Use genuine examples and records of the applicant’s actual work. The certificate can be part of the context without being treated as proof of every responsibility.
Identify what the employee personally did
Explain the organizational processes or application involved and the person’s role. Avoid attributing a whole implementation team’s achievements to the holder of a certificate.
Useful records include dated design notes showing when the route-costing model was built and by whom, change logs showing the specialist's contributions, screenshots or exports from the internal tool, and the rule tables that encode the company's pay structure. Revision histories that name the employee, commissioning records for a system built in-house, an internal manual they wrote, and purchase files showing standard equipment was modified to a specification all speak without adjectives. Someone has to identify the proprietary process precisely, retrieve training and validation records that may be on a shared drive nobody has curated, and describe technical material in language a non-specialist reviewer can follow.
Use evidence created during ordinary work wherever possible: mentor statements, shift assignments, maintenance tickets, annotated diagrams, training attendance, quality records, and messages resolving particular production failures. Use corporate ownership records and operating evidence for the organization link; use contracts, payroll, tax documents, leave records, and supervisor letters for the foreign employment; use training records, controlled manuals, work samples, and a detailed US assignment for the knowledge claim.