The critical path usually runs through corporate records and the duty statement, not the applicant. Board approval of the appointment, a finalised reporting structure, current financial records, and counsel's review of the year abroad each gate the next step. Government processing times are outside the employer's control and should not be promised.
Sequence the announcement last
Set milestones for the appointment resolution, the completed organisational chart, the ownership evidence, and counsel's sign-off on the packet. Keep the division's internal announcement, any customer communication and the executive's departure from current duties behind the point where authorization is actually in place. If leadership needs an interim arrangement, design it now, so a delay produces a planned handover rather than an empty seat at the top of a working division.
Sequence the internal announcement last and everything else in front of it. The critical path usually runs through corporate records and the duty statement rather than through the applicant: board approval of the appointment, a finalised reporting structure, current financial records, and counsel's review of the year abroad each gate the next step. Set milestones for those four and treat government processing as outside the employer's control and not to be promised.
Keep the division's internal announcement, any customer communication, and the executive's departure from current duties behind the point where authorisation is actually in place, and design any interim leadership arrangement now.