Provide dated role descriptions, the promotion decision, reporting charts and records showing when authority and duties actually changed. Include the earlier foreign work history instead of presenting all prior service as management.
Show the transition clearly
Distinguish technical execution from management and identify who now performs the specialist tasks. If the employee is already in the United States, include prior petitions, approval notices and admission records for counsel’s review. The evidence should establish both the qualifying employment history and the current role.
A promotion letter alone does not demonstrate managerial capacity or resolve the status procedure. The characteristic failure is a file assembled entirely from after the promotion, which cannot show a transition because it shows only a destination. Include the earlier foreign work history in its original form, with dated role descriptions from before the change, so a reader can see what altered and when.
Name the person who now performs the specialist tasks, since an unnamed successor is the detail reviewers probe first and the one most often absent. Where the employee is already in the United States, include prior petitions, approval notices and admission records, because the status procedure and the qualifying history are assessed together. A promotion letter records a decision and does not demonstrate managerial capacity.