No. It should accurately describe the genuine duties. Omitting material delivery responsibilities can misrepresent the primary role.
Explain delegation as it actually operates
Identify who performs which tasks and what decisions the applicant makes. A truthful account allows the standard to be assessed without turning a mixed role into a fictional management-only position.
Site-level organisational charts, a delegation-of-authority or approval matrix, budgets identifying which lines the applicant controls, written confirmation from each site leader about who sets their objectives, and examples of regional decisions such as staffing plans or capital approvals. 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. Organisation charts with names and titles, a written statement of the decisions the transferee may make without approval, board or shareholder minutes showing the level of supervision, and job descriptions for the management layer beneath. Payroll records covering the relied-upon period should show full-time hours and consistent pay, and an organizational chart or role description from before and after the layoff should show the executive returned to the same or an equivalent qualifying position rather than a materially different one.