It may be relevant, but connect it to records of the applicant’s knowledge, contribution and proposed duties. A document’s usefulness depends on what it establishes.
Explain authorship and experience
Identify which materials the applicant created or used and when. Distinguish team work from personal contributions. Agree how confidential material can be shared appropriately rather than submitting an unexplained collection of slides.
The strongest files are built from records the company already generated in the ordinary course: internal manuals and their revision history, training curricula and attendance records, design notes, incident reports and the documents the transferee personally wrote. Internal service manuals that differ from public documentation, engineering change notices, the warranty and failure database, training materials used only for dealers under contract, and any patents or confidentiality policies covering the designs. Process manuals and recipes kept internally, engineering change logs, quality-control procedures, any patent or trade-secret policy, and training records showing the method is taught inside the company. Internal training records, project histories, the employee’s role in developing a procedure, documents they authored or validated, and a candid estimate of how long an experienced replacement would take to reach the same position all speak to the claim. Preserve dated drafts, revision histories, technical notes, project assignments, performance records, and statements from knowledgeable supervisors explaining what the employee created, adapted, or approved.