No. Explain what the employee learned and how it relates to the current assignment.
Identify continuity and changes
A genuine historical certificate may be useful, but it should not be relabelled as training that never occurred. Describe relevant experience and updated knowledge accurately.
Older design documents, internal procedure manuals the applicant wrote or maintained, escalation records, training material, release notes, and system configuration histories. Ask supervisors and the employee to reconstruct training history and concrete examples if formal records are incomplete, and be honest about any gaps rather than inventing a paper trail after the fact. Build a dated record of the pilot’s true progression: design notes, test versions, results, unresolved defects, training materials, and examples of the employee’s contribution. Look for commissioning and validation reports the employee signed, revision histories on internal procedures they authored, training records showing who was certified on what and when, and project files where they were the person consulted. Training records, authored specifications, problem reports, internal comparisons, and the U.S. assignment statement should connect expertise to future duties without crediting the applicant for colleagues’ work.