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. Dates matter as much as descriptions.
Show authority being exercised
The strongest addition is evidence that the new responsibilities were actually used: approvals signed, a budget set, a hire made, a workstream redirected. A short interval between promotion and transfer limits how much of this exists, so gather what there is rather than overstating it. Advisers can compile and date the set.
Whether it answers the question a reviewer will ask is a determination for licensed counsel. Add one category that is easy to gather now and hard to reconstruct later: the records showing the promotion was planned rather than improvised. A succession discussion in board minutes, a budget approved months earlier that created the position, a recruitment process that considered other candidates, a compensation review scheduled in the ordinary cycle — each is dated, made for its own purpose, and answers the question of sequence directly.
Where the promotion genuinely was a rapid response to a business event, say so and evidence the event, because a documented reason is stronger than an implied plan nobody can show. Hypothetical example: a chip design group's promotion of a verification lead follows the departure of a director, and the file includes the resignation letter, the interim arrangements agreed that week, and the approval of the permanent appointment a month later — a sequence that explains itself without anyone having to characterise it.