Provide accurate old and new duty descriptions, authority records, reporting arrangements and relevant L history. Identify the proposed effective date and any unresolved changes. Order the record by who created it and when. Documents the company made before the promotion was contemplated carry the transition; documents written afterwards to describe it are read as advocacy. Pull the dated organisational charts, the delegation of authority, the requisition or approval for the backfill role, and the payroll record covering the qualifying year abroad, then note what each shows on its face.
Show the change without rewriting the past
Earlier specialist work should remain accurately described as it occurred. Explain the new position separately rather than retroactively converting the applicant’s earlier duties into management to support the proposed route. One record settles the handover question better than any narrative: the hiring or reassignment approval for whoever takes the former work.
It is dated, it names a person or a requisition, and it shows the company acted rather than intended. Where no such record exists, the promotion has not yet happened operationally, and the file should say what remains outstanding instead of implying completion. Keep the earlier specialist description intact in the chronology.
Amending a past duty statement to read as management creates two versions of the same period, and the inconsistency is more damaging than the original description was. Add the new position alongside it, with its own effective date and its own evidence.