Administrative Services And Facilities Manager

The appeal was dismissed because the Petitioner failed to satisfy at least three of the ten regulatory criteria at 8 C.F.R. § 204.5(h)(3). The Petitioner did not provide specific arguments or evidence to overcome the Director's findings regarding memberships, published materials, original contributions, scholarly articles, artistic displays, or leading roles. Consequently, the Petitioner did not establish sustained national or international acclaim or that he is among the small percentage at the top of the field.

The appeal was dismissed because the Petitioner failed to demonstrate eligibility for extraordinary ability. The AAO found the Petitioner only met one of the ten regulatory criteria (judging) and did not establish the required three criteria. Specifically, the Petitioner's 'Diploma' and 'Letter of Appreciation' were not shown to be nationally or internationally recognized awards. Memberships in the Kazakhstan Federation of Boxing (KFB) and the Oidene Hand-to-Hand Combat Federation (OHCF) did not require outstanding achievements judged by experts. Original contributions, such as the 'Methodological Manual for Hand-to-Hand Fighting,' were not shown to be of major significance beyond the Petitioner's immediate sphere. The master class instruction was not considered an artistic exhibition, and the organizations for which the Petitioner claimed a leading role (OHCF, Ministry of Internal Affairs, State Security Service of the Republic of Kazakhstan) were not proven to have a distinguished reputation. The Petitioner also did not contest the Director's finding that he did not meet the high salary criterion.

The appeal was dismissed because the Petitioner failed to establish that she met at least three of the ten regulatory criteria for extraordinary ability. Specifically, the Petitioner's work-related training certificates and employer-issued 'Employee of the Year' and 'Employee Referral Award' were not shown to be nationally or internationally recognized. Her role in selecting models for fashion shows was not considered judging the work of others. Her contributions, such as curating product collections and developing sales techniques, lacked evidence of major significance to the overall field. Her senior sales representative role was not proven to be leading or critical for a distinguished organization, and her salary evidence was deemed insufficient as it included post-filing data and lacked relevant comparative salary ranges.

The Petitioner failed to meet the required three criteria; specifically, the judging criterion was withdrawn because he judged internal employees rather than others in the same/allied field. The awards and memberships lacked evidence of national/international recognition or outstanding achievement requirements. The high salary claim was rejected due to a lack of proper comparative data for general managers in Turkey.