Provide a material change before relying on the earlier analysis or assuming the proposed work remains covered. Explain its effective date and consequences.
Compare authority before and after
Identify changes in approvals, staffing and duties, not just the new manager’s name. The same job title may describe a materially different role after a reorganization. Have the actual change assessed.
The reorganization that causes the problem is almost never announced as one. A team is realigned, the applicant keeps the title and the office, and the approval thresholds move to a different signatory in the same week. Because nothing visible changed, nobody thinks to mention it, and the analysis on file quietly describes a role that no longer exists.
Set a trigger instead of relying on judgement: any change to who signs, to headcount, to the function managed, or to the employing entity gets reported, with its effective date, whether or not the title moved. Hypothetical example: a service operations manager at a medical-device distributor keeps the same title through a merger while equipment servicing is contracted out, which removes most of the staff previously managed — a material change described by no new job title at all. Ask what the position looks like on the proposed start date, not on the date the letter was drafted.