Describe the future change as proposed and have its effect assessed separately. Do not present future authority as part of the applicant’s current duties.
Review the transition before relying on it
Identify the actual effective date, changed responsibilities and relevant status documents. A planned promotion does not automatically change the classification or authorize a different role. Describe the present role in the present tense and the proposed change in the future tense, and keep the two visibly separate within the same document.
Hypothetical example: a nursery propagation laboratory technician is told he will take over the laboratory when the current supervisor retires in eighteen months. Presenting that as current authority misstates the position today, while leaving it out entirely leaves the employer unable to explain a later change. The workable approach states the current duties as they stand, notes the proposed change with its expected date and the condition it depends on, and asks counsel what would need to be done if and when it happens.
Where a promotion arrives while the applicant is in the United States, the question becomes what the classification actually covers and what process a material change requires, and that is a question to raise before the date rather than after it. A planned promotion changes nothing about the current classification on its own. Where a role is expected to change, ask the employer to keep the current job description on file with its effective date, so that any later change has a documented starting point.