The actual managerial or executive duties require assessment. The title and duration alone do not establish the required capacity.
Read the delegation in context
Explain what the applicant can decide, what must be approved elsewhere and who performs routine work. Have the complete role and other L conditions assessed rather than treating an interim label as the answer.
A program lead may be a senior coordinator or may manage an essential function; the title cannot decide which. Identify which duties apply, how the applicant exercises authority and who performs execution work. Describe duties, dates and responsibilities as they existed and as proposed. Ask whether the interim assignment changes reporting lines, budget authority or hiring input that the applicant did not previously hold, since a genuine change in capacity looks different from a temporary label placed on an existing job. Compare the interim description against the position held by the prior permanent occupant and note any duties that were removed, reassigned or left vacant during the transition. Confirm who is covering work formerly done by subordinates so a reviewer can see whether the applicant now directs that work or still performs it personally. Document whether the interim period has an expected end and what happens to reporting relationships once a permanent successor is named, because an assignment that reverts automatically supports a weaker capacity claim than one built into the structure going forward.