Use the actual agreement and explain the real assignment.
Check supervision and purpose again
Different contracts can allocate control differently. Do not carry favorable terms from one alternative into another without verifying the actual arrangement.
Relevant project, training and responsibility records can explain the applicant’s actual work and knowledge. Use current duty descriptions and actual work examples showing the knowledge used in the continuing assignment. Beyond the usual corporate and employment records, the file needs the contract or statement of work, a written description of supervision arrangements, and material showing the method is the petitioner's own. Explain technical material in terms a reviewer can assess while handling confidentiality appropriately. Give every technical assertion a source: training history, internal manuals, system access records, project correspondence, and statements from people able to explain the employee’s role. Supporting material may include authored analyses, configuration records, training histories, decision memoranda, and statements from people who can explain the contribution firsthand. Incident reports, post-project reviews, deviation investigations and the notes explaining why a method was changed all show judgement being exercised under pressure, and they are dated, made for another purpose, and difficult to characterise as self-serving.