Bring current role descriptions, the proposed transition plan and records establishing the entities and employment history. Distinguish agreed changes from informal expectations.
Preserve the dates and decision makers
Identify who approved each stage and whether it is effective or proposed. If the predecessor’s authority changes, keep the revised document rather than silently replacing the earlier version. The reviewer needs the actual sequence.
Ask for four things in one request, so the company assembles them together: the current and proposed organisational charts, the approval or delegation matrix, the transition memorandum with its effective dates, and the payroll records covering the qualifying year abroad. Anything the company cannot produce is itself useful information — a handover with no written plan is usually still informal, and describing it as settled would overstate it. Hypothetical example: a frame-manufacturing group circulates a slide deck announcing a new United States managing director, but its signing-authority document still names the predecessor for anything above a modest amount; filing on the deck alone invites exactly the question the matrix would have answered.
Where a document is superseded, keep the earlier version beside the new one and note the date of the change; a clean sequence explains itself, while a single undated chart leaves a reviewer to guess when it became true.