Selection is a planning fact, not the entire knowledge analysis. Establish what the employee actually knows and will use.
Distinguish expectation from expertise
A retiring colleague’s capabilities should not be attributed automatically to the transferee. Identify completed learning and independent work evidence. General occupational skill or selection as a successor does not establish specialized company knowledge.
Describe what the employee learned, applied and can now explain beyond ordinary familiarity; years of travel alone do not establish the standard, and a labour shortage is not the legal test. The L-1B standard covers special knowledge of the organization’s product, service, research, equipment, techniques, management, or other interests and their application in international markets; its alternative is an advanced level of knowledge or expertise in the organization’s processes and procedures. L-1B rests on one continuous year of qualifying employment with a related entity abroad within the preceding three years, and on specialized knowledge of the organisation's product or its procedures; the length or prominence of the project establishes neither. Explain the employee’s knowledge, qualifications and proposed services, and have any additional professional requirement reviewed rather than promising eligibility from a diploma or experience alone. Preference explains a commercial choice; the classification asks what the individual knows about the employer's own products, services, application, or advanced procedures, and whether the proposed duties require that knowledge.