Identify actual employers, reporting relationships and the applicant’s authority. Mark coordination links separately from real management of personnel.
Avoid inflating the applicant’s team
Do not count every partner employee as a subordinate simply because they attend the same meetings. Explain who directs their work and which operational tasks support the applicant’s proposed managerial role.
Explain decision-making authority, staff or functional support and who now performs the specialist tasks. An internal group chart may include companies added after the approval. An organisation chart is useful for explaining reporting lines, but it is drawn by the applicant and proves nothing about ownership. Include the departing general manager's resignation letter and the current organization chart, because the vacancy is the reason for the transfer and a reviewer should see it. An organizational chart with names, titles and reporting lines, before and after the transfer, converts an assertion into a picture. A useful file pairs the organization chart with payroll, role descriptions, delegation records, and examples of decisions. Reconcile the purchase price, board resolutions, share register and banking authority with the post-closing chart.