Provide material changes before relying on the earlier strategy or beginning changed work. Identify the proposed effective date and actual responsibility changes. Bring it back when the change becomes operational rather than when it is announced, and bring it back before the applicant starts performing the new duties. An approval rests on a role as described; work that has quietly drifted away from that description is a change to disclose, not a detail to carry forward.
Review the job rather than just the announcement
Explain whether the old duties have been reassigned and whether support is available. A promotion announcement and an operationally established management role can occur at different times. The immigration steps must follow the actual proposal.
Sequence the review against what must be true first. A successor must be appointed before the former duties can honestly be described as reassigned; the chart must be amended before it can be filed; the foreign year must be closed and documented before it can be counted, and time spent working in the United States affects how that year is counted. Each of those is a precondition rather than a parallel task.
A promotion effective next month with a successor to be hired at some later point is not yet a file. Set the assessment for the week after the last precondition lands, and treat any promised start date as provisional until the described role and the company's records say the same thing.