Provide relevant position descriptions, reporting records and qualification information with a clear explanation of the applicant’s management responsibilities.
Use relevant records with appropriate handling
Coordinate collection of staff information through the employer. Identify what each record establishes and avoid assuming that a large set of résumés proves authority. The evidence must explain the actual organization and the applicant’s role within it.
Résumés establish what team members are qualified to do, not who directs them, so pairing each résumé with an organization chart that names the same individual and identifies who they report to closes a gap that credentials alone leave open. Performance reviews or evaluations signed by the applicant, rather than by someone else in the organization, are more direct evidence of supervisory authority than a staff list, since conducting a review is itself a managerial act rather than a description of one. Subordinates' professional licenses or credentials demonstrate the team's own qualifications, not who has authority over that team, and the two should not be presented as though one implies the other.
Coordinating collection through the employer, rather than assembling records independently, helps ensure that the résumés, the chart and the reporting lines describe the same organization at the same point in time rather than three documents drawn from different periods. Naming a specific date for each record, rather than presenting a general or undated set, lets an officer confirm that the team described is the team that exists now, not an earlier or later version of it.