Describe the employee’s and organization’s actual contributions accurately, with appropriate supporting evidence.
Do not claim the partner’s entire expertise
Identify what was learned, developed or applied by this person. Preserve legitimate distinctions between collaborators instead of presenting all work as the transferee’s own.
Evidence that the knowledge belongs to the employer rather than the trade: internal documentation of the proprietary system, records of the training or development work through which the knowledge was acquired, and a description of how few people in the organization hold it. The company's own written procedures and work instructions, records showing which of them the employee authored or revised, training materials they developed, and correspondence showing decisions escalated to them. 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. Identify authentic records and a permitted explanation of the relevant process and individual contribution, with appropriate handling agreed for sensitive material. Gather the actual technical materials, document controls, training records, product history, organization charts and assignment plan. The standard has two branches: special knowledge tied to the organization’s products and services, its research, equipment, techniques, management, or other interests as applied internationally; or advanced knowledge of that organization’s processes and procedures. Label future training accurately and rely on genuine completed experience when describing what the employee currently knows.