It may help explain a process, but the employee’s qualifying knowledge and proposed application require their own account.
Explain beyond possession
Having access to a document is not the same as demonstrating the relevant organizational expertise.
Discuss training records, permitted project descriptions, internal qualifications and other evidence that accurately explains the knowledge, and ask the company to identify what can be shared and what requires special handling. Describe the knowledge at the level of function and history rather than formula, and support it with document indexes, redacted excerpts, training logs and declarations from supervisors who can be contacted. Request the specific project files, training certificates, or internal documentation the colleague's account points to, and confirm dates and the employee's actual role in each. Useful selections include restricted training logs, redacted process maps, project assignments, internal certifications, release records, and declarations explaining the employee's contribution. Ask the business to provide a plain-language comparison supported by its own records: release notes, process materials, training history, or examples of decisions the employee made. Training records, authorship and version histories, approval trails, and a count of employees holding comparable knowledge turn the narrative into evidence that can be checked.