Use specific duty descriptions, a dated reporting chart and records showing actual hiring, performance or staffing decisions. Support the nature of direct reports’ roles with suitable employment and qualification evidence.
Explain recommendations as well as signatures
A manager may recommend personnel actions that another department formally approves. Describe that process and support it with records rather than implying unrestricted powers. Remove unnecessary personal details from working examples while preserving enough context to demonstrate the decision.
Reconcile job titles, reporting lines and staffing dates before counsel selects exhibits; conflicting records can obscure an otherwise understandable management structure. Choose exhibits that were created for another purpose. A performance review written last year, an approved requisition, a signed disciplinary record or an email authorizing a salary change all carry more weight than a description composed for the petition, precisely because nobody was thinking about immigration when they were made.
Date-stamp each one and note where it came from. Redact what is not needed, but keep enough of the surrounding context that the decision remains legible. Where the manager’s authority is exercised through recommendation rather than final approval, show the chain: the recommendation, the approver’s response and the outcome.
A single well-evidenced staffing decision generally explains a role better than a long list of responsibilities that no record confirms.