One recommendation is required, but you may submit up to two for review by the committee. Please provide the contact information for a minimum of one and a maximum of two individuals excited to endorse your candidacy. Official recommendations for Johnson are a vital part of the final evaluation process. Carefully follow the instructions below and note the timing of when the admissions office will review this information. Please click “add new” to submit each of your endorsements. Your recommender will automatically be sent an email with directions on how to provide the recommendation after you submit their information. Please note that some corporate email servers may filter this email before it reaches your recommender. If possible, please provide a personal email address instead. Once your recommender submits their recommendation, you will receive a notification email. You should seek recommendations from people capable of commenting on your professional, leadership, and intellectual capabilities. The most useful evaluations are from people who are able to speak with certainty about your leadership, maturity, team orientation, analytical skills, and interpersonal skills. Examples include a current supervisor, colleague, client, or former supervisor. If you are currently employed we recommend that one of your recommendations come from your direct supervisor. If you are still in school, we recommend asking an internship supervisor or an individual who knows you from a leadership role.

RECOMMENDER QUESTIONS

Please verify your information and provide answers for the additional questions. Comment on the following topics when constructing the letter of recommendation:

• Strengths and outstanding qualities
• How applicant gets along with others
• Oral and written communication skills
• English language ability if English is not the applicant’s native language
• Areas of improvement (weaknesses)
• Anything else you would like to say about the applicant

Please write on company letterhead if company policy allow and also note that a one page recommendation letter is sufficient. Please upload the letter of recommendation at the bottom of this form.

• Context of Relationship [select]
• Context of Relationship – Other ________
• Nature of Relationship [select]
• Nature of Relationship – Other ________
• How long have you known the applicant? ________
• Most Frequent Contact From Date MM/DD/YYYY ________
• Most Frequent Contact To Date MM/DD/YYYY ________
• If you are affiliated with the Johnson School or Cornell University, please select the option that most closely matches. [select]
• Cornell Afilliation – Other ________
• If you are a Johnson School graduate, Degree Awarded [select]
• Johnson Degree Year Awarded ________
• If you are a Cornell University graduate, Degree Awarded [select]
• Cornell Degree Year Awarded ________
• May we contact you regarding this applicant? [select]
• If the applicant receives an offer of admission from Johnson, you may be contacted by a third party company to verify the information you
• provide. Please let us know how you would prefer to be contacted. [select]
• Do you use a translator? [select]

Assessment Grid

For each competency, please mark the one button corresponding to the behavior that you have seen the applicant most consistently exhibit. We acknowledge that all applicants have both areas of strength and areas of development. Your candid, honest appraisal will assist in evaluation of the applicant. Please assume that each level builds upon behaviors of the previous level.

Initiative – Acts ahead of need/anticipates problems

• No basis for judgment
• Reluctant to take on new tasks; waits to be told what to do; defers to others
• Willing to step in and take action when required to do so
• Takes charge spontaneously when problem needs attention
• Volunteers for new work challenges; proactively puts in extra effort to accomplish critical or difficult tasks
• Proactively seeks high-impact projects; steps up to challenges even when things are not going well

Results Orientation – Focuses on and drives toward delivering on goals, objectives, and performance improvement

• No basis for judgment
• Focuses on fulfilling activities at hand; unsure how work relates to goals
• Takes actions to overcome obstacles to achieve goals
• Independently acts to exceed goals and plans for contingencies
• Documents activities and outcomes to learn from past; introduces incremental improvements to raise the effectiveness of team
• Invents new approaches with measurably better results; works to deliver best-in-class performance improvements

Communication, Prof Impression & Poise –  Delivers messages and ideas in a way that engages an audience and achieves buy-in; uses listening and other attending behaviors to reach shared understanding; remains calm and measured even in time of crisis or conflict

• No basis for judgment
• Struggles to get point across; neglects to understand audience’s input or perspective; lacks confidence and gets flustered under pressure
• Works to get point across; acknowledges feedback; reframes statements when necessary to make them clearer; speaks politely; remains composed in known circumstances
• Present views clearly and logically structures content for a broad audience; listens and responds to feedback; prepares in advance to appear confident; leaves a positive and professional impression; responds confidently in unfamiliar situations
• Uses tailored language that appeals to specific groups; restates what others have said to check for understanding; comes across as confident; responds rapidly and strongly to crisis; looked to for advice and guidance
• Structures content for senior-level meetings; maintains composure when challenged; solicits opinions and concerns, discusses them openly and adjusts communication; when in strong conflict or crisis, remains cool under pressure; channels strong emotion into positive action

Influence and Collaboration – Engages and works with people outside of one’s direct control

• No basis for judgment
• Does not seek input and perspective of others
• Accepts input from others and engages them in problem solving
• Seeks first to understand perspectives of others; takes actions to gain their support for ideas and initiatives
• Uses tailored approaches to connect with others, influence, and achieve results
• Uses tailored influence approaches to create and leverage a network of strategically chosen individuals to improve collective outcomes

Respect For Others – Acknowledges the value of others’ views and actions

• No basis for judgment
• Unwilling to acknowledge others’ points of view
• Open to considering others’ views when confronted or offered
• Invites input from others because of expressed respect for them and their views
• Praises people publicly for their good actions; ensures that others’ opinions are heard before their own
• Uses empathy and personal experience to resolve conflicts and foster mutual respect; reinforces respect with public praise when individuals solicit and use input from others

Team Leadership – Manages and empowers a team of direct reports or peers on project based teams (includes virtual teams)

• No basis for judgment
• Struggles to delegate effectively (e.g. micromanages); does not organize activities or provide appropriate information to complete tasks
• Assigns tasks and tells people what to do; checks when they are done
• Solicits ideas and perspectives from the team; structures activities; holds members accountable
• Actively engages the team to develop plans and resolve issues through collaboration; shows the impact of individual/team contributions
• Recruits others into duties or roles based on insight into individual abilities; rewards those who exceed expectations; provides strong organizational support

Developing Others – Helps people develop their performance and ability over time

• No basis for judgment
• Focuses only on one’s own growth; critical of others’ efforts to develop
• Encourages people to develop; points out mistakes to help people develop and praises them for improvements
• Gives specific positive and negative behavioral feedback to support the development of others
• Provides overarching practical guiding principles and recommendations that are applicable in multiple situations to direct or focus efforts on specific areas of development
• Identifies potential in others; inspires others to develop by providing feedback, mentoring/coaching, and identifying new growth opportunities as well as supporting their effort to change

Trustworthiness/Integrity – Acts consistently in line with or follows explicit values, beliefs or intentions

• No basis for judgment
• Follows the crowd; takes path of least resistance; gives in under pressure
• Acts consistently with stated intentions, values, or beliefs when it is easy to do so
• Acts spontaneously and consistently with stated intentions, values, or beliefs despite opposition
• Initiates actions based on values or beliefs even though the actions may come with reputational risk; demonstrates the values of the team or organization publicly
• Demonstrates high personal integrity even at personal cost; holds people accountable to the team or organizational values

Adaptability/Resilience – Adapts to changing demands and circumstances without difficulty. Maintains calm optimism in the face of challenge, problems, or apparent failure

• No basis for judgment
• Prefers existing ways of doing things; fears failure; becomes anxious under challenging situations
• Adapts to new methods and procedures when required to do so; remains calm in unfamiliar situations until confronted with obstacle
• Champions adoption of new initiatives and processes; exhibits level-headedness in most environments including challenging ones; persists until obstacle is overcome
• Seeks out disruptions as an opportunity for improvement; remains optimistic and forward-looking in difficult situations that may result in failure
• Energized by projects with high uncertainty but potential for high reward; seeks to be the first into unknown or unfamiliar situations; welcomes learning opportunities created by failure; learns from mistakes and rebounds quickly from setbacks

Self Awareness – Aware of and seeks out additional input on own strengths and weaknesses

• No basis for judgment
• Lacks awareness of how he/she is perceived; denies or offers excuses when confronted
• Acknowledges fault or performance problem when confronted with concrete example or data
• Describes own key strengths and weaknesses accurately; welcomes feedback from others and discusses opportunities to change with select individuals
• Actively seeks out feedback to explicitly address desired improvement areas or build on strengths; explores reasons for problems openly, including own faults
• Seeks out challenging and potentially risky experiences to improve; identifies and engages with resources—people, processes, or content—to maximize strengths or mitigate weaknesses

Problem Solving – Frames problems, analyzes situations, identifies key issues, conducts analysis on the issues, and produces acceptable solution

• No basis for judgment
• Avoids problems; when faced with problems, sticks to what worked before, or chooses an obvious path
• Offers solutions when the risk is low; focuses on immediate, short-term implications instead of the big picture
• Looks beyond the obvious; identifies and focuses on the critical information needed to understand a problem, identifies root cause(s), and comes up with reasonable solutions
• Gathers and analyzes key information using complex methods or several layers deep; integrates perspectives from a variety of sources to arrive at unexpected but practical and effective solutions
• Applies logic to break complex problems down into manageable parts or sub-problems; solves tough and interconnected problems and can explain how the pieces are connected

Strategic Orientation – Thinks beyond one’s span of control and into the future to reshape the approach or scope of work

• No basis for judgment
• Focuses on completing work without understanding implications
• Understands immediate issues or implications of work or analysis
• Develops insights or recommendations within area of responsibility that have improved near-term business performance
• Develops insights or recommendations within area of responsibility that have shaped team/organization strategy and will have impact on long-term business performance
• Develops insights or recommendations beyond area of responsibility with impact on long-term business strategy and performance

(Optional) Comments

Is there anything about your ratings on which you would like to comment? [textbox, no limit]

Recommendation Questions

You may answer all of these questions by uploading a letter of recommendation.

1. Please provide a brief description of your interaction with the applicant and, if applicable, the applicant’s role in your organization. (textbox, Recommended word count: 50 words)
2. How does the applicant’s performance compare to that of other well-qualified individuals in similar roles? Please provide specific examples. (E.g. what are the applicant’s principal strengths?) (textbox, Recommended word count: 500 words)
3. Describe the most important piece of constructive feedback you have given the applicant. Please detail the circumstances and the applicant’s response. (textbox, Recommended word count: 500 words)
4. (Optional) Is there anything else we should know? (textbox, no limit)

Please upload recommendation letter (upload)

Capstone

• Based on your professional experience, how do you rate this applicant compared to her/his peer group? (select)
• Overall, I (select)