No. Label future training accurately and rely on genuine completed experience when describing what the employee currently knows.
Separate the learning plan from the employment history
Use dated course records, project participation and examples of independent decisions. If the assignment depends on further training, identify that dependency rather than changing the dates. A certification may help explain learning but does not itself establish special or advanced company knowledge, the qualifying foreign year or a qualifying corporate relationship.
Internal design documents, architecture decision records, runbooks and implementation guides naming the employee as author or maintainer, significant incident write-ups, and code ownership records where policy allows sharing them. 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. Documentation of the process is more persuasive: internal design notes, control parameters, revision histories, training material written for the company's own staff, and any confidentiality treatment applied to it. Gather original job descriptions, payroll entries, training certificates, project assignments, product documentation, and manager statements explaining which duties continued after reclassification and which were added.