Training records, permitted project descriptions, internal qualification records, and other evidence that accurately explains the knowledge can usually be provided. The company should identify in advance what can be shared openly and what needs careful handling.
Choose evidence that actually answers the question asked
A reviewer needs to understand the relevant process and the employee's real experience with it, not an unexplained bundle of sensitive files. Ask which specific examples establish the material facts, and coordinate with legal counsel before deciding how to redact or summarize anything genuinely confidential.
Useful: authored or revised procedures, audit reports naming the applicant, investigation and corrective action records they owned, supplier approvals, training and authorisation registers, and a current delegation of authority. Files that persuade in this area tend to look mundane: version-controlled procedure documents with an author's name on them, a training register showing who taught whom, a log of investigations that were referred upward, an email chain where a difficult judgement call was made. Provide the table of contents of the internal manual, sample pages of the schedule library with commercially sensitive values obscured, the calibration procedure written for the group's own sensors, and the internal defect taxonomy.