What qualifies as a valid electronic signature?

An electronic signature is valid when it shows intent to sign, consent to transact electronically, attribution to the signer, and the record can be retained and reproduced. These elements reflect ESIGN Act principles (15 U.S.C. ch. 96).

Can the scorecard be signed remotely by multiple approvers?

Yes. Use sequential or parallel routing with documented timestamps and authentication. For notarization or RON-specific needs, confirm your state’s RON rules before proceeding.

How do we correct an already signed scorecard?

If an error is found after signing, record an amendment or corrected scorecard and obtain fresh signatures from required parties; keep both original and corrected versions to preserve auditability.

Are notarization or witnesses typically required?

Most internal performance scorecards do not require notarization or witnesses. If a scorecard creates contractual obligations or affects outside compensation, verify state or contractual requirements before notarizing.

Who has authority to sign the scorecard?

The authorized signer is typically the direct manager or a delegated HR representative. Document delegation of authority in policy to avoid disputes over signature validity.

How long must signed scorecards be retained?

Retention depends on purpose: follow federal guidance (IRS 3 years) and industry rules (HIPAA 6 years for health records). Adopt a written records retention schedule reflecting these standards.

Performance Scorecard

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

PERFORMANCE SCORECARD AGREEMENT

Recitals

Client Name: Service Provider Name:

Effective Date:

WHEREAS, Client engages Service Provider to perform services described in this Agreement and the attached Performance Scorecard; and

WHEREAS, the parties desire to set forth the metrics, targets, scoring methodology and payment adjustments that will apply during the Term; and

WHEREAS, this Agreement establishes the responsibilities of each party, performance evaluation procedures and remedies for material underperformance.

Scope of Work

Scope Description

Performance Scorecard

Measurement Period: Review Frequency:

Scoring Scale: The Score for each KPI shall be the percentage of Target achieved (capped at 100%). The Weighted Score = Score × Weight/100. Final Score is sum of Weighted Scores. Payment adjustments and remedial actions are tied to Final Score as set forth in Payment Terms.

KPI	Weight (%)	Target	Period	Actual	Score	Weighted

Overall Comments / Corrective Actions

Payment Terms

Base Compensation Amount: Bonus Pool / Incentive:

Payment Schedule

Late Payment: In the event any undisputed payment is not received within days after due date, interest shall accrue at per month on the overdue amount, and Client may withhold subsequent incentive payments until outstanding amounts are reconciled.

Term and Termination

Term Start Date: Term End Date:

Either party may terminate this Agreement for convenience upon days' prior written notice. Termination for material breach is effective upon written notice if the breach remains uncured thirty (30) days after receipt of notice describing the breach. Termination does not relieve either party of obligations accrued prior to the effective termination date.

Confidentiality

Definition: "Confidential Information" means non-public information disclosed by one party to the other that is designated as confidential or that, by its nature, should reasonably be understood to be confidential.

Obligation: Receiving party shall hold Confidential Information in strict confidence, shall not disclose it to third parties except as required to perform this Agreement or by law, and shall use at least the same degree of care to protect Confidential Information as it uses to protect its own confidential information, but in no event less than reasonable care.

Permitted Disclosures / Exceptions

Governing Law

This Agreement shall be governed by and construed in accordance with the laws of the state of , without regard to its choice-of-law principles. Venue for any dispute arising out of this Agreement shall be in the state or federal courts located in that state.

Entire Agreement

This Agreement, including the Performance Scorecard and any exhibits or appendices 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, understandings and communications, whether written or oral. No amendment shall be effective unless in writing and signed by authorized representatives of both parties.

Severability: If any provision of this Agreement is held invalid or unenforceable, the remaining provisions shall remain in full force and effect.

Authority: Each individual signing below represents and warrants that they are duly authorized to execute this Agreement on behalf of the party for whom they sign and to bind such party to its terms.

Client:

By:

Date:

Service Provider:

By:

Date:

What the Performance Scorecard Is and when it’s used

A Performance Scorecard is a structured assessment document used to record objectives, quantitative metrics, qualitative feedback, and overall ratings for an employee, team, project, or vendor. It centralizes goals, evidence, reviewer comments, and required approvals so decision makers can compare outcomes consistently across review cycles and produce a verifiable record for performance management, remediation, or compensation decisions.

Why a standardized scorecard matters for clarity and compliance

A consistent Performance Scorecard reduces subjectivity, helps track progress against measurable targets, and supports defensible personnel decisions. When distributed or signed electronically, ensure the record meets ESIGN (15 U.S.C. ch. 96) and applicable state UETA/ESRA rules so the signed scorecard is admissible and reproducible.

Who typically completes and uses Performance Scorecards

Multiple reviewers may contribute inputs; the final signatory should be the person with delegated authority to approve ratings and any resulting actions.

People managers and supervisors responsible for direct performance evaluation and development planning
HR administrators who consolidate, audit, and store scorecards across the organization
External reviewers or vendors who provide objective assessments during vendor or contract reviews

Core components to include in a professional Performance Scorecard

Design each scorecard to balance quantitative metrics, narrative context, attachments, and an approval chain so reviewers and later auditors can reconstruct how ratings were derived and who authorized outcomes.

Core Metrics

Define 3–6 objective KPIs with measurement method and target values so scores remain comparable across people and periods and to reduce subjective interpretation during review.

Rating Scale

Use a clear numeric or descriptive scale (for example 1–5 or Exceeds/Meets/Needs Improvement) with a short rubric for each level to improve consistency between raters.

Reviewer Comments

Provide a dedicated narrative field for concrete examples, context for the score, and any mitigation plans so readers can understand the evidence behind a rating.

Action Plan

Include a measurable development or remediation plan with owners, milestones, and dates to convert assessment findings into specific next steps and accountability.

Evidence Attachments

Allow upload or links to source files—reports, screenshots, customer feedback—so claims on the scorecard can be substantiated during audits or appeals.

Approval History

Record sign-offs, reviewer names, timestamps, and role-based approvals to document who approved the score and when for traceability.

Essential security and compliance data points

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

Audit trail: Timestamps, IP, action log

Access controls: Role-based permissions

Certifications: SOC 2 Type II; ISO 27001

HIPAA readiness: BAA available where needed

Authentication: Email, SMS, or advanced 2FA

Step-by-step: completing a Performance Scorecard

Follow a short, repeatable process to prepare, populate, validate, and finalize each scorecard so reviews remain consistent and auditable.

01

Prepare data: Gather KPI results, evidence, and prior scorecards before starting
02

Populate fields: Enter metrics, narrative comments, and attach supporting files
03

Review and validate: Peer-review entries and correct inconsistencies before approval
04

Finalize signature: Obtain required approvals and timestamped signatures

How to configure the online scorecard workflow

Configure routing, required fields, and authentication in your document workflow so signers follow the intended approval path and mandatory information is captured.

Setting	Recommendation
Required fields	Mark core metrics and signature as required
Routing order	Sequential: reviewer → manager → HR
Authentication	Email + optional SMS code
Retention rule	Archive final signed copy automatically

Where to send or file the completed scorecard

Designate one canonical destination for finalized scorecards to avoid duplicate records and to simplify access controls and audits.

HR repository: Upload signed PDF to centralized HR record store
Manager files: Manager retains working copy for development tracking
Employee copy: Provide the signed copy to the assessed employee
Third-party vendors: Share final documents with external parties when contractually required

Distribution channels and technical requirements

Scorecards can be shared by email, secure link, or integrated workflows; choose the method that preserves provenance and access controls.

Formats supported: PDF, DOCX, HTML, Excel
Integrations: HRIS, Google Workspace, Microsoft 365
Auth options: Email link, SMS code, SSO

Timelines and typical processing expectations

Set clear internal deadlines and escalation paths for each stage so reviews complete on schedule and required signatures are obtained promptly.

Initiation window:

Start data collection at least 14 days before review

Reviewer response time:

Target 7 calendar days for first-round feedback

Manager sign-off:

Complete within 3 business days after reviewer input

Employee acknowledgement:

Provide employee 5 business days to comment

Archive timing:

Finalize and store signed copy within 2 business days

Common mistakes to avoid when preparing scorecards

Using ambiguous performance criteria that lead to inconsistent ratings across reviewers and hinder comparability
Failing to attach supporting evidence or timestamps, which makes it difficult to defend ratings during appeals or audits
Not enforcing required fields or signatures, resulting in incomplete records and downstream HR process delays
Allowing multiple uncontrolled copies to circulate, creating versioning confusion and recordkeeping gaps

Risks and consequences of incorrect or incomplete scorecards

Inaccurate ratings: Disputes or morale issues

Missing signatures: Noncompliant record

Data retention gaps: Regulatory exposure

HIPAA exposure: Potential PHI violation

Contract impact: Vendor or bonus disputes

Audit findings: Corrective actions required

Comparing eSignature pricing and core features for scorecard workflows

Vendor pricing and feature caps affect long‑term cost and scalability for high-volume scorecard programs; the table highlights starting prices and common capability differences.

	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 vendor	Varies by vendor	Varies by vendor	Varies by vendor
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

Frequently asked questions about the Performance Scorecard

Answers to common operational and legal questions about creating, signing, and storing Performance Scorecards in a U.S. context.

Need help? Contact support

What qualifies as a valid electronic signature?
An electronic signature is valid when it shows intent to sign, consent to transact electronically, attribution to the signer, and the record can be retained and reproduced. These elements reflect ESIGN Act principles (15 U.S.C. ch. 96).
Can the scorecard be signed remotely by multiple approvers?
Yes. Use sequential or parallel routing with documented timestamps and authentication. For notarization or RON-specific needs, confirm your state’s RON rules before proceeding.
How do we correct an already signed scorecard?
If an error is found after signing, record an amendment or corrected scorecard and obtain fresh signatures from required parties; keep both original and corrected versions to preserve auditability.
Are notarization or witnesses typically required?
Most internal performance scorecards do not require notarization or witnesses. If a scorecard creates contractual obligations or affects outside compensation, verify state or contractual requirements before notarizing.
Who has authority to sign the scorecard?
The authorized signer is typically the direct manager or a delegated HR representative. Document delegation of authority in policy to avoid disputes over signature validity.
How long must signed scorecards be retained?
Retention depends on purpose: follow federal guidance (IRS 3 years) and industry rules (HIPAA 6 years for health records). Adopt a written records retention schedule reflecting these standards.

be ready to get more

Join over 28 million airSlate SignNow users

Sign Now