves timestamps, signer attribution, and a tamper-evident signed file for retention and audit purposes.

Security and compliance features to require

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

Audit Trail: Timestamps, IP, and action log for each signer

Certifications: SOC 2 Type II and ISO 27001 available

HIPAA Support: BAA available for protected health information

21 CFR Part 11: Controls for FDA-regulated records when required

Accessibility: WCAG 2.0 Level AA compliance

Risks and consequences of incomplete or incorrect addenda

Dispute Risk: Vague or undocumented expectations increase litigation and arbitration exposure

Unemployment Claims: Insufficient documentation can weaken termination defenses before agencies

Regulatory Scrutiny: Failure to retain personnel records may complicate audits

Tax Misclassification: Missing contractor documentation can trigger payroll and tax risks

Operational Impact: Inconsistent use undermines fair treatment and morale

E-sign Errors: Incomplete signature evidence may raise enforceability questions

Common mistakes when preparing a Performance Improvement Addendum

Using vague language for goals or timelines that cannot be objectively measured, which weakens enforcement.
Omitting prior coaching dates or evidence, making it harder to show progressive discipline occurred.
Failing to capture signed dates and version control, causing confusion over which terms apply.
Distributing different versions to parties or storing only unsigned drafts, undermining the official record.

Typical timeframes and deadlines to include

Define clear deadlines and review checkpoints so expectations are measurable and administratively enforceable.

Acknowledgment Deadline:

Employee signature requested within 3–5 business days of delivery

Improvement Period:

Commonly 30, 60, or 90 days depending on role and issue

Midpoint Review:

Schedule a checkpoint halfway through the improvement period

Final Evaluation:

Conduct and document outcome at the end date

Escalation:

Specify next steps for unresolved issues after final evaluation

Key milestones in the addendum lifecycle

Track these numbered stages to ensure consistent execution and administrative follow-up.

01

Issue Notice

HR provides the addendum and supporting documentation to the employee

02

Employee Acknowledgment

Employee signs to confirm receipt and understanding

03

Progress Reviews

Manager documents midpoint performance and coaching provided

04

Final Determination

HR records the outcome and next actions in the personnel file

Real-world examples of digital execution and recordkeeping

These short examples show how organizations used electronic workflows to manage performance remediation and preserve evidence.

Optica Ventures LLC

Optica standardized corrective plans across locations to reduce variation and processing time.

Signatures were captured digitally for all participants.
Brian Fitzgibbons observed that the interface is simple and easy to use for the team and for customers, helping ensure consistent execution and record retention.

Martin Properties

A property manager converted paper PIPs to online addenda to speed turnaround and audits.

Managers used mobile signing on site.
Tim Martin reported the ability to process and execute documents online with compliance and security while keeping mobile access and offline options available.

Comparing common eSignature providers for addendum workflows

Compare starting prices and core features to match platform capabilities to your volume and compliance needs; signNow is listed first per vendor comparison rules.

	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
Envelope Cap	No cap	100 envelopes/user/year	Varies	Varies	Varies

Practical tips for accurate and efficient completion

Adopt consistent drafting, review, and storage practices to reduce disputes and administrative overhead.

Use measurable goals

Define numeric targets or specific behaviors to remove ambiguity; measurable criteria make reviews objective and reduce disagreement.

Keep version control

Lock templates and track revision history so executed copies reflect the exact terms that were signed, preventing conflicting versions.

Capture signature intent

Ensure the e-signature solution records intent, consent, and attribution to support enforceability under ESIGN and state law.

Centralize storage

Store executed addenda in a secure personnel file with restricted access and an audit trail for future reference.

Frequently asked questions about the Performance Improvement Addendum

[INTRO] Answers to common procedural and enforceability questions when using an addendum.

Need help? Contact support

Can the addendum be signed electronically?
Yes. Electronic signatures meeting intent, consent, attribution, and record retention are enforceable under the ESIGN Act (15 U.S.C. ch. 96) and state electronic transaction statutes such as UETA. Ensure the platform captures an audit trail and that any consumer disclosure requirements are met for covered records.
What if an employee refuses to sign?
Document the refusal in writing and proceed with internal policies; a refusal does not necessarily invalidate the corrective plan but creates evidentiary challenges, so record delivery attempts and provide an unsigned copy to the file.
Is notarization required for the addendum?
Not typically. Performance addenda are internal employment records and generally do not require notarization; require notarization only if company policy or a specific jurisdictional rule makes it necessary.
How long should I keep executed copies?
Retain executed addenda for the active employment period plus at least three years; longer retention may apply for tax or HIPAA records (see IRS and HIPAA retention rules). Consult counsel for industry-specific requirements.
Who must sign the document?
At minimum the employee and the manager or authorized HR representative should sign and date. For contractors, the party with contracting authority must sign.
How do I amend a signed addendum?
Create a new addendum or an amendment that references the original by date and version, obtain new signatures from all parties, and retain both documents with clear version control.

be ready to get more

Join over 28 million airSlate SignNow users

Sign Now