Relevant duties, reporting responsibilities and appropriate qualification evidence can help explain the structure. Collect information proportionate to the actual assessment.
Keep personnel evidence accurate
Distinguish employees, vacancies and contractors, and identify effective dates. Do not inflate a team by counting planned positions as current staff. Ask which records are necessary rather than collecting unrelated personal information.
Separate ownership relationships from reporting lines and identify the source for each. Explain which people or functions perform the relevant work and how requests are handled. Identify signed and effective arrangements, pending changes and who holds relevant rights today. Identify the tasks, decisions and support relevant to each person, with shared duties marked honestly. Mark each authority as independent, recommended, jointly exercised, or subject to approval, and explain apparent differences rather than altering documents. The first review should identify what document proves each claimed reporting line. A spreadsheet prepared by the applicant can be useful context, but calling its author a manager does not prove primary managerial or executive duties. A chart of line workers reporting to the transferee supports neither on its own.