Yes, at least until the role's actual weighting is confirmed, since a case needing a revised duty description or a different classification approach can take longer than expected. A spouse's work plans are a separate question needing their own review regardless of how this resolves.
Avoid locking in dates before the classification is settled
Hold off on finalizing a moving date, lease, or school enrollment until the employer confirms whether the role is genuinely analyst-weighted or needs reframing. This kind of duty question can shift the filing timeline more than a household expects, particularly if the employer needs to adjust responsibilities. For a spouse hoping to work, treat that separately from the principal case, since TD status alone does not authorize employment.
Two things belong on the same sheet as that assessment. Write down, for each dependant, the activity they actually intend to pursue — employment, study, or neither — and check it against what that person's status would permit rather than against what the household has assumed, because a cost base built on two incomes is a different plan from one built on one. And note that the period of admission is finite and renewable rather than open-ended, so a family thinking in terms of school years should identify where the renewal points fall inside their plan and treat each as a real event with preparation attached.
Add each passport expiry to the same sheet. Hypothetical example: a landscape architect's household plans around a four-year horizon and discovers, once the dates are written in one place, that the span contains two renewal decisions and a passport that expires in the middle of the second one.