Can a performance plan be signed electronically?

Yes. Electronic signatures are legally valid under ESIGN (15 U.S.C. ch. 96) and in UETA-adopting states provided intent, consent, attribution, and retention are met; follow consumer disclosure rules where applicable.

Is notarization required for reviews?

Generally no. Performance Review Plans are internal employment records and typically do not require notarization or witnesses unless local law or contract language specifically demands it.

How to correct an already signed review?

Do not alter the signed record. Create an addendum or amendment field, have the relevant parties sign the amendment, and retain both the original and amendment for audit purposes.

What authentication is sufficient for signing?

Email link or SMS one-time code is common; higher-risk situations may warrant multi-factor authentication or stronger identity proofing depending on policy.

How should plans be stored securely?

Store in encrypted repositories with access controls and audit logs. Ensure encryption in transit (TLS 1.2/1.3) and at rest (AES-256) for compliance.

How to revoke or amend a signed plan?

Use an official amendment or rescission document signed by all parties. Keep both original and revocation records to maintain a clear chain of custody and audit trail.

Electronic Signature
Templates
HR
Performance Review Plan

Performance Review Plan

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

PERFORMANCE REVIEW PLAN

Review and Employee Identification

Employee Name:

Address

Phone

Email

Position Information

Job Title Department Reporting Manager

Start Date

Base Salary / Rate

Review Period: From to

Employment History

Most Recent Employer

Primary Responsibilities Reason for Leaving Previous Employer

Primary Responsibilities Reason for Leaving

Education

Highest Degree Institution Graduation Date

Professional References

Reference 1

Reference 2

Reference 3

Performance Framework

Rating Scale: Use the following descriptors when assessing performance — Exceeds Expectations, Meets Expectations, Needs Improvement, Unsatisfactory. Ratings should be supported by documented examples and measurable results.

Key Objectives for Review Period Performance Criteria / Metrics Goals and Deliverables Development Plan (Training, Coaching, Support) Training Needs Identified Manager Comments Employee Comments

Overall Performance Rating:

Legal and Administrative Statements

At-Will Employment: Employee acknowledges that employment remains at-will and may be terminated by either party at any time, with or without cause or notice, unless a separate written agreement signed by authorized company representatives states otherwise. This review and its contents do not alter the at-will nature of employment.

Equal Employment Opportunity: The organization affirms its commitment to equal opportunity in all employment practices. Performance evaluations shall be based on objective work-related criteria and applied consistently without regard to protected characteristics.

Authorization: By signing below, the undersigned employee certifies that the information provided in this Performance Review Plan is true and accurate to the best of their knowledge, and acknowledges receipt of the review. The employee consents to the company retaining this document in the employee personnel file. The employee authorizes the company to discuss performance issues with authorized managers and human resources as necessary to effectuate the plan.

Background and Reference Authorization: The undersigned authorizes the company to verify employment history and professional references as reasonably necessary to validate employment records and to support any development actions described herein.

I acknowledge and understand the At-Will Employment statement above.

I acknowledge receipt of the Equal Opportunity statement above.

I authorize verification of employment and professional references as described above.

Applicant Certification

I certify that all information contained in this Performance Review Plan and the supporting materials is true and complete. I understand that any material misrepresentation or omission may result in disciplinary action, up to and including termination.

Party Label:

By:

Date:

What a Performance Review Plan Is and when it’s used

A Performance Review Plan is a documented process that defines how employee performance is assessed, recorded, and communicated. It typically includes review objectives, performance criteria or KPIs, evaluation scales, timelines, reviewer responsibilities, appeals or calibration steps, and a signature block for parties. Organizations use the plan to ensure consistent assessments, support development conversations, and create auditable records for HR decisions and compliance.

Purpose, benefits, and legal standing

A clear Performance Review Plan standardizes expectations, reduces disputes, and supports employment decisions while preserving an auditable record. When executed electronically, the plan is recognized under federal ESIGN (15 U.S.C. ch. 96) and intrastate UETA frameworks, provided intent, consent, attribution, and retention requirements are met.

Who completes and relies on a Performance Review Plan

Typical users include HR professionals, people managers, and individual contributors across organizations; adoption spans multiple industries and organizational sizes.

HR professionals responsible for policy, consistency, and recordkeeping across employee populations.
Managers who assess direct reports, document outcomes, and set development plans or corrective actions.
Employees receiving feedback, acknowledging goals, and recording agreed development or improvement plans.

The document also supports executives, legal teams, and external auditors who review performance decisions or compliance with employment policies.

Signatory roles and typical authorizers

HR Manager

Human Resources professionals finalize the plan template, ensure calibration across teams, and retain official copies. They are responsible for record retention, compliance with employment laws, and responding to records requests or disputes.

Reviewing Manager

The direct manager documents performance assessments, completes ratings and development goals, and signs to attest to the accuracy of the evaluation before HR archival and employee acknowledgment.

Essential fields and required data

Employee Name: Full legal name

Job Title: Current role title

Review Period: Start and end dates

Performance Metrics: KPIs or objectives

Ratings: Numeric or descriptive scale

Signatures: Manager and employee

Step-by-step: completing a Performance Review Plan

Follow a consistent sequence to prepare, complete, approve, and archive each review. Clear sequencing reduces errors and preserves evidence for future HR actions.

01

Prepare: Gather prior reviews, job description, and objective records.
02

Draft Ratings: Enter metrics, provide evidence, and write supporting comments.
03

Review & Calibrate: Manager and HR reconcile ratings and resolve inconsistencies.
04

Sign & Archive: Obtain signatures and store the final plan in the official repository.

Configuring an online review workflow

Set up digital fields, routing, and access control so reviews flow automatically from manager drafting to HR approval and employee acknowledgement.

Field	Configuration
Reviewer Order	Sequential manager → HR approval
Authentication	Email link or SMS code
Conditional Fields	Show improvement plan fields when rating below threshold
Storage	Save to HR system or secure cloud

Where to send and file completed plans

Define a single authoritative storage location and consistent distribution so signed reviews are discoverable and preserved for compliance and personnel actions.

HR Records: Official archive for employment documentation
Employee Copy: Provide a signed view to the employee
Manager File: Manager retains working copy for coaching
Central HRIS: Link or attach in human resources information system

Distribution channels and technical integration

Completed plans may be shared by secure email, direct download, or integrated sync with HRIS and document management systems.

Cloud Storage: Google Drive, Box, Egnyte
HR Integrations: NetSuite, Oracle, Workflows
Collaboration: Microsoft 365 and Teams

Typical timelines and internal deadlines

Performance Review Plans commonly follow a defined cadence; set internal deadlines for drafts, manager submission, calibration, and final sign-off to maintain consistency.

Review Cycle Start:

Annual or semiannual kickoff; notify participants

Self-Evaluation Due:

Employees submit at least 7 business days before manager review

Manager Submission:

Managers finalize ratings within 14 business days

Calibration Window:

HR-led review within 10 business days

Final Sign-off:

Complete signatures within 5 business days of calibration

Common preparation mistakes to avoid

Using inconsistent rating scales across teams, which undermines fair comparisons and promotion decisions.
Failing to attach objective evidence for ratings, making performance decisions harder to defend in disputes.
Delaying signatures and leaving interim drafts circulating, which creates version-control and accountability gaps.
Storing final plans in multiple uncontrolled locations, complicating retrieval and legal discovery.

Risks and compliance considerations

Inaccurate Records: May lead to wrongful-termination claims

Missed Deadlines: Impacts pay, promotion timing

Data Privacy: Sensitive health details trigger HIPAA

Signature Validity: ESIGN requirements must be satisfied

Discovery Exposure: Incomplete records increase litigation risk

Inconsistent Process: Equal opportunity compliance concerns

eSignature plan comparison relevant to Performance Review Plans

Compare common vendor criteria for signing, bulk distribution, auditability, and HIPAA support when choosing a platform for performance review workflows.

	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	No	No	Yes, limited	Yes, limited
Bulk Send	Yes	Yes	Yes	Yes	No
Audit Trail	Yes	Yes	Yes	Yes	Yes
HIPAA Compliant	Yes	Yes	Yes	No	No

How organizations use Performance Review Plans in practice

Real-world examples illustrate how digital execution and standardized templates reduce administrative overhead and preserve records for HR decisions.

Martin Properties

Small property management teams standardized reviews across locations to reduce variability.

The digital plan centralized records and eliminated paper.
Tim Martin reported it enabled consistent, auditable performance conversations across remote teams while preserving signed acknowledgements for HR.

Xerox

NetSuite integration automated review routing and archival.

Templates prefilled from HRIS reduced data entry.
Kodi-Marie Evans noted the integration ensured reviews reached the right approvers and that signed plans were stored in the company system for compliance and auditing.

Exporting, saving, and supporting documents

Define supported file types and required attachments so reviews can be exported, shared, and preserved in a compliant format.

Download Formats

Export signed reviews as PDF or DOCX for long-term storage; include the audit trail and embedded metadata to maintain evidentiary value.

Cloud Backup

Store copies in approved cloud storage (Box, Google Drive, Egnyte) with access controls and versioning for retrieval and legal holds.

Supporting Documents

Attach evidence such as objective metrics, prior performance notes, and written improvement plans to support rating decisions.

Audit Record

Preserve a timestamped audit trail that records signer attribution, IP address, and action history for legal reliability.

Frequently asked questions about Performance Review Plans

Answers to common questions about signing, notarization, corrections, storage, and legal validity for Performance Review Plans.

Need help? Contact support

Can a performance plan be signed electronically?
Yes. Electronic signatures are legally valid under ESIGN (15 U.S.C. ch. 96) and in UETA-adopting states provided intent, consent, attribution, and retention are met; follow consumer disclosure rules where applicable.
Is notarization required for reviews?
Generally no. Performance Review Plans are internal employment records and typically do not require notarization or witnesses unless local law or contract language specifically demands it.
How to correct an already signed review?
Do not alter the signed record. Create an addendum or amendment field, have the relevant parties sign the amendment, and retain both the original and amendment for audit purposes.
What authentication is sufficient for signing?
Email link or SMS one-time code is common; higher-risk situations may warrant multi-factor authentication or stronger identity proofing depending on policy.
How should plans be stored securely?
Store in encrypted repositories with access controls and audit logs. Ensure encryption in transit (TLS 1.2/1.3) and at rest (AES-256) for compliance.
How to revoke or amend a signed plan?
Use an official amendment or rescission document signed by all parties. Keep both original and revocation records to maintain a clear chain of custody and audit trail.

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