Training and actual managerial work are different facts. Describe what the applicant genuinely did and have the qualifying employment assessed.
Identify exercised authority rather than anticipated authority
Record decisions made, responsibilities held and the extent of supervision during the period. Distinguish shadowing, acting assignments and permanent duties without assuming they all have the same effect. The relevant continuous qualifying year abroad must be established on actual evidence. A future promotion cannot rewrite the earlier role.
Hypothetical example: a renewable-energy equipment distributor wants to transfer its procurement director, who negotiates supply contracts but also personally enters orders when staff are busy. The first review should compare calendars, approval limits, reporting lines, and job descriptions to determine what occupies most of the role. A managerial title, salary, or number of people copied on email does not settle the question. The record that often matters is the organization chart supported by payroll and evidence of who performs routine work. Identify the authority exercised abroad and the authority proposed in the U.S. position, then explain differences without assuming a planned promotion proves current eligibility. The beneficiary generally needs one uninterrupted qualifying year abroad during the three years before filing. If the person mainly carries out the company’s core service, describe that candidly and assess whether another route fits better. A useful first review ends with a duty allocation, named subordinates or function evidence, and source documents for each claimed responsibility.