Best examples of mid-year review examples for HR coordinators

Strong performance examples of mid-year review examples for HR coordinators

Let’s start where most people get stuck: the wording. Here are strong performance comments you can plug into a mid‑year review for an HR coordinator who is meeting or exceeding expectations.

Example of a high‑performing HR coordinator in recruiting support

For an HR coordinator who owns interview scheduling, candidate communication, and job postings:

"Over the first half of 2025, Jordan consistently maintained a 24‑hour turnaround for scheduling interviews after recruiter handoff, contributing to a 15% faster time‑to‑hire for non‑exempt roles. Jordan reviews all job postings for clarity and consistency with our employer brand guidelines and proactively updates templates when legal requirements change. Candidate feedback surveys show a 4.7/5 satisfaction score related to communication and scheduling, indicating a strong candidate experience."

Why this works: it references specific metrics (turnaround time, satisfaction score) and ties the HR coordinator’s work to outcomes the business cares about: speed and candidate experience. This is one of the best examples of mid-year review examples for HR coordinators in the recruiting space because it’s measurable and concrete.

Example of strong performance in onboarding and new‑hire experience

For an HR coordinator who runs orientation and paperwork:

"Alex successfully coordinated onboarding for 46 new hires in Q1–Q2 2025 with a 0% missed‑paperwork rate and all I‑9s completed within federal timelines. New‑hire pulse survey comments frequently mention how organized and welcoming the process feels. Alex implemented a standardized onboarding checklist in our HRIS, which reduced manager follow‑up questions by approximately 30% compared to the same period last year."

This example of a mid‑year review comment connects the HR coordinator’s work to compliance (I‑9 timelines, which are governed by federal rules) and employee experience. For more on I‑9 requirements, HR teams often reference the U.S. Citizenship and Immigration Services guidance at uscis.gov.

Example of excellence in HRIS data accuracy and reporting

Data quality has become non‑negotiable as HR teams lean into analytics. Here’s how you might capture that in a mid‑year review:

"During the first half of the year, Priya led a monthly audit of employee records in the HRIS, reducing missing or incorrect data fields from 11% to 2%. She built a simple data‑validation checklist for HR and payroll, which significantly cut downstream corrections on benefits and payroll runs. Because of this improved accuracy, our HR analytics reports on headcount and turnover have become more reliable for leadership decision‑making."

This is one of the best examples of mid-year review examples for HR coordinators who support data and reporting. It shows how a seemingly “back‑office” task directly affects strategic decisions.

Example of strong employee relations and service orientation

HR coordinators are often the first line of contact when employees have questions. Here’s a strong mid‑year review example:

"Taylor handled more than 180 employee HR tickets in the first six months of 2025, maintaining an average first‑response time of under four business hours. Feedback from our quarterly employee survey highlights Taylor’s empathy and clarity when explaining policies. She consistently escalates sensitive issues appropriately and documents conversations in line with our HR record‑keeping expectations."

This example of a mid‑year review comment shows responsiveness, service quality, and judgment—three areas where HR coordinators can stand out.

Mixed performance examples of mid-year review examples for HR coordinators

Most HR coordinators aren’t perfect or terrible; they’re somewhere in the middle. Here are examples that acknowledge solid contributions while calling out growth areas.

Example of “meets expectations” with clear development areas

"In the first half of 2025, Morgan reliably processed employee changes and benefits enrollments within required timelines and maintained strong relationships with hiring managers. However, documentation in the HRIS is sometimes incomplete, which creates rework for payroll and benefits. For the second half of the year, we’ll focus on improving data entry accuracy and using system checklists to reduce manual corrections."

This example of a mid‑year review comment is balanced: it recognizes what’s going well and clearly identifies what needs to improve without vague buzzwords.

Example of solid operational performance but limited initiative

"Sam consistently completes assigned HR tasks—such as scheduling interviews, posting jobs, and processing onboarding paperwork—on time and with minimal errors. However, Sam tends to wait for direction rather than looking for ways to improve processes or anticipate stakeholder needs. In the next six months, I’d like to see Sam propose at least two small process improvements (for example, updating email templates or refining the onboarding checklist) and take more ownership of communication with hiring managers."

This is one of the more realistic examples of mid-year review examples for HR coordinators who are steady but not yet proactive.

Development‑focused examples of mid-year review examples for HR coordinators

When someone is earlier in their HR career or struggling in certain areas, your comments should be honest but specific enough to guide improvement.

Example of a coordinator needing structure and prioritization support

"During the first half of 2025, Jamie successfully supported high‑volume recruiting periods and demonstrated strong interpersonal skills with candidates and employees. At the same time, there have been repeated delays in completing background checks and sending offer letters, particularly when multiple requisitions are open. These delays impact time‑to‑hire and candidate experience. Over the next six months, we’ll work on time management and prioritization, including using calendar blocks, checklists, and our ATS dashboards to stay ahead of deadlines."

This example of a mid‑year review comment doesn’t sugarcoat the impact (delays in hiring) but also offers a path forward.

Example of feedback on compliance and policy adherence

"Chris is approachable and helpful when employees have HR questions, and he has built strong rapport with several departments. However, there were two instances this year where leave‑of‑absence documentation was not collected or stored in accordance with our policy, which poses compliance risk. For the remainder of the year, Chris will complete additional training on FMLA documentation and our internal record‑keeping procedures and will use the standardized checklists for all leave cases."

You can point HR coordinators to reputable resources on employment law and leave, such as the U.S. Department of Labor’s FMLA guidance at dol.gov.

Self‑assessment examples of mid-year review examples for HR coordinators

Self‑reviews are often vague. Giving HR coordinators a strong example of language they can use leads to more honest and useful conversations.

Example of a strong self‑assessment for an HR coordinator

**"In the first half of 2025, I supported 32 new hires from offer through onboarding and partnered with recruiters on 18 open roles. I’m proud that I maintained a 100% on‑time completion rate for I‑9s and benefits enrollments, and I received positive feedback from managers about the clarity of my communication. I also created a shared onboarding tracker in our HRIS that has reduced email back‑and‑forth with managers.

For the rest of the year, I want to deepen my knowledge of employment law basics so I can answer more questions directly without always escalating to the HR manager. I’ve identified an online course through a local community college and plan to complete it by November. I also want to improve my Excel skills so I can support HR reporting with more confidence."**

This is one of the best examples of mid-year review examples for HR coordinators writing their own self‑assessments: it’s specific, honest, and includes a clear development plan.

Example of a self‑assessment that needs more specificity (and how to fix it)

Weak version:

"I think I’ve done a good job supporting HR this year. I work hard, I’m a team player, and I try to help employees when they have questions."

Improved version:

"In the first half of 2025, I supported HR by scheduling approximately 120 interviews, coordinating onboarding for 20 new hires, and answering day‑to‑day HR questions from employees. I’ve been responsive to employee emails (usually within one business day) and have helped reduce recruiter workload by taking full ownership of scheduling. I’d like to improve my knowledge of our benefits plans so I can answer more detailed questions without needing to redirect employees."

The second version turns vague claims into measurable contributions and clear goals, which is exactly what you want from examples of mid-year review examples for HR coordinators.

2024–2025 trends to reflect in HR coordinator mid‑year reviews

If your mid‑year reviews still read like it’s 2015, you’re missing the point. HR coordinator work has shifted alongside broader HR trends.

Data‑driven HR and analytics

HR coordinators are increasingly expected to maintain data that feeds into workforce analytics—headcount, turnover, DEI dashboards, and more. Mid‑year reviews should reference:

• Accuracy and completeness of HRIS data
• Ability to run basic reports or exports
• Comfort with tools like Excel or Google Sheets

For context on the value of data literacy in the workplace, many HR teams reference research from organizations like SHRM.org and academic institutions such as Harvard Business School that discuss analytics in HR decision‑making.

Hybrid work and digital employee experience

Post‑2020, HR coordinators often manage:

• Virtual onboarding and orientation sessions
• Digital document workflows and e‑signatures
• Remote employee support across time zones

Mid‑year comments should capture how effectively the coordinator uses technology, manages virtual communication, and keeps remote employees informed.

Example comment:

"Since expanding our hybrid work model, Dana has adapted our onboarding process to include virtual orientation sessions and digital forms. She ensures remote employees receive equipment and access before day one, which has reduced IT tickets during the first week by 20%."

Employee well‑being and boundaries

While HR coordinators are not therapists, they are often a first contact when employees raise well‑being concerns or ask about benefits related to mental health and leave. Reviews can acknowledge:

• Ability to listen empathetically while maintaining professional boundaries
• Knowledge of available benefits and referral paths (EAPs, health plans, etc.)
• Respect for confidentiality and privacy

Authoritative resources on workplace mental health, such as the National Institute of Mental Health at nimh.nih.gov, can inform internal HR training and expectations.

How to write the best examples of mid-year review examples for HR coordinators

You don’t need to reinvent the wheel every review cycle. You do need to stop writing vague, copy‑pasted comments. Here’s a simple structure that underpins all the real examples above:

1. Start with the scope of work.
Name the core responsibilities: recruiting support, onboarding, HRIS, benefits admin, employee questions.

2. Add specific, time‑bound results.
Quantify where you can: number of hires supported, response time to tickets, error rates, survey scores, audit findings.

3. Describe behaviors, not just outcomes.
Call out communication style, organization, judgment, and collaboration.

4. Tie it to business impact.
Show how their work affects time‑to‑hire, compliance risk, employee experience, or leadership decisions.

5. Close with clear next steps.
Identify 1–3 concrete development goals for the next six months.

When you combine this structure with the examples of mid-year review examples for HR coordinators throughout this article, you end up with feedback that is fair, specific, and actually helpful.

FAQ: examples of mid-year review examples for HR coordinators

Q: Can I reuse the same example of mid-year review wording for multiple HR coordinators?
You can reuse structure and phrasing, but you should always customize specifics: metrics, projects, and behaviors. Copy‑pasting the same comment for everyone sends the message that you’re not paying attention.

Q: What are some good examples of development goals for HR coordinators at mid‑year?
Real examples include: completing an Excel or HRIS reporting course; shadowing the HRBP on complex employee relations cases; leading a small process‑improvement project (like updating onboarding templates); or earning an entry‑level HR certification. Keep goals tied to the coordinator’s day‑to‑day work so progress is visible by year‑end.

Q: How detailed should an example of a mid‑year review comment be?
Aim for two to four sentences per key area (recruiting, onboarding, data, employee support). Include at least one specific metric or example. If a lawyer could read the review and understand what the person actually did, you’re probably at the right level of detail.

Q: Should HR coordinators comment on sensitive issues in their self‑assessments?
They can acknowledge challenging situations (like high‑volume hiring or complex leave cases) without documenting confidential details. Focus on what they learned, how they handled workload or communication, and what support or training would help.

Q: Where can I find more real examples of performance review language?
Professional HR associations such as SHRM and university HR sites (for example, UC Berkeley’s performance management resources) often share sample competencies and review phrases you can adapt. Always adjust them to your organization’s culture and the specific HR coordinator role.