No. It helps explain the handover, but the foreign employment and proposed U.S. role still need their own assessment.
Show substance behind delegation
Identify the work transferred and the authority retained. A title change without a change in actual responsibilities may leave the central role question unanswered. Hypothetical example: a beverage-can recycling company proposes to move its regional director to lead a related U.S.
operation. Chart the foreign and U.S. entities, then test the person and role separately.
Payroll, job descriptions and organizational records should show a continuous qualifying twelve-month foreign period inside the three-year lookback; reporting charts and authority records should show the proposed managerial or executive capacity. Review the company relationship first, the employment chronology second, and the U.S. duties third.
The usual mistake is relying on an impressive title while the evidence shows the transferee mainly performs individual production tasks. A new office also needs premises and a credible first-year role. Plan with the seven-year L-1A ceiling in view rather than assuming an unlimited assignment.
Preserve the comparison in the file so later role changes can be measured against the original managerial or executive basis rather than explained from memory.