Use relevant training, project or responsibility evidence that explains how the applicant learned and applied the process. Identify what each record establishes.
Avoid replacing evidence with terminology
An internal process name may need explanation for someone outside the company. Describe the actual work and contribution without inventing technical language. Distinguish advanced organizational knowledge from ordinary familiarity with the job.
Build the record around three questions: how the applicant acquired the knowledge, how it can be shown they applied it, and how the company knows they hold it. Training records and course outlines answer the first; project files, sign-offs and correspondence answer the second; an internal certification, an escalation list or a role definition answers the third. Hypothetical example: a biomedical technologist who maintains a manufacturer's imaging equipment has a complete service history sitting in a ticketing system nobody thought to export, and it is the single best record of what that person actually did.
Ask which internal systems hold evidence before anything is written, because a dated system export persuades more than a paragraph composed afterwards. Where an internal name is used for a procedure, define it once and then use it consistently, rather than translating it into industry language a reviewer might match to something else entirely. Number the evidence list and keep it in one place, so anyone picking the file up later can see at a glance which items are held, which are requested, and which nobody has looked for yet.