Explain the new work and dates for assessment. Do not assume a planned rotation is completed experience or automatically resolves an employment-history issue. Describe the proposed rotation as a plan and date it as one. A future assignment cannot supply knowledge the applicant does not yet hold, and a file presenting intended experience as acquired experience creates the contradiction that is easiest of all to check: the start date written on the plan against the date on the petition.
Update knowledge and timing separately
Identify what the applicant would learn and whether the legal employer or continuity changes. Review the effect on the proposed U.S. role.
A future development opportunity should remain labelled as a plan until it occurs. Decide first whether the additional rotation is meant to close a gap or merely to postpone a decision. If the qualifying year abroad is complete and the specialized-knowledge account already stands on its own, a further posting adds delay and a fresh set of dates to reconcile.
If the account is thin, ask precisely which proposition the rotation would prove and how that proof would exist once it ends, then set the assessment for after that evidence is in hand. Where the rotation changes the legal employer, treat continuity as reopened rather than assumed, and reconfirm the corporate relationship before anyone relies on the earlier analysis.