Use relevant records and a factual explanation of the activities and period being described. Distinguish actual experience from an estimate.
Explain the assumptions
Identify what the estimate includes and who can explain it. Do not inflate the duration by adding unrelated work or overlapping periods twice. The applicant’s genuine knowledge evidence remains central.
Redacted internal documentation, training and certification records, project summaries naming the employee's role, and a letter explaining the process in enough detail to be understood. With internal records: design documents, project histories, training materials and staffing data that show what the proprietary element is, who created it, and how few people in the group can work with it. Build a dated review file around training originals, project versions, supervisor confirmations, entity relationship records, and source files showing personal participation. Look for commissioning and validation reports the employee signed, revision histories on internal procedures they authored, training records showing who was certified on what and when, and project files where they were the person consulted. Records may include controlled manuals, training histories, product-release material, project records, and detailed statements from knowledgeable managers. Preserve original tickets, change logs, training records, and supervisor explanations; redact customer secrets only as needed while retaining context.