Describe the genuine arrangement, responsibilities and reporting relationships. Do not imply that every employee in the group directly supports the proposed role.
Connect the claimed resources with the work
Identify who performs the specific operating tasks and how the applicant manages or directs the relevant activity. An accurate account is more useful than simply attaching the entire group’s headcount.
Documents that show delegated power rather than describe it: board resolutions, signing and spending authority limits, organizational charts for both entities, minutes recording decisions the individual made, and the employment agreement's description of reporting lines. An accurate organizational chart, a written description of the function's scope and decision rights, evidence of the specialists who execute the function even without a direct reporting line, and documentation of the qualifying corporate relationship between the two entities. Start with a truthful U.S. duty statement, then connect each responsibility to reporting charts, job descriptions for subordinate staff, approval matrices, budgets, meeting records, and examples of decisions made without routine escalation. Gather the committee charter and minutes, but add organization charts, job descriptions, reporting lines, delegated assignments, budget authority, examples of recommendations and records showing who performed the underlying analysis.