Only if it accurately describes the relevant current organization, and the new applicant’s duties still need their own explanation. Do not preserve staff or reporting lines that no longer exist.
Show the organization after the handover
Identify who performs operating work and what authority the incoming employee actually holds. A former chart is historical context, not automatic proof of present support.
Planning and budget documents naming the function, approval matrices showing your authority, leadership materials, contracts you signed, decisions recorded in ordinary correspondence, and organizational charts drawn accurately. Management approval of the appointment, the revised employment agreement, payroll showing the compensation change, an announcement to staff or clients, updated organizational charts, and early decisions taken under the new authority. Government records of admission and prior approvals usually arrive first and fastest; employer records — assignment letters, payroll by jurisdiction, internal transfer notices — take longer and often need a request routed through a former manager who has since moved on.