No. The present applicant and current organization must meet the requirements on their own facts. The earlier case may be useful context but cannot supply the new person’s qualifying history.
Review the position as it exists now
Explain any changed duties, staff or authority and document this applicant’s preparation. Do not assume that retaining the same title requires the same decision.
An automated step may reduce routine tasks while creating review or exception work. The role must meet the applicable managerial or executive requirements. List the functions supervised, the professionals or managers who carry out production or service work, and which decisions the applicant makes without review. Treat each filing as its own record rather than as a renewal of a prior decision, since a consular officer or adjudicator reviews the current applicant's facts independently of what was approved for a predecessor. Request an updated organizational chart, current job description and current supervisor names rather than reusing the packet prepared for the earlier case, because duties and reporting lines commonly shift between transfers. Ask the employer to identify anything the predecessor did that the position no longer requires, along with anything added since the last approval. Gather the current applicant's own employment history and training records instead of relying on the predecessor's background to demonstrate qualifying experience, and confirm the position's place in the present staffing structure rather than the structure that existed when the position was first approved.