Can this form be signed electronically?

Yes. Electronic signatures are generally enforceable under the ESIGN Act (15 U.S.C. ch. 96) and UETA where adopted, provided intent, consent, attribution, and retention are present.

Is a notarization required?

Not for typical performance evaluations; notarization is usually unnecessary unless state law or a specific contract demands it. Verify for agreements with third parties.

How do I correct an error after signing?

Create a signed amendment or corrected evaluation record showing the change, with both parties acknowledging the update to preserve an audit trail for HR and legal review.

What authentication strength should be used?

Use email or SMS for routine internal reviews; apply stronger authentication (KBA or two-factor) when the record affects compensation, regulated activity, or contains sensitive data.

How long must these records be kept?

Follow IRS minimums (3 years) for tax relevance and HIPAA rules (6 years) for health-related records; industry rules may require longer retention.

Who has access to completed evaluations?

Limit access by role. HR and payroll need records; managers require their direct reports' files. Use least-privilege controls and audit logs to track access.

Electronic Signature
Templates
Miscellaneous
Performance KPI Evaluation

Performance KPI Evaluation

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

PERFORMANCE KPI EVALUATION AGREEMENT

This Performance KPI Evaluation Agreement (the Agreement) is entered into by the parties identified below for the purpose of establishing performance metrics, evaluation methodology, and the contractual consequences tied to such evaluations.

Parties

Company Name: Service Provider / Employee:

WHEREAS

WHEREAS, Company has engaged Service Provider / Employee to perform services described in the Scope of Work below and intends to measure such performance against defined Key Performance Indicators (KPIs); and

WHEREAS, both parties agree that objective evaluation of performance against KPIs will govern incentive payments, performance reviews, and may provide grounds for termination where material underperformance persists; and

WHEREAS, Evaluator (as designated by Company) will perform periodic assessments in accordance with the procedures described in this Agreement and document findings in the KPI Evaluation Matrix.

Scope of Work

The Service Provider / Employee shall perform the duties and responsibilities described below. The Scope of Work is incorporated into this Agreement and shall form the baseline for KPI assignment and measurement.

Scope of Work (detailed):

KPI Evaluation Matrix

The following KPIs shall be used to measure performance. Each KPI entry must specify the target, measurement period, weighting, actual result, and an assessor score. Scores will be aggregated in accordance with the weighting to determine overall performance.

KPI 1 — Description: Target / Metric: Measurement Period:

Weight (%):

Actual Result:

Score (0–100):

Assessor Comments:

KPI 2 — Description: Target / Metric: Measurement Period:

Weight (%):

Actual Result:

Score (0–100):

Assessor Comments:

KPI 3 — Description: Target / Metric: Measurement Period:

Weight (%):

Actual Result:

Score (0–100):

Assessor Comments:

KPI 4 — Description: Target / Metric: Measurement Period:

Weight (%):

Actual Result:

Score (0–100):

Assessor Comments:

KPI 5 — Description: Target / Metric: Measurement Period:

Weight (%):

Actual Result:

Score (0–100):

Assessor Comments:

Payment Terms

Payment adjustments, incentive disbursements, or withholding shall be made in accordance with the Total Performance Score derived from the KPI Evaluation Matrix. Payment obligations are subject to the conditions and schedules set forth below.

Base Payment Amount: Payment Schedule (terms): Late Fee on Overdue Amounts:

All payments are subject to customary deductions and adjustments arising from disputes or documented underperformance. Incentive or bonus payments tied to KPIs shall be calculated in a transparent manner and payable within the timeframe set in the payment schedule absent a good-faith dispute.

Term and Termination

This Agreement commences on the Start Date below and continues until the End Date, unless earlier terminated in accordance with this section.

Start Date: End Date: Notice Period for Termination:

Termination for cause may occur where material breaches, sustained failure to meet minimum KPI thresholds, or violations of law or policy exist. Termination without cause may be effected with the notice specified above; outstanding payments will be reconciled in accordance with Payment Terms.

Confidentiality

Each party shall maintain the confidentiality of proprietary information disclosed in connection with the performance of this Agreement. Confidential information shall not be used for any purpose other than performance, evaluation, or administration under this Agreement, except as compelled by law. The obligations of confidentiality survive termination for a period of three (3) years.

Confidentiality Acknowledged: I acknowledge and agree to the confidentiality provisions above

Governing Law

This Agreement shall be governed by and construed in accordance with the laws selected by the parties. Any dispute arising under or in connection with this Agreement shall be subject to the exclusive jurisdiction specified by the parties below.

Governing Jurisdiction (State/Country):

Entire Agreement

This Agreement, including the Scope of Work and KPI Evaluation Matrix, constitutes the entire agreement between the parties with respect to the subject matter herein and supersedes all prior or contemporaneous agreements, representations, and understandings, whether written or oral. Any modifications must be in writing and signed by authorized representatives of both parties.

Evaluator Certification

The assessor certifies under penalty of perjury that the information contained in this evaluation is true, accurate, and prepared in good faith based on records, observations, and applicable measurement criteria.

Evaluator Name: Evaluator Title / Role: Summary of Total Performance Score and Determination:

Company Representative — Print Name:

By:

Date:

Service Provider / Employee — Print Name:

By:

Date:

What the Performance KPI Evaluation Is and Why It Exists

A Performance KPI Evaluation is a structured document used to measure an employee or team against defined key performance indicators (KPIs). It records objectives, targets, actual results, and qualitative feedback to support performance reviews, compensation decisions, development plans, and compliance with internal policies. Organizations use these evaluations to create an auditable record of performance over a review cycle and to ensure consistent, objective measurement across roles and departments. The form typically combines numeric scoring, narrative comments, and signatory acknowledgment from employee and reviewer.

Core Purpose and Primary Benefits

The Performance KPI Evaluation standardizes how outcomes are measured, reduces subjectivity in reviews, and documents decisions that affect pay, promotion, or corrective action. Clear KPIs help align individual effort with organizational goals, enable faster analysis of productivity trends, and create defensible records for HR and compliance purposes.

Who Prepares, Reviews, and Signs This Evaluation

Several roles interact with a Performance KPI Evaluation: originators, reviewers, and approvers who ensure measurement accuracy and policy compliance.

HR managers and people ops teams who maintain templates, ensure consistency, and retain records for audits and legal compliance.
Hiring managers and supervisors who enter KPI targets, complete reviews, and provide narrative justification for ratings and actions.
Employees who confirm receipt, add self-assessments, and sign to acknowledge feedback or to record disagreement.

Proper role alignment reduces errors, ensures timely completion, and preserves a clear record for appeals or downstream decisions.

How to Complete a Performance KPI Evaluation — Step by Step

Follow a consistent sequence to reduce errors: prepare the template, collect data, complete scoring, and finalize with signatures and storage.

01

Prepare form: Select the correct review cycle and populate standard KPI fields.
02

Collect data: Attach objective evidence and metrics for each KPI before scoring.
03

Evaluate: Enter scores, calculate weighted totals, and add reviewer comments.
04

Sign and store: Obtain signer confirmations, date the form, and archive securely.

Essential Elements of a Professional Evaluation Form

A robust Performance KPI Evaluation includes structured KPI fields, weightings, clear scoring rules, reviewer narrative, required approvals, and an audit trail to support decisions and future analysis.

Structured KPIs

Predefined KPI fields ensure consistent measurement across roles, include units, targets, and acceptable data sources for each metric.

Weighted Scoring

Assign relative weights to KPIs and provide a formula for overall score calculation to reflect business priorities and role differences.

Automated Calculations

Built-in formulas reduce manual errors, calculate percentage achievement and weighted totals, and flag out-of-range values for review.

Reviewer Comments

A narrative section documents context, performance drivers, and corrective actions; include required fields for improvement plans or training recommendations.

Approval Workflow

Designated approvers and sequential routing protect segregation of duties and create a clear sign-off chain for HR and finance.

Audit Trail

Record timestamps, signer identity, and amendment history to support compliance, appeals, and forensic review when needed.

Security, Compliance, and Data Controls to Expect

Encryption in transit: TLS 1.2/1.3

Encryption at rest: AES-256

Third-party audits: SOC 2 Type II

Healthcare compliance: HIPAA (BAA required)

Regulatory support: 21 CFR Part 11

Data privacy: GDPR and CCPA controls

Key Risks and Potential Consequences of Errors

Performance disputes: Wrongful termination claims

Compensation errors: Incorrect pay or bonus calculations

Regulatory exposure: HIPAA breach risk in healthcare

Audit failures: Missing documentation for reviews

Data integrity issues: Inaccurate decision analytics

Reputational harm: Loss of employee trust

Common Preparation Errors to Avoid

Inconsistent KPI definitions across teams lead to incomparable scores and unfair evaluations that complicate calibration and appeals.
Missing or undocumented data sources make it difficult to verify results and increase the risk of intentional or accidental manipulation.
Overweighting subjective criteria without supporting evidence can undermine objectivity and produce legal or morale problems.
Late submissions and unapproved retroactive changes create audit gaps and weaken the defensibility of HR decisions.

Typical Digital Workflow for Submission and Approval

A repeatable eSubmission flow reduces friction: upload, place fields, assign signers, authenticate, sign, and archive with an audit trail.

Upload document: Add the finalized evaluation template to the platform.
Place fields: Insert KPI, score, comment, and signature fields in the correct order.
Assign signers: Designate employee, reviewer, and approver emails or roles.
Finalize: Require signatures, capture timestamp, and save the completed record.

Configuring the Online Review Workflow

Set up routing, authentication, and notifications to match your organizational approval model and security requirements.

Field	Configuration
Routing order	Sequential or parallel signer order, with conditional branching
Authentication	Email, SMS code, or stronger KBA where required
Conditional fields	Show or hide sections based on role or score
Reminders	Auto-reminders for pending signers and overdue reviews

Delivery Options, File Formats, and Integrations

Choose formats and integrations that match existing HR systems and storage policies before launching digital evaluations.

Supported formats: PDF, Word DOCX, and fillable forms
Integrations: Salesforce, NetSuite, HRIS, Google Workspace
Browser support: Modern Chrome, Edge, and Safari

Verify SSO, API access, and storage connectors to ensure secure long-term archiving and easy retrieval for audits.

Typical Timelines and Deadlines for the Review Cycle

Define milestones and enforce cutoffs to keep the review process on schedule and to meet payroll or promotion cycles.

Cycle start:

Initiate objective setting at period start (day one of review cycle).

Mid-cycle checkpoint:

Conduct progress check at mid-period to adjust targets and support coaching.

Submission deadline:

Require completed evaluations before payroll or promotion processing deadlines.

Appeals period:

Allow a defined window, commonly 7–30 days, for employee responses.

Archival trigger:

Move completed files to secure archive after final approval.

Typical eSignature Pricing and Feature Comparison

Compare starting prices and core capabilities when selecting an eSignature provider for Performance KPI Evaluations; signNow is listed first per platform comparison conventions.

	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

Frequently Asked Questions About Completing and Signing Evaluations

Answers to common questions about form completion, electronic signatures, recordkeeping, and correcting errors when using a digital evaluation workflow.

Need help? Contact support

Can this form be signed electronically?
Yes. Electronic signatures are generally enforceable under the ESIGN Act (15 U.S.C. ch. 96) and UETA where adopted, provided intent, consent, attribution, and retention are present.
Is a notarization required?
Not for typical performance evaluations; notarization is usually unnecessary unless state law or a specific contract demands it. Verify for agreements with third parties.
How do I correct an error after signing?
Create a signed amendment or corrected evaluation record showing the change, with both parties acknowledging the update to preserve an audit trail for HR and legal review.
What authentication strength should be used?
Use email or SMS for routine internal reviews; apply stronger authentication (KBA or two-factor) when the record affects compensation, regulated activity, or contains sensitive data.
How long must these records be kept?
Follow IRS minimums (3 years) for tax relevance and HIPAA rules (6 years) for health-related records; industry rules may require longer retention.
Who has access to completed evaluations?
Limit access by role. HR and payroll need records; managers require their direct reports' files. Use least-privilege controls and audit logs to track access.

be ready to get more

Join over 28 million airSlate SignNow users

Sign Now